Science blessing essays

Science blessing essays In the early stages of civilization, man used to be scared of the natural forces like thunder, storm and lightning. He used to worship every object of nature like sky, earth, trees, air, sun and moon and even animals were worshipped. It was because man could not understand the natural phenomena1. He was, dependent on nature. Today, man has increased his knowledge and so has his power. The moon and other objects no longer fills man with fear. The earth has few secrets that are not known to man till date. How this tremendous change has come about? Scientific studies have revolutionized everything. Electricity is one of the many gifts of scientific invention. All one has to do is to press a button and the room gets brightened up, the fans give refreshing air, an air conditioner turns the room into a hill resort. Various kinds of machines are run by electricity: room-heaters, ovens cooking ranges and several other household appliances. Big industrial units and factories which produce countless things of our daily use are run on electricity. Advancement in the field of medical sciences has reduced the rate of mortality. Today, many diseases like cholera, small-pox and even tuberculosis are easily curable with the help of medicines. Surgery can remove tumors and set the human body right is many other ways. Discovery of antibiotics has made the cure of infectious diseases very easy. Open heart surgery and treatment of even cancer have become a possibility. Immunity against certain diseases like plague, cholera and small-pox can be ensured with the help of vaccination. Atomic energy is being used to cure diseases like cancer; radio-active isotopes are increasingly used for this purpose. Today, we are on the verge of cloning of different species. Traveling has become fast, safe and comfortable. Long distances can be covered by aero planes, and fast moving trains, cars, buses, trams and scooters have ...

Polyamory

Polyamory Polyamory Polyamory By Maeve Maddox I learn a great many new words as I cruise the Web collecting examples of usage for my posts. This week I learned polyamory: polyamory: the fact of having simultaneous close emotional relationships with two or more other individuals, viewed as an alternative to monogamy, especially in regard to matters of sexual fidelity; the custom or practice of engaging in multiple sexual relationships with the knowledge and consent of all partners concerned. The adjective is polyamorous. An article in The Atlantic describes the living conditions of three people who practice polyamory: All three live there together, but they aren’t roommates- they’re lovers. Or rather, Jonica and Michael are. And Sarah and Michael are. And so are Sarah and whomever she happens to bring home some weekends. And Michael and whomever he might be courting. They’re polyamorous. According to the Atlantic article, Polyamorous people still face plenty of stigmas, but some studies suggest they handle certain relationship challenges better than monogamous people do. This new demographic has already acquired a shortened form in headlines: Poly demographic survey in the  UK What Do Polys Want?: An Overview of the 2012 Loving More Survey Academic papers are being written on the polyamorous life style: Not Monogamous? Not a Problem: A Quantitative Analysis of the Prevalence of Polyamory    The words polyamory and polyamorous show up on the Ngram Viewer in the 1980s, rising precipitately in the 1990s. Here are some more familiar terms used to describe various types of sexual relationship that differ from monogamy: polyandry polygamy bigamy extramarital sex adultery infidelity cuckoldry fornication Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:20 Words with More Than One SpellingPeople versus PersonsCharles's Pen and Jesus' Name

The Grammar of Hip-hop Essay Example | Topics and Well Written Essays - 1250 words

The Grammar of Hip-hop - Essay Example The hip-hop dance had become very famous among American boys and was making roots in the minds of European youngsters. The years 1983 and 1984 saw a change in the outlook of teen agers and pre-teenagers of European countries. The reason behind could be youngsters’ desire to show their masculinity, which was not coming out in the absence of traditional repertoires of western societies. It allowed them to show off their physical prowess and masculine attitude through hip-hop dance forms. Popping and break-dance became very popular at the end of 70s. It was an obsession with pre-teen and teen age children particularly boys , as â€Å"popping† and â€Å"breaking† provided a medium to exhibit their hidden energy, aggression and masculinity. Hip-hop spread from America to European countries, which was electric in itself in attaining all the paraphern anguage high school based in southwestern Ontario, Canada glimpses the lives of a group of continental Francophone Afric an youths along with their social identity. Not only their refugee status mattered to them but also their experiences on gender and race played alia like â€Å"right† music, clothes – was well supported by mass media and guest appearances from America. One can see the repetition of this hip-hop cultural identity in the body language of ethnic groups – their subjectivities and wants in semiological languages: dress code, body, architecture and photography. A research in an urban, French l an important part in how they identified with the society.

The Everyday Sociologist Essay Example | Topics and Well Written Essays - 1750 words

The Everyday Sociologist - Essay Example We attach ourselves to groups, we form partnerships and relationships, and we conform when necessary and violate the norms when the norms don't fit. We work to fit into a society and work to make society fit our needs. We struggle and we accommodate, as we become better sociologists in our efforts to cope with our everyday sociology. As I put on my clothes in the morning, it may be viewed as selecting the correct uniform. I want to assure that my clothes are appropriate for the day's activities. I want to belong to the group that I will spend the day with and clothing is a first impression that can include or exclude me from the group. This isn't a judgment I make based on any scientific research. It comes from the experience I have. Since I'll be working in the office today, I want to be sure to wear something conservative. I want to let my coworkers know that I am a part of the business community and not a maverick or a rebel. My heart may not be totally into the job of customer service representative, but my clothes will say otherwise. I will conform to the accepted dress code and in doing so, I will portray a sense of confidence and instill a sense of belonging. Yet, as King states, "Repression and unhappiness springing from conformity and suburban life are conveyed by ''gray flannel suit''" (King 3). I am c onflicted by the desire to belong and the steps I need to compromise to become a member. In my job as a customer service representative, I am required to interact with several groups. As groups, each one has its own definition of acceptable behavior. The informal language I use with my co-workers may not be acceptable in a meeting. The group of coworkers makes their own rules and folkways, but is always aware of the need to stay within company guidelines. The strict rules that govern our interaction with customers are formal norms, complete with written instructions and penalties for violations. Yet, the behavior we exhibit in all these different settings and groups comes naturally and is quickly learned. As Eliasoph and Lichterman observed, "Everyday experience makes the concept of group style intuitively plausible". The group sets the norms and as part of the group the norms are learned. When I was hired at this job, I was apprehensive due to my age. I expected that being an older person, the business world might want younger and more energetic workers. I anticipated age discrimination during my interview and was prepared to hear excuses and rejections. However, I was not prepared for the institutional discrimination I was met with at one company. While applying for a job as a telephone representative, the company informed me of their policy that employees need to be able to lift 50 pounds. The job description did not require any lifting, but the company had systematically eliminated a large portion of its available labor pool. Older people were disqualified, as were many females and handicapped persons. I did however, finally land a job with a good and more socially aware company. During my first week of training, I was surprised to see that the company hired almost exclusively women. I wondered if the company was practicing gender bias, or was it merely my selection of working in a natural gender specific occupation. It required a pleasant

“The Time Machine” by H.G. Wells Essay Example for Free

â€Å"The Time Machine† by H.G. Wells Essay In â€Å"The Time Machine† by H.G. Wells, the Time Traveler confronts a future that has apparently developed into a communist utopia, a belief system that Wells, a socialist, might well have supported.   The Traveler’s immediate reaction to the Eloi and his initial assumption that society has devolved into a classless cooperative reveals Wells’ bias towards a classless society. He also depicts the future as a beautiful, fruit-filled land instead of the dirty, smog-ridden reality that was Victorian era London. It is clear even in the opening chapters of the novel, that the Time Traveler shares many of Wells’ own biases and belief systems.   Though he believes that the Eloi have â€Å"devolved† due to the fact that they no longer need to work or improve their minds, the Time Traveler believes that this society is better than the one he came from where the poor were routinely mistreated and often malnourished. In many ways, the Time Traveler is the ultimate egalitarian: he believes that an Eloi society where the community works together to find its food and to live as equals is superior to his own society. It is not until the Traveler becomes aware of the presence of the Morlocks that he begins to question his initial impression. The fact that the Morlocks have become cannibalistic, Eloi-herders as a way of life is incredible depressing to the Traveler and he sets about to document these changes. Wells writes eventually that the Traveler is wrong in his theory about how the Morlocks and the Eloi come to be, but never discusses what the real cause of the evolution might be. From a philosophical standpoint, Wells development of the Eloi and Morlocks in his story is a remarkable commentary on his observations regarding the nature of man and how society might evolve. It is clear that in the Traveler’s initial opinion, the Eloi have developed from the upper class, from those who were too soft for manual labor and to enamored of recreational pursuits to challenge their minds. Likewise, the Morlocks are clearly supposed to have developed from the underclass and have resorted to violence and death as their way of life, never evolving to the point of problem solving or higher thought. In these most basic descriptions, Wells reveals his own bias towards the class warfare of Victorian England. Indeed, the Morlocks’ propensity for flesh-eating might well have developed out of the satirical writings of Jonathon Swift and his â€Å"A Modest Proposal.†Ã‚   Though in Swift’s essay it is the rich who eat the poor as a form of population control,   his commentary on the classes is very clearly echoed in â€Å"The Time Machine.†Ã‚   Both men argue effectively that class differences in the British Isles will likely lead to one class eating the other. By the subtle change from Swift’s â€Å"Proposal† to Wells’ Morlocks, we find that Wells’ believes it is likely the working class that will become cannabalistic and that the upper class has no redeeming qualities other than the ability to stuff their faces. Another philosophical issue facing the Time Traveler is the impact his travel will have on the world around him. This issue is central to the most recent film adaptation of the movie. In it, the Traveler attempts repeatedly to change the course of time to save his ill-fated fiancà © from certain death.   In both the film and the novel, the Time Traveler is forced to eventually face that he is unable to change the natural progression of time. The most interesting question here is whether he should have attempted to change time in the first place. Having seen the existence of the Eloi and the Morlocks and the eventual destruction of the planet, does the Traveler have any right to unwind, rewind or otherwise twist the fabric of time?   This question is largely unresolved in the novel, as the Traveler simply discovers that if he changes one event in the past, other events adapt to end with the same conclusion. The other question that this demands an answer to is the theory of time itself and of predetermination. If the Traveler is unable to change destiny by changing a specific event and if time adapts so that what is supposed to happen does, in one fashion or another, is there truly any conception of self-determination or is everything predestined. In his novel, Wells’ makes an effective argument for the concept that things happen as they are ordained to happen and man’s impact on them is infinitesimal. He argues through the repeated deaths of the Time Traveler’s fiancà © that fate is fate and cannot be changed. The joy of Wells’ novel is that on the surface it is simply a fantastical voyage into a future that might be, but that once one begins to scratch the surface, he finds a commentary on social justice, industrialization and even religion, as some religions argue that man is pre-destined to live his life in a certain manner. By never resolving the issues within the book, Wells allows the reader to determine for themselves whether they believe in predetermination or if they believe the future can be changed. He allows the reader to make his own judgments regarding the   battle between nature and industrialization and he allows the reader to decide how the battle between the classes will end. The novel allows the reader to take as much or as little from it as they desire and as such it is a classic of English literature.

Essay --

HIV: The Unveiling of the Virus Scientists believe HIV originated from a chimpanzee in Western Africa. The best approved theory about the source of HIV is that it is a descendant of a related virus, Simian Immunodeficiency Virus (SIV), which infects monkeys (Perlin, David, and Cohen, Ann, 2002, 79-92). People may have come in contact with HIV from hunting and eating infected animals (Perlin, David, and Cohen, Ann, 2002, 79-92). The earliest known case of infection with HIV in a human was identified in a blood sample collected in 1959 from a man in Democratic Republic of the Congo. Genetic analysis of this blood sample suggested that HIV-1 may have expanded from a single virus in the late 1940s to early 1950s (â€Å"The AIDS Institute.org,† 2011). Background Information In 1982, public health officials began to use the name acquired immunodeficiency syndrome or AIDS, to describe the occurrences of opportunistic infections, Kaposi's sarcoma, and Pneumocystis jirovecii pneumonia in previously healthy people. Formal tracking of AIDS cases also began in the United States In 1982. In 1983, scientists discovered the virus that caused AIDS. The virus was first named HTLV-III/LAV (human T-cell lymphotropic virus type III/lymphadenopathy associated virus) by an international scientific committee. The name for HIV was later changed to Human Immunodeficiency Virus (â€Å"The AIDS Institute.org,† 2011). There are two species of the virus, HIV-1 and HIV-2. The first developed from a Simian Immunodeficiency Virus (SIV) found in chimpanzees, whereas the second came from an SIV in a type of monkey called the sooty mangabey. HIV-1, which is responsible for the majority of AIDS cases worldwide, is divided into three groups—the main group M, the much rarer gro... ...M), predominantly black men, are most seriously affected by HIV. 1,144,500 people over the age of 13 are living with HIV, including 15.8 percent who are unaware. Over the past decade, the number of HIV has risen, while the annual rate of new infections has remained consistent (â€Å"AIDS.gov,† 2012). HIV disease prevails as a serious health issue for parts of the world. Worldwide, there were about 2.5 million new cases of HIV in 2011. Around 34.2 million people are living with HIV around the world. In 2010, there were about 1.8 million deaths in people with AIDS. Nearly 30 million people with AIDS have died worldwide since the epidemic began. Although Sub-Saharan Africa bears the biggest burden of HIV/AIDS, countries such as South and Southeast Asia, Eastern Europe and Central Asia, and parts of Latin America are significantly affected by HIV and AIDS (â€Å"CDC.gov,† 2013).

An Interview Of International Students Education Essay

In order to acquire more precise information and direct consequences, the research was conducted by two chief methodological analysiss, which are interview, and concentrate group. Interview is one of the most effectual and direct manner to analyze the premise made antecedently and compares the consequences with expected 1s. It is besides a manner for participant to acquire involved and speak about their positions and the interviewees are able to discourse their perceptual experience and reading in relation to a given state of affairs. Some argued the interview is non merely concentrated on roll uping informations about life: it is portion of life itself ; its human embeddedness is ineluctable ( Cohen, et al. , 2000 ) . As my research is focused on certain groups of people ‘s life behaviour, therefore interview would be the primary method to be used. Structured interview was considered at first as I thought it would hold more control of the interview and it could be easier to compare all the consequences. However, as the inquiries are instead unfastened, replies are really different from each and during the interview, interviewee would give some reply that may raise another valuable inquiry. The information interviewee are able provide is really more than I thought earlier and it may be better to merely utilize semi structured interview and allow it be more free and that manner I could besides acquire more meritable consequences. Although different inquiries might be used during questioning different pupils, all the inquiries are relevant to the chief research intent. Furthermore, the flexibleness of semi structured interview could overpower the restrictions on statistical analysis that would ensue. And flexibleness in planing and polishing the interview ushers and in put to deathing interviews is perchance the most important key to success in utilizing this method ( Horton, et Al, 2004 ) . Corbetta ( 2003 ) illustrate points like for semi structured interview, within each subject, the interviewer is free to do the conversation as he thinks tantrum, to inquire the inquiries he finds appropriated in the words he considers best, to explicate the inquiries and inquire for elucidation if the reply is non clear and to make his ain manner of conversation. In semi structured interview, a specific hypothesis does non necessitate to be tested needfully by the interviewer ( David & A ; Sutton, 2004 ) . Because the research is seeking to happen out a consequence instead than to turn out a hypothesis, it may be better to follow this type of interview. Ten International pupils from different states were interviewed meanwhile five Chinese pupil were interviewed every bit good. The 15 interviewees claimed they all drink before the interviews officially start. In order to make a relaxed and private ambiance, all the interviews took topographic point in interviewees ‘ room and all of interviewees have their single room in No.11th edifice ( international pupils ‘ abode, No. 12th Building ( postgraduate pupils ‘ abode ) and No. 16th edifice ( Male pupils abode ) . Due to the turning away of mistranslation between Chinese and English, the interviews were conducted wholly in English and the replies were recorded by handwriting drumhead in English every bit good. Some inquiries were added after a few interview were done as comparing the replies between some Chinese pupil interviewees gave and some international pupil interviewees, there will be valuable inquiries emerged. And that could be seen as countries I did non expec t. Semi structured interview gives me chances to examine for thoughts and sentiments of the interviewee. Probing is understood as a manner for the interview to research new waies which were non ab initio thought ( Gray, 2004, p.217 ) . Besides cardinal subjects and sub-questions from interviewee give research worker a sense of order to make inquiries from unplanned brushs ( David & A ; Sutton, 2004, p.87 ) . For illustration, one inquiry was which manner of imbibing do you prefer: the typical Chinese pupil manner of imbibing ( i.e. purchase a bottle and blend it with soft drinks and portion it ) or typical Western pupil manner of imbibing ( i.e. everyone purchase their ain drink ) and why. Most of Chinese pupil and international pupil interviewee answered sooner typical Chinese pupil manner ; nevertheless Chinese pupil interviewee besides claimed they think international pupil by and large would non prefer the typical Chinese pupil manner of imbibing. Consequently a inquiry for inte rnational pupil interviewee â€Å" why do you believe some Chinese pupil claim they think international pupil would non prefer the typical Chinese pupil manner of imbibing † is add up. Furthermore, with the purpose of acquiring more in depth consequences, the model of focal point group were used as 2nd method. A focal point group is a structured group interview. It is an exploratory technique that sets out to happen a scope of sentiments about a peculiar subject ( Hawe et.al. , 1990 ) . Focus groups are particularly effectual for capturing information about societal norms and assortment of sentiment or positions within a population. The population of this research would be two peculiar group- international and Chinese pupils in UNNC. Denzin and Lincoln ( 1994, p.365 ) demonstrate that the term â€Å" concentrate group † could be used to a state of affairs in which the interviewer ask group members really specific inquiries about a subject after comparatively big research has already been completed. Because non everyone will hold the same positions and experiences and due to different in age, gender, entree to resources, and other factors-many different point of view will probably be expressed by participants. Within a survey, focal point groups are typically one method among many that are used to make a complete image of how given issue affects a community of people. Focus groups contributes to this wide apprehension by supplying reasoned informations on societal and cultural norms, the pervasiveness of these norms within the community, and people ‘s sentiment about their ain values. Denzin and Lincoln ( 1994, p.365 ) demonstrate that the term â€Å" concentrate group † could be used to a state of affairs in which the interviewer ask group members really specific inquiries about a subject after comparatively big research has already been completed. Because semi-structured interview had already been done at earlier phase and I want to happen out wider and more in de epness consequence, two focal point groups was formed, and participant were indiscriminately selected, and participants are wholly different from those who took portion in the interview. Harmonizing to Merton et Al, the size of the group should seemingly be determined by tow considerations: it should non be excessively big to manage and non to be excessively little it fails to supply better coverage that an interview with one person. Nevertheless, the figure of participants besides depends on the aims of the research ( Stewart & A ; Shamdasani, 1990 ) . Smaller groups including four to six people can be preferred when the participants have a great trade to portion the subject or hold had adequate experience with the subject that is traveling to be discussed ( Kreuger, 1988, p. 94 ) . Because of deficient clip and I am seeking to cut down cost, besides international pupils and Chinese pupils are both familiar with the research subject and they have their enthusiasm replying the inqui ries, each group consists of five members, of whom the first group with international pupils discusses four inquiries, the 2nd group with all Chinese pupils discoursing the same inquiries. Furthermore, a focal point group should be carefully planned treatment designed to ask perceptual experiences in a defined country of involvement in a permissive, non-threatening environment ( Kreuger, 1988, p. 18 ) . All the inquiries were pre planed and under the way of non being insistent as interview inquiries and the first group treatment took topographic point in a kitchen of international pupils abode, where is regarded like a common room for international pupils and the topographic point they have drinks and socialise. This manner all the participants may experience less intense and more permissive. To do certain the 2nd group participants have a relaxed atmosphere every bit good, the treatment occurred in the juice saloon, a topographic point where Chinese pupils ever like to socialise, l oosen up and holding treatment at that place. The process of the treatments were recorded by tape recording equipment and summarized in word paperss. Ethical motives: Ethical jobs and concerns are portion of mundane pattern of making all sorts of research, particularly in qualitative research. It is argued there are at least two major dimensions of moralss in qualitative research ( Guillemin & A ; Gillam, 2004 ) . The first 1 is â€Å" procedural moralss † that usually involves seeking blessing from a relevant moralss commission to set about research affecting worlds. The 2nd one is â€Å" moralss in pattern † that ethical issues originate in making the research. About the utility in turn toing ethical issues that originate in pattern, professional ethic codifications may be non practical and applicable but merely serve as general guidelines ( Guillemin & A ; Gillam, 2004 ) . Procedural moralss of my research would be evaluated. There are some countries in which ethical jobs face the judge such as keep backing the nature of the rating research from the participant, exposing participants to Acts of the Apostless that would harm them ; invasion of participant ‘s privateness and keep backing benefits from participant and so on ( House, 1993 ) . As for my research, ethic would be examined from the facets of informed consent, confidentiality and privateness. Informed consent in qualitative research is frequently consider unsafe as it indicate that the research worker knows before the event that what it will be in the terminal and its possible effects, nevertheless this is non the instance in qualitative research ( Eisner, 1991 ) . Although as my research is qualitative, I am non able to state the participants what the consequences would be and what effects it would convey, I did informed and explained all the participants the nature of the probe before the interview and concentrate group was initiated. Piccolo & A ; Thomas ( 2008 ) illustrated that the topic should show his/her credence of digesting fraudulence and incommodiousness and the research worker must vouch the safe calabash of confidentiality and the public assistance of the participant. Capable must be made feel that they could discontinue the survey at any clip without any penalty and reverberation. In my instance, all the participants were asked whether if they are willing t o reply the inquiries of their imbibing behaviour and besides give information about their parents ‘ imbibing behaviour as there are inquiries related in the interview. Additionally, they were informed if they feel uncomfortable replying some inquiries they could merely decline to reply it or discontinue the interview or treatment at any minute. Qualitative judges could ever cover with confidentiality by trying procedure and through proficient precautions when the information is analyzed ( Shaw, 2003 ) . The United States National Institution of Heath grants certifications of confidentiality for some probe incorporate private information that may take to stigmatisation or favoritism, information related to utilize of intoxicant, drugs or other habit-forming substances is one of them. Because my research is linked with the use of intoxicant, confidentiality is needed without any uncertainty. In order to do informations drumhead easier, I had asked all of the participants ‘ full name, age and nationality. Their information along with interview responds transcript is traveling to be destroyed after informations analysis is done. The record tape and the paperss that have all the information in would be destroyed and deleted. Interviewees and participants were told their information would be vanished after the research is d one and they gave their information voluntarily. Furthermore, I chose to hold the interviews and concentrate group in participants ain room protected participants ‘ privateness as they were speaking their ain behaviour. Restrictions The restrictions of this survey Begin with me, as a research worker. I am restricted with timing, deficiency of certain cognition and entree. Basically, being an undergraduate pupil, non-professional and missing in assurance due to this being the first research survey could impact what I have to show. One restriction of my research could be related to reflexiveness as semi structured interview is one of the method I used in the research. The interview has been important for deconstructing the production of cognition within research, taking to concerns over how we understand another individual ‘s â€Å" universe position † , however, when it comes to concerns over method or analysis within the academy, reflexiveness is frequently limited to either an analysis of the kineticss between the interviewer and the interviewee or warning of biased caused by temperament of the research worker ( Briggs, 2002 ) . As mentioned earlier, there were some inquiry of the interview were added and modified after a few interview as done, responds of some early interviewee have effects on the coevals of the inquiry. Their replies changed my perceptual experience of some certain country before planing the inquiries and I have to alter and add inquiries in the terminal to acquire more accura te and specific informations. Furthermore, being a Chinese pupil making interview that contains inquiries about other people ‘s position of Chinese pupils ‘ imbibing behaviour, interviewee sometimes may believe twice before replying some inquiries and being conservative non give all the responds they want because my nationality is impacting them. Besides there might be some grade of demand features existed during the interview. A demand characteristicA refers to an experimental artefact where participants form an reading of the experiment ‘s intent and unconsciously change their behaviour consequently. There are some of the inquiry of the interview could be misdirecting the interviewee give replies they anticipant the interviewer would desire. For illustration inquiry No. 17 assumed Chinese pupil would travel to the ideal pupil saloon on a regular basis, this may give them the incorrect thought I want the reply that there would be more interaction between Chinese a nd international pupils if there was of all time a ideal pupil saloon. Other restrictions could non be neglected every bit good. Due to the ground this is my first research, I am a comparatively inexperient interviewer, which may ensue non able to inquire prompt inquiries and some relevant informations might non be gathered. With the method of semi structured interview itself, non merely the informations could be inaccurate, but besides it could hold undependable informations as it is non-standardized and different inquiries were asked for the interview. And the cogency could be questionable as I am non able to happen out if the respondents were lying. Furthermore, sample of my research could be excessively little as I merely interviewed 15 interviewees and the figure of Chinese pupil participants and international pupils participants were non the same, this could make colored consequences. Meanwhile, the usage of focal point group may hold similar defects. Datas could be undependable and cogency should be argued every bit good as the little figure of r espondents bounds generalisation to the wider population. Besides during the procedure of making focal point group interview, there was a group member of international pupils ‘ group being over strong and dominant of the treatment which could do colored consequences. Methodology Participant observation Interview Ethical motives Reflexivity ( include demand features )

The Hovey And Beard Company Case

Most workplaces today are becoming increasingly diverse as people of different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. As a result, the workplace is becoming increasingly multicultural. Some organizations are just now encountering the effects of a diverse workforce, while others are trying to overcome the challenges created by diversity. However, no matter where an organization is in this development, the challenge is to ensure that its workforce's diversity is a source of strength, not one of conflict.Effectively managing this diversity, then, is a critical component of success for today's employer. This is the reason many employers are offered or offer cultural diversity training and conflict management training. Diversity is a business reaction to the fast cultural and sociological events and changes. Differences in personal work style, skills or talents, education, and geographical location are examples of other diversity dimensi ons that make a difference in how we work together as a corporate team. When managed effectively, these differences broaden organizational capability.Management and Diversity Understanding Diversity In order for management to make diversity work, managers must first understand the definition of diversity. Most simply explained, diversity encompasses all of the ways in which individuals are both similar and different. According to Lee Gardenswartz, â€Å"Diversity involves variations in factors we control as well as those over which we have no choice. These factors give us areas of commonality through which we can connect with others and aspects of difference from which we can learn† (p.24).These same factors also represent areas of trouble where conflict may develop. Today, cultural diversity is a business reality. The ability to build bridges between people from different countries, with different ethnic backgrounds, is as important as any other business function. Working in a culturally and ethically diverse organization does not mean eliminating differences in styles and approach, but celebrating those differences and revealing the much strength that diversity brings to an organization.â€Å"Today diversity refers to far more than skin color and gender, it is a broad term used to refer to all kinds of differences, these differences include religious affiliation, age, disability status, military experience, sexual orientation, economic class, educational level, and lifestyle in addition to gender, race, ethnicity, and nationality, (as cited in Bateman & Snell, 2007, p. 398). There is a multitude of ways in which humans are both alike and different. Some of these differences have an impressive effect on our opportunities and experiences, while others have relatively little impact at all.Diversity can be seen as â€Å"four concentric circles,† at the center of which is personality (Gardenswartz 24). Personality is a distinctive aspect that gives each person his or her own particular style. This core aspect pierces all other layers. Beyond the central core of personality are the six internal dimensions of diversity. These are aspects over which people have little or no control. They include gender, age, sexual orientation, ethnicity, physical ability, and race. In addition to internal dimensions, external influences such as social factors and life experiences also have an impact on how people are treated at work.Some examples of these external influences include: where an individual grew up or lives now, whether they are married or have children, how their religious affiliation guides them and the amount and type of education they have. Finally, the fourth layer encompasses organizational influences related to factors such as seniority, the kind of work an individual does, their level within the company, and their work location. All of these layers together form one's own diversity filter.The human resource approach focuses on the relationship between people and the organization, and recognizes that cultural diversity includes every employee. It must be understood that people are the most important resource in an organization. The challenge is to successfully apply skills, insight, energy, and commitment to make an organization better. Another challenge that must be met by many organizations is to design ways for employees to expand their individual comfort zones. Once diversity is accepted as an organizational value, new assumptions about its positive benefits surface.As cultural awareness builds and the culture changes, conflict is viewed as part of the change process. Diversity Related Attitudes. An employee attitude of acceptance of culturally different people is taught to individuals from the time that they are children. For the most part attitudes are learned from other people. Though it is hard to accept that the attitude a group has was invented, one person generally creates this attitude. An individual's attitude tends to be the same as his or her relatives, co-workers, and friends. Attitudes are also learned from people who have high or low prestige.Then once these attitudes have been learned, they are reinforced. The problem is, figuring out how to change an individual's attitude. Management must learn how to change employee attitudes against great resistance. Employees will resist any kind of change if the plans for the changes are not clear. People want to know exactly what is going to happen. Each employee will see different meanings in the proposed changes; they see what they want to see. This means that women and minorities will be seeing job opportunities while white males see reverse discrimination.In order to implement change management needs to learn to recognize the different types of resistance that may occur within the organization and know how to handle the situation. Organizational Barriers to Diversity There are numerous concerns that establish strong b arriers to moving forward with diversity. The cost to implement the necessary changes to be made is one major cause of resistance. Management must be convinced that though the short-term costs may be high, the long-term benefits are worth it. There is a fear of hiring unskilled, uneducated employees.The question to be answered here is whether the investment is too big, will the employees stay and will they be able to do the job? Organizations have been pulled toward affirmative action as a way to make the work force equal, but the perception still exists that any affirmative action candidate is someone chosen merely to fill a position. This person is not hired because she may happen to be the best candidate for the job. Management needs to also be aware of reverse discrimination, because one person's gain can be perceived to be another person's loss.Finally many people do not see the need for diversity. They do not view diversity as a top priority issue and that is why it is managem ent's job to embrace this issue and help employees understand it. If management wants to create a more open and responsive organization, all of these barriers need to be identified, acknowledged, dealt with, and overcome. Embracing Diversity. Embracing diversity is about creating a new organizational framework. Management understands that the way to do this is by creating an inclusive environment at work.Inclusivity implies complete openness, an environment that greets any person who can do the job, regardless of race, age, gender, sexual orientation, religion, ethnicity, or physical ability. In order for organizations to achieve a more open culture they need to welcome and accept employees for their different lifestyles. Every segment of the population needs to be represented in the executive suite. Each group attending a meeting should have ample time to speak and express their views. Groups need to be diversified and discourage slander.Interaction between cultures is a source of knowledge, growth, and progress. Many organizations find that the biggest benefit from a diverse work force is problem solving. When cultures meet, there is increased creativity and all around better results. An organization's ability to make corrections and change directions will determine if they will survive. An inclusive environment accepts people as they are. That doe’s not mean feedback is not given, it merely means that each person is accepted for who he or she is and is valued for the talent they bring to the task at hand.Employees rarely produce their best work when they have to fit into someone else's mold. This will also minimize resistance and maximize commitment. Helping Employees Adjust to Change Commitment to becoming an organization that embraces diversity requires going from a monoculture to a multicultural organization. Expect the changes to be unsettling, the organization is in a transition of what it is and what it is trying to become. Management needs to help employees understand why these changes are as important to not only the company as a whole but also to them as employees.It is also important to set measurable criteria so employees can recognize when a change has been successful. Employees want to know that something better awaits them and it is management's job to show them that by supporting these changes everybody will benefit. Training is necessary for all individuals in an organization especially in the area of how to deal with intercultural conflict. There are changes visible today that were not there several years ago and the same goes for the future of every organization. Teaching New Employees the Ropes New employees will go through five stages when first entering into a new organization.The first stage is rejection and resistance. People instinctively protect themselves against what is new and different. Managers must learn to understand and accept initial rejection and resistance and refrain from pushing employees b eyond their fears. Stage two involves isolation or withdrawal. People have more similarities than differences; therefore, it is important for management to structure opportunities that will bring people together. In the third stage individuals are beginning to assimilate and adjust to the norms of the organization.It is sometimes hard for new employees to recognize what to adapt to. This is the time for management to create a buddy system or a crash course on how things work in this organization. It is in the fourth stage of coexistence that new employees find ways to exist within the dominant culture of the organization without sacrificing themselves. It is important for the company to find a way of portraying the message that it is okay to be different. The fifth and final stage of this process is integration. The new employee is no longer the odd person out, but a regular member of the team.Here is where management needs to continue to emphasize a need for respect of differences, both organizationally and individually (Gardenswartz 287-288). Celebrating Diversity Managing diversity is an organizational process by which human resources are identified, allocated, and expanded in ways that make them more efficient. Successful diversity initiatives allow an organization to improve its productivity. Another basic objective is to create self-renewing, self-correcting systems of employees who learn to organize themselves in various ways according to the nature of their tasks and their cultural perspectives.In order to be very effective, a diversity initiative must be planned organization wide, and coordinated from the top through planned activities and interventions. It must be understood that working with culturally different people, is not always easy. Nor is it always understood and appreciated by employees. There will be failures. But, managing diversity is good human relations and it is good business. During this time of transition it is important for manager s and supervisors, as well as their subordinates, to remember that progress has been made. Making Diversity WorkDiversity is about acknowledging one's own reactions to differentness and the discomfort it causes. Dealing with diversity is about taking a look at why holidays, practices, values, or languages different from the norm trigger feelings of threat that build walls between people. People who accept themselves are less threatened by those who are different. Every change has both positives and negatives attached to it. If employees do not get beyond their fears, they will not get beyond the resistance to change, and diversity efforts will continue to be spoiled.All people have patterns of behavior that have become involuntary and routine over the years. Confronting diversity shakes up these habits because many old behaviors no longer work in the new organizational environment. People need to go beyond ethnocentrism and recognize and accept individuals for their differences. It is important to emphasize the similarities we share in order to create a pleasant work environment. Managers need to remember that values should be demonstrated through actions, not words. It is very easy to say you value diversity but it is another thing to put your words into action (Gardenswartz 520).After all, diversity includes everyone. What do we have to do to create and foster a workplace climate where everyone feels welcomed, valued, and respected? This is a central question in the diversity research I have held. The response centers on becoming more aware that each individual's behavior towards others contributes to the climate or atmosphere. The most common reason offered for why more attention is not paid to these issues is that â€Å"we're too busy. † To implement a successful diversity program, however, these three practices–welcoming, valuing, and respecting–must receive regular and deliberate attention.Welcoming we usually think of welcoming as s omething that happens when an individual first joins an organization. People need to feel welcomed regularly throughout their employment. Almost everyone wants to be recognized by others and to know that their presence is important to the organization. Co-workers feel connected when their presence is acknowledged on a regular basis. It is easy to speak only with certain people, those we consider our friends or those with whom we work most closely. Speaking to those we pass in the hall or as we pass by their desk can help others feel welcome.It is easy to assume that once we've been here awhile, we no longer need to greet each other regularly. In these busy times, how often do leaders in the organization walk through the library speaking to staff? We need to avoid coming to others only to resolve problems, or to request or pass on information. Employees need to know that people in leadership positions are aware of the work of each unit, recognize that people are working hard, and car e about the employees' well-being. Activities where staffs meet and talk outside of their own units is another way to encourage interaction and sharing.Usually such activities are held only once or twice per year; employees often interact only within their immediate department or division most other times. Focusing on how to make others feel welcome can help to address other issues, such as classism (support staff interacting separately from librarians) or cliques (certain people only talking to certain others). Ignoring barriers that create divisions will not enhance efforts to foster a workplace supportive of a diverse staff. Valuing how do co-workers demonstrate that a colleague's contributions are valued?It requires an awareness and knowledge of the roles and responsibilities of others. We must seek examples of work being implemented or services being used. We must take time let individuals or units know that we have noticed and are appreciative of their work. Valuing requires u s to take an interest in others: their activities, work, and progress. We need to act on what we learn by engaging others about their work. We must listen and respond when colleagues share their progress; this includes offer encouragement when we see colleagues experiencing challenges in their efforts.Valuing is demonstrating to others that their presence and contributions are noticed, make a difference, and matter in the organization. Rewards or recognition must have meaning to those to whom it is given. A certificate may be less effective than sharing a break with someone to discuss their work and their contributions; a salary increase may have more impact if someone in a leadership role shares how much the contributions have helped the organization accomplish its goals. Respecting In the context of diversity, respecting is finding ways to demonstrate our regard for the quality of work and the contributions of others.Asking co-worker questions about their work, or offering observa tions about what is most impressive in their project is a good way to show clearly that we respect another's skills and talents. Showing an interest in another's projects, being aware of their personal work goals, or just knowing that a co-worker attended a seminar, all provide opportunities for dialogue and exchange. Supervisors often expect employees to come to their offices or to make appointments to talk about their work; many employees will avoid such meetings because they do not wish to give the appearance of a problem.What employees often are seeking is acknowledgment that their supervisor is aware of their work, and cares enough to ask how things are developing. This means senior administrators may need to talk directly to staff, otherwise they will not know that leadership has noticed or cares. Some administrators send messages through supervisors, when a direct note, phone call, or email would have a much more positive effect on self-esteem and a sense of personal accompli shment.While these three factors–welcoming, valuing, and respecting–must be applied to the entire staff, they are especially important if the organization plans to successfully retain minorities in the workplace. It is challenging to be the only one, or one of few in a minority group. Those in the majority group must make a conscientious effort, on a regular basis, to ensure that minorities are aware and truly believe that their presence and contribution as an employee matters. Workplace diversity is a multi-faceted concept that continues to evolve as more industries move toward a global marketplace.Most people hold the belief that every human being is of equal worth, entitled to the same privileges and opportunities, without regard to race, gender, disability or age. This fundamental belief has led to changes in management practices primarily relating to the recruitment, training and retention of employees who reflect the changing face of the American workforce. In or der to understand the necessities and benefits of managing workplace diversification, the concept must be fully explored. What is diversity? Can it really be managed?In the broadest sense, the management of diversity is a business's reaction to rapid cultural and sociological changes. Internally, diversity management means providing a climate where all employees feel that they are valued by and contributing to an organization. Externally, it means that organizations are flexible and astute about changes occurring in world markets. The hard truth, however, is that inequalities exist for employees within organizations due to stereotyping and preconceived ideas about a person based on race, gender, religious or cultural origins, age, physical ormental limitations, and more. Racism, sexism, homophobia, etc. cannot be managed away. It is precisely these beliefs and perceptions that necessitate managing diversity at all. Managing diversity is not affirmative action. Affirmative action and the language of equal opportunity came as a political response to the social outcry over the racial and social injustices that limited equal access to the workplace. One of the problems with affirmative action is that it began to be perceived as a public relations scheme more concerned about quotas than about individuals.Managing diversity strives to ensure that when an individual is hired, they should be able to trust that they have been chosen because of their unique qualifications, not because of gender or ethnicity. We have moved from a use of words like fairness, inequality, and injustice toward terms such as ethnic diversity, political correctness, and cultural consciousness. Have we changed our perceptions of the problems of workplace inequality or just the way we describe it? Diversity consciousness cannot be simply mandated into a system, integrated into a corporate culture, or prompted by financial incentives.It is reflective of an attitude that organizations and their st affs must adopt that allows them to change their basic concepts about workers and converts â€Å"them† into â€Å"us†. In addition, Multiculturalism is the Work Place In this millennium, diversity in society has increased rapidly; however it is the belief of many people that some aspects of the work place are still struggling when asked to look into this issue. On the other hand, there are many organizations beginning to accept and value the importance of diversity.I believe both employers and employees should reflect on diversity of cultural prospective, age, gender, ethnic background, and levels of education. Every company should focus on diversity development due to an increasing minority and immigrant population that is positioning itself to assume the roles of the traditional workforce. As the demographic shift accelerates, race relations will continue to grow in importance. Bearing in mind, the inclusion of a more ethnically diverse staff requires a new workforce philosophy.It is my belief that every organization should be held accountable for not focusing on a diversified labor force and not taking advantage of the strength that come as a result of a diversified labor force. In order to obtain effective results one should understand what diversity is, and how it affects the mechanic of an organization. Once this is established, the next step would be to learn how to manage diversity in the workplace and what kind of environment managers would have to create in their company to educate employees about cultural diversity.Diversity in the work place is perhaps the most important issue we need to address because ignoring it can have lasting effects on the success of businesses. Research suggests, the key to successfully building a diverse, high-quality workforce for tomorrow begins with a strong leadership commitment and knowledge of where industries stand today. Ensuring strong commitment to a diversity program is essential. This includes the critical components of top-level leadership support and the commitment of necessary resources to make new initiatives a reality.A successful diversity program needs a close continuing partnership between human resources and Equal Employment Opportunity (EEO). Companies should focus on communication strategies and diversity training for managers, supervisors, and employees. Companies should provide training to all staff and mangers about practical ways to make a diverse workforce for the entire company. This may include such subjects as the value of understanding differences and cross-cultural communication.They might also provide cultural awareness, the ability to initiate and manage cultural change within the organization to impact organizational effectiveness. Companies could also sponsor special observances to help educate the general workforce about the contributions of diverse work groups and/or help eliminate some of the stereotypes that serve as impediments to full employmen t value. This will allow groups to value cultural diversity and other differences; fostering an environment in which people that is culturally diverse can work together in achieving organizational goals.Other perspectives showed Therefore, the organization can benefit itself by understanding what cultural diversity is, why it matters, and how to effectively manage your businesses diversity. I strongly believe that diversity works. I speak in those terms as I experience the beauty of diversity daily. Diversity is the new culture of today's society. Not only do you get to work to achieve company goals, but you also gain knowledge about other cultures. You begin to understand, value, and respect what is different about yourself from others.Cultural diversity should matter to everyone personally and professionally. Companies should focus on both sides. Society should be able to understand that the impact that diversity has on a company and the global market is highly important. Society should learn what is in it for them as an employee as well as for the company as a whole. Diversity is beneficial in always and simply makes sense. For our businesses and communities do not survive, but thrive on the differences in cultures. Our communities are rich with resources. When segments are respected and utilized, it benefits us all.

Free Essays on GATE Education Programs

Started in the 1970’s, America’s Gifted & Talented programs have been used to enhance the curriculum of students included in either category in order to challenge and strengthen their unique abilities. These students are usually provided a separate class with specialized lessons in all areas and a teacher whom many times holds a special degree, credential, or certificate in gifted education. It is important that the teacher empathize with these students, and understand what the students must sometimes face as "above average" members of their school. One of the earliest programs for gifted and talented students was set up in 1974, at The Old Donation Center, in Virginia Beach. Students scoring within the top 3% of students on an assessment test are referred here to be further challenged. These students are considered gifted and have special teachers and classes to promote development of their talents and minds. Programs like this began to pop up around the nation in the 70’s; however, gifted students were looked down upon by teachers, parents, and peers. Many people considered them to be "freaks" because they were different. They didn’t understand the implications of the terms "gifted" and "talented". Most people simply expected gifted students to act more mature or to be geniuses, even though gifted students are the same as other children in their needs as human beings. Some gifted students were forced to grow up too fast and some simply ignored the fact that they were smarter than others, thus, they were lost in the shuffle. The irony of it all is that gifted-ness seems to run in families and the children of these repressed gifted students are, themselves, gifted. But what exactly is a "gifted" student? Students (elementary & secondary) are given a repertoire of tests. These tests check IQ, psychomotor ability, specific academ... Free Essays on GATE Education Programs Free Essays on GATE Education Programs Started in the 1970’s, America’s Gifted & Talented programs have been used to enhance the curriculum of students included in either category in order to challenge and strengthen their unique abilities. These students are usually provided a separate class with specialized lessons in all areas and a teacher whom many times holds a special degree, credential, or certificate in gifted education. It is important that the teacher empathize with these students, and understand what the students must sometimes face as "above average" members of their school. One of the earliest programs for gifted and talented students was set up in 1974, at The Old Donation Center, in Virginia Beach. Students scoring within the top 3% of students on an assessment test are referred here to be further challenged. These students are considered gifted and have special teachers and classes to promote development of their talents and minds. Programs like this began to pop up around the nation in the 70’s; however, gifted students were looked down upon by teachers, parents, and peers. Many people considered them to be "freaks" because they were different. They didn’t understand the implications of the terms "gifted" and "talented". Most people simply expected gifted students to act more mature or to be geniuses, even though gifted students are the same as other children in their needs as human beings. Some gifted students were forced to grow up too fast and some simply ignored the fact that they were smarter than others, thus, they were lost in the shuffle. The irony of it all is that gifted-ness seems to run in families and the children of these repressed gifted students are, themselves, gifted. But what exactly is a "gifted" student? Students (elementary & secondary) are given a repertoire of tests. These tests check IQ, psychomotor ability, specific academ...

Mole Relations in Balanced Equations Example Problems

Mole Relations in Balanced Equations Example Problems These are worked chemistry problems showing how to calculate the number of moles of reactants or products in a balanced chemical equation. Mole Relations Problem #1 Determine the number of moles of N2O4 needed to react completely with 3.62 mol of N2H4 for the reaction 2 N2H4(l) N2O4(l) → 3 N2(g) 4 H2O(l). How to Solve the Problem The first step is to check to see that the chemical equation is balanced. Make sure the number of atoms of each element are the same on both sides of the equation. Remember to multiply the coefficient by all atoms following it. The coefficient is the number in front of a chemical formula. Multiply each subscript only by the atom right before it. The subscripts are the lower numbers found immediately following an atom. Once you verify the equation is balanced, you can establish the relationship between the number of moles of reactants and products. Find the relation between moles of N2H4 and N2O4 by using the coefficients of the balanced equation: 2 mol N2H4 is proportional to 1 mol N2O4 Therefore, the conversion factor is 1 mol N2O4/2 mol N2H4: moles N2O4 3.62 mol N2H4 x 1 mol N2O4/2 mol N2H4 moles N2O4 1.81 mol N2O4 Answer 1.81 mol N2O4 Mole Relations Problem #2 Determine the number of moles of N2 produced for the reaction 2 N2H4(l) N2O4(l) → 3 N2(g) 4 H2O(l) when the reaction begins with 1.24 moles of N2H4. Solution This chemical equation is balanced, so the molar ratio of reactants and products may be used. Find the relation between moles of N2H4 and N2 by using the coefficients of the balanced equation: 2 mol N2H4 is proportional to 3 mol N2 In this case, we want to go from moles of N2H4 to moles of N2, so the conversion factor is 3 mol N2/2 mol N2H4: moles N2 1.24 mol N2H4 x 3 mol N2/2 mol N2H4 moles N2 1.86 mol N2O4 Answer 1.86 mol N2 Tips for Success The keys to getting the correct answer are: Make sure the chemical equation is balanced.Use the coefficients in front of compounds to get molar ratios.Check to make sure you use the appropriate number of significant figures for atomic masses and report mass using the correct number of figures.

Counseling Psychology - Proxemics and Haptics and the Impact of Essay

Counseling Psychology - Proxemics and Haptics and the Impact of Culture and Ethnicity - Essay Example Smiling, and, rocking and nodding heads are the two common aspects of interpersonal communication prevalent in this culture. Both these gestures help to create a friendly, warm atmosphere, formal enough to be suitable for any common interpersonal communication situation. Also, there are certain proxemic and haptic rules embedded in the unconscious mind of an Indian, which differ, based on gender as well as age. Respecting the elderly is a part of Indian culture. Keeping a ‘decent’ physical distance from women is also part of this culture. Hargie (p.344) has observed that â€Å"Indian culture places a very high value on acceptance, self-suppression and concern for the feelings of others.† In India, touch between a man and a woman who are not married is most often highly improper. Same sex touching is common among Muslims whereas this is not so common among Hindus (Krueger, 2008, p.6). But in this culture, even a mother will not usually embrace her adult son. And pu blic display of affection (PDA) is very minimal.

Bowmore Islay Single Malt Scotch Case Study Example | Topics and Well Written Essays - 3000 words

Bowmore Islay Single Malt Scotch - Case Study Example This distillery is famed for its single malt scotch whiskey. Rather than marketing a blended scotch whiskey, Bowmore prides itself in marketing the best aged and single brandy whiskies. Their brand Bowmore Islay Single Malt Scotch is wildly famous not only in the united kingdom but also in other parts of the world like Japan and china. The success of this brand can be attributed to the marketing strategies that had been adopted by the marketers of this distillery. One of them is creating a brand that is unique in quality. This means that the scotch is priced highly and this sets it apart from other run-of-the-mill scotches. The marketers have long realised that sophisticated consumers are looking for the expensive scotch and not necessarily the best scotch. As such, when a brand is able to combine expensive and good, it is bound to succeed. This is what Bowmore Distillery has done; they have produced a very expensive and a very good scotch whiskey. This report is a culmination of a market research that was carried on Bowmore Islay Single Malt Scotch. It was commissioned by Bowmore Distilleries and conducted by this research outsourcing company. The major aim was to analyse the domestic and international markets of this brand. The aim of this research was to determine how these trends in the domestic and international markets may affect sales of the product. ... 1) definition of the problem of the study 2) methodology for the research 3) presentation of the findings of the research a). an analysis of the domestic market b). an analysis of the international market c). competitor analysis at both international and domestic markets d). impacts of the domestic and international market dynamics on sales of the product e). Bowmore use of different market research methods to enter the African market Problem of the Study It has come to the realisation of the marketing department in Bowmore that the domestic sales have dropped below those of the international market. In fact, when the sales accrued from the international market increase at a high rate, those of the domestic market seem to decrease at a very low rate or stagnate at times. The executives of the distillery needed to know where this discrepancy was stemming from. Another impetus for this research was the fact that the marketing department wanted to launch the product into the African market. Kenya, a country in the eastern part of the continent, has been chosen as the entry point into the region. The executives needed to know the different types of marketing research that they can use to make inroads into this market. Methodology of the Research There are various methods that the researcher used to collect information for this study. Liang (2003) opines that the success of any market research lies on the methods that were used to execute it. If the research design was poor, this will be reflected in the findings of the research and vise versa. The accuracy of the research is of paramount importance given that the policy makers rely on the findings and recommendations to make their decisions. As such, if they are presented with a