What the President of the United States Does

The President of the United States or â€Å"POTUS† functions as the head of the United States federal government. The president directly oversees all agencies of the executive branch of government and is considered the commander-in-chief of all branches of the  United States Armed Forces. The executive powers of the president are enumerated in Article II of the U.S. Constitution. The president is indirectly elected by the people through the  electoral college system to a four-year term. The president and vice president are the only two nationally elected offices in the federal government. The president may serve no more than two four year terms. The Twenty-second Amendment prohibits any person from being elected president for a third term and prohibits any person from being elected to the presidency more than once if that person previously had served as president, or acting president, for more than two years of another persons term as president. The primary duty of the president of the United States is to make sure that all U.S. laws are carried out and that the federal government is run effectively. Although the president may not introduce new legislation - thats the duty of Congress - he does wield veto power over all bills that are approved by the legislature. In addition, the president has the weighty role of commander in chief of the armed forces. As the nations chief executive, the president oversees foreign policy, making treaties with foreign nations and appointing ambassadors to other nations and to the United Nations, and  domestic policy, dealing with issues within the United States, and economic. He also appoints members of the Cabinet, as well as Supreme Court justices and federal judges. Day-To-Day Governance The president, with Senate approval, appoints a Cabinet, which oversees specific facets of government. Members of the Cabinet include - but are not limited to - the vice president, the presidential chief of staff, the U.S trade representative, and the heads of all the major federal departments, such as the secretaries of state, defense, the Treasury, and the attorney general, who leads the Justice Department. The president, along with his Cabinet, helps set the tone and policy for the entire executive branch and how the laws of the United States are enforced. Legislative Duties The president is expected to address the full Congress at least once a year to report on the State of the Union. Although the president does not have the power to enact laws, he does work with Congress to introduce new legislation and carries a great deal of power, particularly with members of his own party, to lobby for legislation he favors. If Congress should enact a law that the president opposes, he may veto the legislation before it can become law. Congress may override the presidential veto with a two-thirds majority of those in attendance in both the Senate and House of Representatives at the time the override vote is taken. Foreign Policy The president is authorized to make treaties with foreign nations, pending Senate approval. He also appoints ambassadors to other countries and to the United Nations, though those, too, require Senate confirmation. The president and his administration represent the interests of the United States abroad; as such, he often meets with, entertains and develops a relationship with other heads of state. Commander in Chief of the Military The president serves as commander in chief of the nations armed forces. In addition to his powers over the military, the president has the authority to deploy those forces at his discretion, with congressional approval. He may also ask Congress to declare war on other nations. Salary and Perks Being president is not without its perks. The president earns $400,000 per year and is, traditionally, the highest-paid federal official. He has use of two presidential residences, the White House and Camp David in Maryland; has both an airplane, Air Force One, and helicopter, Marine One, at his disposal; and has a legion of staff members including a personal chef to assist him in both his professional duties and private life. Retirement: Pension and Perks Under the Former Presidents Act of 1958, former Presidents of the United States who were not been removed from office due to impeachment receive several lifetime retirement benefits. Before 1958, former presidents received no pension or other retirement benefits, whatsoever. Today, former presidents are entitled to a pension, staff and office expenses, medical care or health insurance, and Secret Service protection. Briefly, former presidents receive a taxable pension equal to the annual salary of the President’s Cabinet secretaries and heads of other executive branch departments, currently $210,700 per year. The pension begins immediately after a president’s departure from office. Former first ladies may also be paid a lifetime annual pension of $20,000 if they relinquish any other pensions the might be eligible to receive. In addition, former presidents are entitled to—at their option—office space, staff, and communications systems. In some cases, these extra benefits can add up to more than the annual pension payment itself. For example, the federal fiscal year 2018 budget requests for the former presidents include $536,000 for office space for former President Barack Obama and $68,000 for travel for former President George H.W. Bush. Risky Job The job is certainly not without its risks. The president and his family are given round-the-clock protection by the Secret Service. Abraham Lincoln was the first U.S. president to be assassinated; James Garfield, William McKinley, and John F. Kennedy were also assassinated while in office. Andrew Jackson, Harry Truman, Gerald Ford and Ronald Reagan all survived assassination attempts. Presidents continue to receive Secret Service protection after they retire from office. Phaedra Trethan is a freelance writer who also works as a copy editor for the Camden Courier-Post. She formerly worked for the Philadelphia Inquirer, where she wrote about books, religion, sports, music, films, and restaurants. Updated by Robert Longley

International Relations Theories And Global Climate Change...

Introduction: Why has a collective, global solution to climate change become stuck? What international relations theories can explain this and how can they facilitate better cooperation between countries? A global climate change solution has been stuck due to the unwillingness or inability of developed nations like the U.S. to take responsibility of their large share of the past and current greenhouse gas emissions. Reducing emissions in developed countries is not enough, and the weighted action needed cannot be equal between developed and developing nations. This means we cannot expect large developing countries such as India and China to reduce their emissions at the same rate as the U.S., or other developed nations. The Paris Climate Agreement has been ineffective in the sense that the agreement is not binding or you could say lacks obligation. Another reason why a collective action has been stuck is the problem of the lack of uniform acceptance that climate change is real, most notably i n the U.S, which creates a battle internally on how to address it. This lack of acceptance can influence the policy of states, such as the U.S., which has directly contributed to the U.S.’s inability to meet their requirements in the Paris Climate Agreement. Also, the power of private interests can have major effects on policy, especially in a political system such as the U.S. Institutionalism and Constructivism are two international relations theories that can explain thisShow MoreRelatedThe Issue Of Global Politics1523 Words   |  7 PagesWhat do you believe to be the most pressing issue in global politics today? â€Å"Climate change is a large-scale, long-term shift in the planet s weather patterns or average temperatures† . 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What are the effects, main causes and how the world should stand and try to reduce what causesRead MoreClimate Change Has Become The Most Pressing Issue Of Our Time1448 Words   |  6 PagesIt is best put bluntly: climate change has become the most pressing issue of our time. It is a concern so urgent that many say we have already passed a point in which we cannot recover; we can merely hope to minimize the damage. It is an issue that has found its way to the forefront of many governmental platforms, regardless of political affiliation. Most recently, APEC - Asia-Pacific Economic Cooperation – held its yearly summit in Beijing, the capital of the world’s greatest polluter: China. However

Human Values and Ethics in the Workplace Free Essays

string(138) " interpretation of theistic value approach the authors have shown its relevance and significance to the managers and other professionals\." Human Values and Ethics in the Workplace Improving Leadership and Performance in the Water Education, Supply and Sanitation Sectors RESOURCE PAPER Teaching Managers Human Values â€Å"Human Values and Ethics in the Workplace† is a capacity-building initiative developed in a collaborative effort between the Global Dharma Center (GDC) and UN-HABITAT, within the framework of the Human Values Water, Sanitation and Hygiene Education (HVWSHE) Initiative of the Water for African/Asian Cities Programmes. The purpose of the capacity-building is to improve leadership and performance in every aspect of the water education and water supply and sanitation sectors, and to help bring about a new ethic in water use and management.  © 2005 UN-HABITAT and Global Dharma Center For more information: www. We will write a custom essay sample on Human Values and Ethics in the Workplace or any similar topic only for you Order Now globaldharma. org/hvew. htm 2 Teaching Managers Human Values by B. Gustavsson, School of Business, Stockholm University, Sweden; A. N. Tripathi, Institute of Technology, Banaras Hindu University, India; G. P. Rao, Department of Management Studies, Madurai Kamaraj University, India. Abstract The authors are convinced of the necessity in a human dimension in managerial decisionmaking. The problem is to define values in a human context. We have suggested a framework for understanding the origins and scope of human values. We trace values to theistic, humanistic and empirical origins, and connect these to individual, sociological and ecological levels of application. We have illustrated our framework with a case study of a systematic approach to teach human values to managers in India. While this approach is mainly using a theistic approach, we recommend that other approaches to values can be included in courses teaching human values to managers. Human values are necessary in today’s management. Business is no longer confined to a national state but is really borderless. Hence business from the international viewpoint, cannot be regulated by governments unless international agreements can be reached. In this â€Å"lawless land† the responsibility of the executive is greater than ever. Which values does s/he promote in her/his actions and decisions? Which responsibility does s/he take? Only towards the bottom line or also towards the growth of mankind? On a national level we find similar concerns with ethics and values in management. Being a generator and facilitator of human material wealth, does her/his responsibility towards human values end there? We do believe that the manager of today has a wider responsibility than that. We believe that it is in the interest of the managers themselves to have a heightened awareness of the values of humankind and also to promote them. I. Human values: what are they? Like most basic areas of human knowledge and experience, the concept of human values defies definitions. Yet it can be instinctively felt, cognitively grasped, discussed as a shareable experience, and thus made a valid area of enquiry. This enquiry is a major under-current of the wisdom literature of all the ancient civilisations and of the later day philosophers, scholars and great leaders of social and political movements. The profusion of ideas, divergent approaches and intermixing of several strands of thought make the effort of conceptualising human values a daunting task for modern scholarship. However, for a clearer understanding of the scope, significance and interrelationship of these ideas it is necessary to have a conceptual framework for classifying them. In the following paragraphs we make a humble attempt at this difficult academic endeavour. Classical literature does not make a distinction between values and human values. Perhaps there was no need for it then. Philosophical ideas on value enquiry were directed towards finding the nature, meaning and purpose of human existence. In the present century search for a theory of values has become a separate branch of modern philosophy and has been called axiology. Although the different realms of this value enquiry cover all areas of human concern like ethics, religion, art, science, social science, law etc. , no separate or special significance is attached to the term human values. One main approach to this classical value enquiry we would like to call the ideal-normative approach. In the Western tradition it is represented by Plato’s formulation of the absolute values of Truth, Goodness and Beauty. They are conceived as having independent existence of their own and are 3 used as ideal norms for value judgement at the relative level of human existence. In the Indian tradition absolute values are related to the absolute reality whose nature is described as Sat,Chit and Anand. Attainment of a state of eternal bliss by the realisation of identity of the individual self with the universal Self of this absolute reality is the highest and ultimate object of human striving. Closely related to this absolutist perception is the theistic view which may be called a sub-group of the idealistic-normative approach. It is based on a metaphysical belief system which accepts the reality of a divine cosmic order and faith in the authority of a creator God who is also the upholder of all values. The basis of all ethical, social and other human values is sought in the enduring truths, either revealed or obtained through super conscious insights of sages, contained in the sacred religious literature. Although differing in their belief systems, rituals and customs, the great world religions have a large area of agreement on the basic moral values, conceptions of personal virtues and social group behaviour based on humanistic values of love, brotherhood, caring and sharing. Many leaders of the Indian renaissance, e. g. Swami Vivekananda, Sri Aurobindo, Rabindranath Tagore and Mahatma Gandhi, were inspired by the absolutist-theistic value system and used it as the basis for their efforts towards the spiritual, social and political rejuvenation of the Indian society. In recent times the term ‘human values’ has been used for this theistic approach to value system (Chakraborty, 1995a,b; Swami Ranganathanand, 1991). This is perhaps because of the need to highlight the universal humanistic aspects of this value approach, as against the merely speculative, mystical, or life-denying ascetic aspects. In the modern interpretation of theistic value approach the authors have shown its relevance and significance to the managers and other professionals. You read "Human Values and Ethics in the Workplace" in category "Papers" Another reason for the use of adjective ‘human’ before these values may be to distinguish this value approach from the modern, so-called scientific, approach to human phenomena and associated values. Interpreted in its narrow sense this scientific approach robs man of the dignity of his divine association, his spiritual nature and reduces him to a biological organism of a random collection of atoms. It denies any meaning and purpose to life and rejects all considerations of faith, belief, feeling and intuitive religious perceptions. This mechanistic, deterministic interpretation makes man merely a malleable automaton, to be ‘programmed’ to meet the demands of the existing socio-technological order, through manipulation of his lower order needs and desires. In the second sub-group of the idealistic-normative approach to human values we would like to place all the different strands of humanistic thoughts, ranging from love and compassion of Buddha to the radical humanism of Marx. Included in this sub-group are the ideas of humanists having varying degrees of theistic, non-theistic and atheistic leanings but attaching prime importance to man and to human values. As Fromm (1981, p. 148) points out â€Å"There is a remarkable kinship in the ideas of the Buddha, Eckhart, Marx, and Schweitzer: their radical demand for giving up the having orientation; their insistence on complete independence; their metaphysical skepticism; their godless religiosity, and their demand for social activity in the spirit of care and human solidarity† (emphasis added). These humanist ideas and movements developed as protests against oppressive constraints on human spirit of freedom, creativity and dignity, imposed by religious dogmas or by dehumanising social or technological orders at their day. They developed a new ethics of man based on interconnectedness of humankind, love and respect for life, the joy of sharing and caring, and the faith in man to shape his own destiny. They find deep reflections in the literary traditions of both the East and the West over the last few centuries (Bharati, 1990), and gave rise to different kinds of social and political theories, like liberalism and socialism, for the betterment of humankind, particularly of the oppressed and the exploited. In recent times it has led to the declaration of Universal Human Rights by the United Nations. The term human values has generally been understood in this context of humanistic thoughts. The second main approach to human values we would like to call the empirical-purposive approach adopted by modern psychologists and other social scientists like Rokeach (1973), Schwartz (1994) 4 and Mukherjee (1965). It views the of values as a distinct component of the total human personality, which guide or affect attitude and behaviour of the individual and social groups. In Schwartz’s view values are â€Å"responses to three universal requirements with which all individuals and societies must cope: needs of individual biological organisms, requisites of coordinated social interaction and requirements for smooth functioning and survival of groups† (Schwartz, 1994, p. 21). This approach is non-normative and is not based on any religious, philosophical system of ideas or world view, nor on any social-political ideology. Identification of values, their classification, and search for interrelationships between them is based on empirical methods of observation, attitude surveys, statistical validation techniques etc. Conceptualisation of human values based on the findings of empirical research is fast becoming a distinct area of social science research. These empirical studies and researches on human values are not merely idealistic or intellectual exercises. They are purposive in the sense that the knowledge gained by them is sought to be utilised for practical purposes in diverse areas like, management science (leadership and team building, human resource development etc. , socio-political policy decisions (welfare programmes, race relations, positive action programmes for minorities, population control programmes, environmental policy etc. ). Hence the use of the term purposive in the descriptive title ’empirical-purposive’ for this approach to human values. Another way of classifying the different approaches to human values could be in terms of the level of aggregation they focus their attention on. These levels may be called the individual, the sociological and the ecological. The first level focuses on the individual human being, taken as an independent entity. Some illustrative value terms referring to this level are survival values, character, personal virtues, aesthetic appreciation, human rights, salvation, self-realization, etc. At the second level individual values are subordinated to the sociological values. It is concerned with operation of values at the collective level of human society and includes values associated with family and other social institutions and professions; caring nd sharing, sense of social responsibility, social and economic justice, sarvodaya, values of humanity and human interconnectedness, etc. Similarly the ecological level subordinates the first two and consists of values from the standpoint of human beings as a part of the total ecological system. In the reports commissioned by the Club of Rome there is a concern for developing a â€Å"new world consciousness†¦ , a new ethic in the use of material resources, a new attitude towards nature, based on harmony rather than on conquest †¦ sense of identification with future generations† (Mesaroric, M. D. and Pestel, E. , 1974, p. 148) to avoid global catastrophe caused by unrestrained economic growth. â€Å"For the first time a demand is being made for an ethical change, not as a consequence of ethical belief but as the rational consequence of economic analysis† (Fromm, 1988, p. 149). Human values perceptions from this perspective focus on the inter-dependency of human beings and nature and include expressive terms like respect for and harmony with nature, concept of Mother Earth, sustainability, conservation etc. We thus arrive at a two-dimensional matrix for the classification of human values concepts. One dimension of this matrix consists of the different approaches and the other of the three levels of aggregation, shown as the horizontal and the vertical columns of the table below. Approach Level Individual Sociological Ecological Table 1: Two-dimensional classification framework of human values IDEAL-NORMATIVE Theistic Humanistic x x x EMPIRICALPURPOSIVE x x x 5 It needs to be emphasised that the categories in this proposed classification scheme are far from being exclusive. In fact they very much overlap. For example many of the humanistic approaches have theistic foundations and many items of the empirical approach are reformulations of the idealistic approach. What is being implied in the classification is the identification of the main emphasis or main focus of the approach. The entries in the matrix indicate what we consider to be the main level(s) of aggregation which a particular approach focuses on. In our view the theistic approach focuses mainly on the individual level in its quest for making a â€Å"good† man, whereas the humanistic approach is concerned with both the â€Å"good† man and the â€Å"good† society. This is not to deny the sociological and ecological concerns of the theistic approach; however we feel that these concerns are secondary to that for the individual. On the other hand the different empirical approaches together cover all the three, individual, social and ecological levels. The progression in the above matrix, both in the vertical and the horizontal directions, has a chronological order. The earliest human value perceptions were related to the individual level. The growing complexities and tensions of the human societies enlarged the scope to include the sociological considerations as its second focus. And the disastrous impact of the rapid technological developments, coupled with the population explosion, of the present century has made ecological concern as the third focus. Once again this chronological flow has no exclusivity. The philosophical speculations and beliefs of the earliest civilisations, including the aboriginal civilisations in existence today, have remarkable sensitivity and insights about the nature and man’s relation to it. However it is only in the recent times that the theme has acquired an urgency to prompt development of a concerted approach to human values in relation to ecology. Similarly many of the later day humanistic values have been traced to the earliest Upanishadic idealistic-theistic views on life and its value (Devaraj, 1988). Yet there is a general chronological flow from the absolutist, theistic view of human values to the humanist view and finally to the present day empirical view. II. Can human values be taught? The question of interest to us is if human values can be taught to modern managers in any systematic way and, if so, to what effectiveness. S. K. Chakraborty, Management Centre for Human Values, Indian Institute of Management, Calcutta, has since 1983 been giving workshops on the theme â€Å"Human Values† on an in-house basis in many companies and as open workshops for managers from different companies and academics, mainly from India, but also from abroad. The impetus for this development is said to have come from managers at various management development programmes given at Indian Institute of Management in Calcutta, asking for Indian insights that could be valuable for organizations and management. The objective of the workshops is to enhance in course participants the sensitivity to and sustenance of the value-system, which Chakraborty has distilled from what he calls â€Å"the Indian ethos†, based on studies of Buddhist, Vedantic and Yogic literature together with Indian epics and Pauranic literature. It is claimed that Indian values are found in the deep-structure of the Indian psyche, as reflected in these sources. The basic idea is purification of the mind, partly through a mind-stilling technique, and partly through practice of nourishing noble thoughts (e. g. compassion, friendliness, humbleness), and rejecting wicked ones (e. . greed, jealousy, arrogance). Such practice will reveal the â€Å"divine†, or â€Å"higher self†, within the individual and s/he will be able to perceive the same in others. The goal is that in a management setting these practices will have repercussions on business life, more specifically in respect of the individual, improve d cooperation, non-attachment to the selfish rewards of the work, increased creativity, service to the customer, improved quality, creating an ethico-moral soundness, cultivating self-discipline and self-restraint, and enhancing generosity (Chakraborty, 1991, pp. 9-20). 6 The content of the workshops varies according to the duration. There are three modules, the first one lasting three days and the next two lasting two days each. Each module elaborates on different principles. Module I, also called the â€Å"foundational module†, develops the basic concepts and practices. It is argued that managerial effectiveness is dependent on a sound values system, undergirding the superstructure of skills, which in turn emanates from a pure mind. The factors influencing a pure mind are discussed in terms of higher and lower self, disidentification and reidentification with the latter and the former respectively, the guna, karma, samskaras, nishkam karma and other theories. The first steps of the mind-stilling technique relating to these principles are given at this stage. Module II focuses on leadership and teamwork and elaborates on a number of principles from the Vedantic and Buddhist literature connected to the theme. Additional steps in the mind-stilling techinque are also introduced. Module III covers the topics stress, counselling and communication. The main issue here is to identify with one’s innermost self, which is ananda, as the basic remedy for stress-generating influences. A few more steps are included in the mind-stilling process in this module. These modules can be taken separately or jointly. In the annual workshop at the Management Centre for Human Values all three modules are offered integrally. The workshops are promoted directly and indirectly: directly through mailing of pamphlets to selected companies, and indirectly through the network of previous course participants on the workshops. Initiatives to the in-house workshops can come from top management, HRD (personell) department, open workshop participants who want to bring in the workshop to the company, persons who have come in contact with Chakraborty’s ideas, etc. The participation in the workshops are mostly on a voluntary basis, whereas there could be occasions when managers have been asked by the CEO or someone high up to attend the workshops. Following our categorization of human values above, these workshops would fall into the â€Å"idealnormative† approach, with theistic leanings. The source of the values taught at the workshops are derived from the sacred texts of Indian wisdom literature, and the values are claimed to have an eternal and universal character to a great extent. It is normative in the sense that the values are something people ought to have from the ideal perspective, not accepting certain values, or disvalues, just because people are having them. The basic foundation of values is taken to be divine, implying a theistic approach, whereas the humanistic elements are found in caring values, concern for others, love and compassion. The level of focus is mainly on the individual in terms of personal virtues. It is stated that in order to change the environment we must start with ourselves. Thus, more aggregated human levels (organizational, political, societal, ecological, global) are not neglected, but the starting point is the individual. III. Participant responses The participants are asked to submit on the last day of the workshop plans of action which they would like to implement in the six months to follow. We have such plans of actions from a total of 208 participants who attended seven in-house workshops and one Annual International Workshop, held between August 1995 and February 1996, as per the following particulars: 7 Serial No. 1 2 Workshop Tata Iron and Steel Company (TISCO) Tata Engineering and Locomotive Limited (TELCO I) Bokaro Steel Plant (BSP) Ordnance Factory Ambajhari (OFAJ) Tata Engineering and Locomotive Limited (TELCO II) Hindustan Aeronautics Limited (HAL) Indian Farmers and Fertilisers Company Limited ( IFFCO ) TOTAL No of participants 22 32 4 5 23 17 23 6 7 17 32 166 42 208 8 Annual International Workshop ( IIMC ) GRAND TOTAL Table 2: Workshops examined TISCO and TELCO belong to the well established and highly reputed Tata Group of Companies in India, while the others are leading public sector undertakings / government organisations. Managers belonging to senior and middle management cadre normally participate in these in-house workshops. The rank during the workshop s can vary; some are pure peer-groups and at some there can be a superior-subordinate relationship during the same workshop. The annual international workshop, on the other hand, attracts top and senior practitioners, owner-managers, academia, consultants, and government officials from India and abroad. The respondents whose plans of action would be analysed thus represent a cross section of highly educated,motivated and successful persons in their chosen spheres of activity. The responses/ data which constitute their plans of action, however, have certain built in limitations : 1. We can only make inferences from the immediate time at the end of the workshop; 2. We can only study the managers’ responses to, and expectations of human values, not how they are reflected in their behaviour; 3. We do not know whether there has occured any changes in the managers’ attitudes towards human values, as we don’t have data from them prior to the workshop; 4. We do not know how honest their attitudes are due to perceived group pressure from peers, super/subordinates, from the course leader, desire to give a good (or bad) impression or other possible factors. 5. The answers are given spontaneously without forewarning and therefore may not be well thought out ideas. 8 The analysis of the plans of action meant to understand the intentions of the participants, and make inferences from their statements the extent to which these workshops have influenced human values in managers. The intended actions are analysed with reference to (a) the contents of the workshop, and (b) the purpose of, and the direction in, which they want to make use of the contents, inputs, knowledge and skills they have learnt from the workshops. A) Content Analysis A content analysis of the responses shows that the most frequent item figuring in almost all of the course participants’ plan of action is the resolve to practice the mind-stilling and breathing exercises taught in the course as an essential experiential practice for Chitta-Shuddhi and for communion with the higher Self. Its enthusiastic reception may have also been prompted by the urgent need for maintaining a calm mind in the tension ridden life of practicing managers. The next most common resolve relates to the practice of a cluster of values and value-principles emphasised in the course. It includes, (i) cultivation of values related to higher self and suppression of disvalues associated with lower self, (ii) practice of nishkam karma (self-less action) in work-life as well as personal life, (iii) practice of giving model of life based on the concept of five fold debts (deva rin, rishi rin, pitririn, nri rin, and bhuta rin) (iv) cultivation of satwaguna over rajoguna, and (v) introspection to examine, and to rearrange one’s career goals, life styles, attitudes and value systems in the light of the above noted paradigm of higher values. Some responses indicate a desire to propagate and share the ideas learnt in the course with members of the family as well as members of the work-group. A smaller number of responses show the desire to learn more about these ideas by reading the sacred wisdom literature of India, like Gita, Upanishhads, writings of Vivekanand, etc. One can conclude from this content analysis that the value concepts of Indian psycho-spiritual tradition have been well received. They have had a positive impact on the participants as indicated by their resolve to internalise them and to use them as a basis for self-development. B) Purpose/Direction Analysis A perusal of the plans of action indicated that the purpose of the participants was to apply the knowledge gained by them for development of the self, members of his/her workgroup, viz, superiors, colleagues, and subordinates, and of his/her family members and friends. They also wanted to transmit or communicate the knowledge they gained to the members of their workgroup, family and friends. The purpose thus was three-fold (development of self, workgroup members, and of family and friends): and, the direction two-fold (toward workgroup members, and toward his/her family and friends). Juxtaposing the purpose and direction, a table is prepared containing relevent particulars and percentage analysis. 9 WORKSHOP NO. OF PRTICIPANTS WITH MAJOR FOCUS ON SELF DEVEL. OTHERS TOTAL NO. OF PLANS OF ACTION FOCUSING ON SELF OTHER PERSONS DEVEL. IN OUTSIDE ORG. 5 85 (75%) 89 (96%) 92 (80%) 29 (66%) 61 (90%) 37 (54%) 147 (96%) 540 (82%) 215 (87%) 755 (84%) 6 14 (12%) 3 (3%) 18 (16%) 11 (25%) 4 (6%) 25 (37%) 4 (2. 5%) 79 (12%) 21 (9%) 100 (11%) 7 15 (13%) 1 (1%) 5 (4%) 4 (9%) 3 (4%) 6 (9%) 2 (1. 5%) 36 (6%) 11 (4%) 47 (5%) TOTAL PLAN TO COMMUNICATE KNOWLEDGE TO OTHERS WITHIN ORGAN. 15 (52%) 2 (67%) 11 (48%) 7 (29%) 1 (100%) 15 (88%) 5 (63%) 56 (53%) 5 (38%) 61 (52%) OUTSIDE ORG. 10 14 (48%) 1 (33%) 12 (52%) 17 (71%) nil 2 (12%) 3 (37%) 49 (47%) 8 (62%) 57 (48%) TOTAL 1 1. TISCO (N=22) 2. TELCO (N=32) 3. BS P (N=23) 4. OFAJ (N=17) 5. TELCO (N=23) 6. HAL (N=17) 7. IFFCO (N=32) TOTAL 8. MCHV (N=42) GRAND TOTAL 2 11 (50%) 28 (87%) 11 (48%) 4 (24%) 18 (78%) 4 (24%) 31 (97%) 107 (65%) 37 (88%) 144 (69%) 3 11 (50%) 4 (13%) 12 (52%) 13 (76%) 5 (22%) 13 (76%) 1 (3%) 59 (35%) 5 (12%) 64 (31%) 4 22 32 23 17 23 17 32 166 42 208 8 114 93 115 44 68 68 153 655 247 902 11 29 3 23 24 1 17 8 105 13 118 Table 3: Analysis of plans of action from course participants on workshops for human values As stated, two values (percentages) have been calculated, viz. number of participants with 50% or more plans aimed at self-development; and, number of plans aiming at self-development as a percentage of total number. of plans. For example, in the first workshop included in the table (TISCO, N=22), 50% of participants had their plans aimed at self-development (column 2), while 75% of the total number of plans discernible from the statement of the participants of the workshop were meant for self-development (column 5). The most forceful and consistent finding from above relates to the self in terms of both the number of participants focussing on themselves, and also the number of plans made for their own development. In all, 69% of participants had 50% or more of their plans aimed at self-development (column 2) and 84% of the plans of actions envisaged related to self -development (column. 5) such as those discussed under the content analysis. The first three workshops in the first category, viz. the percentage of participants with focus on self, are IFFCO (97%), IIMC (88%) and TELCO-I (87%). TELCO-II, IFFCO, and TELCO-I workshops occupy the top three positions with 96, 96 and 90 percentages respectively in the second category, viz. the percentage of plans aimed at self-development. The remaining three workshops have corresponding percentages as follows: BSP (48% of participants, and 80% of plans being selforiented), OFAJ (24 and 66), and HAL (24 and 54). Even in the case of OFAJ and HAL workshops which have lowest percentage of participants with 24 each, also have more than 50 percent plans each (66 and 54%) aimed at self-development. It thus appears that self-orientation in terms of the percentages of participants and of plans of action cuts across, and permeates, all the eight workshops covered. The other finding deserving attention relates to the desire of the participants to use their knowledge gained through the workshops for the development of their workgroup members, i. e. superiors, 10 colleagues and subordinates of the participants. On the whole, 31% of participants had their plans primarily aimed at the deveopment of their workgroup members (column 3). Eleven percent of the plans of action were aimed at such development (column 6). However, the public sector organizations, OFAJ, HAL and BSP, show significantly higher interest in their workgroup members. This can bee seen in both the number of participants with major focus in their plans on others (76, 76 and 52 % respectively, column 3), and in the number of plans of action focusing on others persons in the organization (37, 25 and 16 %, column 6). The inferences are that the public sector managers perceive -as compared to their counterparts in private sector – higher need for training of others and lower need for themselves. This difference may be indicative of a different organizational behaviour and social thinking in these organizations with respect to individual and group focus. It may indicate that the managers in the governmental organizations consider themselves less needy in development than their subordinates (â€Å"I’m OK but you’re not†). Or it may indicate a sincere concern of the managers in the governmental sector for their fellowmen. Such difference in organizational behaviour could stem from factors connected to the difference in ownership influencing the organizational culture. However, the responses in our data are too inconclusive for us to make any definite conclusion on this point. IV. Our conclusions Chakraborty’s innovative approach to value education for practising managers is impressive. He has culled out selected psycho-spiritual values from the traditional wisdom literature of India, suitably reinterpreted them and woven them together to form a coherent theory of human values. This theory is then utilised to explain the problems and tensions of both personal and work life of modern professionals and to indicate the way for a better quality of life. That this approach finds deep resonance in the hearts and minds of Indian managers is evident from our observations of the course participants’ enthusiastic, and at times deeply moving, articulations at the conclusion of the workshops. At the beginning of section II we raised the question whether human values can be taught and with what degree of effectiveness. Judging from the course participants responses, Chakraborty’s approach seems to have met with mostly deep appreciation. Such response undoubtably provides a fertile soil for reexamining and developing one’s human values. To that extent it is evident that the workshops have been effective in influencing the human values of the course participants. However, it is difficult to reach any conclusion as to what extent the course objectives have been interiorised by the course participants and the general learning effects of the workshops in the daily lives of the participants. What are the effects in the managers’ work and family lives, and do their decisions reflect an increased awareness of human values? Neither can we draw any conclusions about the duration of the effects, i. e. whether it will last for a day or week and then vanish, or if the effects are stable and enduring. It is also evident from the responses and the stated objectives of the course that the main focus is on the self; self-awareness, self-analysis and self-development. It is consistent with the view that the individual is the cornerstone of all changes and transformations at the organizational as well as the societal levels. While the necessity of this self-development as a precondition for the value transformation in society may not be in doubt, the emphasis on it may convey the message that it is also sufficient for all the value problems of today’s living. At the organizational level the difficulty may be posed in terms of two distinct, though related, categories of intra-personal and inter-personal values. The latter are of vital significance to managers’ organizational role of a team leader, a change agent or a member of a work group. A heightened sensitivity to personal virtues, which is very effective t the intra-personal level, in itself may not be sufficient for values needed for effectiveness at the inter-personal level. Additional emphasis on humanistic values like human warmth, friendliness, acceptance of the other person as s/he is, trust, 11 empathy etc. , may help bring about a better value balance. As indicated in our study, the emphasis on the inter- and intra-personal leve ls, as also the extent to which other approaches to human values should be emphasized, may have to be adjusted depending on the type of organization that is approached. The manager significantly affects, and is affected by, the value culture of the society, through the mediating agency of organizations and other social institutions. Proper appreciation of this value dynamics requires understanding, and interiorisation, of the operation of human values at the societal and ecological levels of our categorization. It is not clear as to what extent values at these levels can be developed and nourished through the present structure and approach of the human value workshops. An evaluation of the impact of the workshops, including long-term effects and effects on different levels of human values, may help clarify the position and lead to suggestions for expansions and alterations in the course contents as well as the methodology of the workshops. References Bharati, D. (1990). Mnav Mulya Aur Shitya (in Hindi; transl. : â€Å"Human Values and Literature†) Delhi, Bhartiya Jnanpith. Chakraborty, S. K. (1991). Management by Values. Delhi: Oxford University Books. Chakraborty, S. K. (1995a). Human Values for Managers. Delhi: Wheeler Publishing Co. Chakraborty, S. K. (1995b). Ethics in Management. Delhi: Oxford University Press. Devaraj, N. K. (1988). Humanism in Indian Thought. Delhi: Indus Publishing Co. Fromm, E. (1981). To Have or To Be. New York: Bantam Books. Mesaroric, M. D. and Pestel, E. (1974). Mankind at the Turning Point. New York: E. P. Dutton, quoted from Fromm, 1988, p. 148. Mukherjee, R. (1965). The Social Structure of Values. Delhi: S. Chand. Rokeach, M. (1973). The Nature of Human Values. New York: Free Press. Schwartz, S. H. (1994). â€Å"Are there universal aspects in the structure and conduct of human values? † Journal of Social Issues, 50, no. 4, 19-45. Swami Ranganathanand (1991). Human Values in Management. Delhi: Bharati Vidya Bhavan. Notes 1. The authors are grateful to professor S. K. Chakraborty, convenor of the Management Center for Human Values, Indian Institute of Management, Calcutta, India, for his collaboration, support and comments on this paper.  © Gustavsson, Tripathi Rao 1996. No part of this work may be reprinted in any form, physical, electronic, or otherwise, without written consent from the author. About the authors B. Gustavsson graduated (civ. ek. ) 1975 from School of Business, Stockholm University, Sweden, and received his Ph. D. (Ekon. r. ) there in 1992. He is presently working as assistant professor at School of Business, Stockholm University. His latest project is a study on values transition in Indian management. A. N. Tripathi is a professor of electrical engineering at the Intstitute of Technology, Banaras Hindu University, India. He obtained his B. Sc engg (electrical) from Banaras Hindu University in 19 60, M. Tech (control systems) from Indian Institute of Technology, Karaghpur in 1965, and Ph. D. from University of Wales in 1971. He is presently working on a project called â€Å"Human Values in the Engineering Profession†. G. P. Rao is senior professor and head of the Department of Management Studies, Madurai Kamaraj University, Madurai, India. He has an M. A. in economics and postgraduate Diploma in Management 12 (PGDM) from Indian Institute of Management, Calcutta (IIMC). He has recently finalized a project called â€Å"Human Values in Industrial Organizations: A Feminine Perspective†. . 13 United Nations Human Settlements Programme (UN-HABITAT) P. O. Box 30030, Nairobi, KENYA www. unhabitat. org www. unwac. org Tel: +254-20-623060 Fax: +254-20-623588 Global Dharma Center (GDC) Dallas, Texas 75240 USA www. globaldharma. org Tel/Fax: +1-646-514-8260 14 How to cite Human Values and Ethics in the Workplace, Papers

The Colombian Exchange free essay sample

The Columbian Explosion Imagine everything you know about America today. Think of the foods, the animals, the annoying sickness we all get come wintertime and then imagine knowing that most of those things were not supposed to be on this land. Because of The Columbian Exchange, America and Europe were able to transfer good, and bad, commonalities amongst each other, and the end result was both unifying, and catastrophic. Most people would be surprised to learn that the â€Å"classic American hamburger† is not exactly, â€Å"American,† per say. Because cows were not native to the lands, and neither was the bread the bun consists of. Do you like sugar in your coffee in the morning? Well, sugarcane was brought overseas to the Americas from Europe. And even coffee itself isn’t a native American product. There are hundreds of beloved combination foods that would not have been possible without the effects of The Columbian Exchange. We will write a custom essay sample on The Colombian Exchange or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Europe brought over several crops that are essential parts of our present-day foods, as well as pesty weeds most present-day suburban lawns would love to be rid of. The list consists of, but is not limited to: rice, wheat, barley, oats, coffee, sugarcane, bananas, melons, olives, dandelions, daisies, clover, ragweed, and Kentucky Bluegrass (Brinkley, 20). The Americas transferred their own list of wondrous plant life to the European countries: corn, potatoes, beans, tobacco, peanuts, squash, peppers, tomatoes, pumpkins, pineapples, cacao, chicle, papayas, tapioca, guavas, and avocados (Brinkley, 20). Think of all the things that would not exist: peanut butter and jelly sandwiches, sandwiches in general even, spaghetti sauce on spaghetti, coffee for breakfast, popcorn, chocolate, and the list goes on and on. As far as plant life goes, The Columbian Exchange was obviously a positive transfer. Another positive aspect of it deals with the domesticated animals that we consume today. These animals were good for many things beyond simple nutrition as well. The Americas gave Europe animals such as turkeys, llamas, alpacas, and guinea pigs, (Brinkley, 20) which enriched lives overseas some, but the transfer of animals from Europe to the Americas left a much more powerful impact. Europe brought: chickens, goats, sheep, pigs, cattle, and horses (Brinkley, 20). This list consists of all the main meats America consumes today. But it also includes animals that were extremely beneficial to farm and working life. Cattle provided milk and cheese, and sheep provided wool. Horses were the most essential animal to the Americas and quickly spread throughout the country (Brinkley, 20). They were powerful work animals and were able to assist farmers in their field work, being strong enough to carry men and goods all at once. Our country would not have made advances in wars without the use of soldiers on horseback. Nor would the horse and carriage combination be able to be used as ways for transportation, and later be used as a model for the automobile, that transformed society in evolutionary ways. The horse also became a treasured domestic pet and later, was showcased in races and events. Before The Columbian Exchange, horses had disappeared from the Western Hemisphere during the Ice Age, and Native Americans had only adopted animals such as dogs to domesticate (Brinkley, 20). But they quickly took the European’s lead and familiarized themselves with horses as well. The Columbian Exchange was not always a good exchange of goods however. It brought devastating consequences for Native peoples who were not immune to European diseases. The biggest impact of The Columbian Exchange deals with sickness and disease. European settlers were subjected to syphilis, a new disease that was not seen before amongst their people, that is transmitted sexually. This disease was most likely transferred from Native American women who were sexually assaulted by European men, which reveals a very dark side of the colonization of our country. The swamps and lowlands were also a deathtrap of sickness for European settlers (HBG, 17). The diseases presented to the Native people were far worse in comparison to what the Europeans were subjected to, however. Many illnesses that were common amongst European settlers were rare to the Natives. They had little, if any experience with sicknesses such as smallpox, measles, chcicken pox, malaria, yellow fever, influenza, and the common cold (Brinkley, 19-20). Because Europeans were very used to seeing these diseases and had dealt with them over a vast period of time, their immune systems were strong enough to combat the viruses with little harm to the person. This was the exact opposite with the Native Americans, however. Such diseases were so foreign and rare to them that there was no way their bodies or immune systems would be able to fight off such a virus, and they were infected easily. Breakouts and epidemics were spread throughout the Native peoples faster than someone could send a letter in the mail. The introduction of European diseases to the New World was so devastating that it could be compared to the infamous Black Death, the plague that overtook a third of Europe’s population in 1347 (Brinkley, 10). Disease almost exterminated several Indian tribes, and millions of Native Americans died. The results were catastrophic amongst the Native People, so many of their ancestors and elders perished at once that they lost important aspects of their cultures along with those people (HBG, 18). Without The Columbian Exchange, much of what we know and love about America today, would not exist. Certain plants and food crops would not grow on our soil, animals and wildlife would not run through our forests or graze on our plains, and awful diseases that weaken human bodies would never have encountered the white blood cell of an Indian. The Columbian Exchange was a huge collision of culture and lifestyle. Food and livestock were traded along with traditions, and ideas as well. The Columbian Exchange was fundamentally important in history, and the effects of it are still seen today. In many ways, this explosion of cultures set up the foundation for modern American life, and with the demise of millions of Natives, it also (unfortunately) enabled European settlers to claim more land. There are of course areas and aspects of The Columbian Exchange that did more hurt to the world’s culture than it did good, but it would be futile to argue that no good came from The Exchange, because there are several obvious and apparent advantages that this country gets to now take. That being said, it is still hard to decipher whether or not the Exchange was worth it. Are horses, coffee, and sugar really worth the lives of millions of peaceful-minded Natives? Some might say yes, but most would argue, no. Regardless of whether it was good or bad, The Columbian Exchange undoubtedly made a huge difference in this world, and it continues to grow and change America today.

A Day in the Death of Joe Egg - Joe Penhall As a director, explain how you would create comedy for your audience from the serious subject matter presented in this extract.

A Day in the Death of Joe Egg - Joe Penhall As a director, explain how you would create comedy for your audience from the serious subject matter presented in this extract. As a director, I would try to bring out the comedy in this extract by, firstly, casting two people who have an ability to make people laugh by doing hardly anything. There are people who can send an audience into fits of laughter by simply pulling a face or walking. A naturally funny person would make the comic extracts of this play easier for the audience to accept.As for the direction of these actors, I would ask them to perform certain lines as follows: When Bri first mentions Freddie, his obvious dislike of the man could be very funny. I would ask the actor playing Bri to say Freddie's name with absolute disgust. Later, when Sheila reminds Bri that it was he who first introduced her to Freddie, Bri's reaction (a wry smile perhaps) would continue this joke. When Sheila tries to persuade Bri to go to the rehearsal by offering him whisky afterwards, Bri's reaction of 'whisky first, Freddie after' is easy for the audience to empathise with and thus laugh at.BRII would ask the actor p laying Bri to say this line as if it were preposterous that the whisky were to come after the gruelling prospect of a conversation with Freddie.Sheila's annoyance with the stupidity of the cat is very funny. If the actress were to have quite a lot of difficulty getting the door open because of the cat and then kicking it (with a pre-recorded squeal audible over loud-speakers), her mini-duel would be quite entertaining. Similarly amusing is the stupidity of talking to the cat and the audience's realisation of how stupid it is, yet they all do it.When Bri and Sheila are speaking to Joe (or rather, speaking at her), their mock enthusiasm and amazement is very...

GECON 200 Essays

GECON 200 Essays GECON 200 Essay GECON 200 Essay Essay Topic: Rebuttal Name: Instructor: Course: Date: : GECON 200 Torre, Pablo. Indianapolis will bid to host 2018 Super Bowl. Sports Illustrated. July 18, 2012. Web. Accessed on July 18, 2012.The City of Indianapolis struggled to clinch the hosting of the 2018 Super Bowl tournament amid renewed economic and public relations scandals and controversies. The city had hosted previous Super Bowl competitions but due to economic problems, had lost the qualifications to do so over a period of three years. Led by the Mayor Greg Ballard, the city expressed their interest in presenting a formal bid on Wednesday amid cheers from different stakeholders such as organizers who assisted in the planning of the February 5th games and other events leading up to it. The financial benefit that was expected from hosting the Super Bowl reached up to $152 million in direct economic impacts and other related benefits.The Mayor made an approximate that around 84 cents in every dollar for the tournament stayed in Indianapolis. A study on the economic impact of clinching t he tender to host the 2018 Super Bowl estimated that over 100,000 visitors would grace the city within the ten days before the games begun and over 200,000 visitors during the course of the tournament. The host committee chairperson Mark Miles said in a separate comment that corporate donations had exceeded $ 1.8 million that would be allocated to the games in 2018.Retrieved from http://sportsillustrated.cnn.com/2012/football/nfl/07/18/indianapolis-super-bowl-2018-bid.ap/index.htmlFitzpatrick Dan Kapner Suzanne. Big Banks Prepare another Round of Cuts. Wall Street Journal. July 18, 2012. Web. Accessed on July 18, 2012.The Wall Street Journal ran an article on the proposed budget and expenditure cuts aimed at banks and other financial institutions. Global financial companies were preparing for downsizing programmes in the wake of unstable markets, shaky stock prices and skewed economic growth. Led by Credit Suisse Group AG and Bank Of America Corp., the drive to introduce new cost c uts was much later taken up by Citigroup and other financial institutions. Most notably was Goldman Sachs who made an outright admission that the economic times were dire and downsizing was critical to survival. Canadian biggest banks also took an inspection of the different ways in which their expenses could be lowered in the preparation of slower growth and profit margins. Analysis done by experts such as John Aiken predicted the grappling situation by most international banks needed a quick intervention which downsizing could easily offer. The head-count reduction was however not considered the first option that most banks had. Aiken mentioned that some banks were looking into fiscal measures such as altering their variable compensation structures to defer payments rather than cutting jobs.Retrieved from http://online.wsj.com/article/SB10000872396390444097904577535180303693776.html?mod=WSJ_hp_LEFTWhatsNewsCollection#articleTabs%3DarticleFareed Zakaria Tax and Spend. Times Magazin e. July 23, 2012. Web. Accessed on July 18, 2012.The issue of job creation featured in an article on Times Magazine on Monday that signaled the lower rates of job creation that were beginning to be acceptable by the populace. Over the month of June, around 80, 000 jobs were created which showed a slowing down in the economic recovery of USA. The past recessions were always accompanied by a spring back that featured growth in the employment rates. However, the rate of employment after recessions has been on a receding trend. In the 19th century, jobs were available in less than fifteen months of climbing out of recessions. However, in the 20th century, this period tended to stretch up to 39 months.Currently, the Times put the employment availability period after the 2008 recession at sixty months. This information was seconded by a study done by McKinsey. Fareed, in the article, attributed this phenomenon to two major forces: globalization and the spread of the Information Age. These two factors were cited as being responsible for the economic growth for many previously third world countries in Asia and South America. They have also expanded the economic activities within America. The downside to the impact that these two forces had was that they made it easier for capital-intensive economic growth that made wageworkers a last resort within America.Retrieved from time.com/time/magazine/article/0,9171,2119336,00.htmlRandall W. Forsyth. The Euro’s Fate Barrons. July 14th 2012. Web. Accessed on July 18, 2012.Amid the recent events happening in Europe particularly the elections in Greece, the economic recession and the European Union leaders summit, the announcement by Airbus to establish its first production firm in the U.S. was perhaps the most surprising and intriguing. This was the first sign that the economic crisis that plagued Europe had finally begun taking its toll on domestic companies. In following the footsteps of BMW and Mercedes-Benz, Airbus wa s not only running away from the harsh economic conditions but also the waning power of the Euro. The best solution to aid the rising unemployment rates and deficits in growth would be through monetary reflation. By lowering the bar to have a cheaper Euro, Europe would still be able to retain its competitiveness in the international financial arena, end its debt crisis and salvage the Euro in one move. This proposed solution had been applied earlier in the last decade with excellent results that bolstered the rate from $1.60 to around $1.22. Debasing the Euro may therefore be the best solution that Europe has in surviving the tough economic times.Retrieved from http://online.barrons.com/article/SB50001424053111904184504577519232109403716.html?mod=BOL_hpp_cover#articleTabs_article%3D1Dean Hoff Meyer. Capital One repays consumers to end card probe. Richmond Times Dispatch. July 19, 2012. Web. Accessed on July 18, 2012Capital One was on Monday compelled to compensate its customers over $120 million over federal charge claims that it tricked its shareholder into overspending on add-on services like credit monitoring and payment protection. Richmond’s largest private employer faced a charge against them presented by the court that had violated the Consumer Financial Protection Bureau Act that was created to protect consumers from exploitative companies having hidden exorbitant fees. A large chunk of the compensation by Capital One was expected to go directly to the consumers. The McLean branch of Capital One was reported to have paid up to $150 million to consumers, $35 million to the Comptroller’s Office and $ 25 million to the Consumer Financial Protection Bureau.Richard Cordray, the director at Consumer Financial Protection Bureau commented in a press conference over the Capital One issue by saying that such problems were not isolated to Capital One and that he expected other companies to follow the same trend in compensating gullible customers who were unfairly taxed or coerced out of their money. A representative at the Clear Point Credit Counseling Services also pointed out that there were no requirements for consumers to add services to qualify for loans or credit.Retrieved from http://www2.timesdispatch.com/business/news/2012/jul/19/tdmain01-capital-one-repays-consumers-to-end-card–ar-2067611/Edward Wyatt. Despite Stronger Financial System, Report Cites Threats to U.S. Market Stability. New York Times. July 18, 2012. Web. Accessed on July 18, 2012 Among the biggest threats to the stability in the American financial markets was the uncertainness in the Euro zone countries, the fiscal uphill faced by America at the end of every fiscal year and a weakening federal regulatory panel. The assessment by the Financial Stability Oversight Council that was made up of regulatory heads forms the Exchange Commission. The Federal Reserve and other agencies painted a grim picture for the American economic future. The Council particularly mentioned cyber threat as an emerging threat as well as the fact that many financial institutions might have focused on complex trading strategies at the expense of their security that could result in losses due to a change in short-term interest rates. The council also cited certain financial market utilities as posing the largest threat and recommended the increased monitoring of these utilities. Most of them were clearing agencies that facilitate the operations of trades of financial instruments. Other outcomes of the study done included reforms for the money market funds that were expected to make the funds less susceptible to investors if they were to run losses. Greater customer protection and segregation of customer assets were other recommendations passed by the council. Retrieved from nytimes.com/2012/07/19/business/economy/report-cites-threats-to-market-stability.html?_r=1ref=business Helft Miguel. JC Penney CEO: It may get worse before it gets better. July 18, 2012. Web. Accessed on July 18, 2012In a conference at Fortune Brainstorm Tech, the JC Penney CEO, Ron Johnson predicted doom for one of America’s leading mobile and online application developer. The introduction of Ron Johnson as the head of Fortune Brainstorm Tech coincided with one of the worst times for the firm. The company had experienced setbacks in their marketing experiments that flopped dreadfully. The firm had also lost most of its customers by withdrawing the discounts and coupons that it previously offered. Sales had dropped sharply and the customer traffic to their stores had dipped significantly. In a rebuttal by critics, Johnson announced that he would stick to his plan of maintaining competitive prices in order to attract customers.Ron Johnson also mentioned the adjustments that were planned for regional stores. He announced the revamping of the technology infrastructure by installi ng an Oracle system that included an improved mobile checkout system and RFID tags that were expected to speed up purchases. However, even with these reforms, Johnson warned that the company might experience more losses before it fully recovered and recorded growth. Ron proposed a start-up approach that hinted the possibility of downsizing and a nod from the company board. He also negated claims that physical stores were being ousted by online retailing. Retrieved from http://tech.fortune.cnn.com/2012/07/18/jc-penney-ron-johnson/ Paul R. La Monica. Will Facebook earnings be THAT bad? Money. June 18, 2012. Web. Accessed on July 18, 2012 The floating of shares by the world’s richest social networking site, Facebook was followed by predictions that the earnings from the shares would not be as rosy as expected. Basing their arguments on the behavior that the stock had in the two years since it debuted, most critics placed Facebook shares alongside similar flops such as Nokia, Yahoo and Hewlett- Packard. The Facebook shares went down more than 10% within a week and this was from a10percentage rise from its June low of $25.52 that triggered an alarm among economists on the future of its earnings. The sluggish global economy was one of the reasons for the dismal share performance that also affected other firms likewise. Facebook however had a problem with finding ways through which they could profit off mobile users even as the consequences of acquiring Instagram at exorbitant prices caught up with the compa ny. The poor performance in the stock market may be due to a realization that Facebook might have been a victim of too much publicity during its IPO period. However, the article stated that it might be too early to write off Facebook as a failure. On the contrary, the mistake lied in the way the IPO was poorly handled. The company will still be able to attract experts and invest in developers that will help it grow.Retrieved from http://buzz.money.cnn.com/2012/07/18/facebook-earnings/?iid=HP_MP_RiverLouboutin Christian. Duchess doesn’t need advice. People Magazine. May 24th, 2012. Web. Accessed on July 18, 2012Christian Louboutin commented on the sensational debate over whether the Duchess of Cambridge’s top-of-the-line fashion franchise might be in need of advice from top designers by pointing out the success that she has achieved so far by depending on her market skills. The thirty-year old duchess, Kate Middleton came into the international spotlight after launching the red-soled shoes that were posted at extravagant prices and purchased by prominent figures all over Europe. The sales figures for the branches of clothing lines, footwear and other fashion stalls that were owned by Miss Middleton showed a strong selling power even in the continuing economic instability in America and Europe. One of the stores, Debenhams adopted a cutomer-centered approach by meeting the customer’s needs and preferences especially on key events such as Christmas and Mother’s Day.The total investments by the royalty grew by 34.9% in the first quarter of 2012 and currently stand at 42%. The chief executive at Debenhams stated that their approach involved communication with customers alongside stocking great value increased their sales growth exponentially. Similar sentiments were echoed by the top leaders at Jenny Peckham. Kate Middleton became a significant economic figure in Europe after her economic activities were credited with giving the British economy over$1.6 billion boost through fashion sales.Retrieved from peoplemagazine.co.za/article.aspx?id=22325h=Louboutin:-Duchess-doesn%E2%80%99t-need-adviceChristopher S. Rugaber. US home construction makes slow, steady comeback. Daily News Record. July 18, 2012. Web. Accessed on July 18, 2012Within America, the general trend in the housing sector has been the increase I the erection of houses. This urgency to build housing facilities contributes to the long-awaited recovery that could boost the U.S. economy. Housing economists commented that the housing sector was expected to recover faster than it had. However, builders had started responding to buyers who were attracted by lower prices, lower mortgage rates and rising rents. This has increased the appeal for purchasing homes. The increased construction activities were reported to have coincided with higher stock prices for building firms and increased confidence in the housing sector.The bulk of the market was estimated to be s ingle-family homes who contributed the largest growth as was indicated by the highest number of permits taken since March 2010.This housing sector rejuvenation also influenced the Dow Jones industrial average which closed up at 103 point. The continued resurgence in the housing sector was predicted to benefit the flailing American economy that was weakened by lower consumer spending and slow employment rates.Retrieved from dnronline.com/hosted2.ap.org/APDEFAULT/f70471f764144b2fab526d39972d37b3/Article_2012-07-18-Housing%20Starts/id-93ebc4fd0d814560b100c0ffaa4e33f9 Preeti Kulkarni .Why top-up home loan is a better option in emergency. The Economic Times. July 18, 2012.Web. Accessed on July 18, 2012 The article Why top-up home loan is a better option in emergency discussed the hidden ramifications and benefits that a top-up home loan could have in times of an emergency. Most home loans are considered heaven-sent opportunities through which many people can own a house. Most financial g urus also advice individuals to take out these kinds of loans. The problem however would arise when they needed money urgently. Preeti urged new home owners who were interested in taking up such kinds of loans to consider additional loan or top-up loans. Banks generally offer top-ups at lower rates than the actual loan. One of the benefits of top-ups cited in the article included the extension of such loans to the existing home loan borrowers. This meant that it was only offered to existing clients of certain banks that would explain the comfortable tenure of top-ups loans that would sometimes go up to 20 years. In considering a potential candidate for a top-up loan, the banks consider the value of the property, the repayment trend, the outstanding initial loan and the ability to repay the top-up loan before approving the loan.Retrieved from http://economictimes.indiatimes.com/personal-finance/loan-centre/home-loans/analysis/why-top-up-home-loan-is-a-better-option-in-emergency/artic leshow/15036450.cms

Early Twentieth Century, continued Essay Example | Topics and Well Written Essays - 750 words

Early Twentieth Century, continued - Essay Example The manner in which Mine Okubo was treated is perhaps the worst I would expect to come across in a country that I proudly identify with. Placed in her position, I would interpret such form of treatment as betrayal from a country that I expected to protect my rights and freedoms as an American citizen. After undergoing the evacuation and confinement experience, I would relinquish the American citizenship and seek citizenship in my ancestral land rather than continuing living in a country that would turn against its own people on grounds of race in times of trouble. Today, the experiences of Mine Okubo can probably be traced in people belonging to minority or marginalized groups such as the American Indians, African Americans, the Mexican immigrants and people with the Arabic identity (Cadge-Moore 157). Despite being American citizens, Native Americans continue to face discrimination in all aspects of life including education, employment, political participation and health care. Discrimination partially explains why these groups continue to be marginalized and leveraged in poverty in a global economic power base. Terrorism threats currently experienced in America have exposed people with the Arabic identity and other immigrants to similar treatment including confinement in camps and incarceration as terrorism suspects. The war on terror has seen the U.S. Government establish stringent measures at its main entry points to avert illegal immigration. This has indeed contributed to harassment of American citizens in the detention camps as they await verification, a phenomenon experienced by Okubo and other immigrants (Cadge-Moore 146). Therefore, it is clear that some American citizens continue to suffer at the hands of their very own country. Mine Okubo’s art in â€Å"Citizen 13660† serves to depict some of the historical injustices faced by minority groups such as the Japanese Americans and Indian

Marketing plan Essay Example | Topics and Well Written Essays - 750 words - 3

Marketing plan - Essay Example The mixture get shaken over ice, cocktail-style, then strained into a glass and served in a three-dimensional garnish: the chewy, tapioca pearls, marble-size Gummi Bear-like treats which are the bane of orthodontists across the world. Other ingredients like –milk, soy or lychee –can in the mixture of the frothy libation. A probable explosive growth of the bubble tea in the area you are living through the coverage on magazines, newspapers and television is not news that much (Richardson, Rubinstein & Joseph, 2009). This is because bubble tea has scaled a greater height in its competitive advantage in a number of aspects: This is the best-kept secret among the businesses selling this unique tea. The preparation of tapioca is simple as cooking spaghetti, rice, pasta or ramen noodles. One prepares the tapioca, as simple as boiling water. The drink or base portion of the drink is not hard as mixing instant cocoa or coffee. One gets amazed on how easy it was just after making the first bubble tea (Naughton, 2002). It all started out as a tea stand in Taiwan, the bubble tea has incredibly spread to North America, New Jersey, Los Angeles, Hong Kong and much more. To the surprise of many, that bubble tea could just be a fad which come and go, but it has been in existence for about two decades since it came into the market. It is remarkably known that, one either be a part of the Bubble Tea fad by constituting those who create the hoopla, or rather you can watch it go by and you will wish that you â€Å"shouldn’t have†¦Ã¢â‚¬  Bubble Tea Supply offers you with the knowledge and tools essential for your bubble Tea Business. A number of Bubble Tea Shops never share their secrets with anyone on how to make the drink or prepare the tapioca pearls (Guo & Moravska galerie v Brne, 2008). The mission of the Bubble Tea Supply is to have you dancing with the tapioca’s

Explain how inflation targeting operates in the UK and Critically Essay

Explain how inflation targeting operates in the UK and Critically evaluate the benefits of inflation targeting - Essay Example Inflation is all about price stability and it has been agreed by the economist that a rate of between (0-3) percent is the good enough rate fro the economy. With stable prices at that rate, consumer confidence is raised hence propelling the economy, if the consumer confidence is lower, then the economy will be stuck (Ben 2003). Inflation can only be made success through central banks making price stability its primary objective through strong institutional commitment to attaining that. United Kingdom was not the first country to introduce the inflation instead there are countries like Canada which did it ahead of them. Many countries over time have followed suit to introduce the inflation targeting within their economies with many others looking for technical assistance to help them introduce it (Richard 2005). Japan is one of the few who have not adopted it yet because of its well developed economy with rather stable inflation rate. UK inflation is therefore currently more stable in comparison with the past performance. UK quit ERM in 1992 due to rising tension between having to follow a tight policy framework in order to maintain existing exchange rate and the other option of having to cut the domestic downfall by taking down interest rates it (Richard 2005). ... With such big concern about inflation and well versed with knowledge of the trade-off between output and the inflation, the policy maker will then fix interest rates through adjustments informed by the knowledge on relative demand to supply and inflation. The central bank then set in the money markets the nominal interest rate and since prices of goods are somehow rigid then there will be movements around the real rate that always stand in absence of such moves by the central bank (Mervyn 2005). Due to these sticky prices, if a crisis hit the economy, it slips inflation away from the target and central bank can not quickly take it back to the track instead it has to take the longer old route by factoring in the monetary policy on what is the most. This older route will include having to factor in the bigger things that include having to go over the expected demands and supply and he pressure it will have on one another, that is to say the productive capacity of the economy and its co st implication as well as whether the economy is still on the track in relative to the expected inflation (Paul 1998). After all that considerations the central bank will then design a way to bring quickly inflation back to target with consideration of the impact it will have on the output. It will then have to decide on whether to aggregate demand should be stimulated or not and whether to be neutral. With all that there are unobservable effects of inflation on unemployment which it raises, the interest rates and growth of the economy through supply. The monetary policy committee (MPC) targets inflation by setting interest rates. When a shock hit the economy the committee action is not felt immediately. The results of adjustments in interest rates could yield tangible results after even

Analysis of SIF Intrinsic Dynamics

Analysis of SIF Intrinsic Dynamics Abstract. It was recently found that spectral solar incident flux (SIF) as a function of the ultraviolet wavelengths exhibit 1/fà ¯Ã¢â€š ¬Ã‚ ­type power-law correlations. In this study, an attempt was made to explore the SIF intrinsic dynamics versus a wider range of wavelengths, from 115.5nm to 629.5nm. It seemed that the intermittency of SIF data set was very high and the revealed DFA-n exponents were very close to unity. Moreover, the power spectral density was better fitted algebraically than exponentially with exponent very close to unity. Eliminating the fitting of three different types of Planck formula from SIF data set, scaling exponents very close to unity were derived, indicating that the 1/f scaling dynamics concern not the Planck’s law but its variations. 1. Introduction As it is well known, electromagnetic radiation is continuously emitted by every physical body. This emitted radiation is adequately described by Plancks law near thermodynamic equilibrium at a definite temperature. There is a positive correlation between the temperature of an emitting body and the Planck radiation at every wavelength. As the temperature of an emitting surface increases, the maximum wavelength of the emitted radiation increases too. Smith and Gottlieb (1974) re-examined the subject of photon solar flux and its variations versus wavelength and showed that variations in the extreme ultraviolet (UV) spectrum and in the X-ray of solar flux may reach at high orders of magnitude causing significant changes in the Earth’s ionosphere, especially during major solar flares (Kondratyev et al. 1995; Kondratyev and Varotsos 1996; Alexandris et al. 1999; Melnikova 2009; Xue et al. 2011). Simon (1978) examined the solar irradiance fluxes from 120 to 400 nm and suggested that the internal scaling properties of solar radiation during the eleven-year cycle is still unknown, as the cause of the available solar data discrepancies can not be attributed to solar activity. Solanki and Unruh (1998) proposed simple models of the total solar irradiance variations versus wavelength showing that variations on solar flux are mainly caused by magnetic fields at the solar surface. Solar observations may be reproduced by a model of three parameters: the quiet Sun, a facular component and the temperature stratification of sunspots. Tobiska et al. (2000) developed a forecasting solar irradiance model, called SOLAR2000, covering the spectral range of 1–1,000,000 nm. Using this tool, the authors attempted to describe solar variation versus wavelength and through time from X-ray through infrared wavelengths, in order to predict the solar radiation component of the space environment. Very recently, Varotsos et al. (2013a,b) suggested the existence of strong persistent long-range correlations in the solar flux fluctuations versus UV wavelengths. More precisely, by applying the detrending fluctuation analysis (DFA) to the initial SIF versus UV wavelengths data set power-law correlations of the type 1/f, which is omnipresent in nature, was found. In the present study, we examine whether the scaling feature of 1/f noise is apparent in a wider spectrum of SIF, namely for wavelengths (WL) between 115.5 and 629.5nm. 2. Data and analysis As mentioned just above solar incident flux data for WL ranging from 115.5nm to 629.5nm with a step of 1nm were employed. The spectrophotometric data of spectral extraterrestrial solar flux have been taken from the book by Makarova et al. (1991) (see also Makarova et al. 1994; Melnikova and Vasilyev 2005). Fig. 1a depicts SIF values for the wavelength range of 115.5-629.5nm. The principal feature shown in this figure is the existence of non-stationarities into the solar spectral distribution and the strong upward trend. The detrending of this data set was accomplished by applying linear as well as polynomial best fit. To eliminate the non-stationarities of this data set and to detect the intrinsic self-similarity, we applied the well-known DFA method (Peng et al. 1994; Weber and Talkner 2001; Varotsos 2005; Skordas et al. 2010). Furthermore, we calculated the power spectrum for the initial SIF-WL data set, using Fast Fourier Transform (FFT) algorithm as well as the maximum entropy method (MEM) of the TISEAN package (http://www.mpipks-dresden.mpg.de/~tisean/TISEAN_2.1/index.html). For comparison reasons, we used the Planck formula taking into account the effective temperature obtained from NASA (http://nssdc.gsfc.nasa.gov/planetary/factsheet/sunfact.html). A brief description of DFA-tool may be given as follows: Consider the SIF data set x(i) of length N which is integrated over WL. In more detail, to integrate the data, we calculate the à ¯Ã‚ ¬Ã¢â‚¬Å¡uctuations of the N observations x(i) from their mean value xave, notably: x(i) xave. Therefore, the integrated data set, y(i), is consisting of the following points: y(1) = [x(1) − xave], y(2) = [x(1) − xave] + [x(2) − xave], . . . , y(i) = (1) We split the integrated data set into non-overlapping boxes of equal length, Ï„. In each box, a best polynomial local trend (of order n) is à ¯Ã‚ ¬Ã‚ tted in order to detrend the integrated profile (by subtracting the locally fitted trend). The root-mean-square fluctuations Fd (Ï„) of this integrated and detrended profile is calculated over all scales (box sizes). The detrended fluctuation function F is defined by: k = 0, 1, 2,†¦, , (2) where z(i) is a linear least-square fit to the Ï„ data contained within a box (Kantelhardt et al. 2002). In case the signals involve scaling, a power-law behavior for the root-mean-square à ¯Ã‚ ¬Ã¢â‚¬Å¡uctuation function Fd (Ï„) is observed: Fd (Ï„) ∠¼ Ï„a (3) where ÃŽ ± is the scaling exponent, a self-afà ¯Ã‚ ¬Ã‚ nity parameter that represents the long-range power-law correlation (Ausloos and Ivanova 2001). It is worthy of note that a is a generalized Hurst exponent (H) being equal between them for the case of a fractional Gaussian noise (FGN) data set, where 0 1. For a fractional Brownian motion (FBM) data set (1 2) the relation between these exponents is H = a − 1 (Ausloos and Ivanova, 2001). For uncorrelated data, the scaling exponent is ÃŽ ± = 0.5. An exponent ÃŽ ± ≠  0.5 in a certain range of Ï„ values implies the existence of long-range correlations in that time interval. If 0ÃŽ ±ÃŽ ± ≠¤1.0 (and if again the data set is nonintermittent), then persistent long-range power-law correlations prevail (the case ÃŽ ± = 1 corresponds to the so-called 1/f noise) (Weber and Talkner 2001). Finally, the scaling properties of SIF-WL data set were also studied using Haar analysis (Lovejoy and Schertzer, 2012a,b). According to Haar analysis the variation of X parameter fluctuations ΔX with scale Δt can be defined using the â€Å"generalized† qth order structure function Sq(Δt) = ÃŽ §(Δt)q >, where the symbol stands for ensemble averaging. In a scaling regime, Sq(Δt) ≈ ΔtÃŽ ¾(q), where the exponent ÃŽ ¾(q)= qH K(q) and K(q) indicates the scaling intermittency (satisfying K(1) = 0). 3. Discussion and results Varotsos et al. (2013a) studying the high-resolution observations of SIF reaching the ground and the top of the atmosphere, suggested that SIF versus ultraviolet WL exhibit 1/fà ¯Ã¢â€š ¬Ã‚ ­type power-law correlations. This result was derived by applying the DFA method on the SIF dataset obtained from the Villard St. Pancrace station of the Lille University of Sciences and Technology and was based on the slope (i.e., 1.02 ±0.02) of the log – log plot of the root mean square fluctuation function of SIF versus the WL segment size Ï„. In order to further establish the power-law scaling mentioned before, Varotsos et al. (2013b) employed the two criteria suggested by Maraun et al. (2004), notably the rejection of the exponential decay of the autocorrelation function and the constancy of â€Å"local slopes† in a certain range towards the low frequencies. The results showed that the power-law fit on the power spectral density (of the detrended SIF-WL versus logÏ„) was much better than exponential one, for scales higher than Ï„ ≈ 1.4 nm, while the method of local slopes exhibited â€Å"constancy† with constant threshold (a ≈ 0.92) at the same range, Ï„ > 1.4 nm. Therefore, the two criteria of Maraum et al. (2004) were satisfied ensuring the 1/fà ¯Ã¢â€š ¬Ã‚ ­type power-law correlations in SIF versus WL suggested by Varotsos et al. (2013a). In the present study, the scaling dynamics of a wider spectrum of SIF-WL data set was studied, for wavelengths between 115.5 and 629.5nm. Firstly, DFA-n seemed to can take care of the trends revealing a DFA-exponent close to unity (after DFA-2), as shown in Fig. 1b. In the following we plotted the power spectral density (using FFT) of the linearly detrended SIF data set. The derived power spectral density showed that the power-law fitting gives coefficient of determination, R2, higher than the exponential one (see Fig. 2a). This was confirmed by F-test, at 95% confidence level. From the other hand, the DFA-1 exponent was 1.24, while by applying the multiple DFA on the linearly detrended SIF data, the derived exponents ranged from 0.94 to 1. Similar results were derived when we repeated the above mentioned analysis for the polynomially (of 6th degree) detrended SIF data set. The derived power spectral density was, once more, better fitted algebraically than exponentially (a result which was confirmed by F-test, at 95% confidence level), while the linearly DFA-exponent was 1.01 (see Fig.2b). In other words, it seemed that no detrending is needed for the studied data set. Next, to resume our results we analysed the initial SIF-WL data set by using Haar analysis (Lovejoy and Schertzer, 2012a,b). According to Haar analysis, as also mentioned in the Section 2, the variation of SIF fluctuations versus wavelength Ï„ can be defined using the â€Å"generalized† qth order structure function Sq(Ï„) = RF(Ï„)q >, for which it holds that in a scaling regime Sq(Ï„) ≈ Ï„Î ¾(q), where the exponent ÃŽ ¾(q)= qH K(q) and K(q) illustrates the scaling intermittency (satisfying K(1) = 0 and ÃŽ ¾(1) = H). Fig. 3b shows that the intermittency of SIF data set is very high (C1=0.20), hence the RMS exponent = ÃŽ ¾(2)/2=0.60 is quite different from the q=1 exponent (H) and the data are far from Gaussian. In the classical quasi-Gaussian case, K(q) = 0 so that ÃŽ ¾(q) is linear. More generally, if the field is intermittent – for example if it is the result of a multifractal process – then the exponent K(q) is generally non linear and co nvex and characterizes the intermittency. The physical significance of H is thus that it determines the rate at which mean fluctuations grow (H > 0) or decrease (H Ï„. According to Fig. 3a,b, the exponent ÃŽ ¾(2) of the structure function equals to zero (at scales below 10 nm), a fact which means that the power spectrum exponent ÃŽ ²=1+ÃŽ ¾(2) equals to 1 (1/f structure). On the other hand, at larger scales, the exponents ÃŽ ¾(2) and ÃŽ ² seem to equal to 1.2 and 2.2, respectively. To clarify this aspect, we calculated the power spectrum for the initial SIF-WL data set, using the MEM. Then, we plotted in Fig. 4a the power spectral density versus frequency and we compared these results with 1/f and 1/f2.2 structure, following the exponent ÃŽ ¾(2)= 1.2 shown in Fig. 3. Interestingly, the results lied in between these two lines. Furthermore, we calculated the power spectrum for the initial as well as for the polynomially (of 6th and 7th degree) detrended SIF data set, using again the MEM. We plotted in Fig. 4b the power spectral density versus WL and the corresponding algebraically fitting in the range from 10 to 100 nm. In the latter fitting we found exponent very close to unity. However, Varotsos et al. (2013a) tried to formulate the above-shown finding, i.e., that the solar spectral irradiance obeys 1/f power-law as a function of UV wavelength, using the well-known Plancks law: which, in the limit of small wavelengths tends to the Wien approximation: , where I(Ï„,ÃŽ ¤) is the amount of energy emitted at a wavelength Ï„ per unit surface area per unit time per unit solid angle per unit wavelength, T is the temperature of the black body, h is Plancks constant, c is the speed of light, and k is Boltzmanns constant. By applying the DFA method on the various values of I(Ï„,ÃŽ ¤) Varotsos et al. (2013a) showed that the calculated I(Ï„,ÃŽ ¤) values do not obey the 1/fà ¯Ã¢â€š ¬Ã‚ ­type scaling. In an effort to clarify this aspect, we firstly applied on the initial SIF data set a fitting that was based on the Planck formula: Planck(Ï„)= and the derived exponents were a1 = 6799.86 ± 45.39(0.6674%) and b1= 2754.38  ± 15.85 (0.5755%) (see Fig. 5). Next, we applied the formula: p(Ï„)= which releases the exponent in front of the Bose-Einstein distribution giving a possible explanation for the different distribution of photons. The derived exponents were a= 3250.17  ± 90.65 (2.79%), b= 4456.26  ± 121.3 (2.72%) and c= 8.81914  ± 0.2589 (2.94%). Our last step was to use the Planck formula taking into account the effective temperature obtained from NASA. However, since hc = 1.986à ¯Ã†â€™-10-25 Jm and k = 1.38à ¯Ã†â€™-10-23 J/K, the Planck formula gives ÃŽ ¤sun = 5224.3 K while the p(Ï„) formula gives ÃŽ ¤sun = 3229.5 K. Furthermore, the Wien displacement law: Ï„max à ¯Ã†â€™-T = b, where Ï„max = 450 nm is the peak wavelength and b = 2.898à ¯Ã†â€™-10−3mK is a constant of proportionality called Wiens displacement constant, gives ÃŽ ¤sun = 6440K. The analysis based on Planck and Wien laws gives ÃŽ ¤sun = (5224 + 6440) / 2 K = 5832 K which is less than 1% from the effective temperature obtained from NASA. Finally, the application of DFA method on the detrended SIF data, eliminating the fitting of Planck, p(Ï„) and Plank(Ï„, Tef) formula, gave again DFA-exponents very close to 1 (ranging from 1.01 to 1.08) as shown in Fig. 6. All the previous discussion indicates that the 1/f scaling dynamics observed in solar flux concerns not the Planck’s law but its variations. 4. Conclusions The main conclusions of the present survey were: DFA-n applied on the initial SIF data set revealed DFA-exponents very close to unity (after DFA-2). Power spectral density for the linearly detrended SIF data set showed that the power-law fitting gives coefficient of determination, R2, higher than the exponential one, while DFA-1 exponent was 1.24 and DFA-n exponents ranged from 0.94 to 1. Similar results were extracted when we repeated the above mentioned analysis for the polynomially (of 6th degree) detrended SIF data set and it seemed that no detrending is needed for the studied data set. To resume our results we analysed the initial SIF-WL data set by using Haar analysis. As ÃŽ ¹t was derived, the intermittency of SIF data set was very high and the data were far from Gaussian. At scales below 10 nm, the power spectrum exponent ÃŽ ² was almost 1 (1/f structure), while at larger scales, the exponents ÃŽ ¾(2) and ÃŽ ² seemed to equal to 1.2 and 2.2, respectively. The results of the power spectral density for the initial SIF-WL data set (using the MEM) versus frequency seemed to lie in between 1/f and 1/f2.2 structure. The power spectral density versus WL for the initial as well as for the polynomially (of 6th and 7th degree) detrended SIF data set (using again the MEM) revealed also exponent very close to unity. Eliminating the fitting of three different types of Planck formula from SIF data set, scaling exponents very close to unity were derived Finally, the 1/f scaling dynamics observed in solar flux concerns not the Planck’s law but its variations.