Learning Organisations

Learning Organisations Moving towards a learning organization is something done BY people, not something done TO people or FOR people by someone else. So, the role of HR has to be in encouraging, facilitating, and supporting a move towards learning organizations. HR can never accomplish this themselves. Then, if executives want to move towards a learning organization, they should direct their operating units to do so, and direct HR to move into a supportive role. If its the other way around, where HR gets the responsibility, it never works. Knowledge management (KM) any practice or process of creating, acquiring, capturing, sharing and using knowledge, wherever it resides, to enhance learning and performance in organisations (Scarborough 1999). Knowledge management involves converting knowledge sources by classifying related information then circulating to make the information to take place. Not all information is knowledge or all knowledge is important. According to Blackler (1995), knowledge is multifaceted and complex, implicit and explicit, physical and mental, verbal and encoded. He also categorises knowledge in four as: embedded (technological collective), enculturel (Values, beliefs collective), embodied (practical knowledge individual), and embraced (theoretical understanding individual). Contrast on Blackler, Nonaka (1991) proposes that knowledge could be either individual or collective, cannot be both. Yet another argument comes from Scarborough and Carter (2000). They believe that knowledge appears from the collective experience and it is shared by member of the group. Knowledge also is the key ingredient of products and services. Therefore the difference among the organisations totally depends on the level to which information can be obtained and converted into knowledge. When it is the subject of knowledge, people mainly consider documentation or codifying type of knowledge. Whilst that explicit knowledge is essential tacit knowledge is even more essential as it adds value for competitive advantage of organisations. Tacit knowledge is spontaneous, contextual, has a big connection with experience, documentation cannot be applied. It is believed that tacit knowledge represent big percentage of knowledge of an organisation. In other saying, Nonaka (1991) explained that the knowledge is either explicit or tacit. Explicit knowledge is available, recorded information. It is kept in databases, and it can be systematized, whereas tacit knowledge is in peoples minds. It is hard to articulate and it gains in personal experience. New knowledge starts with an individual Nonaka believes. Tacit knowledge needs to travel from one person to another. The main difficulty in the creation of new knowledge is that bringing the tacit knowledge on the surface and the diff iculty is that it requires experience to do so. Knowledge management is all about getting the valuable knowledge from people, who have it, to people, who need it to develop the organisational efficiency. As organisations are competing in information age, knowledge is the most important asset in the competition field more than physical and financial assets. Another issue is that culture of organisation may be slowing down the knowledge sharing. Open cultures will encouraged people to share their ideas and knowledge. Knowledge management is on the subject of people. It straight connects to peoples knowledge and monitors how the knowledge could support organizational goal. It also uses the most valuable information which is more focus and meaningful. There is not certain regulation which would be difficult to change. KM is often revises the knowledge and checks its practicality in order to see its usefulness. It is generally have motivating feature on managers to ensure that they are working together with the purpose of reaching the organizational objectives. The emphases on knowledge have brought new job lines; such as knowledge workers. There are workers who are called knowledge workers. Drucker (1993) describes them as individuals who have high level of education, skills and ability to apply, in order to solve problems. Knowledge workers create the knowledge and are key players in spreading it. Tampoe (1993) highlights four core motivators for knowledge workers. First one is personal growth; the opportunities for individuals to realise their potentials. Second one is occupational autonomy; a work environment in which knowledge workers can achieve the task given to them. Third one is task achievement that a sense of achievement from producing works that is of high quality and the last one is money reward. Income is just a reward for their contribution to corporate success. Human Research can make a great contribution to knowledge management as process of spreading and sharing knowledge start among people. The important role HR has here to make sure those organisations have the intellectual capital they need. The role of HR in knowledge management can be listed as; create open culture, importance of which will be sharing knowledge; create an atmosphere where trust is the matter; ensuring that activities where people can share knowledge person-to-person basis, such as workshops, seminars, etc; motivating people by rewarding them when there is knowledge sharing; look after the workers who contribute knowledge sharing by providing resources and finally it is important to senior managers should be appointed for the knowledge management to encourage them for encouraging their staff for knowledge sharing. HR has an important role on improvement of the knowledge based cooperation. The important aim of organisations is to achieve the competitive advantage by developing and successfully implementing the knowledge. HRs role here is to encourage management to develop purpose which will suit to organisational aim. HR has also contribution with KM by recommending on the design of process based organisations. These types of organisations are mainly networking, cross-functional, project teams or so where sharing knowledge is crucial. HR contribution on enhancing KM is also important. HR gives advice on how to keep the skilful and talented people who are too important knowledge sharing culture (Armstrong 2008). Several knowledge management models and frameworks have been done. From the above model it can be understood that there is big and important connection between knowledge management and organizational learning, system and technology, culture and strategy. Knowledge management cannot be performed without learning in organizations. There are many divisions in organisational learning, yet there is no single structure which has successfully summarised the variety of its offerings. Learning organisation has much wider and more mature than organisation learning as well as knowledge management. Learning organisation will be explained in detail in later on. A complex adaptive system (CAS) consists of a large number of agents, each of which behaves according to some set of rules. There rules require the agents to just their behaviour to that of other agents (Stacey, 2003). In other saying, agents work and adjust themselves according to each other. Several experts describe CAS as the next evolution further than learning organization. Most businesses are throughout history there are several examples for business which used several planning activities that none of them worked. To be able to escape from this bad destiny now businesses are searching of knowledge management, to make planning dynamic and approachable to the ongoing globalization. Yet this is not always enough to cope up with fast changing unstable world. Organizations must adjust themselves to ongoing change environment. This situation made organizations to learn more about complex adaptive systems and its suitability to organizations. Also in ongoing fast economy, nature is in the circle of change. These natural diversifications make confusion and chaos. Some chaos is accepted in order to make sure that systems are adaptive ensuring long-term survival. Business world is very much willing to adapt CAS. Everyday there are new stories about successful businesses and CAS. Wal-Mart is a very good example for it. Retailers of Wal-Mart now use smart tags to follow inventory items. These smart tags, which are called Radio Frequency Identification RFID) depend on satellites to capture the movement of inventory items anywhere anytime. What happens is that shopping carts display items and amount as customer put them into the cart. Feedback is very important for as it is for learning organizations. It is to manage the complex adaptive system. CAS requires two forms of feedback which are positive and negative feedback. Negative feedback is if change happens the reaction is to undo the direction of the change and maintain the general circumstance whereas positive feedback continuing changes. Organizations adapt CAS because it gives the discipline to follow up the work. Butterfly effect for example is to show that small changes can have big effects. Organizations need to adapt CAS in order to adapt themselves into the competitive world of business http://www.exinfm.com/board/complex_adaptive_systems.htm Chaos theory expresses the performance of certain dynamic systems. The systems develop with time and the dynamic could be very sensitive to first state which refers to butterfly effect. The single way to gather the benefits of chaos theory in organizational development is to adapt the edge of chaos. With edge of chaos, organizations have to find new and productive ways, adapt new marketing models to survive in the competition. For these learning organizations, airline industry is a good example, particularly Southwest Airlines. They not only did changes to survive but because well off too which they succeeded very well. On the other hand organizations which couldnt cope or catch up with changes struggle. Unless they hold on the element of chaos and become creativity, they will disappear by time. Although with edge of chaos organizations adapt change and they are best known with their creativeness, they do not constantly change. When they do changing, they do not change the core soul of the organization. After changing organization will still have the familiar identity. According to Shelton (2003) the safest way to use chaos theory in organizational development is not in the beginning of organizational change, but in the use of its principles in dealing with issues that arise within the organization. Complexity theory is not the same as chaos theory but chaos involves with complexity theory Senge (1990) brings the concept of the fifth discipline into the organisational learning. He adds that each of the disciplines does provide a very important dimension in structuring the organisations which are willing to learn and carry on enhancing their capability. However, he also observes learning takes place when individuals work in teamwork. The five disciplines Senge identifies can be listed as; systems thinking, personal mastery, mental models, building shared vision, and team learning. Senge associates business and humans to a system in the systems thinking. It is an intangible structure and is a body for knowledge. Learning organisation wants its people to think in system. Personal mastery is the discipline of repeatedly illuminating and extending personal vision, focusing humans energies, developing patience, and seeing reality objectively. As such, it is an essential basis of the learning organisation. Mental models are assumption which specifies how people understand the world around them. It is internal picture of the world and he states that individuals can surface it by learning. Building shared vision involves skill of finding shared. Lastly team learning is essential as teams are the fundamental learning unit in modern organisations. Without team learning, organisation cannot learn. In Senges five disciplines, integrity is core because it is more difficult to integrate new tools than just using them separately. Fifth discipline is system thinking. Without system thinking no learning in organization would ever happen. The systems thinking leads to experiencing more and more of interconnectedness of life and seeing wholes rather than parts. Whenever there are problems in an organisation, according to systems thinking, the problems arise from underlying structures, not from individual mistakes. (Senge, 1990) The learning organisation is an expression which illustrates people gathering to success goals, big or small, in states where they all search for ways of doing things more effectively. Senge (1990), who created the term, explains a leaning organisation as one where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together. In learning organisations, people are constantly watchful for signals which show whether they are reaching their goals. Therefore it can be said that learning organisations continuously look at the detail of actions. Also feedback is vital to the learning organisation because it needs to measure its success. Thus, it accounts, reports, spreadsheets, salespeoples views of customer opinion, shop floor perceptions of a new systems used by activity streams of people. Apple computing -Japan is a perfect example of success when organizational learning is done according five discipline. Although Apple Japan is world wide company, it had one percent of the market in Japan until 1989. Nonetheless with the new president the company succeeded one billion dollar in six years time. The company had some help from a consultant firm. The main plan was to increase the market share as well as efficiency of the company. Being able to gain the market share and improve sales, they come to a decision on increase the number of the distributors, customer management and launch the notion of learning organizations. The first step for Apple Japan was to undertake the Senges Five Discipline which is crucial to learning organizations. Following it, group meeting was made more profitable. More discussion and team education was the main part of the meetings. This approach stressed the importance of the team learning and allowed everyone to share vision towards the same objective. The second step taken was bringing individuals mental model together with the rest of the team which made the progress of learning more efficient. For Personal Mastery, managers support their workers to set up goals. Lastly, the most important discipline for the organizations was Systems Thinking, which was to bring all the other parts together. This approach allows every staff to make decision, and specifically teaches them to take the whole system into consideration, not just their own problems. Changing the way Apple-Japan worked before; paid back with the increase in sales as well as market share of the company (Market Share grew to 15% in 1995 from 1% in 1989. Annual sales soared to $1.3 billion in 1994, with the sale of 520 000 computers) Knowledge may exist within an organisation, but it may not be available to those who need it. Hayes (2007) draws the attentions to importance of distributing the information so that members of the organisation have access to new information which may lead to create new information. Organisational learning is one of the most significant subjects of corporations. The most obvious difference between organisational and an individual learning is that organisations dont have memories which are vital to learning. The main difference between a learning individual and learning organisation is the way they store the information. While individuals use their memories to store the information, organisations do it in their culture. In order for learning to occur, there need to be three circumstances. Firstly, new information must be inputted into the ideas. Secondly, the new information must be combined with the previous one and thirdly practice is essential to complete the learning. Not everyone agrees with the idea of learning organisations. For example, Harrison (1997), argues and criticized because the concept proposes that organisations have a life and ability to learn, which not the case is. Scarborough also disagrees with the dominant perspective of the concept as it suggests individual learning in organisations but does not indicate how or what to learn. Burgoyne (1999) also acknowledges that the concept sometimes creates confusion. Motorola University is one of the best examples for learning organizations. The company has 20000 links hired each year with great grow. Growing rapidly brings the need of training the people they hire. The organisation is aware that they cannot reach the point with the traditional methods of training. In order to create new connections, operates world wide, become productive. The CEO of the company highlights the core values of Motorola which are the techniques and tools they use. Motorolas aim is to find better ways to provide the knowledge and skills. To do so, the company adapts the multimedia training which intends to get training to all Motorolans globally, reduce the cost and time is spent on trainings, and increases the knowledge of the firm. Motorola University was established in 1981 and by 1990 it had extended in US, Eastern Europe, South America and the Asia-Pacific region. Today, many mangers, supervisors and employees from all parts of Motorola have attended diversity training. This training helps participants to have more opportunities to develop and achieve their full potential Organisational learning does not just occur. There needs to be some conditions created which tolerate people to face the uncertainty and stay with it till it becomes something useful. According to Kline (1998) culture is the memory of organisations. The way people interconnect with each other and the way people think is the way their organisational culture is. Culture occurs when two or more people gathered together on a regular basis. If learning organisation is to be created, then firstly the culture of openness of thinking and communication need to be there. He also adds as long as the culture and the way of thinking encourage openness in many different appearances while providing tools which identify useful directions to take, the organisation will become learning organisation. The speed of building a learning organisation is depending on the speed of how individuals in the organizations can improve their learning process. Although author agrees with Senge that organisational lea rning enhances the creativity, he does not agree that building learning organisation does not need to be so slow (Senge, 1999) Schein (1996) highlights that in almost every organisation there are three cultures that a key impact on organisational ability to learn. These are operator culture, engineering culture, and executive culture. He also acknowledges that unless these three cultures realise and use the same language, organisational learning will fail. The values and norms are the basis of culture and formed in four ways. first, culture is shaped by leaders; secondly by critical incidents; third by value and expectation and lastly by organisational environment. (Schein, 1990),(Furnham, Gunter, 1993). According to Harrison (1972) culture is categorised around four ideas. Power orientated, people orientated, task orientated and role orientated. On the other hand Harrison/Handys (1981) four type of culture are; the power, role, task and person culture. Briefly; the power culture is that there is single source of power. Handy names it club or Zeus too; the role culture is bureaucracy, (Greek Temple); the task culture is giving the priority to getting the ob done. There is single source of power (Lattice) and lastly the person culture is that individuals decide on their own work part. The main concern is look after the individuals. According to Brown (1998) the relationship between culture and learning is one of the reciprocal interference. Not only is the rate at which organisations learn dependent on culture but the culture on an organisation will be profoundly influenced by the rate, and content of, organisational learning. Schein aggress with the explanation of Brown that the organisational culture develops through complex interactive learning process. Organisational culture plays a main role in knowledge management and organisational learning. Not every organisation can adapt the learning organisations. There are some barriers to at the individual and group levels. At the individual level, unawareness is an important limitation. They are failing to notice very clear and obvious information and understanding what they notice, having a limited short memory that valuable information can be forgotten easily. Cognitive limitation is more noticeable when there is a fast changing and complex environment which ove rload people and confused them. At the collective level is the important part of organisational learning. Organisational politics can be barrier for groups and individuals to learn, or organisational culture also can slow down the process of learning. Being able to apply the learning, organizations could change their culture to which could e a barrier to organization learning. Many models were introduced over the years concerning culture change by experts. They do not always have the same concept of culture in mind. Models of the culture change are different in the sense of scale. It could be large-scale or small scale. Change also occurs over time. In some cultures, knowledge is the most powerful concept which gives the competitive advantages to individuals. Therefore, Knowledge Management wants HR to focus on organization the culture change, approach of the people to support collaborative team working and knowledge sharing. Yacimientos Petroliferos Fiscales (YPF) is a big petroleum company in Argentina. They wanted to become a professional private company and have international investors rather than maintaining their inefficient bureaucratic existing therefore willing to do some changes in culture and structure. Working with a consultant company, YPF was initiated with learning organization. With the new step, employees were able to assess and check the process and hence learning about the process and observing what is working what is not. Every person in the company knew the purpose of the company and working for the same goal together gave a significant result. At the end of two years YPF increased its profit from $579 million lost in 1990 to profits of $256 million in 1992 and $706 million in 1993. There is a belief that human resource management is able to play a crucial role in core elements of culture, including, norms, beliefs, symbols, behaviours, assumptions. In many organisations managing the cultural symbols is one of the HRMs duties. There is a belief that Human Resource Management (HRM) has essentially replaced the name of personnel management as both involve in managing people in organisations. According to Torrington (1989) HRM is re-labelling and re-packing of personnel management and Guess (1991) agrees with the explanation that HRM is simply elaboration of personnel management (www.humanresources.about.com). Storey (1989) considers HRM as a set of interconnected strategies with an ideological and philosophical underpinning, (Armstrong, 2006) while Torrington (1989) and Guess (1991) believe that HRM is re-labelling and re-packing of personnel management. Storey proposes four features that differentiate HRM. First element is believes and assumptions which give the competitive edge. Also it emphases that human capability and commitment which distinguishes successful organisations from the rest is important therefore the employees should be selected carefully; second element is strategic qualities. It suggests that top management involvement is important; third element is critical role of management. He highlights that HRM is too important to be left to personnel management. Also line management involvement is crucial; and fourth element the key levers. It stresses implementation of HRM and management of culture (Beardwell, Holden, 2004). Source: Storey (1992:38). Reproduced (Beardwell, Holden, 2004).p24 Storey (1989) suggests Hard and soft version of HRM which characterizes by the Michigan and Harvard models. The hard version of HRM highlights the importance of human as resources to achieve competitive advantages against other organisations. To be able to bring advantages, these resources are gained, developed and arranged in ways to do so. According to Storeys hard version of HRM, workers are commodities, and HR is like other resources as well as being calculative and inflexible whereas the soft version of HRM stresses human sides of HRM. The main topics are communication, motivation and leadership. It emphases that people are led rather than managed (http://www.hrmguide.co.uk). Also it is believed that HR is unique. Legge (1998) agrees with Storey on hard model of HRM that workforce are resources to be managed. In contrast of hard version of HRM, she considers the soft version of HRM that employee as value assets and as a source of competitive advantage through their commitment (A rmstrong, 2006). Yet she (1995) also points out that not every organisation has advantages by treating the workforce as a valuable asset, especially those competing on cost. Also Legge refers to this as Developmental Humanism (Legge, 1995, p.66-67). While stressing on the importance of putting together HR policies with business purposes, the soft model spotlights on treating workforce as valuable assets and a competitive advantage through their commitment skill and performance (Legge, 1995, pp 66-67). Employees practice hard and soft versions of HRM differentially as people are treated differently. Japanese management style can be given as a good example. In Japanese organisations men are core workers (SOFT) whereas women are secondary (HARD) workers (Lecture notes, 2008). Many organizations adopt the soft version of HRM that focuses on treating employees as valued assets and a source of competitive advantage. Employees practice hard and soft versions of HRM differentially as people are treated differently. Japanese management style can be given as a good example. In Japanese organisations men are core workers (SOFT) whereas women are secondary (HARD) workers (Lecture notes, 2008). Many organizations adopt the soft version of HRM that focuses on treating employees as valued assets and a source of competitive advantage. Apart from hard and soft models of HRM, Storey also classifies two other HRM named strong and weak. Strong refers to a distinctive package which covers strategic and operational aspects. Weak approach on the other hand assumes that HRM is just another term for personnel management.

Love in Romeo and Juliet Essay

There are Many types of Love in Romeo and Juliet. Write as Much as you can About the Different Views of Love Shakespeare Gives us. Shakespeare demonstrates many different types of love throughout his construct â€Å"Romeo & Juliet†. Shakespeare’s views on love reflect the time period in which it was written. â€Å"Romeo and Juliet† was written in 1595 with the plot taken from Arthur Brooks’ poem â€Å"The Tragicall Historye of Romeus and Juliet† which was written in 1562. Shakespeare exposes Juliet’s parents as being unkind, callous and nasty. This is revealed through their actions and behaviour towards Juliet. Capulet starts in the play by being acting as a nice father and protects Juliet by telling Paris that he cannot marry Juliet as she is too young, Juliet was aged either 13 or 14 and it was usual to marry early because life expectancy was short. This we realise was just an act because in the time period fathers were just the providers and they never really showed love for their sons/daughters. This is shown when we get to Act 3 Scene 5 and Capulet changes his mind and decided that Juliet will now get married to Paris. This was because in the time period it was common for fathers to choose their daughters husbands from a pool of possible suitors. This is because Capulet thinks the wedding will make her happy after the death of her cousin Tybalt, as she has really been upset about Romeo’s banishment. However when Juliet informs Capulet that she would not like to get married to Paris and her parents get quite angry with Lady Capulet saying that † I would the fool were married to her grave†. Juliet then goes on to beg that she does not want to have to marry Paris and then Capulet replies, â€Å"Hang thee young baggage, disobedient wretch! â€Å". Implying that she will marry Paris or her family might abandon her and wish her dead. This would have been because of the fact that daughters belonged to their fathers and wives to their daughters and they could do with them what they wanted. However in the Montague household the Montague’s, treat Romeo differently because in Act 1 Scene 1 when he has disappeared all morning Lady Montague fears that something may have happened to him, â€Å"O where is Romeo, saw him you today? † she could also fear that he could be in danger. This is how the reader expects all parent and child relationships to be not like how they are in the Capulet family. Then we do not really see Romeos parents again until Act 3 Scene 1 where they stand up for their son by saying that he shouldn’t be killed because he killed the person that should have been killed anyway. If the Capulet’s had acted like this about Juliet would she have been different, maybe she would have wanted to marry Paris and not betray her parents. By the end of the play, Romeo only has his father at his funeral because his mum had died of grief of Romeo being banished. Shakespeare also has her death on the same night that Romeo kills himself so Montague has to deal with double loss. Also it is Montague that first offers to have a statue of Juliet made so in a way he must feel partly responsible and then Capulet follows because maybe he doesn’t want to be seen as the bad guy still. Mercutio has brotherly love for Romeo; however, he is willing to tease him, for example, when he makes Romeo go to the Capulet party even though he does not want to go. In addition, this is exposed when he decides to fight Tybalt instead of Romeo, who does not desire to. Maybe he sees love as always being there for someone and doing things that they do not want or cannot do. The Nurse loves Juliet by helping her find Romeo, her true love, and she helps organise their wedding. She also comes up with ways to sneak Juliet out or Romeo in. By doing this, she betrayed Capulet and Lady Capulet who had no idea what she was up to. This is because The Nurse and Juliet have a greater and closer relationship then Juliet and Lady Capulet because The Nurse brought Juliet up as her own. â€Å"When it did taste the wormwood on the nipple of my dug and felt it bitter† this implies that the Nurse had to breast feed and wean Juliet because Lady Capulet refused to do it. Since the Nurse brought Juliet up her own mother feels uncomfortable in a room with Juliet unless the Nurse is there. This is shown in Act 1 Scene 3 when she says she would like a private word with Juliet and calls the Nurse straight back into the room. This is mainly due to the fact that parental relation ships with children aren’t as strong as they are now. Therefore this would be why Juliet would tell the Nurse about her love for Romeo because she respects her more than her mother as the Nurse gives her more motherly love. However in Act 3 Scene 5 the Nurse abandons Juliet and her love for Romeo by taking Lord and Lady’s Capulet’s side for why she should marry Paris and she tells Juliet â€Å"Romeo is banished, and all the world to nothing that he dares ne’er come back to challenge you. † Which is bad enough to hear that your husband won’t come back to claim you as his, but she can’t leave it alone. Next she tells Juliet â€Å"Your first is dead, or ’twere as good he were as living here and you no use of him. † This means she thinks Juliet should marry Paris because she won’t see Romeo again even though he is Juliet’s husband and true love. Shakespeare reveals Romeo’s love for Rosaline is really infatuation by the language Romeo uses. We can tell this because when he talks about her he uses oxymorons. Shakespeare used these oxymorons, â€Å"O’ brawling love, loving hate† â€Å"heavy lightness† â€Å"feather of lead† â€Å"bright smoke† â€Å"cold fire† â€Å"sick health† to show Romeos confusion about if he really loves Rosaline. Compared to when he talks about Juliet he talks in Sonnet form because Sonnets were used to traditionally used for expressing one’s love. Maybe Romeo just wanted Rosaline because he couldn’t have her and she didn’t want him. Benvolio and Mercutio have to try to talk Romeo out of this crush so they make him go to the Capulet party when he meets Juliet so it turns out to be a good thing. Shakespeare shows the love between Romeo and Juliet through their language. This includes sonnets, images and religious symbols that they use when they talk to each other. Shakespeare uses these features to show that Romeo and Juliet’s feelings are true love. Their love is short lived because throughout the play there becomes a lack of communication, when Romeo gets banished to Mantra so they both end up killing themselves. Sometimes they feel the same at the same time. This is shown when Romeo is banished because in Act 3 scene 2 Juliet is really upset and then in scene 3 Romeo is as upset as Juliet was in scene 2. Also Romeo wants to know if Juliet hates him because he killed her cousin and does she really want him round to spend their wedding night together? He then almost repeats what Juliet said about what’s in a name in act 2 scene 2, Romeo then goes crazy and threatens to cut his name out of himself with a dagger so that he and Juliet can be together happily. Paris’ love for Juliet is quite real. He really has feelings for Juliet and he is willing to put up a fight for her. When he is told that she is too young he replies â€Å"Younger than she are happy mothers made. † Paris is saying this as it is almost having a dig at Capulet because Lady Capulet would have been around Juliet’s age when she had Juliet. He also get quite excited when he hears that Juliet will marry him and when she turns up at Friar Lawrence’s cell he starts calling her â€Å"my lady and my wife† but Juliet won’t have any of it. She refuses to answer his questions and wishes to not really spend time with him as she knows that she isn’t going to marry him because she will do anything to get out of that marriage. This was due to the fact that Juliet was too modern to survive in a late medieval society as she did not want to be bound by the rules and did not like being told what she had to by everyone. She would have rather lived by her own rules and make her own decisions. The love shown through each character represents their personality and several people might have not wanted others to be happy in love or find their own love. This may have been forced into a marriage or are still alone but they resent others finding their own happiness.

GAAP for zero-interest-bearing note Essay

Wie Company has been operating for just 2 years, producing specialty golf equipment for women golfers. To date, the company has been able to finance its successful operations with investments from its principal owner, Michelle Wie, and cash flows from operations. However, current expansion plans will require some borrowing to expand the company’s production line. As part of the expansion plan, Wie will acquire some used equipment by signing a zero-interest-bearing note. The note has a maturity value of $50,000 and matures in 5 years. A reliable fair value measure for the equipment is not available, given the age and specialty nature of the equipment. As a result, Wie’s accounting staff is unable to determine an established exchange price for recording the equipment (nor the interest rate to be used to record interest expense on the long-term note). They have asked you to conduct some account research on this topic. (a) Identify the authoritative literature that provides guidance on the zero-interest-bearing note. Use some of the examples to explain how the standard applies in this setting.†¨(b) How is present value determined when an established exchange price is not determinable and a note has no ready market? What is the resulting interest rate often called?†¨(c) Where should a discount or premium appear in the financial statements? What about issue costs? ———————————————————————————— This work requires that you consider the fair value of the note on the seller’s books (note receivable). Portion of the codification are cut and pasted into the document for you. There are two pieces of purchasing an asset with a note. The asset value and the value of the note. Here, the asset value is not known. Below it discusses that if you don’t know the value of the asset, you use the value of what was exchanged for it. Quotes from Codification†¨360 Assets†¨845 Nonmonetary Transactions†¨10 Overall†¨30 Initial Measurement 30-8 Fair value should be regarded as not determinable within reasonable limits if major uncertainties exist about the realizability of the value that would be assigned to an asset received in a nonmonetary transaction accounted for at fair value. An exchange involving parties with essentially opposing interests is not considered a prerequisite  to determining a fair value of a nonmonetary asset transferred; nor does an exchan ge ensure that a fair value for accounting purposes can be ascertained within reasonable limits. If neither the fair value of a nonmonetary asset transferred nor the fair value of a nonmonetary asset received in exchange is determinable within reasonable limits, the recorded amount of the nonmonetary asset transferred from the entity may be the only available measure of the transaction.†¨310 Receivables†¨10 Overall†¨30 Initial Measurement†¨Certain Receivables 30-1 The following provides initial measurement guidance for certain notes receivable, specifically those exchanged for cash and those exchanged for property, goods, or services. Such notes may be originated by an entity or purchased from a third party. 30-3 As indicated in paragraph 835-30-25-8, notes exchanged for property, goods, or services are valued and accounted for at the present value of the consideration exchanged between the contracting parties at the date of the transaction in a manner similar to that followed for a cash transaction. 30-5 As indicated in paragraph 835-30-25-10, in circumstances where interest is not stated, the stated amount is unreasonable, or the stated face amount of the note is materially different from the current cash sales price for the same or similar items or from the market value of the note at the date of the transaction, the note, the sales price, and the cost of the property, goods, or services exchanged for the note shall be recorded at the fair value of the property, goods, or services or at an amount that reasonably approximates the market value of the note, whichever is the more clearly determinable. 30-6 Paragraph 835-30-25-11 explains that, in the absence of established exchange prices for the related property, goods, or services or evidence of the market value of the note (as described in paragraph 835-30-25-2), the present value of a note that stipulates either no interest or a rate of interest that is clearly unreasonable shall be determined by discounting all future payments on the notes using an imputed rate of interest as described in Subtopic 835-30. Paragraph 835-30-25-11 explains that this determination shall be made at the time the note is acquired; any subsequent changes in prevailing interest rates shall be ignored.†¨Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€ Now, to your questions†¦ Wie Company has been operating for just 2 years, producing specialty golf  equipment for women golfers. To date, the company has been able to finance its successful operations with investments from its principal owner, Michelle Wie, and cash flows from operations. However, current expansion plans will require some borrowing to expand the company’s production line. As part of the expansion plan, Wie will acquire some used equipment by signing a zero-interest-bearing note. The note has a maturity value of $50,000 and matures in 5 years. A reliable fair value measure for the equipment is not available, given the age and specialty nature of the equipment. As a result, Wie’s accounting staff is unable to determine an established exchange price for recording the equipment (nor the interest rate to be used to record interest expense on the long-term note). They have asked you to conduct some account research on this topic. (a) Identify the authoritative literature that provi des guidance on the zero-interest-bearing note. Use some of the examples to explain how the standard applies in this setting. The literature says that you value assets acquired by the value of that asset. If you don’t know it, you are supposed to figure it out, if possible, by looking at the cash price you could have paid (but didn’t). Or, if there is just no way to figure it out reasonably, then you look at the fair value of the item traded, in this case the note. So, you see if there is a market value for the note. Is it traded? Does it bear an interest rate so you can get the present value of it? No! The value of this note isn’t immediately apparent because you don’t have an interest rate to use to discount it back to the present value. So, you have to impute an interest rate (whole other section in the codification!). Another example of difficulty valuing an asset exchange would be when a firm leases, rather than sells, their inventory. What is the selling price? The present value of the minimum future rentals are used to establish a likely selling price for the purpose of re cording the sale and the gross profit from the sale. Another example of difficulty valuing an asset exchange is when assets are traded and there is no cash price or cash exchange. You would use the value of whichever asset is more readily determined, such as the price of the stock on actively traded exchanges. (b) How is present value determined when an established exchange price is not determinable and a note has no ready market? What is the resulting interest rate often called? You have to discern an interest rate by looking at the prevailing interest rates for  similar instruments with firms of similar credit status to this one. This is called the imputed interest rate. (c) Where should a discount or premium appear in the financial statements? What about issue costs? The discount or premium is a contra account to the note receivable on the issuer’s books (reduces assets in the balance sheet). Cost to issue should be spread over the life of the note (capitalized as asset in the balance sheet and amortized over life of note).

Language As A Medium Of Communication - 957 Words

Language plays a very important role as a medium of communication between two individuals and it has two forms that are oral and written. The written language is best known as ‘LIPI’ (script). Every language has its own character set, representation structure and rules, but aim was same and that is ‘Communication’. Communication by means of the printed word to a mass audience of in a form of Newspapers built bridge for progress and upliftment of a country. The rapid expansion of the Internet was accompanied by a newspaper revolution. Growth in technology and the importing of new printing equipment meant that it was becoming commercially viable for newspapers to be printed in a variety of regional languages rather than predominantly either in Hindi or English. The availability of newspapers in different languages has meant that India’s newspaper market appeals to millions of non-English speakers. It is predicted that by 2017, the revenues for non-English papers will overtake that of English newspapers for the first time ever. Gujarati newspapers in this essay do not only serve the purpose, but also focus on development of print industry in Gujarat, it reflects political and cultural shifts, language construction, visual analysis, and linguistic transformations. This broad approach, however, can be seen in physical characteristics of the newspaper page, and in its infrastructure these will dictate how typographic principles are to be applied to newspaper design. The graphicShow MoreRelatedThe Importance of Perception in Face to Face Communication between Individuals1132 Words   |  5 PagesThe Importance of Perception in Face to Face Communication between Individuals Perception is one of the most important fragments of the communication process. It allows us all to see an individual experience of the world. 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