call centers :: essays research papers

Call Centers -- RP's Emerging Sunshine Industry The call center service has been dubbed the country's latest sunshine industry, expected to generate around 24,000 jobs in the next two years. When a door closes, a window opens. Even as the Philippines feels the fallout from the global IT crunch, it has benefited from the prevailing cost-cutting trend in an unexpected way -- an unprecedented boom in the call center business. Indeed, the call center service has been dubbed the country's latest sunshine industry, with the sector expected to generate around 24,000 jobs in the next two years, according to Toby Monsod, former assistant secretary of the Department of Trade and Industry (DTI). "It's a very promising industry. Everybody's growing and hiring," Benedict Hernandez, Contact Center Association of the Philippines (CCAP) chair, said in a recent interview. From 2000 to 2001, the segment reportedly grew by more than 200 percent, and local call center revenues are projected to increase from $173 million in 2002 to $864 million in 2004. Optimism runs high as an international research group forecasts the growth of ICT-enabled services to a $200-billion industry by the year 2010, with the call center segment's share at $42 billion. Reports say that in the United States alone, there are 1.5 million call center seats that could be outsourced, and so far the Philippines has less than 10,000 seats filled, indicating the domestic industry's huge potential. What are call centers? A call center is a central customer service operation where agents (often called customer care specialists or customer service representatives) handle telephone calls on behalf of a client. Clients include mail-order catalog houses, telemarketing companies, computer product help desks, banks, financial service and insurance groups, transportation and freight handling firms, hotels and IT companies. The size of an operation is described in terms of the number of "seats." A seat consists of a station with two or three people alternating in several shifts to provide 24-hour call center service. The industry's main target markets include the United States, Australia and the United Kingdom. Many factors contribute to the local industry's sizzling development pace. One is the rising cost of doing business in industrialized countries like the United States, forcing foreign companies to downsize and outsource peripheral e-services to developing countries like the Philippines to cut overheads. CCAP president Jose Ferreros also cites the better power and telecommunications infrastructure, competitive labor cost in terms of quality and value for money, and strong government support for ICT-related industries.

Equal Opportunities Approaches & Managing Diversity

Abstract The aim of this paper is to analyze the similarities and the differences between two popular approaches in today’s human resource management: equal opportunities approach and managing diversity approach. While the managing diversity approach focuses more on business efficiency, the equal opportunities approach concentrates on equal treatment of employees in a bureaucratic sense. The paper begins with definitions of both approaches; continues with explaining differences and similarities of both approaches comparatively.The relative superiority of the managing diversity approach for business organisations with respect to equal opportunities approach is gone through followed by a conclusive part. There have been considerable positive developments against discrimination of employees recently through legislation, while initiatives for equality and affirmative action programs were developed as well (Zafree, 2010). These steps have served to take unemployment levels and work place discrimination of the disadvantaged groups that are discriminated due to their races, ages, religions, gender, down.The equal opportunities approach, concentrates on equality and justice at workplaces (Zafree, 2010). The equal opportunities approach can be said to be a liberal school of thought usually supported by legally binding regulations, which influences actions and behaviours at workplace through legislation with formalised procedures and policies. Through policies applied through equal opportunities approach, employees and potential employees are able to exist and compete on equal terms with respect to race, gender, disability, religion etc.In other words, equal opportunities approach assumes that discrimination stems from unequal treatment of individuals. It can therefore be said that, the equal opportunities approach analyses employee and employer relationships directly from viewpoint of public, state and employees; while the focus is less for employers' situation. T he main idea behind equal opportunities approach is promoting rights of all members in the society (Torrington, Hall and Taylor, 2008, p. 576) regardless of their social, cultural, religious or ethnical backgrounds.As a result, this approach is less about the outcomes or results of working in a socially and culturally diverse environment, but on the opportunities that can prepare or lead to such an environment. From this point of view, equal opportunities approach is not directly interested in affecting employee satisfaction or product efficiency of an organisation. However, it concentrates on the equalising opportunities pertaining to positing within an organisation. There are several stereotypical characteristics in organizations that can lead to discrimination (Bekyan, 2010).With equal opportunities strategy, human resource managers are driven with an emphasis on positive action, or creating a more balanced mix of staff, permitted under all strands of the discrimination such as à ¢â‚¬Ëœstaff training', ‘flexibility of dress', ‘providing assistance with child care' and so forth. According to Equality Act (2010), age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex and sexual orientation are the factors that are to be protected during employment process; which are directly aimed at through equal opportunities approach.On the other hand, managing diversity approach is a concept that was first applied in the United States in 1980s as a reply to the demographic modifications within the labour force, global competition, while it was also a reaction to the introduction of equality legislation and practices (Strachan, French & Burgess, 2009, p. 1). The managing diversity approach accepts that the workforce is composed of a diverse population, including diversity factors such as age, background, sex, disability, personality and work style (Kandola and Fullerton, 1998, p. ). Controlling and helping co-existenc e of these differences help creating a more productive workplace environment, where everybody would feel valued and their skills fully utilised, finally leading to achievement of organisational goals (Kandola and Fullerton, 1998, p. 8). The managing diversity approach concentrates on the positive action as the equal opportunities. This strategy goes beyond the law, focusing on the differences between people, who are considered as added value in an organization. Bartz et al. 1990) have found that the main issue of the managing diversity strategy is to understand that there could be diversities within the workforce; as well as these diversities, if correctly managed, lead to higher efficiency and effectiveness at workplace. There are examples of diversity factors such as race, culture, disability, gender, and so forth. Kandola and Fullerton (1998) have shown that within workforce there are different types of individuals with different characteristics through managing diversity approac h.The diversity consists of ‘visible' and ‘non-visible' differences such as gender, race, disability, etc. For every individual to feel valued, managers have to harness these diversities (Kandola and Fullerton, 1998, p. 19). However, in this way there will be dynamic and working environment, where all the different talents will be used and the goals of the company will be met. The ability to show empathy for the employers will in turn affect the workforce positively, where people are going to feel that they are not alienated.Then, it will be much easier to increase workforce efficiency for the managers using ‘managing diversity' approach. Managing diversity approach can be thought as a more sophisticated approach compared to the equal opportunities approach. On the other hand, it might not be right to think these approaches as completely different from each other, for managing diversity approach is probably a result of the development of equal opportunities thought of school. Nevertheless, there are some differences -rather than similarities- between the two schools of thought.Equity legislation – pertaining to the equal opportunities approach – concentrates on the crucial issues within disadvantaged groups of individuals in the labour market. However, managing diversity approach does not recognise groups overtly, but talks predominantly about individuals. From this point of view, equal opportunities approach is externally imposed, leaning mostly on legal, legitimate and legal concepts compared to the equal opportunities approach.As a result, application of equal opportunities approach is usually perceived as a cost for organisations (Foreman, n. d. ), which is not a directly profitable step for the organisation. On the other hand, managing diversity is usually an internally driven concept, aiming at helping the organisation realise its business goals (without legal coercion), as a result, this approach is a kind of investment t o the human resources of an organisation and therefore is not considered as a financial burden.So, given the two approaches, the managing diversity approach is more prone to be perceived as an efficient and effective methodology to enhance workforce satisfaction, which will affect productivity positively as a result. According to Strachan, French and Burgess (2009), managing diversity approach promotes individual differences, while they target practices in one company at particular groups of individuals, which is not directly the case for equal opportunities approach.This is due to the fact that equal opportunities approach is more legally binding, taking less notice of work environment efficiency comparatively. As a result, managing diversity approach enables strategic integration among employees, focusing on outcomes (of the working activities); while equal opportunities approach is operational and concerned with the process of the work, rather than its outcomes (Foreman, n. d. ). So, differences are problems to be solved in equal opportunities approach, where assimilation of these is promoted. However, differences are assets for organisations using managing diversity approach, for it helps boost organisation's production goals as a result of increased employee satisfaction. It can be said that, the equal opportunities approach does fail to recognise the real value that could be lying beneath differences (and diversities), while for managing diversity approach these are precious assets for the organisations.The main concept of managing diversity approach is the belief that organisations have to use benefits stemming from the multicultural environment. Therefore, it is in companies' interest to recognise and satisfy the needs of the workforce. On the contrary, the framework for equal opportunities within the working environment is built on a human rights point of view, which is obligatory rather than a desired process. However, when something is an obligation, it is not easy to assume or assimilate it as a useful feature for organisations.The main idea for equal opportunities regarding working environment is that individuals should not be discriminated, while the decisions in the institutions should not be founded upon individual characteristics. Even though issues related to human rights are universal, approaches for managing diversity differ among societies, sectors or countries depending on demographic, legal, social and economic parameters (Strachan, French and Burgess, 2009).On the other hand, for equal opportunities approach such relativity might not be possible, for the policies and tendencies for this approach are based more on bureaucratic and legal requirements rather than business and managerial needs. Focus of action for equal opportunities school of thought is on group activities aiming at development of groups – rather than individuals – within the workforce; which are usually legally required (Foreman, n. d. ). This can be a bit problematic, for ignoring individuality can lead some other problems within an organisation.On the other hand, managing diversity approach leans on universal initiatives focusing on the development of all individuals in theory. In addition, Strachan, French and Burgess (2009) have found that equal opportunities approach recognizes discrimination of people in a society, which happened in the past and is still continuing, implying a narrow view of positivist knowledge base. This could be discouraging to establish empathy among members of that society or the members of the workforce under focus.Equal opportunities approach looks for abolition of the discrimination as well as for protection for weak groups subject to discrimination. However, this can also lead to some subjective and biased policies for member of not weak groups as well. In contrast, managing diversity is not concentrated on historical and ongoing discrimination in the organisations or in the society , implying a wider and pluralist knowledge base comparatively (Foreman, n. d. ).Organisations that pursue managing diversity approach are able to synthesise equity principles with pragmatism, turning the requirements imposed by equal opportunities approach into an advantage – rather than a bureaucratic burden – for the organisation (Humphries and Grice, 1995). This is a positive feature, for both employees and employers will feel less burden stemming from bureaucracy, because with the managing diversity approach they will be making steps to improve the business and themselves, while this will not probably be the case for equal opportunities approach.While equal opportunities approach aims at forcing organisations to exert policies against discrimination, organisations that apply managing diversity approach are aware that they can get further benefits by extending the conditions required by equal opportunities approach, and increasing both employee satisfaction and prod uct efficiency of the organisation. So, forcing organisations will only result in more submission. However, this will not affect workforce peace and efficiency as desired.This is due to the fact that it will then be something that is imposed by legal institutions, rather than an outcome of a mutual demand of employees and employers. However, existing equal opportunities policies do not necessarily have to prevent managing diversity attempts. Organisations can make steps to transcend equal opportunities approach using developed and refined managing diversity policies. According to Thomas (1990), managing diversity approach and equal opportunities approach can co-exist within an organisation.Organisations that have adopted managing diversity approach do usually cover and adopt requirements of the equal opportunities approach. On the other hand, organisations that have adopted only equal opportunities approach might not be covering the requirements of the managing diversity approach. T his is a result of the fact that, equal opportunities approach is more focused on theoretical and formal necessities, while managing diversity is an outcome of real life business world needs and requirements.Organisations that apply equal opportunities approach and managing diversity approach are comparatively superior to organisations, which do not adopt these approaches (Kandola and Fullerton, 1998). It should also be added that organisations that adopt only equal opportunities approach are less superior to organisations that adopt managing diversity approach, for the latter approach is more related to and focused on contemporary problems of workforce.As a result of the points gone through in this research, it can be said that managing diversity approach is a more individual and business-oriented version of equal opportunities approach, for it is more strategic, internally driven and goal-oriented unlike the equal opportunities approach, which is externally driven and focuses on a narrower scope such as equality of opportunities, therefore functions on operational rather than strategic basis.Managing diversity approach can be developed and criticised by organisations, which is not the case for the equal opportunities approach imposed by governments and legislation. In addition, promotion of diversity by the managing diversity approach is another superior point, compared to the equal opportunities approach that aims at assimilation of diversities, which is not a promising concept for employees not belonging to mainstream social strata from ethnical, religious, social or cultural points of views.

Jack Daniel’s Social Responsibility Essay

This essay presents some of the very key issues expressed over the time factor and global changes with implications on how society accepts the attitude of the corporation in term of its social responsibility to the demands and expectations. Each era has set new challenges to the Jack Daniel so as to act in accordance with its policy of being socially responsible to sell its products with publicizing of regional marketing trends by also keeping in line with the production and running costs. In this essay, the points that have been discussed are that how consumers are stimulated in buying Jack Daniel products from the social and moral values exemplified by the marketing campaigns in pure responsible way of letting people know their concern to appropriate drinking age and self-accountability. The market trends are shown in this essay to reflect the growth and market strategy exercised by Jack Daniel, a company of Brown-Forman Conglomerate. The essay covers the following areas: Outline 1. Introduction to Social Responsibility 2. Social Responsibility in Entity Form 3. Getting to know Jack Daniel 4. Historical Perspective in Social Responsibility 5. Historical Perspective in Social Responsibility 6. Society Expectations 7. Corporate Social Strategy 8. Closer Look on Jack Daniels’ Social Responsibility 9. Success in the Responsible Attitude 10. Conclusion Introduction to Social Responsibility Social Responsibility appears in the society with two different perspectives as interpreted by the people setting up the norms of that society. Firstly, we act in a positive sense about which we perceive is our social responsibility to do so. Secondly, we renounce from the kind of act that seems to affect negatively to the society that again shows our social responsibility by behaving in such a manner. The evaluation of our act whether in positive or negative is determined by what kind of society we live in and how it is based on some pre-defined values and common understanding among the habitants. So every person, being part of the society, determines how he or she would react to the cultural values of society in form of positive or negative social responsibility, if truly accepting the responsibility. Human psychology has developed in such a pure form of ethical grounds that every consumer of alcohol drink believes to have right of buying a whiskey that is sold on moral standards of a society. Social responsibility speaks itself in both the cases of consumer and the producer that it starts from the producer’s end of responsibility to the consumer’s end to survive in the society with respect and on good grounds. Social Responsibility in Entity Form However in practical aspect, different entities (in form of people or organizations) tend to set their responsibility area as whether the entity is responsible to act for a specific purpose in the society. We can take example of an entity that is socially responsible for child labour rights; or for minority rights protection, justifies its position in society in the form positive responsibility. This also involves some entities that are of corporate nature including organizations, which are responsible to provide better growth prospective and benefits in terms of ethical obligations. Apart from self responsibility captivation, entities socially entitle in concerns of the society having an impact on the welfare and incumbent environment. Here I will discuss the case of Jack Daniel fulfilling the social responsibility by surviving in the global drinking society. Jack Daniel is basically a whiskey distiller based in US, whose founder is known as Jasper Newton â€Å"Jack† Daniel, is an entity of Brown – Forman corporation. Getting to know Jack Daniel Firstly, the company of Jack Daniel earns money by selling alcohol that is legally bought by people who are all willing to pay prices of such intake with their sole responsibility. For that reason, it is beyond the scope of responsibility of Jack Daniel to justify against each individual’s self responsibility to act humane in the society. Secondly, from the existing scenario, the conflict also arises that this all income is dependent entirely on the detriment of the whole lot that happens as a consequence to its sole business operations. So the company takes in no moral, if not social, responsibility for the people to invest or utilize its services/products. What Jack Daniel has adopted now as a promotion campaign in lieu of its social responsibility characteristic and being the sponsor Richard Childress in NASCAR racing; is their slogan of: â€Å"Pace Yourself. Drink Responsibly† Historical Perspective in Social Responsibility By moving through a timeline, we can very easily distinguish as how Jack Daniel has coped with the growing responsibility of surviving in the global industry, and in markets full of social and moral values. In the early stages of organizational restructuring, the company greatly emphasized on enhancing its public picture with acquaints and precautions of use of alcohol as commonly understood meaning of having its whiskey consumable after effects. We can with mutual understanding call it the awareness campaign that taking whiskey while driving or presenting in the society they should be in a judicious competence. The awareness has now spread comprises definitely of the marketing gizmos that more importantly accentuated on having their product (whisky) is solely considered for adults, thereby understanding the fact that they completely agree to the post conditions of drinking, when not being moderate. Drinking dilemmas were discussed during this time to publicly broadcast the facts and figures in this regard. By looking the historical defences, Jack Daniel, as speaking in terms of its parent company Brown-Forman, bears a history of highly approving social responsibility. Society Expectations Now that the consumers around the world are getting more sophisticated on the dynamics influencing their life, Jack Daniel is looking for such corporate strategies that not only comply with the positive attitude to the social norms in their market region, but are also effective in long term basis. No matter how the consumer behaviour changes in terms of the revolutionary or cultural tends, companies tend to mould their attitude, both positive and negative, with the regional social norms in perspective. People now seek out the brands, talking in standpoint of alcohols now, that more naturally agree with the society’s welfare. Specific consumers to a brand, like Jack Daniel, have built expectations vis-a-vis to the manner of addressing social concerns very firmly connected to its products and mode of business rules and policies. The protection of environmental laws and public health awareness campaigns have made Jack Daniel consider on lines of establishing links with the major social outcomes from different regions and cultural civilizations. Corporate Social Strategy However, considering the drivers’ class, Jack Daniel is spreading its straight and particular message around the world to all the civilizations and societies is to drink responsibly enough to drive carefully, as also explained above in Getting to Know Jack Daniel. Both in terms of selling and promotional stratagem, the company responsibly brought out its products bearing a positive gratitude towards its consumers with distilled spirits products. Jack Daniel’s marketing approach is primarily based on the target audience thereby addressing only the adults and consumers of proper legal age to drink. From the current promotional campaigns, it looks obvious that the company is seriously concerned about presenting their image as a corporate that stands on social values of its very varied consumers. Growing amongst global trends in specialized market and branding, Jack Daniel has emerged as a guide to the other entities by selling its products in a very responsible manner. Closer Look on Jack Daniels’ Social Responsibility Taking a look in to the recognition of the company, it is also a founding member of the Distilled Spirits Council of the United States (DISCUS). Clint Bowyer, a racing driver on its website, highlights the DISCUS convention in terms of its code of conduct that comprises of a very essential stipulation, which affirms its social responsible approach that â€Å"alcohol advertisements will only appear in media reaching an audience of at least 70 percent above the legal drinking age† (Clint Bowyer, 2006). Apart from the marketing strategies, another key point in brand recognition is to present a picture of the corporate with the most logical way of social awareness, that is to say, is by educating the public rather than only the consumers about the impacts of alcoholism. This approach can be seen in the market designed programs of its parent company Brown-Forman which emphasizes a lot on encouraging the adults and the youth to determine how to likely deal with the implications of drinking thereby surviving in the society with a respectful living. It has been observed that a large amount of investment in terms of funding programs to publicize the message of responsible drinking and consuming the products with their sole responsibility in selling and proper usage of products. Success in the Responsible Attitude As the latest financial statements by Howard Riell, Jack Daniel has clutched a top position as top whiskey brand in America with its national sales to almost another 6. 5% growth and precise selling of more than 45 million 9-liter cases (Howard). Consumers have shown very upbeat response to the brand in terms of speaking about its history of maintaining a tie with social values that are backed by the traditions followed in the forthcoming products and in retail market. Normally young age consumers are seen to be most happy about the distilled products from Jack Daniel, whose most prominent strategy is their employee age history as of ranging from 21-29 years. Also, the key success factor seems to be the relations the company keeps with its distributors and the concerned media in very rightful manner in promoting its products. There always seem to be something common about top most globally selling brands; also speaking of Jack Daniel, the regional popularity of the brand also shows the impinge on consumer buying behaviour. Socially acknowledged brand reveals a marketing niche on the consumers’ attitude to get a drink that is less hard than the competing brands and has successful reputation in the region where it may only be the single available brand. Also considering the media-speak-out to public, people feel that Jack Daniel products seem to be complying with the moral norms of broadcasting. Jack Daniel whiskey ads on the media network are seen as appropriate to be publicized based on the quality criteria of drinks and the company’s shift to liquor with quite handy to be sold on stores selling beer or wine. Conclusion From the evolution of human society in different parts of the world, people have tend to seek the quality in the products that have an impact as stimulating factors on their mind. Drinking of alcohol is prohibited in some cultures or religions in some parts of the world however where people have taken it as a vital element in their lives among earning, living, eating etc. So the competition of whisky (being an alcoholic drink) has emerged to classify whiskey manufacturers in order of their priorities for selling their products to the drinkers having a sense of affects of its usage. Jack Daniel has in these terms has quite successfully managed to enlighten its organizational strengths by recognizing the social responsibilities that entail around the corporate success factor. We can see this success originating from the main factors of social responsibility, as from the statement of â€Å"People recognize that global companies wield extraordinary influence, both positive and negative, on society’s well-being. † (Douglas, John, Earl 2004, p4). This social recognition in terms of its own corporate strategies of brand marketing and consumer attitude toward Jack Daniel products is a very high example of business taking care of human welfare with the condition of accepting the usage responsibility. Bibliography Douglas, John, & Earl, ‘How Global Brands Compete’, Harvard Business Review, p4, Harvard Business School Publishing (2004), Retrieved on November 22, 2006 Clint Bowyer. Official website (2001) Retrieved November 22, 2006, from http://www.clintbowyer.com/

Helpful Discussion Questions for The Necklace

Helpful Discussion Questions for 'The Necklace' ​The Necklace is a favorite French short story by  Guy de Maupassant. A tragic piece about vanity, materiality, and pride, its definitely a humbling story that will get rid of any little girl or boys princess complex. Although short, Maupassant packs many themes, symbols, and even a surprise ending into The Necklace. Here are some discussion questions helpful for teachers or anyone looking to talk about the story.   Lets start from the very beginning with the title. By titling his work, The Necklace, Maupassant is immediately notifying readers to pay special attention to this object. What does the necklace symbolize? What theme does the necklace convey?  What other themes exist in the story?   Turning towards the setting, this story takes place in Paris.  Why did Maupassant decide to set this story in Paris? What was the social context of life in Paris at the time, and does it relate to The Necklace? Although Mathilde is at the center of the story, lets consider the other characters as well: Monsier Loisel and Madame Forestier. How do they advance Maupassants ideas? What role do they play in this story? Speaking of characters, do you find the characters likable, or detestable? Does your opinion of the characters change throughout the story? Finally, lets talk about the end. Maupassant is known for springing twist-endings on his readers. Did you think the ending to The Necklace was unexpected? If so, why?   Lets take this discussion beyond just analyzing the story; did you like The Necklace? Would you recommend it to your friends?

Germans in the American Revolution

Germans in the American Revolution As Britain fought its rebel American colonists during the American Revolutionary War, it struggled to provide troops for all the theaters it was engaged in. Pressures from France and Spain stretched the small and understrength British army, and as recruits took time to try, this forced the government to explore different sources of men. It was common in the eighteenth century for ‘auxiliary’ forces from one state to fight for another in return for payment, and the British had made heavy use of such arrangements in the past. After trying, but failing, to secure 20,000 Russian troops, an alternative option was using Germans. German Auxiliaries Britain had experience in using troops from the many different German states, especially in creating the Anglo-Hanoverian army during the Seven Years War. Initially, troops from Hanover- connected to Britain by the bloodline of their king- were placed on duty in the Mediterranean islands so their garrisons of regular troops could go to America. By the end of 1776, Britain had agreements in place with six German states to provide auxiliaries, and as most came from Hesse-Cassel, they were often referred to en masse as Hessians, although they were recruited from all across Germany. Nearly 30,000 Germans served in this way during the span of the war, which included both normal line regiments and the elite, and often in demand, Jgers. Between 33–37% of the British manpower in the US during the war was German. In his analysis of the military side of the war, Middlekauff described the possibility of Britain fighting the war without Germans as â€Å"unthinkable†. The German troops ranged greatly in effectiveness and ability. One British commander said the troops from Hesse-Hanau were basically unprepared for the war, while the Jgers were feared by the rebels and praised by the British. However, the actions of some Germans in plundering- allowing the rebels, who also plundered, a major propaganda coup which caused exaggeration for centuries- further reinforced the considerable numbers of Britons and Americans angry that mercenaries were being used. American anger at the British for bringing in mercenaries was reflected in Jefferson’s first draft of the Declaration of Independence: â€Å"At this very time too they are permitting their chief magistrate to send over not only soldiers of our common blood but Scotch and foreign mercenaries to invade and destroy us.† Despite this, rebels tried frequently to persuade the Germans to defect, even offering them land. The Germans at War The campaign of 1776, the year the Germans arrived, encapsulates the German experience: successful in battles around New York but made infamous as failures for their loss at the Battle of Trenton, when Washington won a victory vital for rebel morale after the German commander had neglected to build defenses. Indeed, the Germans fought in many places across the US during the war, although there was a tendency, later on, to sideline them as garrisons or just raiding troops. They are chiefly remembered, unfairly, for both Trenton and the assault on the fort at Redbank in 1777, which failed due to a mixture of ambition and faulty intelligence. Indeed, Atwood has identified Redwood as the point at which German enthusiasm for the war began to fade. Germans were present in the early campaigns at New York, and they were also present at the end in Yorktown. Intriguingly, at one point, Lord Barrington advised the British king to offer Prince Ferdinand of Brunswick, the commander of the Anglo-Hanoverian army of the Seven Years War, the post of commander in chief. This was tactfully rejected. Germans Among the Rebels There were Germans on the rebels side among many other nationalities. Some of these were foreign nationals who had volunteered as individuals or small groups. One notable figure was a buccaneering mercenary and Prussian drill master- Prussia was regarded as having one of the premier European armies- who worked with the continental forces. He was (American) Major-General von Steuben. In addition, the French army which landed under Rochambeau included a unit of Germans, the Royal Deux-Ponts Regiment, sent to try and attract deserters from the British mercenaries.   The American colonists included large numbers of Germans, many of whom had initially been encouraged by William Penn to settle Pennsylvania, as he deliberately tried to attract Europeans who felt persecuted. By 1775, at least 100,000 Germans had entered the colonies, making up a third of Pennsylvania. This stat is cited from Middlekauff, who believed in their abilities so much he called them â€Å"the best farmers in the colonies† However, many of the Germans tried to avoid service in the war - some even supported the loyalist caused – but Hibbert is able to refer to a unit of German immigrants who fought for the US forces at Trenton – while Atwood records that â€Å"the troops of Steuben and Muhlenberg in the American army† at Yorktown were German.Sources:  Kennett,  The French Forces in America, 1780–1783, p. 22-23Hibbert, Redcoats and Rebels, p. 148Atwood, the Hessians, p. 142Marston,  The American Revolution, p. 20Atwood,  The Hessians, p. 257Middlekauff,  The Glorious Cause, p. 62Middlekauff,  The Glorious Cause, p. 335Middlekauff, The Glorious Cause, p. 34-5

Short Paper on Descartes Essay Example | Topics and Well Written Essays - 500 words

Short Paper on Descartes - Essay Example For instance, it is apparent that some people have had a dream associated with instillation of pain such as the stubbing of the stomach. In relation to this assertion, Descartes believes that the pain felt by some people when dreaming is likely the same pain they will feel when awake. It is as a result of this that people fail to distinguish between the dream world and the actual world (UA 1, 2011). This broad explanation proves the reason as to why Descartes will make his conclusion about the pinch test as the unreliable test for the awake of a person. Although Descartes explanation manages to relate the happenings in the dream land with those in the actual world, it is apparent his argument against the pinch test does not rule out the pinch test as the best test for the awake of a person. This is in connection with the processes associated with pinching oneself. It is evident that the mind takes part in the pinching act. In relation to this claim, it is impossible for a person who is asleep to pinch himself or herself in order to determine if they are awake. When one is asleep, he or she thinks of either the daily happening or fantasize on other things in life. Such thoughts will not give one room to ascertain if they are awake through use of the pinch test. The thinking processes associated with pinching oneself is by itself one of the reliable tests for one’s awake. In tandem with this assertion, one can affirm that the pain instilled through pinching makes one to realize that he or she is awake. This because the pain in sulted by the pinch is communicated by the nervous system to the brain which as a result ascertain that a person is awake. In conclusion, Descartes double standard argument for the pinch test is in relation to his association of the dream land incidents with the real incidents. It is because of the similarity in occurrence of things that Descartes claims that pinch test is

Google glasses Essay Example | Topics and Well Written Essays - 250 words

Google glasses - Essay Example This version is effective since it has a user practice that works easily under voice commands and touch. Based on the demand-pull inflation, Google glass has received a strong consumer demand due to its efficiency. The users are highly purchasing the Google glasses, and its sales have increased inevitably. This has improved the economy of Google glasses making it to have the attention of many users al over the world. In conclusion, according to the Ansoff strategy, the company has to undertake various steps to make sure that the consumers are aware of the product in the mark. When the Google glass products are introduced the market penetration is important since it captures the attention of customers from other products. This results to market development where different consumers are targeted for the Google glass products. When the products develop, the manufactures of Google glass have the advantage of producing new products since the consumers are aware. Through these strategies, the product will become diversified and the manufacturing firm is at a lower risk of losing market to its