Theories of Communication Essay Example for Free

Theories of Communication Essay Argyles theory of communication is that to learn communication skills and social skills there is a certain cycle that needs to be used this therefore involves translating or decoding what others have communicated. Argyle believes that this gives the individual an opportunity to adapt on their person behaviour so that at the end of the process they are able to communicate effectively. The cycle has different stages 1. The cycle will start when an idea is thought of so that the message can then be coded and sent. This stage involves the individual thinking in their head what they are going to be saying and they then need to ensure they get the message to the other individual clearly so that they can understand what the message is about. 2. The next step is therefore when the other person receives the message and it can be decoded. This stage means that they will be processing the message in the head thinking about the message and understanding it so that they are then able to go onto the third stage 3. This stage is the part where the individual responds to the message they have received and decoded, they then respond and the whole cycle will be repeated. Example In My Placement: In my placement at Linden Lea nursery they have corner that the children are able to go and read in and pick a book each week, there are pillows down in the area so that there is a relaxed atmosphere and I can go and sit with an individual child and read a book with them. When reading with the younger children I am able to ask questions about the book for example ‘who is your favourite person in the book? or ‘what part of the book do you think is the best bit? ’ this therefore helps me to be able to see if the child is understanding the story or what parts they are understanding however they won’t feel pressured as they will be relaxed questions and it will be a relaxed conversation. Tuckman’s Theory Tuckman’s theory of communication was described as a group interact ion, as he believes that people work better together and interact better when they are working within a group. Tuckman’s theory of the group coming together and performing involves four key stages. Forming- This is when the group have come together and they are getting to know each other beginning to think of ideas and ask each other questions. An example of forming in my placement will be when the children at the nursery sit in groups with a teacher or a team leader and the groups can be based around their ability or specific needs. Storming- Storming is the second stage and this is when conflict can often flare up because the roles begin to be put in place for those in the group and a leader may begin to take control causing some arguments as the group is functioning. For the storming stage an example in my placement could be when the children have formed their groups and begin to play games it can mean that conflict will begin as some individuals may want to play the same role in the group as there will always be a leader to group this therefore means you often get many personality clashes. Norming- Norming is when the group properly comes together and start to develop strong sets of shared values and the group will start to work as one group together. For this stage in my placement you will begin to see the children coming together and working together in their friendship groups, this may involve them playing various games and taking part in various activities for them to come together and begin to understand eachother. Performing- After the stage of norming they then have a full understanding of the groups expectations and understand each individual’s values they then therefore are able to start working together to perform as an effective group. The relationships have become stronger within the and they are able to support each other. In my nursery placement I see this stage being shown when I see children taking part in an art activity this means they have a chance to all show off their own skills however they can work together and help in the groups their working in for example if they were doing a big display they can come together to decide who will do what part of the display. Schultz(1958) also had a different theory of communication which can be uses in group interactions. This was a different theory to Tuckman’s theory and instead of four stage is has three key stages. The first step is inclusion; this is the stage that the individuals spend time building relationships between the members in a group so they can choose which group they wish to belong to. The second step is control this stage is the part in which you see who has the power in the group, little groups are made and people will compete to be part of certain groups or in a role. The last stage is affection this is the stage in which it calms down as each member in the group will have their role and they are able to form effective group work. Example In My Placement: At the nursery I am working in the children are always playing and they are able to communicate with each other. I sit with the children and join in the games and they play together as a group. They were dressing up and they play with the dolls ‘mummy’s and daddy’s’ this therefore means they communicate together working out who will be who and then played together sharing all the toys. They are therefore working together to decide if they want to play in that group or choose to play something else. This type of interaction helps the children to communicate with all children and as games develop they begin to become more comfortable.

The Effect Of Gender Partiality On Employees Efficiency Business Essay

The Effect Of Gender Partiality On Employees Efficiency Business Essay The swerve of gender partiality is deep rooted in the past; however, it has become a veering trend in present day organizations. Consequently, employees across the globe are experiencing pronounced victimization of sexual partiality in one way or the other. The large scale precarious implications of the menace also entail the need for studying its repercussions in Pakistani organizational culture. Hence, this study is intended to explore and colligate various constituents and attributes of gender partiality, responsible for affecting the workforce efficiency. Primarily, two lineaments of sexual partiality are delineated in this research i.e. bias in recruitment, and rewards and promotions discrimination (independent variables). The study demonstrates the association between gender partiality and employees efficiency / productivity (dependent variable) in Pakistani telecommunication sector, narrowed down to Mobilink GSM (Islamabad and Peshawar regions as unit of analysis). The quantit ative results portray inauspicious effects of sexual bias on efficiency / productivity of the employees. The study has also been incorporated with several indicators of gender partiality and employees performance / productivity. The indicators of employees performance / productivity are perceived to neutralize the gender bias, subject to the existence of organizational justice. The study in hand encourages further exploration with regard to instituting and implementing the concept of organizational justice, so as to safeguard the endangered species of human Resource from inequalities like gender partiality. Key Words Sexual partiality, Glass ceiling, Organizational justice, Employee efficiency, Organizational productivity Type Research paper Introduction Morgan (2006) condignly observes employees as valuable assets that can lend cachet to the organizational image, provided they are given equal and appropriate grounds to contribute in the activities of organization (p. 36). Organizational productivity thus, undoubtedly entails the need for induction of quality workforce. Subsequently, to ensure sustenance of the human resource and to align their capabilities with the organizational goals, effective tanning, and conducive working environment, equilibrate grant of privileges / rewards, creation of opportunities for future growth, and equality on the basis of performance and capability are the inevitable essentials. This is possible only if equality prevails in organizations; free of all sorts of biasness and discrimination, gender partiality in particular. Gender discrimination exists in various dimensions and magnitudes, subjected to the organizational culture and managerial antecedences. Besides other aspects, sexual partiality at wor k place may comprise of recruitment discrimination, biasness in remuneration and rewards, partiality in promotions, and facilitation ascribed to gender based discrimination. Employee, being the pivot of organizational activities, if affected by gender partiality, may experience occupationalism displacing selflessness and altruism. Resultantly, big question mark appears when it comes to Organizational Justice. Injustice makes it difficult for employees to obtain valued outcomes at work. In fact, it signals to employees that they are not valued by their organization. Resultantly, important social norms are jeopardized. Thus it seems likely that organizational justice perceptions may mediate the effects of workplace discrimination on well-being and job satisfaction (Stephan, Johan, Karen, 2012). Purpose of the study The study in hand will inquire into factors resulting gender discrimination and the precarious implications of gender bias on employees productivity. This study is an attempt to establish a nexus with the past researches and reveal the vital factor of gender partiality which is significantly liable for reducing the workforce productivity. Thus providing a food for thought to different tiers of management so as to address the issue efficaciously. This study has been extended to Pakistani organizational culture to test and ascertain the effects of gender partiality. Employees (both genders) of Mobilink GSM (Islamabad and Peshawar regions) constitute the population sample for this study. The purpose of including both men and women in the sample is to eliminate the possible gender distinction in attributions to sexual partiality. From the targets viewpoint, majority of scholars and researchers centering upon gender partiality account for female as the target, and focus on women participa nts alone. Thus, in contributing to research concentrating upon gender studies, it is inevitable to examine mens attributions to sexism and that how mens and womens ascription to sexual partiality can be compared to each other. Literature Review Researchers have identified several forms of sexual partiality in organizations originating from unjust practices of the employer. In literature pertaining to organizational research, notwithstanding the fact that gender related problems were initially exposed in 1950s, but the issues relating sexual partiality were later more pronounced in organizational and management studies during 1980s 1990s. Sexism or sexual partiality World Health Organization (1998) defines sexism as a distinction, exclusion, or restriction which is made primarily on the foundation of socially built gender functions and norms. The terminology of sexual identity holds several illustrations and connections, only few of which transpire within an intergroup structure. Traditional concepts of sexual identity ordinarily refer to an early consciousness of a person as man or women. More recently, an additional notion of gender identity has emerged, one that emphasizes gender as a social / collective identity or gender-derived social identity (Sharon, Hang, Raymond, 2006). Victims of gender partiality Sexism or gender discrimination is often attributed to women; however if practically observed, the phenomenon can be seen imputed to both genders. The intrinsically prejudiced practice of sexual discrimination has affected the global markets precariously. Jennifer (2002) argues that male models of strength and authority within organizations do not have room for the meliorations female bring into the workplace, managerial level in particular. In addition, stereotyping of the female as different to male further encourages marginalizing and undermining their dominance and authority. On the contrary, several researchers grade the feminine gender more dominating when it comes to recruitment and subsequent career progressions. Similar notion has been made by James, Charles and Catherine (1998). They maintain that women have the ability to be considered more likeable than men; though this is a feature which is generally distributed among both men and women. Many of the profession progressing strategies demand for developing relationships with others. Regardless of the sexuality, an individual who is not graded high on the personality measure of likeability would have comparatively lesser likelihood of developing and maintaining relationships with the others. Contrarily, individuals with likeable personalities would have more opportunities to pursue career progressing strategies, entailing relationship building and socializing. Gender discrimination frequently can be seen in different organizations. Most of the organizations are suffering from such problem of discrimination related to gender. Though there are different laws and polices developed by different countries about gender discrimination. But there is no implication of these laws in real context. Women perceived that they are not rated in a justified manner related to training, appraisals, and career development opportunities as compare to men (Blau, 1998; Blau, Ferber, Winkler, 1998). Societal trends Gretchen Courtney (2009) are more concerned with the source of discrimination. They maintain that the responses of men and women for inquiries pertaining to sexual partiality may differ. Their responses will be subjected to whether the source of biasness is an individual or a policy decision / rule. Researchers have established that victims of gender partiality are mostly compulsive or reluctant to highlight the sexual inequality they experience at workplace. This elucidates that one of the prime reason for presence of gender discrimination is the tendency of individuals not to surface the practice of sexual discrimination. Consequently, the individuals inability to report this kind of discrimination is more pronounced in countries like Pakistan; whereby, human resource (females in particular) is comparatively less vocal. Furthermore, sexual favoritism at workplace may give birth to gender discrimination, affecting the workforce in terms of career (progression) opportunities. Antecolet. (2009) is of the point of view that both men and women are dissatisfied with their jobs who experience gender discrimination at workplace. Though according to the results, employment status of male employees is significantly connected to their marital status. On the other hand, employment status of the female is significantly subjected to their performance and productivity. Females are not discriminated on the basis of conscious decision of the management but most of the time management have some precautions about hiring of females for highly responsible posts because it is a general assumption about women that they are to fulfill their family obligations, so they are not suitable for vital designation of organizations (Crompton Birkelund, 2000; Glass, 2000; Waldfogel, 1998). Gender discrimination is not specific for female but often males are also victims of gender discrimination. It depends on the marital status, married males have more chances of getting jobs rather than females. On the other hand, unmarried females have more chances of being selected by the organization than unmarried males (Petersen Togstad, 2006). Sexual favoritism and gender partiality Sexual favoritism and gender partiality / discrimination are often similarly perceived. However, Glenn, James M., James F (2006) have befittingly differentiated the two. They delineate that sexual favoritism entangles the discerning grant of a gain or opportunity at the workplace; in contrast, sexual partiality / discrimination usually involves the restraining of benefits or opportunities dependent upon an individuals gender. At the workplace, when romance involves sexual favoritism, it is important to comprehend the cause and extent of the presence of such favoritism i.e. whether this favoritism can give way to other employees (who are not directly involved in the illicit relationship) for claiming themselves as the victims of sexual harassment. This concludes that sexual favoritism and gender partiality bear both direct and indirect implications for employees. Whether favoritism on the basis of sex remains a legitimate shape of discrimination, or whether sexual favoritism stretche s to the extent of a restricted form of sexual partiality, is an important question which can only be answered through comprehending the definition of sexual harassment. Glass ceiling during recruitment Gender discrimination is also termed as glass ceiling. Most of the time sexual partiality begins with the entry of employees (recruitment) in any organization. At the time of recruitment, men are preferred for strategic posts or decision making hierarchal levels while females are mostly preferred for support roles or for selling jobs because organizations have intent to in cash the appearance of female for enhancement of sales (McDowell, 1997). Gender bias during career progression In broader concept, gender segregation does not mean segregation in terms of gender but it means segregation in terms of incentive for performance. For instance, males and females are hired for the same post they are segregated in terms of salary and other incentives (Petersen Saporta, 2004). The connotation is that sexual discrimination is not associated to the recruitment process alone; in fact, it continues across the entire professional careers of individuals. Effects of sexual biasness Stephan, Johan, Karen (2012) have explained discrimination as the prejudicial handling of individuals. Generally, it is based on association with a certain division or group. Because of discrimination, there is a likelihood of negative effects on the employees productivity, well-being and health. They have also mentioned various grounds of workplace discrimination by calling it a systematic refusal of employees rights based upon their ethnic affiliation, religion, age, sexual preferences, gender, or other criteria. These bases for sexual partiality may consequently lead to more colloquial verbal maltreatment, making reference to the mentioned attributes. Bà ¶ckerman Ilmakunnas (2006) have effectively illustrated the adverse effects of gender partiality on the performance of employees. Clegg (1983) has also highlighted the negative impacts which gender inequality brings to the employees performance. These researchers specifically consider it critical to determine the effects of sexual partiality on the employees turnover, job satisfaction, and absenteeism, vis-à  -vis the firms performance and productivity. Generally, women are less motivated towards their jobs because of gender discrimination. They have less decision making-power, receive less training sessions and are promoted fewer than men. Sharon, Hang, Raymond (2006) befittingly sketch the precarious repercussions of sexual discrimination, whereby, employees become discontented and demotivated. They believe that when employees consider themselves as victims of sexual discrimination, their commitment to the organization would be significantly reduced. Resultantly, such individuals would be keen to leave the organization in the pursuit of jobs, where organizations can treat them with more respect and equality. Organizational justice Hilary, (2012) makes a firm argument with reference to sexual partiality by calling it differences in human capital investment and stresses upon the need for organizational justice to overcome the peril of glass ceiling / sexual partiality. Debate continues to swirl, not only around the size of the gap, but around whether the gap is unfair or fair: whether it reflects discrimination visited on women or simply differences in human capital investments that women and men bring to the workplace. In this debate, there is a concern, implicitly grounded in the tenets of an equity-based approach to distributive justice, with finding the correct, gender-neutral way to measure equal units of input from women and men so we can fairly assess whether their outcomes (in terms of pay) are equivalent. With reference to other literature available on the subject, similar notions are proposed in addressing the issues related to effective tanning, conducive working environment, equilibrate grant of privileges / rewards, creation of opportunities for future growth, and equality on the basis of performance and capability. HYPOTHESIS Following hypothesis is proposed for this study: H1: Sexism is directly associated with employees efficiency / productivity. H2: Gender partiality during induction is adversely related to the employees productivity. H3: Sexual partiality in promotion is adversely proportional to efficiency / productivity of the employee. H4: Personality and age of the employee, and societal tendency have negative influence on employees efficiency through gender discrimination. H5: Employees productivity is positively affected by his / her professional ability and motivation. Proposed Model The model illustrated below proposes relationship between independent variable (gender discrimination) and dependent variable (performance and productivity) . Gender Discrimination in Hiring Gender Bias in Rewards and Promotion Employee Performance Employee Productivity Professional ability Motivation Personality Age Societal trend Independent variables Dependent variable Indicators Methodology The study is based upon analysis of data acquired through quantitative technique of data collection; i.e. acquisition of data through questionnaires. The selection of variables is influenced by the past research studies. The analysis are applied on both independent and dependent types of variables; gender discrimination being the independent variable, whereas, Productivity is the dependent variable. Employees of the organization (Mobilink GSM) serve as the unit of analysis. Data Collection Method: In order to execute a more austere test of the proposed model, data has been acquired from diversified respondents through questionnaire. A personally supervised questionnaire has been employed for data collection. Sample: The questionnaire has been personally administered through the concerned people. Out of a total of 360 distributed questionnaires, 300 questionnaires have been received back, resulting into a response rate of 83%. The prime reason for engaging both men and women as respondents is to ensure elimination of biased responses. The varied responses received from the population sample are summarized below:- Characteristics of sample S No Items Items Frequency 1 Gender Female 163 Male 137 45.6 2 Age 21-30 31-40 260 86.7 41-50 28 9.3 51-60 1 0.3 3 Income 25001-50,000 50,001-75000 80 above 75000 212 4 Qualification Graduate Postgraduate 152 Measures: In this study, standardized instruments have been instituted to measure different variables. Multiple scales have been used to gauge the variables i.e. five likert scale, nominal scale, and ratio. All the items have been measured on a 5-point Likert scale as mentioned below: (a) Strongly Disagree (b) Disagree (c) Neutral (d) Agree (e) Strongly Agree Data Analysis: Quantitative method of data collection has been used for subsequent analysis of the research findings. SPSS Version 20 has been used for analysis of the data. Correlation: Kendalls tau correlation has been applied on the data. The Kendall rank correlation coefficient, commonly termed as Kendalls tau (à Ã¢â‚¬Å¾) coefficient, is a statistic for gauging the relationship between two measured quantities. It is a measure of rank correlation, i.e. the commonality of the data orderings when ranked. tau = frac{(text{number of concordant pairs}) (text{number of discordant pairs})}{frac{1}{2} n (n-1) } . The denominator is the total number pair combinations, so the coefficient must be in the range à ¢Ã‹â€ Ã¢â‚¬â„¢1  Ãƒ ¢Ã¢â‚¬ °Ã‚ ¤Ã‚  Ãƒ Ã¢â‚¬Å¾Ã‚  Ãƒ ¢Ã¢â‚¬ °Ã‚ ¤Ã‚  1. If the relationship between two gradings is perfect (i.e. the two rankings are similar) the coefficient has value 1. However, if the disagreement amongst two rankings is perfect (i.e. one ranking is reversed to the other one) the coefficient possesses value à ¢Ã‹â€ Ã¢â‚¬â„¢1. If X and Y are independent, then the coefficient should be approximately zero. Regression: Least squares method is most commonly used for fitting of a regression line. This method measures the best-fitting line for the acquired data by reducing the total of the squares of vertical deviations from individual data point to the line (if a point falls exactly on the fitted line, then its vertical deviation is zero). Since the deviations are initially squared and then summed, there are no chances of cancellations between positive and negative figures. Therefore, the proposed research model with control / dummy variables is depicted as following:- Y = ÃŽÂ ²0+ ÃŽÂ ² 1X1+ ÃŽÂ ² 2X2+ µ Y= Dependent Variable = Employee performance and productivity X1 = Independent Variable = Gender discrimination in hiring X2 = Independent Variable = Gender bias in rewards and promotion B0, B1, B2 = Parameters  µ = Error Term Results of the Study The quantitative tools instituted for data evaluation are correlation and regression analysis through SPSS. Descriptive analysis has been performed to present various impression of the respondents i.e., how they respond to the questions. Correlation co-efficient illustrates the firmness of relationship between the variables. The results of this study establish a linear relationship between efficiency / productivity and gender partiality. Regression analysis has been used to ascertain the cause affect relationship between the employees efficiency / productivity and gender discrimination. Correlation: Correlation statistics depicts the association between the variables. It ascertains whether the variables move in similar or opposing directions. It is observed that the employees performance and productivity (dependent variable) is highly significant but negatively associated with gender partiality in hiring and gender bias in rewards and promotion. Collinearity statistics portrays possibility c of multicollinearity of the data; however, variance inflation factor (VIF) which testifies the multicollinearity, establishes the absence of multicollinearity for the reason that all the values of VIF are less than 10 and tolerance values are below one. Bivariate Kendalls tau Correlations coefficient matrix Gen_discr_hiring Gen_bias_rew_pro Gen_discr_hiring 1.000 Gen_bias_rew_pro .383** 1.000 Emp_perf_prod -.667** -.613** * p Gen_discr_hiring = Gender discrimination in hiring Gen_bias_rew_pro = Gender bias in reward and promotion Emp_perf_prod = Employee performance and promotion Regression: The relationship between dependent and independent variables is established through the Regression test. Regression results illustrate the significance of regression model and its informative power. Three step mediation and moderation techniques have been used for data analysis. Model Unstandardized Coefficients Standardized Coefficients t B Std. Error Beta (Constant) .163 .099 1.645 Gen_discr_hiring -.525 .029 -.608 17.895 Gen_bias_rew_pro -.504 .046 -.375 11.014 Dependent Variable: Emp_perf_prod Y = 0.163-0.362X1-0.341X2+ µ Results suggest that one unit change in gender partiality in hiring is changing (0.163-0.525=0.362) units of employees performance and productivity on average. One unit increase in gender bias in rewards and promotion is decreasing the employees performance and productivity (0.163-0.504=0.341) units on average. Model R R Square Adjusted R Square F Std. Error of the Estimate 1 .932a .869 .868 984.338 .18682 The regression analysis depicts that the value of R Square is 0.869. Thus, 86.1 % variation in employees performance and productivity is explained by the variables in this research; whereas, 14.9 % variation is ascribed to the factors not incorporated in this model. The value of F is 984.338 and is considerably significant, establishing the fitness of the model. The results of the study present significant impact of the variables on employees performance and productivity. Findings of the study The results of the study justify the tested hypothesis. They establish that gender partiality is directly associated with employees efficiency / productivity (H1). Besides, gender biasness during induction and promotion adversely affects the employees efficiency and productivity (H2 and H3). The research also identifies personality and age of the employee as vital indicators of sexism (H4). However, qualification, professional ability, and motivation are suggested as the significant indicators of employees efficiency, subjected to the organizational justice (H5). Limitations of the study The quantitative method of data acquisition is considered as one of the limitations of this research since it eliminates the element of subjectivity, which is essential to cover diversified aspects and varied off-shoots through detailed responses. Therefore, future researches are encouraged to simultaneously employ both quantitative and qualitative methods of data collection for ensuring improved results with reference to this vast domain of gender discrimination vis-à  -vis employees productivity. Secondly, the study targeted employees of Mobilink GSM deployed at Islamabad and Peshawar regions as the unit of analysis. Thus, restricting the responses to comparatively non-diversified target population. This was because of the inaccessibility to locations like Karachi and Islamabad. For improved results, future work may incorporate responses from such demographically diversified locations. Conclusions The term Employee does not contain illustration of the gender (male / female). Therefore, partiality on the basis of gender must be considered as an illicit practice at all levels. Besides other factors, organizational output is primarily ascribed to the efficiency and productivity of the workforce. The study in hand clearly portrays the decline in altruistic trends and reclines in selfless behavior of the employees, if dealt with sexism / gender partiality. Therefore, it is of paramount importance for all tears of management to ensure gender equality in recruitment, rewards and promotions, and facilitations. This will surely help them acquiring and retaining the best available human resource to ensure enhanced organizational productivity. It will however, be subjected to the presence of organizational justice and equality. The study, culminating on establishing the dire need for implementation and execution of organizational justice, hence promotes further exploration pertaining to the concept of organizational justice.

Acid Rain :: Free Essay Writer

Acid Rain Acid rain is caused by extra amounts of sulphur dioxide and nitrogen oxides. Natural sources of sulphur oxides and nitrogen oxides do exist, but are balanced by nature. Normal rain reacts with alkaline chemicals from the region's bedrock that are in the air, soils, lakes, and streams. This neutralizes the rain. However, if rain is more highly acidic, then the natural neutralizing chemicals can eventually become depleted. This is what is happening with more than 90% of the sulphur and 95% of the nitrogen emissions coming from humans. Approximately 40% of the nitrogen oxides come from transportation, about 25% from thermoelectric generating stations, and the balance from other industrial, commercial, and residential combustion processes. These pollutants come from the use of coal in the production of electricity, from smelting, and from the internal combustion engines in most cars. Once released into the atmosphere, they are converted into such pollutants as nitric acid and sulfuric ac id, both dissolving easily in water. This results in acidic water droplets that can be carried by prevailing winds, returning to Earth as acid rain, snow, or fog. This effects the lakes by changing the pH balance. As the water pH approaches 6, crustaceans, insects, and plankton begin to disappear. When the pH is slightly above 5, major changes start to happen, less desirable species of mosses and plankton may begin to flourish, whereas others will lessen in numbers and die off. Below pH of 5, the water is to acidic for many fish, the bottom is covered with undecayed material, and the shores may be dominated by mosses. Animals also are affected. Some ducks, for example, depend on fish and other organisms for nourishment and nutrients. As these food sources are reduced or eliminated, the population in that area declines and the reproductive success of the birds is affected. Plants are effected too. The acids can alter the protective waxy surface of leaves, lowering disease resistance. It also may slow down or stop plant germination and reproduction. The acids will accelerate soil weathering and removal of nutrients, which the plant need. And it will make some metals more soluble, for example, aluminum will be come high in concentration in the soil and clog the roots of the plants, stopping the intake of vital nutrients.   Ã‚  Ã‚  Ã‚  Ã‚  These are all good reasons we must be looking for new means of energy, in the very near future.

Regulation of Conception in Moores How Essay -- Moore How

Regulation of Conception in Moore's How  Ã‚      Lorrie Moore's "How" takes an active stand on love and relationships.   It strongly and clearly rests on the values and ideas that our society holds on the concepts of partnership among a man and woman.   Moore formatted the narrative in such a way that it commands the reader's dependency upon the author's words, makes inevitable foreshadow, and specifically directs our views into the story.   By using the cultural analysis, one will find ways and evidence that assisted Moore in successfully achieving these previously listed.   Those aspects that will be covered include the exterior and interior structure of the narrative, how it sets our views and expectations of the aspects of love and relationships, how that potentially influences our personal thoughts, goals, and actions, how the narrative changes focus, perception, and sympathy on each character, and how the author used allusion to help the reader create visualization.   Ã‚  Ã‚  Ã‚   In "How," the title itself has the reader to automatically look into the story line for information and insight instead of entertainment.   This alone, gives the author the upperhand and ability to feed her ideas into our own.   Like other "how to" texts, off hand, the writer is looked to with much creditability which in turn causes us to absorb and believe more of its context.   Furthermore, "How" is written in a step by step pattern where each thought, action, and time frame is easy to follow and understand.   Moore also uses the word "will" often to state a command.   Within the narrative, Moore states and describes the progression and passage of time.   The events that take place in a relationship are foreshadowed and an inevitability is portrayed.   Also, t... ...ions were relevant to either actual singers, actors, music, or musicals.   Moore made several reference to the violin (991). The violin is closely associated with death.   Theses allusions were made with the female character's fantasies of a funeral and nightmares of her own downfall. Other allusions made were that of Dorothy (992) in the "Wizard of Oz," James Cagney (988 and 991), Ozzie and Harriet (987), Hank Williams (993), Coriolanus (988), and Robert Goulet (989).   Ã‚  Ã‚  Ã‚   "How" is a powerful piece in its ability to catch its reader and directly challenge or influence their ideas.   The format commanded, foreshadowed, and focused on many aspects of love and relationships. Moore specifically directed our attention throughout the narrative.   However, she ended with some freedom for the reader to make their own conclusion and develop their own opinions of the text. Regulation of Conception in Moore's How Essay -- Moore How Regulation of Conception in Moore's How  Ã‚      Lorrie Moore's "How" takes an active stand on love and relationships.   It strongly and clearly rests on the values and ideas that our society holds on the concepts of partnership among a man and woman.   Moore formatted the narrative in such a way that it commands the reader's dependency upon the author's words, makes inevitable foreshadow, and specifically directs our views into the story.   By using the cultural analysis, one will find ways and evidence that assisted Moore in successfully achieving these previously listed.   Those aspects that will be covered include the exterior and interior structure of the narrative, how it sets our views and expectations of the aspects of love and relationships, how that potentially influences our personal thoughts, goals, and actions, how the narrative changes focus, perception, and sympathy on each character, and how the author used allusion to help the reader create visualization.   Ã‚  Ã‚  Ã‚   In "How," the title itself has the reader to automatically look into the story line for information and insight instead of entertainment.   This alone, gives the author the upperhand and ability to feed her ideas into our own.   Like other "how to" texts, off hand, the writer is looked to with much creditability which in turn causes us to absorb and believe more of its context.   Furthermore, "How" is written in a step by step pattern where each thought, action, and time frame is easy to follow and understand.   Moore also uses the word "will" often to state a command.   Within the narrative, Moore states and describes the progression and passage of time.   The events that take place in a relationship are foreshadowed and an inevitability is portrayed.   Also, t... ...ions were relevant to either actual singers, actors, music, or musicals.   Moore made several reference to the violin (991). The violin is closely associated with death.   Theses allusions were made with the female character's fantasies of a funeral and nightmares of her own downfall. Other allusions made were that of Dorothy (992) in the "Wizard of Oz," James Cagney (988 and 991), Ozzie and Harriet (987), Hank Williams (993), Coriolanus (988), and Robert Goulet (989).   Ã‚  Ã‚  Ã‚   "How" is a powerful piece in its ability to catch its reader and directly challenge or influence their ideas.   The format commanded, foreshadowed, and focused on many aspects of love and relationships. Moore specifically directed our attention throughout the narrative.   However, she ended with some freedom for the reader to make their own conclusion and develop their own opinions of the text.

Ancient Greeks: Theatre as Competition and Ritual

Ancient Greeks: Theatre as Competition and Ritual The ancient Greeks were the inventors of what is today known as â€Å"theater. † Beginning with religious ritual celebrations and competitions, they created an art form which has been parent to the modern theater, as well as television and film. Although the origins of Greek theater are unknown, it is believed that it grew out of the dithyramb, songs and dances honoring Dionysus held at a festival called the Dionysia (Theater of Ancient Greece). Although these uninhibited songs and dances probably grew out of ritual celebrations, they eventually became more formalized and symbolic, eventually evolving into the Greek theater (The Ancient Greek Theatre Page). Theater started as ritual fertility celebrations by the â€Å"Cult of Dionysus† in Athens. These rituals altered over time and became Spring ritual with theater at the center of the celebrations (Drama 30), although it is impossible to know how the rituals separated into comedy and tragedy (Greek Theatre). A lesser festival in honour of Dionysus, The Lenea, became another theater festival/competition halfway through the fifth century BC. The rules of the Lenea were different from those of the Dionysia. In the Lenea, there were only four tragedies, two from each of two playwrights, and five comedies from five playwrights (Greek and British Theatre). According to Aristotle's Poetics, Greek tragedy came before satyr plays and comedies. Tragedy came out of the dithyrambs sung in praise of Dionysus at the Dionysia every year. By the 600's BC, the dithyramb was changed into a formalized narrative sung by a chorus (Greek Theatre). Tragedy lost its Dionysiac associations very early, and only one of the preserved plays, Bacchae by Euripides, has any Dionysiac content, namely the myth of resistance to the introduction of Dionysus's cult to Thebes, and the god's revenge upon the city (Greek Tragedy). In the 500s BC, the poet, Thespis of Attica, is credited with creating a new style in which an actor, called the protagonist, performed the characters' speeches in the narrative, using masks to distinguish between the different characters. The actor spoke and acted as if he were the character, and he interacted with the chorus, who acted as narrators and commentators. Because of this, Thespis is considered the first Greek â€Å"actor,† and his style of drama became known as â€Å"tragedy,† which means ‘goat song,' possibly referring to goats sacrificed to Dionysus before performances, or to goat-skins worn by the performers (Ancient Greek Theater) Aeschylus introduced the antagonist, and Sophocles introduced a third actor. Plays with more realism and dialogue were written by Euripedes and Aristophanes (Drama 30). Theatrical presentations had a religious element and attendance was practically compulsory. Because of this, the builders of Greek theaters had to provide enough space for large audiences . It is believed that the theatrical representations could have arisen from the substitution of an animal for a human sacrifice and, eventually, the formula of the sacrifice was enacted ritualistically without the actual sacrifice of the animal (The Greek Theatre). Plays were produced which could be seen as a formalistic representation of human sacrifice. An example of one of these representational plays is Oedipus the King by Sophocles. In the play, Oedipus becomes the embodiment of suffering and guilt, serving as a way of cleansing the spectators (The Greek Theatre). By the fifth century BC, the theater had become a major part of the culture of Athens. The most important element of the annual Dionysia celebration was the play competition between three playwrights at the Theater of Dionysus. These playwrights each submitted a trilogy of connected tragedies, along with a satyr play which dealt with the same subject matter as the trio of tragedies (Greek Theatre). The competitors were chosen by a government authority called the archon. Wealthy patrons, called choregos, financed the productions. The funding of the arts was a way of tax avoidance, so they were willing to do so. In return for funding a production, the choregos would pay no taxes that year (The Ancient Greek Theatre Page). These men paid for the production of each dramatist's series, the chorus, and other production costs. The actors were paid by the state. The directors of the plays were usually the actual playwrights (Greek and British Theatre). Once many playwrights began writing plays for multiple actors and submitting plays for the Dionysia, competitions began to be held all over Greece. Prizes were given for the best of these and they were written down and saved (Greek and British Theatre). In the competitions, there were ten judges. These judges were taken from each of the Athenian â€Å"tribes,† divisions of the people made for administrative convenience, not actual tribes. Choosing the â€Å"best new tragedy,† which was the purpose for the competition, was taken very seriously. In 449 BC an award for the best leading actor in a tragedy was introduced (Greek and British Theatre). Revivals of popular plays was not allowed in Greek theater. This was to encourage new plays to be written. In fact, a special state decree was issued to allow the Aeschylus's plays to be performed after he died. Until this, revivals had never happened. Revivals did begin to occur in the fourth century when touring companies began to perform in Attica, a rural area, and beyond (Greek Theatre). The ancient Greeks took their theater seriously. Beginning with religious ritual celebrations, the Greek theater evolved into the modern theater that we know today. Plays from those ancient competitions are known and performed all over the world. The Greeks' contribution to the cultural and artistic development of the odern theater is incalculable. Works Cited â€Å"Ancient Greek Theater. † Greek Theater. 6 Oct 2008. . â€Å"Greek and British Theatre† The British Theatre Guide. 6 Oct 2008. â€Å"Greek Theatre. † Greek Theatre. 6 Oct 2008. . â€Å"Greek Tragedy. † Greek Tragedy. 6 Oct 2008.. â€Å"The Ancient Greek Theatre Page. † The Ancient Greek Drama and Theatre History Page. 30 Sep 2008. . â€Å"Theatre of Ancient Greece. † Ancient Greece. 30 Sep 2008. . â€Å"The Greek Theatre. † The Greek Theatre. 6 Oct 2008. â€Å"The Theatre in Ancient Greece. † Ancient Greece. 6 Oct 2008. â€Å"When Did Theatre Begin? † Drama 30. 6 Oct 2008..

Delivering five hours

Utilizing the variety of office equipment as a means of facilitating the organization of the department. Participating in workshops to improve my ability to maintain the highest level of professionalism within the organization. Delivering five hours of instruction and spending three additional hours on performing research and implementing preparation methods to help officials gain a better understanding of the language. New Neighbors Education Center Alexandria, VA From: Oct. 2007 – Mar. 2008 Position: Executive AssistantMaintained files, updated company’s website and database, and proofread correspondence; created electronic file system with a simplified interface and ease of access; assisted the Director and members of Board in the performance of daily tasks. Managed the major donors’ mailing list, the drafting and issuing of thank you letters and the conduction of research for program development. Supervised office assistants, including those working to perfor m the duties of mailing, database entry, payroll, supply orders, budgeting and other financial tasks U. S.Department of State National Foreign Affairs Training Center Arlington, VA From: Jan 2006 – Sept 2007 Position: Culture Instructor and Curriculum Developer Trained U. S. Foreign Service embassy personnel in the areas of language and culture; personnel included ambassadors and other United States officials assigned to Albania, Macedonia, and Kosovo. Developed strategic methods for teaching language and culture for augmentation of the existing curriculum Berlitz Language Services Vienna, VA From: Jan 2003 – Dec 2005 Position: Administrative Assistant/Sales AgentRepresented Berlitz Language Services as a salesperson at organized conferences, meetings with clients for the purpose of developing marketing and short-term and/or long-term language program promotional deals; managed a front office and administered secretarial support to the Director and sales staff Paulâ₠¬â„¢s Wholesale Co. Washington DC From: Jan 2001 – Dec 2002 Position: Administrative Assistant Managed the processing, filing, shipping and follow-up procedures connected with customers’ orders, maintaining an effective administrative system. International Rescue Committee (IRC)Shkoder, Albania From: Sept 1999 – Nov 2000 Position: Office Manager Monitored IRC projects of rehabilitated refugee impacted sites and services, ensuring their availability and readiness to handle the many Kosovo refugees. Facilitated and mediated numerous meetings and workshops with the Mayor’s office, community leaders, NGOs and other entities involved in political, social or humanitarian projects. Worked closely with refugee organizations to obtain a list of hosts from contacts in foreign NGOs in Albania, allowing for the timely completion of the $500 thousand rehabilitation project.Managed the daily office tasks; monitored and coordinated project procurement and logistics; coo rdinated and conducted interviewing and hiring of personnel. ECOM / MALTESER Shkoder, Albania From: Nov 1998 – Aug 1999 Position: Administrative Assistant Assisted and supported Kosovo refugees in Albania, resulting in a smooth transition of the refugees to their own country; administered the logistics and distribution of medication and other matter to minister to the needs of the refugees. Provided interpretive services and assisted in refugee cases that needed immediate attention. Adventist Development and Relief Agency (ADRA) May 1998 – Nov 1998Tirana, Albania Assistant to the Director, Secretary, and Logistician Managed a busy office schedule, which extended to the coordination of travel logistics; conducted trainings in particular fields of expertise; formulated data collection instruments, such as surveys and questionnaires, to facilitate research into many aspects of the political situation of the region Aided the efforts of a team dedicated to reviewing laws an d advising local Albanian government entities concerning humanitarian activities; provided support and research information for weekly security briefings on the latest developments in the country and the neighboring ones.REFERENCES: Supervisors may be contacted and other professional references are available upon request KSA’S: PROGRAM ANALYST/PROGRAM SPECIALIST/CONTRACT SPECIALIST Knowledge My graduate level training in Government, Law and Public Policy has given me a vast array of theoretical knowledge concerning the legal and functional aspects of the government and its policies. My knowledge and experience has also extended to the area of performing legal research in foreign countries and the administration of duties related to the management of refugees.Having had several years of experience as an assistant to the director and other executives, I have garnered comprehensive knowledge of the areas of business administration concerned with budgeting and logistics. I have a lso been exposed to the formulation of research instruments such as questionnaires and surveys that have aided in the collection of citizen data. I am also thoroughly familiar with Albanian language and culture, having served for more than two years within three humanitarian organizations in Albania.I understand the methods connected with training high officials in the use of language and the understanding of culture within foreign countries. I also have knowledge of the procedures and practices connected with operation within Federal Offices of the United States Government. This includes an understanding of the emergency management procedures necessary in times of disaster or distress. Finally, I have technical knowledge of several computer applications used for word processing, graphic manipulation, data entry, and data mining.Skills My administrative skills have been demonstrated by the many administrative positions I have held. They have been utilized during the period I spent i n Albania, when I was in charge of performing essential office duties, as well as procurement and other logistic procedures. I am also highly skilled in the use of both English and Albanian. In Shkoder, Albania, I demonstrated the skill of monitoring IRC projects, which were instituted for the proper handling of the onslaught of Kosovo refugees.I am also skilled in mediation with government and other official organizations within foreign countries, as I was in charge of facilitating a number of meetings among the Mayor’s office, NGO’s and leaders within the community. I have also acted as an interpreter between Kosovo refugees and Albanian/American personnel, and I have been exposed to the performance and translation of legal research in the Albanian environment. Furthermore, I have worked within the U. S. Department of State National Foreign Affairs Training Center, gaining hands-on experience teaching the language and culture of Albania to the American personnel.I ha ve also had experience and the chance to portray skill in conducting administrative business in the private sector. Abilities As a person who has been exposed to business administration and communication at the diplomatic level, I have the ability to communicate well with government officials and other members of staff within any organization. I am able to perform duties related to human resource management and development, as I have trained high level officials in the proper performance of their duties in the Albanian environment.I work very well under pressure, as has been exemplified by my performance to a high level of effectiveness in the political climate of Eastern Europe. I am also well able to perform the administrative functions related to program analysis, as I am adept in the handling of file maintenance (including electronic files), website/database updating, payroll, and mailings. I am also able to draft correspondence, manage budgets and perform the duties related to procurement and supply/inventory management.

The History of Abraham Lincoln - Free Essay Example

Sample details Pages: 5 Words: 1417 Downloads: 6 Date added: 2019/08/12 Category People Essay Level High school Tags: Abraham Lincoln Essay Did you like this example? Lincoln, the 16th president of the US, is renowned for his role in leading the nation through the Civil War, abolishment of slavery, modernization of the economy and stabilization of the US federal government. This paper aims to provide a brief history of Abraham Lincolns life as well as a comprehensive analytic review of the argument that he is among the most important and prominent leaders in the history of the US. Abe Lincoln was born in Hardin County, Kentucky on 12 February 1809. According to Schwartz and Howard, his family had a low social standing and in fact, they lived in a single room cabin with his parents and two siblings. His family later moved to the state of Indiana in 1816 when he was 7 years. In order to support his family, Lincoln had to work at a young age, helping his father in doing farming chores. This had a significant adverse impact on his education, with historical research suggesting that he went to school for only a single year as a child. Don’t waste time! Our writers will create an original "The History of Abraham Lincoln" essay for you Create order Later on in 1830, his family moved again to Macon County in Illinois. He became employed as a hand on a riverboat that was in the business of freight transportation along the Mississippi River (Burlingame). He later settled in New Salem, a town in Illinois, where he worked as a postmaster and a shopkeeper. This is where Lincoln began his political career, supporting the Whig party. He lost his first election race in 1832 when he vied for the Illinois state legislature. However, he later won the election in 1834 and become a prominent fixture of his party for eight consecutive years. Notably, Lincoln was a self-taught lawyer. As aforementioned, his stay in school was short. However, the education he received was sufficient to read and write and during his childhood and early adulthood, his interest in law contributed to his pursuit of a career in the field (Nicolay). In spite of his focus on politics, he continued to study and in 1837, he was admitted to the bar. He moved to Springfield in the same year. In 1842, Lincoln married his wife, Mary Todd. Together, they had four children, all sons, two of whom died at a young age. Later, in 1846, he was elected to the US Congress, at which point he moved to Washington D.C. in order to complete his term. Lincoln, along with other politicians such as Daniel Webster and Henry Clay, strongly opposed slavery and in fact, he attempted without success to abolish slavery in the state (Foner). In 1849, Lincoln decided to resume his law career and devote more time to his family. He went back to Springfield and his career in politics seemed to be at an end. However, when the slavery question began to intensify across the nation in the 1850s, he decided to return to politics, vying unsuccessfully for Senate in 1854 as well as 1856. In spite of the losses, Lincoln gained nationwide recognition for his prowess in public speaking and his view of slavery. In 1860, Lincoln won the Republican nomination for the position of US president. In a particularly fragmented race comprising four candidates, Lincoln won the presidential election with a popularity percentage of less than 40. Fearing that Lincolns presidential power and his views of slavery would result in total abolition of the practice in the nation, some Southern states began to contemplate secession. Seven states, including South Carolina, Florida, Louisiana, Georgia, Mississippi, Texas and Alabama, established an independent nation called the Confederate States of America, which was distinct and independent from the United States. Attempts by President Lincoln to withhold Fort Sumter in South Carolina from the Confederates sparked the American Civil War. To quash the rising rebellion, the president increased military reinforcements. This resulted in further secession of other states, including Virginia. In spite of Lincolns insistence that the Civil War aimed to preserve the union of the United States, the question of slavery was among the major factors influencing the decisions of states to join the confederates. The president took the role of commander-in-chief, and signed several critical legislations into law, including policies regarding US currency, taxation and transport networks. Lincoln developed and implemented the first national income tax and established several structures that defined the federal government of the US, which has remained stable and effective to this day (Burlingame). In 1863, Lincoln made the Emancipation proclamation, which paved the way for the 13th Amendment of the US constitution and the abolition of slavery in the nation. He made several memorable speeches, such as the Second Inaugural and the Gettysburg Address, in recognition of the many men who died in the war (Burlingame). Most historians and researchers consider these the most significant actions of Lincoln as president and in fact, the Gettysburg address is among the famous historical speeches by great leaders. A year later, he vied for presidency again and had sufficient support to be re-elected as president. With the war concluding, President Lincoln began to make reconstruction preparations to assist in unification of the nation once more. A week after surrender of the Confederate, in April 14th 1865, John Wilkes Booth assassinated Lincoln while the president was attending a theater in Washington. Booth managed to escape, but died two days later from gunshot wounds sustained during attempts to capture him. Today, Lincoln is regarded as among the greatest presidents of the nation, with his leadership during the Civil War, his fight against slavery and his eloquent orations being the pinnacle of his legacy. Critical Analysis of Abraham Lincolns Life Abraham Lincoln assumed leadership of the United States during a time of great crisis and in fact, his past life before presidency was pivotal to the success he achieved in his life and the legacy he left behind (Nicolay). His humble beginnings are among the most noticeable aspects of his traits. Born into a poor family, Lincoln had to learn the value of hard work at a young age. Arguably, this contributed to his passion and commitment to his principles as well as his efforts to achieving his objectives as a family man, a lawyer and as the president of the US (Nicolay). According to Schwartz and Schuman, Lincolns effective communication is a factor that contributed significantly to his success as a leader. Especially given that he was self-educated, his ability to communicate effectively through oral and written media was critical to his effectiveness as a leader. Burlingame notes that he had no significant military experience during the Civil War but his ability to give directions, instructions and inspiration was pivotal to the success of the Union. Lincolns moral compass and rhetoric is also a significant factor that defined his leadership. From the beginning of his legal and political career, President Lincoln strongly fought against human slavery in the nation. Johnson is keen to note that Lincoln held the belief that no man had a right to own another human being. The strong ethics of the president are traceable to his family roots, as his parents raised him in line with Christian beliefs and in fact, his father had strong views against bondage. Conclusion Abraham Lincoln played a major role in defining and molding the Unites States into the nation it is today. His powerful ethical principles in the fight against bondage and his leadership in the American civil war were crucial contributions that resulted in the unification of the United States as well as the eradication of slavery in the nation. His rise from humble beginnings to becoming the US president is inspiring. Lincolns gallant act of selflessness in returning to politics in order to contribute to the question of slavery, at a time when he had virtually retired in order to pursue a law career and raise his family, is one that had numerous positive impacts on the nation. In addition, his style of leadership, which was not only effective and charismatic but also compassionate, has been the subject of significant research over the last century. Some scholars have identified several weaknesses Lincolns leadership and decision-making. Most note the fact that he had little military experience, which may have contributed to the significant deaths on both sides of the war, as he lacked the skill to make effective war strategies. Nevertheless, Lincolns efforts of reconciling and healing the nation in the aftermath of the war, as well as his role in ending slavery and bringing the United States together during a time of crisis are factors that make him among the best presidents of the US so far.

US Financial Crisis and its Impact on Indian Banks - Free Essay Example

Sample details Pages: 4 Words: 1080 Downloads: 10 Date added: 2017/06/26 Category Finance Essay Type Analytical essay Did you like this example? Introduction: The 2008 financial crisis was triggered by a dramatic rise in mortgage delinquencies and foreclosures in the US, which had adverse impact on banks and financial markets around the globe. But, Indian banks unlike other developed countries and emerging markets were not seriously affected. It is not surprising as Indian banks have very few branches overseas. Don’t waste time! Our writers will create an original "US Financial Crisis and its Impact on Indian Banks" essay for you Create order Also, they had virtually no direct exposure to European or US mortgage market, and their exposure to complex derivative instruments whose value fell dramatically during crisis was miniscule. Some Indian Banks which have foreign exposure suffered a bit. Notably, ICICI bank faced significant loss of 375 crores as its London subsidiary had exposure of 57 million euro (375 crores) in Lehman Brothers, which had filed for bankruptcy in US  [1]  . As Indian Economy is now a relatively open economy, there were indirect impacts due to the crisis, especially on GDP growth, exports, exchange rates etc. India which had capital inflows of more than $100 billion during 2007-08, saw a net increase in capital inflows of $10 billion. During this time, it was also difficult for Indian companies to raise money from foreign markets. Exchange rate rose dramatically during this time as compared to previous years hitting liquidity and importers badly at same time. A snapshot of historical exchange r ate is provided below. Exchange Rate INR vs USD Indian Banks Performance: BSE SENSEX vs BSE BANKEX  [2] Historically, Indian banks have been well regulated and capitalized and they have also performed well financially. A comparative performance of BSE sensex and BSE bankex has been shown in the above plot. It clearly shows how Indian banks were hit during 2008 crisis, and how they performed post crisis. Though underperforming during the crisis, Indian banks have done fairly well post crisis. RBI Policies and Liquidity Condition: Repo, Reverse Repo and Mibor rates vs Time  [3] 2008 US financial crisis has shown liquidity risk can rise multifold during adverse conditions. In the Indian Financial System context, we can see during the crisis how dramatically Mibor rates had shoot up. In these conditions, it becomes very difficult for financial institutions to borrow money from market to meet their liquidity requirements. Reserve Bank of India (RBI) has already put in various ways to mitigate the liquidity risk at short term, systematic level and institution level. Some of the methods include limit of borrowing and lending in the inter-bank call money market, limit on inter-bank liabilities, monitoring of credit deposit ratio of each bank. RBI has also given guidelines on Asset Liability Management (ALM) for banks, and SPVs. RBI has so far not allowed some complex instruments, which are operating in foreign markets. Before the crisis many banks were accusing RBI of its tightening monetary policies (a s can be seen from increasing CRR below). But, later they were appraising RBI for taking prudential policies even before the crisis, and during crisis. The Chairman of HDFC, Deepak Parekh quoted He saved us of Dr. Y.V. Reddy (RBI Governor during the crisis). Nobel Laureate Joseph E. Stiglitz commented if America had a central bank chief like Y. V. Reddy, the US economy would not have been in such a mess. CRR Ratio vs Time  [4] Policy Response: Though, RBI had already taken various steps observing global financial system, it took an active role in protecting Indian banks in terms of providing support for liquidity through various mechanisms. Support from government thorough fiscal policies helped Indian banks and economy to recover faster as compared to other economies in the world. Monetary Policy Response: RBI advised banks to report their exposure to Lehman Brothers and related entities, as soon as Lehman Brothers filed for bankruptcy under chapter 11. During that time of 77 reporting banks, 14 banks reported their exposure to Lehman Brother and its related entities including India and abroad. In the aftermath of the turmoil caused by bankruptcy of Lehman Brothers, RBI announced a series of measures to facilitate financial stability and orderly operations of financial markets, which predominantly included providing additional liquidity support options to banks. RBI was able to manage the situation with appropriate u se of a range of mechanisms available to manage the liquidity in the economy such as Cash Reserve Ratio, Statutory Liquidity Ratio, Liquidity Adjustment Facility and Open Market Operations including Market Stabilization Scheme. As seen from the plot of Repo, Reverse repo and Mibor rates with time, 2007 had seen a large capital inflow, leading to excessive liquidity, which was absorbed by RBI through mechanism such as LAF, MSS and CRR. But during crisis, RBI started loosening the tighter monetary policy to provide additional liquidity in the system. In the first phase the cash reserve ratio (CRR) was cut down from 9% to 5.5% (sharpest reduction ever in CRR). The CRR reduction released Rs 1,50,000 cores of primary liquidity in less than a month to the liquidity stressed economy. Statutory liquidity ratio (SLR) was reduced from 25% to 24%. Also RBI allowed a temporary relaxation in SLR to the extent of 1.5%. This facility was granted to enable banks to borrow the RS 60,000 crores of additional liquidity to lending to mutual funds. RBI also cut repo rate from 9% to 4.75%, reverse repo from 6% to 3.25%. Other steps included, increase in the interest rate ceiling on NRI and FCNR bank deposits to attract deposits, providing export credit refinance and reducing provisioning norms on housing loans, real estate loans, personal loans etc. Fiscal Policy Response: Finance minister P. Chidambaram announced that RBI would provide temporary liquidity support of 250 thousand crores to commercial bank and NABARD, against the first debt. The government has decided that the limit of foreign investment (FII) in corporate bond would be raised from $3billion to $6 billion. SEBI also played a celebrated role in managing the flow of money from abroad. The promoters were now allowed to increase their holding in their company up to 75% through creeping acquisition route Earlier restriction prohibited them from acquiring more than 55% companys equity. Recommendations: Several lessons could be learned from the US financial crisis, which could help us to avert any similar future crisis. Especially for Indian Banking System, which was luckily not so entangled with the US or Europe financial system, various guidelines and policies could be recommended. Capital requirements for complex structured products, whose risk assessment is difficult, could be increased from current prevailing norms. Soundly managing, reporting of off-balance sheet items. Capital requirement treatment for off-balance sheet items could be strengthened. Helping banks to oversight the firm level and market level risks arising in future. Discourage the use of complex structured products, which are risky in nature, for banks.