Power, Propoganda In Communist China Essays - Chinese Communists

Power, Propoganda In Communist China Essays - Chinese Communists Power, Propoganda in Communist China Propaganda in China during the Cultural Revolution took on many forms; there were mass Red Guard demonstrations in Tianamen Square in support of Mao Zedong, pictures of Mao were put up in every conceivable location from restaurants to the wallpaper in nurseries, and pamphlets and books of Mao's teachings were distributed to every Chinese citizen. One of these propaganda publications Quotations from Chairman Mao which later became known as the Little Red Book contained quotes from Mao Zedong and was distributed to every Chinese citizen. The history of the Red Book provides one of the best ways in which to analyze Chinese propaganda during the Cultural Revolution and see the ways in which the Chinese government was able to produce and effectively indoctrinate the Chinese people with Mao Zedong Thought. Official Chinese magazines from the period of 1967 to 1970 are filled with many pictures of citizens holding, reading, and memorizing the Red Book. This proposal will trace the rise and fall of images of the Red Book in the official Chinese publication China Reconstructs. This proposal will use a graphical analysis of pictures in this publication from 1966 to 1973 to show that propaganda was not just a tool of the Communist party but also a reflection of internal power struggles within the party during the Cultural Revolution. The Red Book was written several years before it became the object of national adoration and a tool for the Cultivation of Mao's personality Cult. The history of the Red Book and its meteoric rise from a hand book for military recruits to compulsory reading for all Chinese citizens, is closely tied to its developer Lin Biao's rise to power. Lin Biao was born in 1907 and was fourteen years younger then Mao; he joined the communist party in 1925 and until the communists captured control of China was at various times in charge of resiezce forces, and armies of communist soldiers. When the communists took control in 1949 Lin Biao was behind Mao Zedong, Liu Shaoqi, Zhou Enlai, Chen Yun, and Deng Xiaoping in rank (Yan and Gao, 1996: 179). But eighteen years later during the height of the Cultural Revolution Lin Biao by winning favor with Mao by publishing and championing the Red Book and the Cult of Mao became second only to the Chairman in power and position (Ming-Le, 1983: 80). In 1959 Peng Dehua was dismissed as minister of defense and Lin Biao was appointed in his place. At an armed forces meeting for high cadres during September of that year Lin Biao, energetically started promoting the Cult of Mao saying, "Learning the writings of comrade Mao Zedong is the shortcut to learning Marxism-Leninism. Chairman Mao's writings are easy to learn and can be put to use immediately. Diligent work will pay dividends many fold." (Yan and Gao, 1996: 182) His references to "shortcut" and "quick dividends" in his speech went unnoticed at the time as few foresaw the effects of creating a Cult around Mao. But looking back on the Cultural Revolution and Lin Biao, we can see his using the Cult of Mao was indeed a shortcut that produced huge dividends both for himself and for Mao. Mao to the Chinese people was a symbol sovereignty and the construction of socialism; to them praise for Mao was fitting with his symbolic role in society. Starting in 1959 Lin Biao in front of military audiences in order to help buildup support for the Cult of Mao used such phrases as, "the dire necessity of acquiring Mao Zedong's thought," "to study the writings of Mao Zedong with questions in mind is to shoot arrows with target in sight," "we must arm our minds with Mao Zedong's thought" (Yan an Gao, 1996: 181). Lin Biao's goal of building up both himself and the Cult of Mao lead him in September of 1960 to pass a resolution at the meeting of the Military Commission, which called for more political education among the armed forces (Yan and Gao, 1996: 181) "Mao Zedong Thought is the compass for the Chinese people's revolution and socialist construction, the powerful ideological weapon against imperialism, and the powerful ideological weapon against revisionism

Tips Tricks How to Use the Control Panel

Tips Tricks How to Use the Control Panel Tips for Using the Control Panel When logged in, you will see a table with a list of all your orders. If you have a total of more than 8 orders, we will split your orders into pages. There are several columns in the table. Column Date shows the date when the order was placed. Deadline column only shows a deadline for orders that are currently in progress and will display late orders in red color. The Progress column displays the progress of the paper. Not every writer keeps the client notified of the progress, so if you feel like you need to know what is going on, click the Request progress update link from the Actions menu. The Writer column will show writer ID. It is done mainly to help you sort the orders by the writer ID, to have the idea how many of your orders are done by the same writer. In Quick actions column you have access to some quick actions you can perform with an order, without accessing the page for that order. Below you can also see a block that is called One-touch support request. This block will help you send a message for any order you have in progress without opening the corresponding order details page. You can send a message to staff or to the writer. This is useful when you have a quick comment for the writer, or when there is no update on the order and you want to notify staff about it. Click on the corresponding order to access a detailed information and actions page. On this page, you will be able to upload additional instructions, communicate with the writer or staff directly.

Written assignment 3 Essay Example | Topics and Well Written Essays - 250 words

Written assignment 3 - Essay Example b. Longs Peak in Rocky Mountain National Park, is 14,259 feet in elevation. Can you see Cheyenne, Wyoming (about 74 miles away at an elevation of 6,062 feet, so youll have to subtract to get the height to use in the equation) from its summit? Use part a! Explain your answer. (I—your facilitator—used to live pretty close to Longs Peak; I could see it out my office window, and my brother lives in Wyoming. Ive been able to test this by looking for Longs Peak from Cheyenne since being able to see Longs Peak from Cheyenne is equivalent to being able to see Cheyenne from Longs Peak. Ive also climbed Longs Peak, but I didnt look for Cheyenne when I was there. If you do the algebra correctly, you do in fact get the same answer that Ive observed. So, D = 1.32 * = 119.51 miles ïÆ'   this is the distance from the summit that an observer can view to the horizon and 74 miles is within this range, therefore, I would be able to see Cheyenne, Wyoming from the top of Longs

Negotiation plan Essay Example | Topics and Well Written Essays - 1000 words - 1

Negotiation plan - Essay Example (2005), sufficient preparation provide the opportunity to clearly describe the goals, recognition of core issues, understanding of parties involved and to assess the effectiveness of the strategies adopted for the negotiation. It is the successful preparation phase which ensures that delegation moves closer to the success as defined by the objectives of negotiation. Following is the preparation plan for negotiation of a Dairy Company XYZ with the employee union, the number of permanent and full time employees exceeds one hundred and all of them are members of this union. They approached the management with some demands and issues, several meetings were held and many issues were resolved but the parties still have differences on some of the crucial issues. Both the parties are eager to finalize the issues and differences in the upcoming meeting. As the leader of the delegation from the Dairy Company, I propose the following negotiation plan. Most of the issues including pay rates, classification structure, number o annual leaves, daily break for meal etc have been resolved in the previous meetings. Among five issues that require resolution in the next meeting include: The goal of the group is to achieve agreement on the three core issues including the life of the agreement, factors that will serve as basis for the increase in wages and hour’s roster. The union demands that the agreement should be for one year, wages should be increased according to the increase in the inflation and increase in the output from the beginning of the year 2011 to till date and roster hour should be set to 152 hours per four weeks cycle. The goals set by the group are to fix the agreement life for three years; wages should be increased with productivity rather than inflation and increase should be from the start of the agreement while the roaster hour should be flexible and company can change it on a notice of two days as compared to the five days demanded by the Union. The life

Employee Motivational Theories and Concepts Essay Example for Free

Employee Motivational Theories and Concepts Essay Numerous theories on the subject of employee motivation have been developed and published for the better part of this century. While early employers thought of their workers as just another input into the production of goods and services (Lindner, 1998), employees were becoming increasingly dissatisfied with working conditions and malevolent management. As post-war, labor tensions mounted in the 1920s, employers needed to change their approach to employee relations if they were to avoid costly, and sometimes violent, labor strikes. Early motivational theories set the foundation for the development of 20th century concepts, including the move to get â€Å"Googled† and motivational techniques based on business strengths found in the corporate toolbox. Early Motivational Theories George Elton Mayo, an Australian-born psychologist and Harvard Professor, began significant research in 1927 in an attempt to demonstrate that employees, if appropriately motivated, are more productive and can achieve greater return through appropriate human relationship management techniques (Trahair Zaleznik, 2005). This research, referred to as the â€Å"Hawthorne Studies,† found that employees are not only motivated by financial gain, but also by the behavior and attitude of their supervisors. During these studies, the employees responded positively to the mere fact that they were receiving attention from their supervisor as a result of the experiment. In his article, Gordon Marshall (1998) noted that â€Å"the term ‘Hawthorne effect’ is now widely used to refer to the behavior-modifying effects of being the subject of social investigation, regardless of the context of the investigation. More generally, the researchers concluded that supervisory style greatly affected worker productivity† (para. 1) and that â€Å"enhanced productivity therefore depends on management sensitivity to, and manipulation of, the ‘human relations’ of production† (para. 2). This represented a dramatic paradigm shift for employers and theorists alike. Subsequent to the conclusion of the infamous Hawthorne Studies, five primary motivational theories have developed that have increased the understanding of what truly motivates employees. They are Maslow’s need-hierarchy, Hertzberg’s two-factor system, Vroom’s expectancy theory, Adam’s equity theory, and Skinner’s reinforcement theory. Maslow identified that employees, in general, have five primary levels of needs that include psychological (e.g. air, food, shelter), safety (e.g. security, order, stability), belongingness (e.g. love, family, relationships), esteem (e.g. achievement, status, responsibility), and self-actualization (McLeod, 2007). Maslow further noted that, in order to provide motivation, the lower levels would need to be satisfied before one progressed to the higher levels. Hertzberg classified motivation into two, distinct factors. He believed that intrinsic factors (or motivators) produce job satisfaction through achievement and recognition while extrinsic (or hygiene) factors produce dissatisfaction. He identified extrinsic factors to be associated with compensation and perceived job security, or lack thereof. Vroom theorized that demonstrated effort would lead to performance which, in turn, would lead to reward (either positive or negative). The more positive the reward the more highly motivated the employee would be. To the contrary, negative rewards would result in a lesser motivated employee. Adams found that employees want to ensure that there is a sense of fairness and equity between themselves and their co-workers. He believed that equity is achieved when employees are contributing, in terms of input and output, at the same rate. Skinner’s theory was likely the most simplistic, He established that employees will repeat behaviors that lead to positive outcomes and eliminate or minimize behaviors that lead to negative outcomes. He conceived that, if managers positively reinforce desired behavior, it would lead to positive outcomes and that managers should negatively reinforce employee behavior that leads to negative outcomes (Lindner, 1998). James R. Lindner, Professor of Management and Research at Ohio State University, has conducted extensive research on this topic. In his paper â€Å"Understanding Employee Motivation,† he further extrapolated on the five theories, providing a comparative analysis, and offering a summary definition that focuses on the psychological process and â€Å"inner force† associated with the accomplishment of personal and organizational goals (Lindner, 1998). 20th Century Concepts In addition to studying popular theories associated with employee motivation, Lindner (1998) includes the methodology and outcomes of an independent study, conducted at Ohio State University, that sought to rank the importance of ten motivating factors. The results of this study were compelling; with â€Å"interesting work† ranking as number one over other more commonly identified motivators, such as wages and job security. In comparing these results with Maslow’s hierarchy of needs, among others, he found that the results are mixed, with the highest ranked factor (interesting work) being one of self-actualization and contrary to Maslow’s findings (Lindner, 1998). This presents a divergent result that challenges Maslow’s assumption that the lower needs must be satisfied before a person can achieve their potential and self-actualize (McLeod, 2007, para.16). This does not negate Maslow’s work, but rather demonstrates that a natural evolution may have taken place with the modern workforce due to the progression of motivation strategies. This is a credit to the work of early theorists, and a call to arms for those that continue this research. Get Googled But history has yet to definitively answer the question, â€Å"what is the best method(s) to motivate employees?† The imprecise answer continues to be: it depends. Many successful organizations incorporate a variety of programs aimed at motivating their employees, based on their specific population. Google Inc., for example, is leading the way to restructure management so that employees can streamline creative ideas that produce blockbuster new products. They are rewarding employees with perks like onsite swimming pools, allowing employees to bring their pets to work, providing onsite child care, and all the free food employees want (â€Å"How Google Inc. Rewards Its Employees,† 2010, Thinking Leaders, para.1). While this may not be realistic for every organization, there is something to be said about the fact that Google, Inc. is consistently ranked by Fortune magazine as the best place in the U.S. to work. However there are things that a company can do to motivate their employees that are low or no cost and likely already exist in their corporate toolbox. The Corporate Toolbox Most successful organizations pride themselves on their ability to promote their product or service to achieve the desired level of profitability. They develop strategic plans, set production goals and persuade their customers that they are best of the best in their field. They are advertisers and peddlers of wares. So what does this have to do with motivation? Robert Hershey, Director of James E. Rogers College of Law at the University of Arizona and contributing author to the Journal of Managerial Psychology, contends that there is a significant correlation between an organization’s ability to successfully promote their business and thrive at motivating their employees. He notes that â€Å"we do not need one more theory of motivation; we need better insight into the psychology of advertising. We can take some tried-and-true product advertising techniques that have been found to be effective and use them in a human resources and management context. But before we do that, the point must be made that, as a practical matter, our vocabulary and attention require a shift from the motivation jargon of needs, expectancy, two-factor theories, etc., to an emphasis on communications practices, because persuasion requires the transmission of information† (Hershey, 1993). If Hershey is correct, then an emphasis on communication and inclusion would create an environment ripe for employee motivation. One could also argue that, if communication is key, allowing input and empowered decision making is the next logical step to producing a motivated employee. Carolyn Wiley, Professor of Business at Roosevelt University, concurs with this notion and provides the following supporting statements in her article â€Å"Creating an Environment for Employee Motivation†: When employees have an opportunity to provide input, this increases their survival rate and their sense of commitment. In many very small companies, a natural sense of owners hip often develops among the employees. However, as companies grow, feelings of ownership and commitment start to decline. To increase commitment as the organization grows, managers must change how they define who retains control. Shared decision making is essential both to company success and employee survival. Workers generally do not resist their own ideas and decisions. Rather, they are motivated to fulfill them. (Wiley, 1992, para.14) While this may seem threatening to traditional leaders, it should not be viewed as surrendering control. Employees that are empowered through inclusion are ambassadors for organizational success. It is only through mutual success that both the employee and company thrive. It seems so simple, but eludes even the most progressive of companies. Most organizations are more inclined to spend thousands of dollars creating recognition programs, building home office environments, developing bonus structures and hosting employee appreciation events rather than recognizing that most employees are merely looking to be valued. The same attention that motivated the Hawthorne workers applies to the modern employee who just wants to contribute and receive credit for their effort. Conclusion There is certainly compelling evidence to indicate that employee motivation comes in many forms. Whether one places their belief in the theoretical assumptions of a Maslow or Hertzberg, their financial backing in the creation of a Google-esque environment, or capitalize on their organizational strengths to communicate and persuade, there is clear agreement that the ability to successfully motivate employees is essential for corporate success and sustainability. The concept of positive human relation management has finally taken its place at the forefront of organizational strategies and, with it, the evolution of employee motivation. References Trahair, R. Zaleznik, A. (2005). Elton Mayo: The Humanist Temper. New Brunswick, NJ: Transaction Publishers Marshall, G. (1998). A Dictionary of Sociology; Hawthorne Studies. Retrieved from Encyclopedia.com: http://www.encyclopedia.com/doc/1O88-Hawthornestudies.html Lindner, James R. (1998). Journal of Extension; Understanding Employee Motivation. Retrieved from http://www.joe.org/joe/1998june/rb3.php McLeod, S. A. (2007). Simply Psychology; Maslow Hierarchy of Needs. Retrieved from http://www.simplypsychology.org/maslow.html How Google Inc. rewards its employees. (2010). Retrieved from Thinking Leaders website: http://www.thinkingleaders.com/archives/517 Hershey, R. (1993). A practitioner’s view of motivation. Journal of Managerial Psychology, 8(3), 10-10. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest. com/docview/ 215865845?accountid=13998 Wiley, C. (1992). Create an environment for employee motivation. HR Focus, 69(6), 14-14. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest.com/ docview/206781828?ac countid=13998

Angola Millennium Goals Report 2010 Essay -- Goal Analysis

CONTENT 1. Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦3 2. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 3. 2.a. United Nations - Millennium Development Goals Project.......................................4 4. 2.b. Angola †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 5. The first goal †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..5 6. 3.a What is the goal ? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.5 7. 3.b. Angola`s targets †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.5 8. 3.c.Angola`s challenges †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.5 9. 3.d. Will Angola complete the goal †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦..6 10. 4.The sixth goal †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦........................6 11. 4.a.What is the goal ? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦..6 12. 4.b.1. Angola`s target †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦...............................6 13. 4.b.2.Angola`s progress†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦.............................6 14. 4.c. Angola`s challenges †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦.............................7 15. 4.d.WillAngolacompletethegoal †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦...........................7 16. 5.Conclusion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.....................7 17. References list †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..8 1. Abstract There are many regions of Africa involved in war, from the Ivory Coast in the west to sub Saharan Africa. Many of the issues are occur in Africa such as violence, AIDS/HIV diseases, poverty, famine, ethnic or religious conflict, corruption, and economic stagnation .This report analyses two goals from the Millennium Development Goals Project through Angola`s efforts to reach them(United Nation 2010 ). The aim of this paper is to explain the Millennium Development Goals in Angola as an underdeveloped country with a focus on two goals. The first one is reduction of e... ...ewed 17 June 2010 https://www.cia.gov/library/publications/the-world-factbook/geos/ao.html. ‘Litigation Report Corruption in Angola - A Human Rights Violation’, December 2008,pp 1-54 viewed 20 June 2010. . MDG Monitor 2010, ‘Tracking the millennium Development Goals‘, viewed 22 JUNE 2010, ‘National strategy plan on HIV-AIDS’, 2008, pp. 1- 49, viewed 17 June 2010 http://www.womenandaids.net/CMSPages/GetFile.aspx?guid=02a80000-587a../pdf United Nation 2010, ‘The Millennium Development Goals’, viewed 10 June 2010. http://www.un.org/millenniumgoals/. ‘The Millennium Development Goals report’ 2008, United Nation, viewed 10 June 2010. http://www.un.org/millenniumgoals/pdf/The%20Millennium%20Development%20Goals%20Report%202008.pdf.

The Doryphoros

Can you hear it, the mumbles of children everywhere at the just the mention of year around school, while the parents of these kids start to jump for joy. Would a year round school year help not only our nation but Oklahoma’s concerns about school performance? It is this simple question that starts the debate and battle of the school year. Should we or should we not have longer school days or just go for the gold to say and make school a year round institution. There are many who argue for year round school. They believe that more is always better. United States President Barack Obama is among them. The challenges of the new century demands more time in the classroom. † he stated. I for one think that more hours would not only help American but Oklahoma schools as well. We have all been there, coming in from a long summer break when out of the blue a teacher ask the dreaded question, do you remember how to work this problem? I can still see my blank stare at the chalk boa rd wondering who is going to save me. Shorter summer breaks means students are less likely to incur learning loss, and it may decrease the number of students being sent to remedial classes or to tutoring for help.Oklahoma’s kids are falling below average in science and math. We say that some kids just don’t test well, but it is not the case. The long summer breaks mean less time in the class room to keep their heads in the game. Without a long summer break that leaves less young minds in summer school and more time in the classroom and where the action is. School systems that are already year round have an advantage over the other states that are not. This would provide Oklahoma children with the ability to have a more global educational experience.Countries like Japan, China, and Korea already have this system in effect. Their children test higher, have a more developed level of learning, and they graduate College at a higher rate. The average test scores for U. S 4th grader in math was (539), whereas China’s average was well into the (800). They test better due to them retaining the knowledge learned during the year and years before. Students who test lower cost not only time but money to be spent on the longer educational process. We should not look at it as if it should happen but as in when to start.Before you think man is this person crazy, what about all the vacation plans we made during the summer. With the year round school program it will be easier to schedule family vacations and it will give students opportunity to rest their brain more frequently. It will also help cut down the need for these bright minds of our future to need the re-teaching of skills already learned. Allowing teachers to use classroom time more efficiently not only benefits the teachers but the kids as well. They will be learning more and keeping up with the rest of the world.We fail to realize our children are crying out for help. When we have seniors leavi ng high school with only the reading skill of a 5th grader can we say that as citizens of Oklahoma we did our best to help them achieve their best? I for one believe it is time for us to stand up and say no our children need and deserve more. A family with both mother and father working, that leaves who to care for the kids. Child care is expensive costing more during the summer break. Parents who are just making end meat to supply the house hold with enough to just get by would have more room to breathe.Families would be able to save as much as $750 per month. Families struggle pay the bills, put food on the table, and supply kids with clothing, why add another expense on the already tight budget. With all that being said there are some who believe that year round school would be more of a burdened than a source of help. The budget for food and other bills also raise a question with them. They even go to state that budgets and staffing issues simply may not allow for extended schoo l programs to happen. They say that school maintenance, day to day upkeep and the utilities do not justify the means.You may even hear that students who have difficulty with attention, due to disability are not ready to attend longer periods of time and that it will create some disorder in the classroom. Many budgets and staffing issues have been brought forward as well. How are we to pay qualified teachers the competitive way and it is hard to keep them as well. With all this information being said I for still believe that the pros out way the cons. We need to build a better foundation and it all starts in the classroom. Without the proper education our kids will not secede in the world.We as Oklahoma’s should care more about the education we are sending these children out with than the dollar amount. So as we sit down to listen to the children as they are against this we need to ask do they really know what is good for them. As adults and Oklahomans it is our job to ensure the children grow up with the knowledge need to advance in life. Without the proper education we are saying that we as parents, educators, and adults do not care about the education of our next president, teachers, doctors etc. It is time to take a stand and say yes our education system in Oklahoma needs a change and to place it into action. Before you decide look at the statics of all the other countries that go all year round. There are fewer drop outs, more college graduates and higher achievement in life. We all just want our children to be the best they can be and that starts in the classroom. Works Cited CNN. â€Å"Obama wants to overhaul education from ‘cradle to career' – CNN. com. † CNN. com – Breaking News, U. S. , World, Weather, Entertainment & Video News.Kristi Keck, 10 Mar. 2009. Web. 20 Nov. 2012. . â€Å"Fast Facts. † National Center for Education Statistics (NCES) Home Page, a part of the U. S. Department of Education. The National Center for Education Statistics, n. d. Web. 20 Nov. 2012. . Oklahoma. Oklahoma City: Oklahoma State Dept. of Education, 198. Print. Williams, Mary E.. Education: opposing viewpoints. San Diego, Calif. : Greenhaven Press, 2000. Print.