Religion in the colonies free essay sample

John Calvin had a major influence on the English colonies in America. Calvin was a Frenchmen who broke from the Catholic Church and developed his own form of Christianity. The first Great Awakening begins in the early around 171 5 up to the American Revolution. It is an emotional religious revival. It began in Calvinist churches. The Great Awakening focuses primarily on the idea of the free will. It has a huge impact on the colonies. It causes splits in several religious denominations. It weakens authority by getting people to essentially question, Is a preacher really needed to lead to salvation? It increases the growth In religious freedom. The Quakers arose at the time as well, with George Fox and William . The Quakers believed In the Inner light and that there Is that of God In every man. There Is a light In every person. They supported gender and racial equality and believed that everyone should be treated equally. We will write a custom essay sample on Religion in the colonies or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They were persecuted everywhere for their beliefs. The main issue in the Quakers persecutions was that there was a strain toward individualism and diversity demands increasing religious toleration as a basic civil right ND the Quakers challenged every notion of the orthodox community by pressing for religious toleration as a basic civil right. 1 Separatists are considered Calvinist whom settled Plymouth and decided to leave the Church of England. The Puritans stay to purify the church. The Quakers had a very positive outlook on life. Everyone was a child of God in their eyes. Most Europeans saw the Native Americans as savages. However, William held the utmost Quaker perspective. He believed that they should be treated as equals and he admired their language, diet, customs, ND manners, and their overall way of life.The Enlightenment period also arose. It was more so Intellectual and . It is among the elite. It began in the 1500 sand peaks by the 1600 smith international (France), and Isaac Newton (England). They all came up with the natural law. They believe that, There must be a natural law for everything. Dont accept anything on faith. It must be proven with logic, math, etc. They believed that the happiness of mankind could be best advanced through the sole use of reason. 2 The Enlightenment had an interesting impact on religion at the time.It helped to begin atheism, agnosticism, and deism. The deist felt that the duties that were developed by Christianity were no longer needed. The Enlightenment had a major impact on the Founders and their government. Benjamin Franklin, Thomas Jefferson, James Madison, John Adams all declared themselves deist at the time. Thomas declared to be an atheist. With this being said, the Divine Right theory was created. It held the argument that the King ruled with divine right because God chose him to. They felt that if one opposes the King, they must oppose God as well.Many people didnt support the Enlightenment idea. John Cotton served as a prime example of those who did not support religious toleration or democracy. To Cotton, the visible church had the task of educating the mass of believers in the spirit of the true religious ideal and the government [shall be] sovereign. 3 He felt that there should be one uniform religion, Puritan, and that God should be the only one to make rules for the Christian people. He believed that a democracy for the church would only make people more inferior to those who were apart of the government. As the colonies began to become less close to their European home front in England and the Church of England, many people began to stray away from the traditional Church of England and Join and even create new dominations. So many changes took place in religion and politics that it emphasizes the fact that, New England was rapidly moving from a state of homogeneous Puritanism to heterogeneous colonialism. 4 The Great Awakening and the Enlightenment played a huge part in the new society and government in the colonies.

Central bank free essay sample

Moderate inflation is an inevitable consequence of sustained economic growth. It can enhance economic growth by mobilizing the resources of a country. and it is one of the most closely watched measures of an economy. most economists think that a little inflation is necessary in a growing economy, but high inflation rates are harmful to most people and to governments. For the last five years, Ethiopia has recorded sustaining economic growth. However, inflation in Ethiopia is beyond the break-even point. Instead of stimulating economic growth, inflationary pressure in Ethiopia seems to be on the verge of distorting the allocation of resources and is likely to be a deterrent to undertaking productive investments. It is quite clear that the main determinants of inflation in Ethiopia are imports, depreciation of the Ethiopian birr, and a decline in the domestic lending interest rates or an increase in broad money supply the Ethiopian monetary authorities need to tighten the stock of money in the country. We will write a custom essay sample on Central bank or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A tight monetary policy could serve as an anchor for inflationary pressure in Ethiopia. Thus, it is absolutely vital that economic policymakers design strategies that could curtail the on-going erosion of purchasing power to curb inflation before it deepens the economic crisis and contributes to political instability. By and large, Ethiopia has recorded seventeen years of economic stagnation under the leadership of The Derg, a military government. In 1990/91, the growth rate of the Ethiopian Gross Domestic Product (GDP) was -3.2 percent, cyclical unemployment was about 12 percent, the rate of inflation was about 21 percent, and the country’s budget was at a deficit of 29 percent of GDP. For the last five years, contemporary Ethiopia has gathered momentum by recording a steady economic growth. Along with this growth, however, the country has seen an accelerated, double-digit increase in the price of goods and services. Thus, inflation has remained a scourge of the Ethiopian economy (Kassahun, 2002; Tadesse, Demissie, Goodo, 2008). Stated in simple words, Ethiopia at this juncture is faced with an overheating economy. With  the global soaring price of oil, wheat, corn, and minerals, this condition cannot be regarded as unique to the Ethiopian situation. What makes this a special case is that Ethiopia is a low-income country. The increase in National Consumer Price Index (the main gauge of inflation) has become very detrimental to the low-income groups and retirees who live off a fixed income. The risk of inflationary pressure is reducing the purchasing power of the Ethiopian birr. Since the current inflation rate in Ethiopia was â€Å"almost 40 percent year-on-year in May 2008, driven largely by rapidly rising domestic food prices† (IMF,2008), therefore an item which used to cost one birr a year ago now costs one birr and 40 cents. That is, the value of one birr is approximately 71 Given that a large portion of county’s population lives in absolute poverty (i.e., less than one dollar per day), it is time that the regime in power identifies the salient factors that might be contributing to inflation in Ethiopia. Also, it is absolutely vital that economic policymakers design strategies that could curtail the on-going erosion of purchasing power to curb inflation before it deepens the economic crisis and contributes to political instability (Desta, 1993). The focus of this study is to examine both the main causes and the consequences of existing inflationary pressure in Ethiopia. The first section provides the literature review, which briefly discusses the theoretical formulations of inflation The final section contains the summery and conclusion of the study and provides some suggestions on how to control the current inflationary pressure in Ethiopia and prevent the resurgence of inflation at a minimum cost in terms of output loss. 2. Review of literature 2.1. Determinants of Inflation There are various theories proposed by various economists to explain the determinants of inflation. In this study, the various theories of inflation are grouped into 1) inflation as an economic growth phenomenon, 2) demand-pull and cost-push theories of inflation 3) the monetarist explanation of the causes of inflation, and 4) fiscal budget deficit as a source of inflationary pressure. 2.1.1Inflation as an Economic Growth Phenomenon From theoretical and empirical perspective, determining the direction of causality between economic growth and inflation in the developing countries is very controversial ( Hossain Chowdhurry, 1996). In 1950s, the Structuralist Economist view of inflation, as pioneered in Latin America, persuasively argued that moderate inflation and economic growth are positively related. This was in contradiction to the policy advice of the international lending institutions (Meier, 1995; Mallik Chowdhurry, 2001). Stated in simple terms, inflation stimulates the economy since nominal wages may lag behind prices, allowing for slower adjustment to wage expectation. Similarly, the Keynesian economic perspective assumed that moderate inflation might accelerate economic growth by raising the rate of profit, thus increasing private investment (Jung Marshall, 1986). According to Meier, inflation accelerates economic growth in two ways: â€Å"by redistributing income from workers and peasants, who are assumed to have a low marginal propensity to save, to capitalist entrepreneurs, who have assumed to have a high marginal propensity to save and invest; and by raising the nominal rate of return on investment relative to the rate on interest, thus promoting investment† (1995). Capitalizing on the Keynesian theoretical framework, the ruling party in Ethiopia seems to attribute the surge in inflation to macroeconomic growth. As stated by Goodo, â€Å"The Ethiopian government admits that inflationary pressure has become very severe. However, it also claims that the economy has been growing at 10% for five consecutive years and it is healthy at present.† (Hassan, 2008). Using the full-employment model, it is possible to assume that if a nation achieves full employment, economic growth is likely to precipitate an inflationary situation. Since the 10 percent increase in nominal GDP cannot keep pace with a 40 percent inflation rate, the acceleration of economic growth seems to be overstated. In fact, it is possible to assert that double digit inflation in Ethiopia is nothing but a clear sign of an unhealthy economy (Goodo, 2008). As persuasively argued by Barro, the inflationary situation in a country could have a negative-structural-break effect on economic growth, if the sustained increase in prices is more than 15 percent (1996). The inflationary economic growth process generates distortions in the allocation of resources under the free market system. It may not bear fruit if the Ethiopian citizens do  not â€Å"have confidence in the stability of the value of money, and . . . if inflationary financing is not accompanied by governmental policies of holding down the wage and interest costs of business enterprises† (Meier, 1995, pp. 180).

Is the attempt to manage employees cultural values and emotions perfectly reasonable or a step too far

Introduction This paper is aimed at showing that in most cases, the management of employees’ emotions and cultural values is ineffective and unethical even despite the fact that this idea appeals to many business administrators. In order to elaborate this argument, it is first necessary to discuss the concept of organizational culture and explain how the values of employees are formed.Advertising We will write a custom essay sample on Is the attempt to manage employees’ cultural values and emotions perfectly reasonable or a step too far? specifically for you for only $16.05 $11/page Learn More In particular, I will try to demonstrate that people’s attitudes toward an organization depend mostly on the nature of their work and their long-term experiences with the company. Moreover, they are dependent on their cultural background. The main task is to show that they cannot be shaped through a planned initiative. These issues will be disc ussed in Section One. Furthermore, in Section Two, I will try to show that the management of workers’ values and emotions can result in conformist thinking in the organization and inability to critique other people. Finally, Section Three will be aimed at examining the ethical aspects of managing cultural values and emotions of employees. In particular, I will try to demonstrate such attempts can encroach on the ethical integrity of a person. These are the issues that I would like to address in this paper. Factors influencing cultural values and emotions of employees Overall, organizational culture is one of the first concepts that should be discussed. In their article, Shahzad et al. (2012) provide several definitions of this notion. First, they define culture as a set of assumptions or values that differentiate a particular organization (Shahzad et al. 2012, p. 976). Moreover, in this context, this term can be understood as beliefs and feelings that employees have about the ir job, the company in which they work, its goals, and its principles (Shahzad et al. 2012, p. 976). These attitudes depend on a variety of factors, for instance, the nature of work, the rewards that employees receive, the relations between managers and employees, career prospects and the social status that a person receive due to his/her work.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, a manager who strives to change organizational culture will have to manipulate these factors. The problem is that this task is hardly possible. This person would have to change the compensational policies of the company, its structure, and probably the attitude of the community toward a certain profession. For example, the study carried out by Stephen Ackroyd and Phillip Crowdy (1990) shows that the values and behaviour of workers often depend not on organizational, but occupational culture ( p. 4). These authors examined the behaviour of those people who worked in slaughter houses (Ackroyd Crowdy 1990, p. 3). Many of these people viewed their job as a necessary evil, but they did not take much pride in it (Ackroyd Crowdy 1990, p. 3). This example is important because it illustrates that the values and emotions of workers are not dependent on the actions of managers. In some cases, their attempts to manage the values and emotions of workers are not feasible. The advocates of cultural management can say that in some companies workers identify themselves with the organization, for instance, one can mention such corporations as Honda or Toyota (Wilmott 1993, p. 545). Nevertheless, one should take into account that this loyalty to the group can be explained by social and cultural development of Japanese society (Wilmott 1993, p. 545). It cannot be fully attributed to the actions of managers. These are some of the objections to the management of a person’s values or emotions in the workplace. The second issue that should be discussed is how to demonstrate that the change in cultural values has really been made. The first argument that scholars put forward is that there is no theory that describe the construction of personal or group values (Fitzgerald 1988, p. 5). Additionally, Thomas Fitzgerald points out that it is necessary to explain how the values of employees can be replaced or modified and how this change can be measured (1988, p. 9). Yet, this question still has not been examined by psychologists or social scientists. Secondly, managers have to compare old cultural values or emotions of employees with new ones.Advertising We will write a custom essay sample on Is the attempt to manage employees’ cultural values and emotions perfectly reasonable or a step too far? specifically for you for only $16.05 $11/page Learn More In order to do it, a person should conduct a serious of interviews with employees for several times. Even if a company chooses to conduct such interviews, it is quite possible that workers will give responses that management expects from them. In other words, one cannot ensure the validity of such results. Again the problem of measuring values and attitudes can undermine the very idea of managing the employees’ values, feelings, or emotions. Admittedly, there are some ways in which managers can change the attitudes of workers. For instance, in those companies where leaders encourage workers to take in decision-making, people are more likely to have positive experiences. However, these experiences are the result of long-term effort of the leaders. They cannot be attributed to a short-term planned initiative. For instance, in his article, Michael Rosen (1988) describes a Christmas party that was organized to improve the relations among employees (p. 478). Yet, one cannot ensure that such parties can improve the atmosphere in the workplace. Thus, administrato rs cannot always provide convincing empirical evidence proving that they did change the worker’s values and that this change positively affected the productivity of the company. This methodology has not been fully developed. Apart from that, one can refer to the research conducted by Emmanuel Ogbonna and Barry Wilkninson (2003) who demonstrated that the so-called cultural shift in many companies can be better explained by structural changes, job insecurity, or the threat of punishment (p. 1151). Studies suggest that in most cases, culture change initiatives do not help to internalize the values advocated by the management (Ogbonna Harris, 1998, p. 286). In other words, they may follow the principles or rules that are imposed on them, but they do not see them as internal obligations.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, people who claim to produce a cultural change in an organization will have to provide evidence showing that this goal has really been achieved. Currently, psychology or social sciences cannot provide methods for measuring the achievement of this goal. This is one of the main issues that business administrators should take into account. Groupthink and Conformism Many business administrators regard the management of employee’s culture as a positive phenomenon. They believe that this strategy can increase workers’ loyalty to the company, and its goals. Assuming that this goal can be attained, there are many potential problems, and one of them is conformist thinking (Won-Woo 2000, p. 873). It should be noted that very often managers attempt to make workers think and act in a similar way. In their opinion, the adherence to the rules of the company has to be the top priority for an employee. In many cases, such a requirement is quite understandable; moreover, good coordination is necessary for any organization. However, business administrators should remember about the dangers of groupthink. This is a situation when employees cannot critique or question the decisions of top management only because they take their opinion of these managers for granted (Won-Woo 2000, p. 882). Corporate leaders should put more value in individuality to ensure the diversity of opinions in the workplace. Without this diversity of opinion, they companies can become stagnated. As it has been said before the very concept of organizational culture suggest that employees have a shared set of beliefs, feelings, and emotions. Thus, managers attach more importance to collectivism and attachment to the group. This strategy can include to some of the following outcomes: 1) self-censorship or unwillingness to contradict the group; 2) the belief in the infallibility of the group; 3) lack of attention to the details which contradict the dominant views; 4) failure to evaluate and critique the decisions of the organization; 5) poor assessment of risks (Won-Woo 2000, p. 882). Therefore, business administrators should remember that decision-making in their organizations can decline because of their attempts to manage the emotions and cultural values of workers. They can reach a situation when employees will be unwilling or unable to think critically. One can easily assume that the performance of such a company may soon decline. This is the risks that managers should be aware of. Ethical aspects of managing cultural values and emotions Another issue that should be discussed is the ethical aspects of emotions and cultural values of workers. Even it is possible to manipulate the values and emotions of a worker, one can still ask a question whether this activity can be acceptable from an ethical point of view. The thing is that every employee is a unique individual who has a distinct set of goals, beliefs, or principles. In his article, Hugh Willmott (1993) arg ues that companies that try to manipulate the values and emotions of workers closely resemble totalitarian societies (p. 523). He points out that these attempts completely contradict some liberal values of freedom of expression or privacy (Willmott 1993, p. 523). Moreover, a worker might be reduced to a mere cog in the machine. This is one way of looking at this problem and it does not support the idea of creating specific cultural values that should be shared by every employee. Additionally, employees themselves can reject any attempt to influence his/her emotions or values. The problem is that many managers want their employees to be completely loyal to the company. Its needs and goals have to be the top-most priority for them. However, these goals can be achieved in different ways, and some of them may not be ethical. Thus, a question arises as to how an employee should act when the strategies of the company contradict his/her ethical principles. In companies, in which the loyalt y to group is viewed as an obligation, a person can be afraid of acting in an ethical way (Maharaj 2008, p 68). The thing is that in the long-term, this lack of moral independence can eventually produce catastrophic effects on a company. Many of the corporate scandals that broke out during the last decade can be explained by the fact that many people did not try to evaluate the morality of the decisions taken by corporate leaders. For example, one can refer to the well-known Enron scandal which can be partly explained by the firm belief in the morality of the group (Gini 2004, p. 9). Thus, managers should consider how the management of cultural values or emotions can eventually affect the reputation of the company and its public image. Moreover, these initiatives can create a gap between corporate leaders and workers who will believe that they are manipulated. Conclusion Overall, these examples show that the attempts to manage cultural values and emotions of workers can be questione d from ethical and scientific points of view. As it has been shown there is not clear method explaining how business administrators can actually affect the attitudes, goals, feelings, or principles of employees. One of the main problems is that there are no theoretical frameworks that can accurately describe the process of changing or influencing the emotions and values of workers. Secondly, it has been shown that the attitudes of an employee are dependent on many factors like the nature of work, cultural background, his/her social status, and so forth. Not all of these factors can be manipulated or altered by the organization. Additionally, managers should remember that these attempts can compromise ethical principles within the company and impoverish its decision-making. Managers or corporate leaders may like the idea that they can affect employees’ inner world, but at this point this task cannot be done. References Ackroyd, S. Crowdy P 1990 ‘Can Culture be Managed? Working with â€Å"Raw’ Material: The Case of the English Slaughtermen†, Personnel Review, vol. 19 no. 5, pp.3 – 13. Fitzgerald, T 1988, ‘Can Change in Organizational Culture Really Be Managed?’, Organizational Dynamics, vol. 17 no. 2, pp. 5-15. Gini, A 2004, ‘Business, Ethics, and Leadership in a Post Enron Era’, Journal Of Leadership Organizational Studies, vol. 11 no. 1, pp. 9-15. Maharaj, R 2008, ‘Corporate governance, groupthink and bullies in the boardroom’, International Journal Of Disclosure Governance, vol. 5 no. 1, pp. 68-92. Ogbonna, E, Harris, L 1998, ‘Managing Organizational Culture: Compliance or Genuine Change?’, British Journal Of Management, vol. 9 no. 4, p. 273-288. Ogbonna, E, Wilkinson, B 2003, ‘The False Promise of Organizational Culture Change: A Case Study of Middle Managers in Grocery Retailing’, Journal Of Management Studies, vol. 40 no. 5, pp. 1151-1178. Rosen, M 1988, ‘You Asked for It: Christmas at the Bosses’ Expense’, Journal of Management Studies, vol. 25 no. 5, pp. 465-480. Shahzad, F, Luqman, R, Khan, A, Shabbir, L 2012, ‘Impact of Organizational Culture on Organizational Performance: An Overview’, Interdisciplinary Journal Of Contemporary Research In Business, vol. 3 no. 9, pp. 975-985. Won-Woo, P 2000, ‘A comprehensive empirical investigation of the relationships among variables of the groupthink..’, Journal Of Organizational Behavior, vol. 21 no 8, pp. 873-887. Wilmott, H 1993, ‘Strength Is Ignorance; Slavery Is Freedom: Managing Culture in Modern Organizations’, Journal of Management Studies, vol. 30 no. 4, pp. 515-552. This essay on Is the attempt to manage employees’ cultural values and emotions perfectly reasonable or a step too far? was written and submitted by user Kristen Knight to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How to Tell Us About Yourself In This Application For Jobs in Texas

How to Tell Us About Yourself In This Application For Jobs in TexasHow would you explain the jobs available in Texas to a person who applied for an oil rig job but was turned down? Can you speak highly of the potential of those not even considered for a job when the economy was good? There are so many variables that would influence your decisions, it's vital that you understand what types of positions exist and how you would make the best use of the resources available to you.When you want to find out about a position in Texas, the first thing you need to do is talk to people who have had previous experience. Don't just throw in a couple of questions on your resume and call it a day. When filling out a job application, take some time to really consider your best options. Take the time to really get a feel for the culture and the people involved.With job applications, you will typically see a lot of keywords and phrases. These keywords will help you narrow down your search and see wha t jobs come up in your area. For example, if you wanted to go with oil field jobs, you could start out by writing about all the types of jobs in the oil industry. After you have considered a few, you may want to try another approach such as environmental, financial, or technical.Remember, there are more jobs for blacks than for whites in Texas. There are a variety of positions available, so it can be difficult to narrow your search down to just one. If you have information to share, you should explain to the employer why you feel qualified for a position in the field.If you are applying for a job in the oil industry, one of the best fields to apply for would be in the Texas Gulf Coast. You could be placed in an oil rig, which would allow you to travel from one location to another with a paycheck. Along with the benefits, you also get plenty of work at the end of the day, as well as the ability to work for a company that has a good reputation for paying well. The pay is a good starti ng point, but is not the only factor that you should consider.For jobs in Texas, especially if you were turned down for a pipeline job, you will want to see how you would be able to develop a profile with your profile. Think about how you could communicate to a potential employer in the simplest way possible. Tell them about your highest achievements and the skills you have developed over the years. A good starting point would be your college transcripts.While a resume is important, a personal letter is even more important. Find an internship that interests you. Write about the experiences that are most applicable to your qualifications for the position you are applying for. Explain how you plan to integrate yourself into the company. Be sure to take time to make sure that you provide a realistic description of your skills and qualities.When you think about jobs in Texas, you should consider the broad range of positions that exist. Make sure you understand each one so that you can h ave the best chance of success. To get started, visit the website of a Texas Employer Development (TED) agency.

The Mission essays

The Mission essays Father Gabriel is a Jesuit priest who enters the South American rainforest with the intention of building a Christian mission. His challenging task is the conversion of a small tribe of native Amazon Indians called the Guarani. Gaining their trust, Father Gabriel is able to teach his new friends about his faith learning about the Indians' culture and language along the way. Spanish army officer turned slave trader Rodrico Mendoza out of jealousy murders his own brother. Stricken by grief he joins Father Gabriels mission and eventually converts and becomes a Jesuit priest. The two Jesuit missionaries come together to defy Spain and Portugal to save the Guarani Native tribe from slavery. The two men unite to save the mission when they proceed to negotiate the boundaries in the area that would affect both the natives and the Jesuit missionaries who have set up safe havens for them. Individually the characters of the film have little to do with actual history. They are more symbolic figures in the movie that represent the leader or myth of glory that helps the flow of the movie. They also symbolize the represent regions as a whole and other missionary that underwent the same thing during the time period. Overall, the history of the movie lies between the old world Spain and Portugal and the new world Indians. The movie did not go into the detail about the difficulty that the Jesuit priest went through to learn the Indians culture and start to convert them. Skipping this made it seem like the Indians accepted the religion automatically and without struggle. The Indians though established first are considered on European territory so naturally the Europeans want to overtake them and use them as labor on their plantations. The natives are influenced strongly by the interaction with the new world gaining a full religion and new ideas of violence and cultur e. Historically speaking, Spain was harsher and more agg ...

Mobile Computing and Mobile Computing Security Essay

Mobile Computing and Mobile Computing Security - Essay Example Today, a whole variety of 'mobile computing platforms' such as in-dash VGA displays and automobile computers which feature a variety of applications and functions such as global positioning systems (GPS) and radar detection systems are available for the mass market ("Mobile computing", 2006). Some mobile computing devices use WLAN (Wireless Local Area Network) as their means to communicate and acquire data. A WLAN is a LAN (Local Area Network) connected through radio or other wireless means. One of the advantages of using a WLAN is the flexibility it offers to overcome restrictions of physically connected networks to space restrictions. It is easy, wire-free and simple to use. WLAN allows data access without having to "jack-in" or plug to a wired network (Shriraghavan et al, 2003). Wireless Local Area Network (WLAN) transmits and receives data through fixed line network called access points. An area called a "hotspot" results from the area covered by each of the access points. Each access point serves numerous subscribers and they alter their 'access points' as they transfer from one point to another. As the number of access points in a WLAN increases, the size of the network also increases (Shriraghavan et al, 2003). Satellite Networks This type of network uses communications satellites acting as central points for transferring data. The subscriber uses a 'satellite dish antenna and a transceiver to transmit and receive data'. This network is usually a better alternative for rural areas where 'broadband, DSL (Digital Subscriber Line) and cable television' systems are not accessible (Shriraghavan et al, 2003). Cellular Networks The advent of mobile phones or cellular phones ushered in the creation of cellular networks. A cellular network operates by serving different frequencies or bands to handle calls and other services such as short message service (SMS). A cell site is commonly composed of 3 basic parts: a control unit, a receiver and a transmitter connected to a Mobile Telecommunications Center that is also interconnected with the public telephone systems (Shriraghavan et al, 2003). Ad-hoc and Sensor Networks An ad-hoc network results from the creation of several small nodes or "motes", tiny powered self-contained computers that are linked through radio around a small area. Motes are capable of communicating and exchanging data with each other over short distances and are usually formed temporarily. Ad hoc networks are common and have several practical military applications (Shriraghavan et al, 2003). Mobile Devices Mobile devices could include the following: Laptop computers, Personal Digital Assistants (PDAs) and handheld PCs, Pagers and cellular phones and task devices, such as bar code scanners. Laptops, PDAs and portable handheld PCs are computing devices that can run a number of programs and applications for every sort of business, enterprise and more recently for the modern home. Laptops are basically portable versions of personal computers (PCs) which equal or even rival the computing power of modern desktop units. They are similarly supported by their manufacturers in the

Film Essay Example | Topics and Well Written Essays - 500 words - 14

Film - Essay Example tion of America, the film industry took a high recovery path between 1970 and 1980, through the integration of the television and the film division of the MCA with new blockbuster films. This was to be reversed back to the studio system balance of power, after the deregulation of the media that swept through the 1990s, coupled with globalization and digital technologies (Schatz, n.d.). Between the 1920s and the 1940s, the film industry was controlled by the Big Eight Studios, which operated on a factory-based mode, and the studio control made the industry flourish through the depression and the World War II, such that the government had to tolerate the studio control. However, by 1947-8, the studio control experienced one of its major blows that saw the revenues drop drastically. This is because, the Supreme Court ruled to prohibit the collusive trade practices that enabled the big studios to control the industry (Schatz, n.d.). This resulted to the change of the mode of operation of the film business in Hollywood, to a new business model that operates to date. The ‘telefilm’ concept developed in the 1950s, with the rise of the profitable television production based on the West Coast films, which the studios started pursuing (Schatz, n.d.). Though initially the big studios such as the Warner Bros and the 20th Century Fox had initially resisted the ‘telefilm’ lure, they were eventually absorbed into it by the success of other studios, and by the 1960s, the TV series production had shifted from New York to Hollywood. Further, the 1960s were the years of increased film importation and international co-production, and during the same period, Hollywood ventured into regenerating its own art cinema (Schatz, n.d.). However, the excess youth-marketed art cinema coupled with the flop of high budget film resulted in a high recession for the industry between 1969 and 1971. This led to the revolution of the industry through the introduction of the theatrical