Saudi Arabia Cultural Profile Research Paper Example | Topics and Well Written Essays - 1250 words

Saudi Arabia Cultural Profile - Research Paper Example Cold war is used to refer to the short-lived association that cropped up between USA and USSR following World War Two from 1945 to 1980 (Gerdes 98). Many people found increasing weapons of mass destruction to be of great concern. Additionally, no side did fight with the other. However, they fought for their beliefs through client states that fought for their beliefs for their sake, for example, South Vietnam was anticommunist and had supply from America during the war whereas North Vietnam was a communist supporter and fought the south inclusive of the Americans using the weapons from communist China or communist Russia (Heinzig 202). Within Afghanistan, rebel Afghans were supplied by Americans after Soviet Union invading in 1979 though they did not involve themselves physically thus evading a direct confrontation with the Soviet Union. Logics can show that because the USSR and USA fought allies in World War Two, their association following the war would be more firm and friendlier. This is something that never came to be, and any impression that the two powers remained friendly at war time sounds more of an illusion (Bjornlund 56). Prior to the war, America did depict the Soviet Union as a devil incarnate and the union had also depicted America in the selfsame manner meaning that the alleged friendship during the war was based on the common enemy Nazi Germany (Slugget 117). Paton in his statement mentioned that he was of the opinion that the Allied army unites with the survivors in Wehrmacht, in 1945, employ the military genius inside it and battle against the then Soviet Red Army. Churchill was personally furious about Eisenhower accepting that the Army would be the first team entering Benin before the Allied Army. Sharing in his anger were certain senior military figures like Montgomery. Therefore, the great level of distrust present at war time was obviously present prior to the end of the war. Joseph Stalian, the

Fifth Hour #3 Essay Example | Topics and Well Written Essays - 250 words

Fifth Hour #3 - Essay Example What was critical at the point of grief is offering comfort, consolations and explanations. Sometimes the bereaved obsessively ruminate some events which led to the death or loss and ended up blaming themselves or other people for it. This may end up bringing major depressions to the bereaved especially those who were close to the deceased like husband or wife in the first few months. Hallucinatory experiences may also come up. Incase of complicated grief like unresolved, post- traumatic stress disorder (PSTD); some distinct treatment may be required to relief the person. What I thought was important subject of the event is the therapy offered to the bereaved. For instance, sometimes the bereaved had symptoms like intrusive thoughts and images of the deceased which led to painful yearning for the presence of the dead, denying the death, desperate loneliness, bitterness, and anger. In such cases, the bereaved told the story of the death from time to time and listened to tapes of the r ecitations. This aided the people to accept the death. The bereaved were also let to learn to confront thoughts and situations they have been avoiding. It was also important to evoke happy memories and uphold imaginary conversations with the bereaved under the guidance of a

Global Warming Essay Example for Free

Global Warming Essay The global carbon cycle is one of the most important biogeochemical cycles in nature and should be considered with special emphasis because of constantly increasing atmospheric CO2 concentrations. Basically, the term â€Å"global carbon cycle† describes the movement of all forms of carbon, which is the fourth abundant chemical element in our universe and essential for the structure and/or energy production for every living organism, between the atmosphere, oceans, biosphere and geosphere. Two main parts of the carbon cycle can be distinguished, i. e.the geological carbon cycle (with a turnover time in the range of millions of years), and the biological carbon cycle (which operates at time scales ranging between days and thousands of years). In short, in the geological cycle, processes like weathering and erosion are forming carbonates from atmospheric CO2 and water which are reacting with minerals in the earth’s surface and eventually washed the into the oceans where they settle in sediments. The much faster carbon turnover in the biological cycle includes processes like photosynthesis and respiration, both key phenomena of life. 2. A greenhouse gas is a gas in the atmosphere that allows sunlight enter the atmosphere and reach the earth’s surface, but then prevents a certain portion of the reflected radiation (mainly this is the infrared or â€Å"heat† part of the spectrum) to leave the atmosphere towards open space again. Due to this effect, a â€Å"greenhouse† effect, similar to that wanted and used in agricultural greenhouses to grow plants faster and earlier due to warmer temperatures, develops and gradually heats up the atmosphere. This leads to global warming with all the negative effects discussed in the next paragraph. CO2 is both, a naturally occurring and man-made greenhouse gas, that together with other natural (water vapour, methane and nitrous oxide) and man-made substances (e. g. gases used for aerosols and cooling liquids) is responsible for global warming, the man-made amount of atmospheric CO2 however alarmingly rising. 3. â€Å"Global warming† describes the slight, but constant and gradual elevation of our atmosphere’s temperature, especially realized as a man-made effect within the last decades. Although times of global warming have repeatedly occurred on our planet long before humans could contribute (e. g. ice-age and warming periods), the dramatic increase of man-made atmospheric CO2 due to industrialization, excessive agriculture, and transportation leads, due to the previously described greenhouse effect, to a global rise in temperatures. With growing certainty that rise is understood to be responsible for an increasing occurrence of catastrophic events such as changes in weather (storms and hurricanes, heavy rain and snow, desertification), elevation of sea level (flooding), or melting of glaciers and arctic ice shelves. 4. There are diverse causes of global warming including natural processes such as carbon dioxide exhausting from rotting organic matter, atmospheric water vapour or natural gases like methane. However it is more and more agreed that the recent dramatic increase in global warming is mainly caused by a man-made elevation in atmospheric CO2 by transportation, agriculture and industries. Such elevated concentrations of CO2 in the atmosphere and all their negative effects (see above) not only cause global warming by direct influence, but also interact with natural processes, altogether outbalancing the global carbon cycle and destabilizing our climate with unpredictable consequences. 5. The Kyoto Protocol has been signed by the United Nations on Dec. 11th 1997 in Kyoto, Japan with the intention to set measures against progressive climate changes. For the first time in history, the participating nations (until today 136 nations signed and ratified the protocol) agree on threshold levels and the reduction of the production of greenhouse gases within the protocol’s validation period from 2005 until 2012. 5. Unfortunately shaming poor. The United States signed the Kyoto protocol when it was initiated, but (together with Australia) never ratified the agreements. However, Australia started to ratify the agreements in the year 2007 after a change in their government, leaving the USA (who under President G. W. Bush shows no intention to ratify the contract in the near future) back in shame alone†¦ 6. Of course YES! The US considers itself as one of the world’s leading nations. Doubtlessly it is one of the world’s leading industrial nations, which is good for wealth and progress, but also implies a big responsibility, since due to its industry the US is also one of the leading producers of CO2. Thus, the US contributes a major part to the worldwide greenhouse effect and therefore to global warming as well. So why does the US not act responsible in terms of environmental issues? Profit and industrial interests are a strong power worldwide and very often refuse sustainable actions and environmental care, but in contrast to the US the other nations who signed the Kyoto Protocol at least start acting responsible. To my opinion it is a shame for the US to ignore alarming facts and signs of global warming and not even try to show some responsibility for our planet and future generations. So, even if the Kyoto Protocol is certainly not the final solution to growing environmental challenges, it is a beginning and can be the start of a sustainable and more responsible human future. However, to allow that beginning, cooperation and good will of all nations, including the US is essential.

The Impact Of Employer Brand On Recruitment

The Impact Of Employer Brand On Recruitment The human resource is a key resource available to an organisation and as such, recruitment and selection of the right candidates to join the organisation is a key factor in the success of the organisation. All possible strategies should therefore be applied to ensure that the organisation attracts, recruits and retains quality human resource. One strategy that employers can use is effective branding. This research proposal focuses on the perception of employer brand and the extent to which it can be used to enhance the recruitment and selection process. The important factors identified are the identification of perception of employer brand, the evaluation of the Impact on prospective employees of the organisation, and the extent to which the brand can be used to enhance the recruitment and of the right candidates to join the organisation. Research Objectives The general objective of the study is to determine the effect that employer branding has on recruitment and selection of employees. The specific objectives are; To establish the perception of Employer Brand among Employees and Potential Recruits. To determine the effect of employer brand on employees and potential recruits. To establish the strategies that employers can use to ensure that their brand enhances recruitment and selection. Literature Review Employer Brand Armstrong (2008) defines employer branding as the creation of a brand image of the organization for prospective employees. Armstrong (2008) thus suggests that employer branding implies employers reputation, image of the organization, employer value proposition and internal marketing. On their part, Barrow and Mosley (2005) view employer branding as the package of functional, economic and psychological benefits provided by employment and identified with the employing company. The main role of the employer brand therefore is to provide a coherent framework for management to simplify and focus priorities, increase productivity and improve recruitment, retention and commitment. Barrow and Mosley (2005) list the constituents of the employer brand as; the need for recognition of individual talents and capabilities, work-life balance, remuneration inequalities and inclusive culture. According to Martin et al., (2005) the employer brand is the image of the company seen through the eyes of its associates and potential hires, and is intimately linked to the employment experience of what it is like to work for the said organisations. The employment experience is a combination of tangible factors like remuneration and benefits and intangible factors like company values and culture (Martin et al., 2005). A complementary perspective to employer branding is documented in Pinkess (2008) as an organisations Corporate Social Responsibility (CSR) agenda. From this perspective, organisations seen to engage in environment degrading activities, or dealing in products that are known to be harmful such as cigarette manufacturers face challenges of ethical concerns from potential recruits. Effect of employer brand on employees and potential recruits In the highly connected Global Village that is todays marketplace, people join brands and leave managers. Rosethorn and Mensink, 2007 argue that a brand offers a promise, and a customer buys that promise and if satisfied, continues to buy the product and speaks well about it. A good Brand delivers distinctively and consistently on this promise and the same would extend to Employer Brand; in this case the customer is the Employee or Potential Recruit (Rosethorn and Mensink, 2007). The customers of Employer Brand will therefore buy the promise as portrayed by the Employer Brand and choose to work for the Employer, and if satisfied continue to buy more by choosing to remain with the organisation, and speak well about the Employer Brand. Strategies to ensure employer brand enhances recruitment and selection of employees The future of Human Resources lies in increased awareness of Employer Brand as the War for Talent intensifies. The advent of the Web and easy access to considerable amount of information at, literally speaking our fingertips, has fundamentally changed how people seek insights and answers of where to work. This according to Saratin and Schumann (2006) defines how an organisation communicates to its current and future talent, the experience it offers as a workplace. The differentiator for many an organisation is not the mode of communication it chooses to depict itself, but the actual experience it conveys to Employees and Potential Recruits, and this reinforces that Employer Brand should be firmly rooted at the centre of the recruitment and selection process. Martin et al. (2005) expound that to attract the best talent, the organisation needs to ask itself, What is the compelling and novel story that we can tell people about working here? How do we tell the story to potential and existing employees in a way that convinces them of the reality of what we have to offer? (Martin et al., 2005). In identifying Strategies to ensure Employer Brand enhances Recruitment and Selection, Pinkess (2008) contends that there are four major steps or approaches undertaken to enhance the Employees and Potential Recruits view of the organisations Employer Brand. The first step, which is largely non-existent now, is the Do Nothing stage; in this case the organisations do nothing or the bare minimum in terms of CSR and Employer Brand Enhancement. The next stage Dont feel bad, in this the organisation is self-critical about its CSR, and has taken steps to address the concerns. This is followed by Feel Good stage, where CSR is sufficiently ingrained in an organisation resulting in pride and positive orientation of prospective recruits. At the peak of Employer Brand enhancement is the Its what we do stage, where the CSR agenda is fully integrated in the business model and employees accept it as part and parcel of their daily lives. Research Methodology The Research Objectives make it unpractical to categorically select either Qualitative or Quantitative method and as such, a hybrid approach will be adopted. This approach is explained by Saunders et al (2009) as Pragmatism that mixed methods, both qualitative and quantitative, are possible, and highly appropriate within one study (Saunders et al, 2009). Again given the nature of the Research Objectives, the research approach is necessarily hybrid, combining deductive and inductive approaches as is elaborated further in this section. Data will be collected by use of a questionnaire, where the first objective will be addressed by use of open ended questions. The second objective will make use of a likert scale and the third objective by a combination of open ended followed by scaled questions. This strategy of designing the questionnaire is based on the purpose of research as outlined by Saunders et al., (2009); that is largely explanatory, as opposed to exploratory. The Literature review has outlined the major factors in Employer Brand perception, this adds to the weight of choosing questionnaires as the preferred method of data collection. The population of the Study comprises of Employees and Potential Recruits. Given that the identification of those potential recruits who chose not to engage with the organisation as a result of their perception of the Employer Brand Communicated is not practically possible, the target population will be the Employees and Potential Recruits who have chosen to engage. The Data Collection Exercise is expected to be carried out by administering the Research Questionnaire to a random sample of Employees who have been recruited in the last twenty four months. The sample will be representative of Employees and Potential Recruits, by using Stratified Sampling of various Departments and Physical Locations. The time frame of twenty four months is selected to enable the Research address the extent of influence of Employer Brand on these recruits, in addition to considering the memory of the said recruits fading over time, and other factors clouding the recruits judgement having worked in the organisation for longer. A shorter time frame may not provide a sufficient sized sample to make the Research Meaningful. Objective 1: To establish the perception of Employer Brand among Employees and Potential Recruits. This Objective requires an Inductive approach to qualitative analysis, as expounded by Saunders et al., 2009. In this approach the research commences without a clearly conceived theory defining Employer Brand. The purpose of the Research objective is to establish the perception of Employer Brand. The theory is expected to emerge in the process of data collection and analysis. The Data thus collected will be analysed using Content Analysis. This process as explained by Adams et al. 2007 includes the identification and counting of Key Words and Phrases which are found in response to the perception of Employer Brand. The frequency of these is then tabulated for analysis. The data thus collected will be categorised into key emerging themes that define the employees perception of Employer Brand. This data will then be pictorially represented in a Histogram or Bar chart to identify the Key factors that identify the Employees Perception of Employer Brand. The process outlined above will have established the perception of Employer Brand among Employees Objective 2: To determine the effect of employer brand on employees and potential recruits. This Objective is addressed by means of scaled questions used to ascertain the impact of Employer Brand on Employees and Potential Recruits. The data collected is classified as Categorical Ranked (Ordinal) Data as described in Saunders et al. 2009. Since the relative position of each case is known, but the gap between consecutive ranks cannot be numerically precise. The Data collected will be pictorially presented in the form of Pie Charts to depict the distribution of each rank for easier visual representation. The Data collected under this Objective being non-numerical, would not be suited to the determination of the mean value, however the mode, median and percentiles would prove useful in summarising this type of data as proffered by Tharenou et al. 2007. The Data thus collected would then be tested for association between the Independent Variable (Employer Brand) and the Dependent Variable (Impact on Recruitment and Selection) by subjecting the values to a chi-square test. This test calculates the probability that the data could occur by chance alone (Saunders et al. 2009). Should the data collected, as expected, have a very low probability of occurring by chance, it would now be appropriate to test for Correlation. Correlation coefficients range from +1 denoting a perfect positive correlation to -1 denoting a perfect negative correlation. A coefficient of ZERO would denote absolute independence. (Saunders et al. 2009) However, in real life these values are seldom obtained. Values reflecting weak or strong, positive or negative correlations are obtained and the appropriate conclusion drawn therefrom. Given that the data collected under this section is Categorical Ranked (Ordinal) the appropriate test for correlation is the Spearmans rank correlation coefficient (Spearmans rho) would be applied to determine the correlation coefficient. The results of this test will have addressed the Objective of determining the extent of Impact of Employer Brand on Employees and potential Recruits. Objective 3: To establish the strategies that employers can use to ensure that their brand enhances recruitment and selection. This objective can be assessed only if the results of the Correlation testing of Objective 2 yields a reasonably strong Positive Coefficient. In the unlikely case that the analysis of the Data collected under Objective 2 yields either a Negative Correlation or Very weak correlation bordering on Independence then this Objective will be rendered redundant. There will remain no value in attempting to identify how (the perception of) Employer Brand may be used to enhance Recruitment and Selection, as the research will have intimated that Employer Brand has no positive Impact on Employees and Potential Recruits. However, under the Hypothesis that there is a correlation and the extent of this correlation is significant, the Research Questionnaire will be designed with a combination of open ended questions addressing the How and scaled questions to address the relative importance of each factor in the Recruitment and Selection process. The Data thus collected under this Objective will be subjected to Content Analysis for identification of the How as explained under Objective 1, and the scaled questions analysed in line with the Categorical Ranked (Nominal) Data Analysis steps outlined under Objective 2. This process will have addressed the Objective of identifying how (the perception of) Employer Brand may be used to enhance Recruitment and Selection. Ethical Issues As outlined by Saunders et al. 2009, ethical issues will arise across all stages of the Research Project and will affect all parties i.e. The Researcher, the Sponsor, the Gatekeeper and the Participants. The Sponsor has a right to useful Research, in this case the Sponsor will find use of the Strategies identified as part of Objective 3, that will enable the Organisation ensure the Employer Brand enhances Recruitment and Selection. In the context of this Assignment the Gatekeeper who controls access to the Participants is expected to be an integral part of the Sponsoring Organisation, and the rights are mutually served. The Researcher should not be subject to undue influence by the Sponsor at the Research formulation and design stages, where the Sponsor may have a predetermined conclusion to the research. The researcher also deserves unhindered access to Participants, without coercion from the Gatekeeper or Sponsor during the Data Collection Exercise. The access to participants as identified in the Research Design should not be restricted nor altered to include favourable participants, in order to produce unbiased results. Finally, in the Data Analysis and findings, the Researcher must be shielded from any sort of influence to interpret the perception of Employer Brand, the Effect of Employer Brand on Employees and the Strategies to enhance Recruitment and Selection. The Researcher correspondingly is obliged to analyse the Data and Report the findings without any bias and preference, and objectively present the findings i.e. let the Data collected speak for itself. Of overwhelming concerns are Ethical issues affecting the Research Participants, key among the issues are Privacy, Voluntary Participation, Consent, Confidentiality, Reactions, Effects and Objectivity. The Participants have a right to Privacy and non- intrusion in their participation. The participation in the Research has to be totally voluntary, with no coercion or influence for the Researcher or the Sponsor, and the option to withdraw from the Research remains at the jurisdiction of the Participant. The Participants also need to be assured of the anonymity of their participation, as the primary Data Collection Instrument is a Questionnaire. This ensures confidentiality of responses, and protection from any repercussion including but not limited to harm, embarrassment, discomfort or pain, for a response that may be deemed unsuitable. Finally, the Participants deserve to be treated with Respect, and with impartiality and objectivity by the Researcher, to ensure no bias or influence is experienced in the responses. Limitations The key limitation expected in this Research proposal is the access to those candidates who are not employed by the Organisation. The assumption is that the population of new employees will be representative of the total population of unselected recruits. A precautionary note needs to be made that the above assumption is countered by the fact that the Potential Recruits who choose not to engage with the Organisation will necessarily have a different perception of the organisations Employer Brand, and this data if captured will in likelihood have a considerable effect on the Final Results. Conclusion The Perception of Employer Brand, as observed in the various contributions of HR practitioners and Management Experts, plays an important role in the Recruitment and Selection of talent for an organisation. This Research is expected to produce a thorough and well documented analysis of the Perception of Employer Brand among Employees, the Impact of Employer Brand on Recruitment and Selection and the derivation of Appropriate Strategies to ensure that the Employer Brand enhances Recruitment and Selection. The Data collected and analysed as explained above will objectively enable the Organisation to draw appropriate and relevant conclusions.

Rite Aid Stock Analysis :: essays research papers

I chose to analyze the third largest retail drugstore chain in the United States, Rite Aid Corporation. I chose to analyze Rite Aid Corp. because our family owns approximately 1200 shares and we have taken quite a loss on our investment. We are in the process of deciding whether or not we should sell our stock. Additionally, my Mother has been a pharmacist at Rite Aid Corp for 11 years and she often pays close attention to the financial stability of the company. We both feel that when you are employed by a corporation, that the corporation should be financially stable. A financially secure employer is one who generally offers better compensation and advancement to its employees.   Ã‚  Ã‚  Ã‚  Ã‚  Rite Aid Corp. has its corporate headquarters located at 30 Hunter Lane, Camp Hill, Pennsylvania 17001, and their telephone number is (717) 761-2633. Rite Aid’s common stock is listed on the New York Stock Exchange and the Pacific Stock Exchange under the trading symbol â€Å"RAD† The board of directors consists of 11 members. Robert G. Miller is the Chief Executive Officer (CEO) and Chairman of the Board. The board is mainly male in gender with only 2 female directors. One of these females is Mary F. Sammons, president of the Rite Aid Corp. She is not only the President of the company, but also fulfils the role as Chief Operating Officer. The majority of the members are over the age of 55 years, with the youngest member being 43 years old and the oldest being 72 years old.   Ã‚  Ã‚  Ã‚  Ã‚  Rite Aid Corp. sells â€Å"prescription drugs and a wide assortment of general merchandise that they call ‘front-end products,’ including over-the-counter medications, health and beauty aids and personal care items, cosmetics, greeting cards, household items, convenience foods, photo processing services, and seasonal merchandise.† They are distinguished â€Å"from other national chain drugstores, in part, through their private label brands, their ‘stores-within-Rite Aid stores’ program with GNC and by their Internet presence. The sale of prescription drugs alone represents 59.5% of their total sales. Over-the-counter drugs and personal care items (10.9%), health and beauty aids (5.8%), and general merchandise (23.8%) account for the remaining 40.5% of their total 2001 fiscal year sales. Rite Aid Corp. operates in the highly competitive retail drugstore industry. â€Å"In the sale of prescription drugs, they compete with, among others, retail drugstore chains, independently owned drugstores, mass merchandisers, supermarkets, discount stores, and mail order pharmacies.

My Personal Philosophy of Education Essay -- Teaching Education Essays

My Personal Philosophy of Education Without education, society as we know it would cease to exist. Formal education is what has made our country and other industrialized nations great. Thus, as a future educator, I anticipate the opportunity to assist in the molding of future generations by imparting essential knowledge. The famous philosopher and educator, John Dewey, once said, "Education is the process of living through a continuous reconstruction of experience. It is the development of all those capacities in the individual which will enable him to control his environment and fulfill his possibilities." Identifying with Dewey's pragmatist philosophy, I believe that children are ultimately shaped by their environmental experiences and must be taught how to use their knowledge as responsible, productive citizens. The educational process must begin with and emphasize the interests of the students, while focusing on their growth in all aspects of their beings. As a facilitating instructor, I plan to construct an eclectic blending of a student-centered, yet authoritative, classroom. In this respect, I will take both a demanding and responsive approach to teaching, while still allowing my students to remain actively involved in the learning process. My aim is to increase the motivation of children by providing them with reasonable choices regarding structure and materials. Focusing on problem solving activities, rather than mere rote learning and dogmatic instruction, I shall strive to develop students' abilities to think analytically and creatively. At the same time, however, I hope to improve their social skills by engaging them in real-world activities. I intend to take an idealistic a... ...provement of teaching and learning as well as the creation of reflective practitioners in the classroom. In fact, I look forward to the day when I can begin the national certification process and prove myself a sound and solid educator. Although the most important part of being an educator rests on focusing upon the needs of students when making classroom decisions, moreover, I consider the blend of philosophies which I advocate to be essential aspects of a school's curriculum. I believe that they will not only assist me in shaping the lives of my students when I begin teaching but will also aid me throughout the completion of my academic career. As I work toward a master's degree in the field of special education, after my graduation from Concord College, my educational philosophy will continue to grow. It will keep me grounded as a professional educator. My Personal Philosophy of Education Essay -- Teaching Education Essays My Personal Philosophy of Education Without education, society as we know it would cease to exist. Formal education is what has made our country and other industrialized nations great. Thus, as a future educator, I anticipate the opportunity to assist in the molding of future generations by imparting essential knowledge. The famous philosopher and educator, John Dewey, once said, "Education is the process of living through a continuous reconstruction of experience. It is the development of all those capacities in the individual which will enable him to control his environment and fulfill his possibilities." Identifying with Dewey's pragmatist philosophy, I believe that children are ultimately shaped by their environmental experiences and must be taught how to use their knowledge as responsible, productive citizens. The educational process must begin with and emphasize the interests of the students, while focusing on their growth in all aspects of their beings. As a facilitating instructor, I plan to construct an eclectic blending of a student-centered, yet authoritative, classroom. In this respect, I will take both a demanding and responsive approach to teaching, while still allowing my students to remain actively involved in the learning process. My aim is to increase the motivation of children by providing them with reasonable choices regarding structure and materials. Focusing on problem solving activities, rather than mere rote learning and dogmatic instruction, I shall strive to develop students' abilities to think analytically and creatively. At the same time, however, I hope to improve their social skills by engaging them in real-world activities. I intend to take an idealistic a... ...provement of teaching and learning as well as the creation of reflective practitioners in the classroom. In fact, I look forward to the day when I can begin the national certification process and prove myself a sound and solid educator. Although the most important part of being an educator rests on focusing upon the needs of students when making classroom decisions, moreover, I consider the blend of philosophies which I advocate to be essential aspects of a school's curriculum. I believe that they will not only assist me in shaping the lives of my students when I begin teaching but will also aid me throughout the completion of my academic career. As I work toward a master's degree in the field of special education, after my graduation from Concord College, my educational philosophy will continue to grow. It will keep me grounded as a professional educator.

Were the Allies Justified in Bombing German Cities?

The sole purpose in the role of the country is to protect the citizens of the nation; that is exactly what Great Britain did for its nation and for the end of World War II. Great Britain had to do what was best for the country and should be justified as a result from the bombing of the German cities in account of the nation’s pride, a misinterpreted perception of morals and also due to being forced into a tight situation. Although the casualties and negative impact that Germany faced, Britain’s actions in bombing the German cities should be justified due to the position they were in. Britain did not want to allow Germany to walk all over their nation that they had taken pride of and knew the consequences of the possible outcomes if they had not acted against Germany. People of Great Britain would be hurt and the country had just wanted to protect its citizens (Document 5). Britain saw that there would have been a larger negative effect if they had not bombed the German cities compared to if they did. They perceived the bombing to have been a last chance to end the war. After the conflict between Russia and Germany, the Allies had seen Germany’s air force as a ‘Achilles heel’ which resulted in the bombing (Document 4). If they had not acted against Germany, Operation Sea Lion would have continued to commence and casualties would most likely have resulted the same towards the British (textbook p. 229). The product of Germany’s determination to take over Great Britain would have meant to enable Hitler to have full control over Europe. We would think that the countries would play along the rules implied in the war between the countries but that would be another sad misunderstood perception. From the beginning of the war, there was no real perception to what was wrong or right; there were no morals once a country entered the war because they must do whatever precautions they would do for the best of their country. This is exactly what Great Britain did. Their actions should not even be justified compared to Hitler’s past decisions and false promises he had made with the Allies. The war itself had no limits because Hitler had already surpassed them all. The fault of Hitler’s decisions was taken upon the citizens of Poland when Hitler decided to backstab a nation and take over the country (Textbook). Because of the false promises that were not lived up to, the trust between the Allies and Germany slowly slipped further away. Even though attacking them was not the best method, it was the only thing to do for the sake of the nation. They were merely giving Germany a taste of its own medicine due to the past decisions made by Hitler. â€Å"Don’t talk to me about morality in war, there is no such thing† is quoted from a soldier from the Bomber Command veterans in 1975. This represents how nobody considers what is right or wrong in war and how they would sacrifice anything to do what is best for the nation (Document 8). Even if they did have a fair understanding of morals, they still had to consider the consequences if they had not shot for the opportunity. In any difficult circumstances, a country must look past the harsh side effects and do what is best for its nation despite of it. The Allies were put into a tight situation and could not just stand by and watch their country take the negative impact by Hitler’s actions. The one who had made the first move was Germany as they attacked Britain by sending plans to bomb London in order to seize control over the country. Germany is to blame for the reasoning behind the initiation of Great Britain’s actions towards them (textbook p. 228). Britain could not just sit back and watch so naturally, they returned the favour that they given them; this would give them fair ground that they deserved in their stance. As a natural human reaction, they retaliated against the Germans and fought back which resulted into the bombing of the German cities (Document 6). Hitler should be at fault to put the civilians through the wrath of the British and should be the right to blame rather than the country that is merely defending itself (Document 7).