The Cold War Essay - 1029 Words

When one hears the common phrase, â€Å"The only good commie is a dead one,† the Cold War comes to mind. This war, cold because of no direct violence towards each country, was a major contribution to future wartime diplomacy. The clever Americans used many tactics to create a â€Å"cold† war that would benefit them in every aspect. The fear of communism consuming smaller countries exaggerated the possibility that America’s economy could be jeopardized. Politicians also helped guarantee anti-communist principles in the United States. Imitating the government, the media and other political figures helped create a frenzy of fear. The United States was more to blame for the Cold War than the Soviet Union. After World War II, the French, the†¦show more content†¦Ã¢â‚¬Å"According to the domino theory, if the United States declined to fight †¦ , other countries would lose their faith in America’s will (or their fear of American power) and wo uld tumble one after the other like ‘dominoes’ into the Soviet camp† (The American Pageant, 881). This illustrates how the United States wanted to fight to protect their economy, and to globalize it. Communism, an disease in the Soviet Camp, posed an economic threat to the United States because it would take away the globalization of trade. The United States established themselves as the anticommunist patrol through the Truman Doctrine, who combated the spread of communism by influencing and improving the economy of countries who were swaying towards communism. This economic aid was a disguise for America imposing capitalistic values. The United States chose to fight what they saw as a harmful threat, provoking the start of the Cold War. Politicians had an important role in creating half-truths that painted the communists a deeper, and darker red color. This ideology was greatly influenced by the principles outlined by George F. Kennan, a diplomat and Soviet specialist. After much research, Kennan showed that the Soviet Union was prone to expansion. Kennan believed that the United States could prevent the Soviet Union from expanding if they â€Å"contained† them and used force as a last resort (The American Pageant, 869). â€Å"The American overreaction to itsShow MoreRelatedThe War Of The Cold War1644 Words   |  7 PagesThe Cold War was a state of political and military tension stemming from World War II fought primarily between the United States and the Soviet Union. Although the start and end dates of the Cold War are frequently disputed over, it is generally accepted that the conflict started at the conclusion of the Second World War and stemmed from the social climate and lingering tensions in Euro pe and the increasing power struggles between the Soviet Union and the United States. Along with economic separationRead MoreThe War Of The Cold War Essay1525 Words   |  7 PagesOne major war ended and another to begin. The Cold war lasted about 45 years. There were no direct military campaigns between the United States and Soviet Union. However, billions of dollars and millions of lives were lost. The United States emerged as the greatest power from World War 2. (Give Me Liberty 896) The country boasted about having the most powerful navy and air force. The United states accounted for about half of the world’s manufacturing capacity, which it alone created the atomic bombRead MoreThe War Of The Cold War757 Words   |  4 PagesAs tensions continued to augment profoundly throughout the latter half of the Cold War period, they brought forth a movement from a previous bipolar conflicting course, to one of a more multipolar nature. These tensions were now not only restricted to the Soviet Union and United states, but amongst multiple other nations of the globe. It became a general consensus that a notion of ‘peace’ was sought globally, hence, the emergence of dà ©tente. The nature of this idea in the short term conveyed itselfRead MoreThe War Of The Cold War961 Words   |  4 Pages1945, beginning year of the Cold War. The development of cold war just started after the end of world War ||. The cold war was the result of conflict between two powerful country Soviet Union and United State. The war was regarding to the lead the world after the World War ||. The Soviet Union wanted to emerge its power to the world and so do the United States too. The research paper mainly focused on various reasons of opposition of two great power of the world Soviets and United States of AmericaRead MoreThe War Of The Cold War1636 Words   |  7 PagesThe U.S. learned greatly after having been declared the victor of the Cold War. Retired four-star U.S. Ar my general Colin Powell said, â€Å"The long bitter years of the Cold War are over. America and her allies have won; totally, decisively, and overwhelmingly† (Reed 343). The Cold War started after World War II in 1947 and ended in 1991. The U.S. underwent a political war with the Soviet Union in hopes of advancing more rapidly in certain fields, such as nuclear weapons and space crafts. Avoiding nuclearRead MoreThe War Of The Cold War886 Words   |  4 Pagesin an infamous battle against ideologies: The Cold War. Even though war took place during this time, both powers were not involved in battle directly, hence the name cold war. The war mainly consisted of assumed and implied threats of nuclear attacks and political control over states in Europe. Even before 1945, the beginning of the Cold War, tension brewed between the U.S and the U.S.S.R. Both sides had differing views on Europe s state after the war. For instance, programs like the Marshall PlanRead MoreThe War Of The Cold War Essay1075 Words   |  5 PagesDuring World War II, the United States, Britain, and Russia all worked together to take down Hitler. Although after the war, the coordination between the U.S. and Russia became extremely tense which inevitably lead to the Cold War. The U.S. was worried that Russia would spread communism after World War II. Russia was concerned with the U.S. arms increase and intervention in international affairs. The distrust between the two nations resulted in the Cold war which lasted until 1991. In 1946, WinstonRead MoreThe War Of The Cold War1052 Words   |  5 PagesThe Cold War was a result of what happened at the end of World War 2. At the end of World War 2, the Soviets held a grudge against the U.S for their delayed entrance in the World War resulting in deaths of thousands of Russians resulting in the appearance of the Cold War .The Cuban Missile Crisis was a significant flashpoint in the Cold War because it was the moment two superpowers came closest to nuclear conflict. This crisis, while posing the very real threat of global annihilation, also led toRead MoreThe War Of The Cold War942 Words   |  4 PagesFeelings Do Matter At the close of World War Two in 1945, the United States entered another kind of war, the Cold War, which did not involve two adversaries in open battle fields using bullets against the Soviet Union. Throughout the Cold War, incidents fueled feelings of anxiety, mistrust and pride. Often pride is defined as â€Å"a feeling that you are more important or better than other people† (Pride). Mistrust on the other hand is the â€Å"feeling that someone is not honest and cannot be trusted†,Read MoreThe War Of The Cold War1737 Words   |  7 Pages Cold War The Cold War, which is often dated from 1945 to 1989, was a constant state of political and military tension between powers in the West, dominated by the United States with NATO among its allies, and powers in the East, dominated by the Soviet Union along with the Warsaw Pact. The development of Nuclear Weapons and long range shooting missiles by the United States gave a lot of fear and caused mass destruction. The Cold War came about after World War II when America used their atomic bombs

Social Disorganization Free Essays

Social disorganization is a breakdown of the structure of the relationship between peoples their environment due to the loss of the process that regulates a community or society’s behavior. Social disorganization can be directly linked with the rates of crime in an area. Social disorganization destroys the social institutions already in place. We will write a custom essay sample on Social Disorganization or any similar topic only for you Order Now This attributes to the disorganization by social isolation, job loss, social change, poverty, alienation, and conflict through intimidation or influence of a particular group. Social disorganization contributes to organized crime through corruption and influence. An organized crime group uses tactics to persuade the thoughts and idea of legitimate businesses or people in a community. Organized crime groups target those that are poverty stricken, hopeless, in need of certain services, thrive off of greed, have other influences in a community, and are easily persuaded to obtain social control with the ultimate goal of social destruction which assures these groups will continue to profit and thrive.Historically social disorder is more prevalent then in years past. Society had stronger moral standards then people today. If the environmental structure is broken then crime has the opportunity to evolve which gives organized crime social control. If society is unorganized and we have no order, this provides the perfect opportunity for organized crime to intrude. As we discussed in past posts, people tend to cling to the things that make them most comfortable. Financial security makes most of us feel at easy. This is how organized crime cuts into that unsure feeling we sometimes exhibit.Organized crime groups use finance and power as a bargaining chip in these areas. The organized crime group can step into a community and provide product as well as the ability for those in poverty to find some type of success unreachable through conventional means. Social disorganization 3 An area where there is a lack of production but a great need for the product, individuals will be more inclined to get involved in production of an illegal item to make a profit. As the demand for a service or production grows the criminal organization will evolve. Organized crime groups have no regard for community safety or those affected by their actions unless it involves people in their inner circle. Therefore, when there is moral breakdown crime increases and organized crime activity flourish. Without stable organization or control Organized crime groups will continue to use the people in communities to carry out their various activates. Social disorganization leading to organized crime can come from familial deterioration where individuals willing to join an organized group or gangs as a replacement family to belong to.Once there is a connection with this new â€Å"family† the criminal acts begin. If the lack of family or community support is prevalent, this makes it easier for organized crime groups to gain the control they need to keep the community in their grip. Political machines and social disorganization assist the development of organized crime through control. The object here is to gain community support by dominating a voting process. Often politicians attempting to be elected will provide favors to businesses within the community in exchange for votes.Leaders of such machines have great influence over those that control the communities. Those influenced can be union leaders, judges, mayors, prosecutors, police officers, commissioners, and other city leaders. The goal has the long standing thinking of â€Å"I’ll scratch your back if you scratch mine†. If a person or group votes the way suggested by such groups they are allotted preferential treatment. Social disorganization 4 For example, groups that contributed to the machine might receive government contracts, favorable tax treatment, and prompt municipal services. Those that refused would often be harassed with the hope they too will vote as expected. Another example could be contract bidding; the goal is to get a committee to vote to give a certain group a large paying contract. The particular group may help a person or business with financial support with the assurance that when the contract comes into vote they will have that person or business support to gain that contract. Mirroring the barter system this country has used for many years is the same with the development of organized crime groups; the only difference is there are illegal means used to obtain service. How to cite Social Disorganization, Papers

Proper Management of the Business Organizations

Question: Explain the proper management of the business organizations. Answer: Proper management of the business organizations with the help of attaining the commitment of the employees is one of the most important aspects required for the growth of the organizations. In case of the Calgary Oil shale Technologies, (COST), the company employed many highly skilled professionals. The company excelled in providing intense assistance to the energy companies in order to gain higher productivity from the oil shale formations. Highly skilled engineers, geophysicists, geologists and the usage of the sophisticated technology have made the company achieve its growth (Afzal 2012). However, amid such strong factors of production that were harnessed by the company, disputes persisted among the workforce. Disturbances with respect to the maintenance of morality and certain aspects of productivity constituted the major problems of the COST. The employment of the skilled and semi- skilled employees in the company and their combined operations often gave rise to frequent clashes between these two groups in the company. This occurred due to the lack of integrated management and absence of the supervisors to develop and maintain the specific roles and responsibilities of the employees (Aziri et al 2014). Thus, in order to resolve such problems, the company undertook certain measures and decidedly appointed Algoma Howard who had experienced success at various points of time in coordinating people at working at various organizations. She had proven her skills in supervising and forming teams who would work together towards a common goal (Al et al. 2014). Algoma Howard also found it very pleasing and easy to coordinate the workforce at COST. The company, thus, relied upon her ability to bring the workers together, so that they can understand the importance of the team spirit and increase their efficiency as well as the commitment towards the organization (Christiansen and Sezerel 2013). Howard felt quite lucky in after joining the Alberta office or the field operations site of COST under the governance of Martin Bouchard, the president and CEO of COST. At COST, he came into contact with another very well experienced person Debrito, who did serve the company for a very long period. Debrito who possessed much knowledge regarding almost all the departments proved to be a great help to Howard (Danesh et al. 2012). Howard along with Debrito and his 26 years of experience at COST made had commenced making plans for undertaking the pilot project at Alberta location of the company. Debrito after serving the company for so many long years had a good understanding and experience about the issues that afflicted the employees engaged both in the technical and field or non-technical sides of the business (Harper 2015). Therefore, this made it very much possible for Howard to proceed in his plans and activities with much confidence. Howard and Debrito together investigated the si tuation and decided to bring the three kinds of functional groups that operated at the Alberta operations site of the company. These three functional groups worked at various sectors of the company. One of them worked at the operations unit, the other formed the below ground group and the group of equipment maintenance (Griffin 2013). The operations group consisted of the employees who were engaged with the logging of the equipments. The below ground group consisted of the workers, mainly the engineers, geophysicists and the geologists who directed the workers involved at digging or drilling. The third group consisted of the employees those who were engaged on call; they were the equipment maintenance people (Holsapple 2013). The first step implemented by Howard and Debrito was the fireside chats that attempted to bring the employees close together. These fireside chats were organized by these two supervisors on monthly basis during the late afternoons, so that the employees from different units can come together and have a discussion over the matters of concern. These fireside chats were held in the cafeteria, so that the employees could gather together and have tea and some snacks along with the conversation. These sessions in the very beginning were assumed to be much of the casual sessions , and only a few engineers wandered about in the cafeteria and enjoyed the snacks. By seeing this condition, Debrito who was much known about the condition of the company and the workforce took the first stance (Giacalone et al.2013). On noticing those engineers hovering around, he started the meeting by arranging four chairs around a fireplace created by him. Thus, in this way the entire aspect regarding the firesi de chats were being carried out by Carlos and Howard and were taken a bit seriously by the workforce. However, such sessions did give rise to disputes among the workers who focused more on the personal issues rather on the business related matters (Pullen and Rhodes 2013). Both Carlos and Debrito , after noticing such issues, introduced rules of engagement, by which they notified that only the business or job related matters should be brought to notice, rather than the personal. Those who would priority to the personal rather than the business related issues would himself take the responsibility of solving it (Bellamy 2015). Gradually, by the virtue of excessive efforts and contributions made both by Carlos and Howard, the fireside chats that were optional and attracted very less people started gaining importance (Rahn 2014). The employees had begun taking those sessions as much valuable for them and for solving their problem. Most of the problems got resolved through these sessions. The workers placed their problems during those sessions and steps were taken Debrito and Carlos, the two supervisors assisted them in solving their problems. These changes were noticeable within about six months. As for instance, one of the employees reported and put forth the complain regarding a specific piece of equipment that could not be operated properly during the cold weather and contamination caused by sand (Menzel 2012). At this, Debrito took immediate step and asked a maintenance engineer to resolve the issue. The engineer proposed new configuration for the machine that would suit the changes in the weather conditions, and thus the problem was resolved. Carlos and Debrito with the success of the fireside chats proceeded to introduce their new venture, that was the official problem busting teams. These problem busting teams were the temporary teams that were formed by involving the individual employees from the three functional areas, namely, the operational, below ground and the equipment maintenance team. Theses temporary teams were led by their team leaders or supervisors, who were typically the first-line supervisors (Lyneis 2012). These team leaders who were appointed for presiding over the temporary teams of the problem busting teams shared various leadership techniques with the team members that helped in solving the problems and through their prudent decision making capabilities brought solutions to the issues that cropped up among the workers. Mr. Martin Bouchard had at this point of time ordered the teams that were formed for a temporary time limit, to solve their problems within certain cost limits so that the cost of prod uction can be maintained along with solving the problems of the employees. Thus, in such a case, Debrito and Howard had to supervise these teams and the team members as the management approval was not available in a proper manner. Besides, this management related problem, there arose the quandary regarding the matters related to the positions at the company (Yasir et al. 2014). Although a team spirit had been built by the efforts of the two supervisors, complete accomplishment of the aim in its true sense was still remaining at this time. Some of the engineers resented and denied working together with the personnel and on the other hand, those who were in the managerial positions felt it against their dignity to discuss and take assistance in the decision making procedures from the workers who were at the lower positions. All such problems were not easy to tackle and the aim was to manage and bring all these into an integrated state. At this point of time, Howard who had prior exper ience in terms of building the cooperation among the teams and managing them wisely, suggested Carlos that they must apply the method of connect ion ladder that he had once seen to be used in hospital nursing. This connection ladder served as the medium for them to detect the areas where the individual team members had been connected or disconnected with the entire process c carried out by the team. This would in turn help them to take certain steps in order to enhance the commitment of the workers towards the company by encouraging their individual aims and deciding solutions for the matters that created the discomfort. All such efforts and dedication of the Howard and Carlos did wonders and the problem busting teams started working well and produced good results. The problems or the issues that arose among the employees during the fireside chats, were taken up evaluated by the team leaders of the problem busting team s and solutions were formed. Therefore, in this way the two initiators of the teams succeeded in the enrichment of the companys employee and management relationship. The continuation of this process gave rise to several the permanent cross-functional teams. The professional and the hourly workers together discussed the issues among themselves and the fireside chats continued. Hockey sessions were organized during this time, and were served and organized by Howard and Carlos. Such sessions made it possible for both of them to bring the entire organization of the Albert in an integrated position. Thus, it becomes evident that Debrito and Howard together proved to be the efficient supervisors who by trusting upon the capabilities of the employees and their efforts strived to strengthen the team work at the Alberta location. As and when Howard and her team members or the entire leadership who were upholding this responsibility were sent to the Colorado office to implement these plans and strategies that were incorporated successfully at the Alberta location, Howard found it quite difficult to manage the workforce at Colorado. Thus, the entire team, especially Howard felt alone without the company and assistance of Carlos Debrito. Debrito played a very important role at Alberta in providing aid to Howard and the other members of the entire process. Debrito having the experience of about 26 years in the company and being aware of the employees and their concerns was much more able to extend leadership and taking certain initiatives to bring the team members close together and work cooperatively. The problems faced by the employees were much more known to Debrito that made him much confident to form decisions about forming the teams. The company or the branch that was present at Colorado was also facing the problems that the operations site at the Alberta location was facing before the appropriate strategies were implemented at the Alberta site. However, when Howard and his team members or the leadership had been sent to the Colorado branch to accomplish the same, Howard to her surprise found that it was not so easy to tackle the employees in the company of Colorado. Howard and his team trained the personnel at Colorado to develop the team spirit, but in vain. The fireside chats and the problem busting teams were also formed in Colorado by the efforts of Howard, but the employees of this location hardly showed any kind of interest in such sessions that could have provided better results as it did in the Alberta location. Softball games sessions were also introduced by Howard and his supportive team members, employees were bribed by them by providing different delicacies or the food items, nevertheless all the pains taken by them did not produce satisfactory results in the Colorado fac ility (Storey 2014). At this point of time, when the lessons learned at Alberta, the ground rules and the freewheeling sessions that were implemented effectively at the Colorado branch proved unsuccessful and Howards team was facing immense pressure from the top executives and management, Howard felt the intense need of Carlos Debrito. Yes, it is really a fact that if Carlos and Howard would have worked together at the Colorado facility, they together could have studied the entire process and issues of the Colorado branch and after evaluation devised new methodologies of managing the working staff at the Colorado facility of the COST (Rahn 2014). Carlos Debrito , being an experienced worker employee who worked in the company( COST) for more than 26 years of age, could have understood the employees and their movements in a better way than Howard who was almost new to the company. The manner in which Alberta served and almost followed the strategies of the Human Resources Management in solving the fisticuffs and trifles between the employees , the assistance of Debrito could have given confidence to Howard and her leadership team in generating morale in the Colorado facility and determining the production related issues. The Leadership approach of organizing communications between the workforce and the authorities of the company that had been followed by Debrito via the fireside chats and Problem busting teams ware of immense importance in any company for the sake of employee retention. In order to develop employee friendly environment that would be cost beneficial and also would serve to provide the best results in the industry, Howard who had prior experiences in this specific field must try to implement those strategies that he had experienced earlier. Furthermore, Howard and her team can effectively apply the concept of McKinseys 7s model. The 7s model of McKinseys states seven steps, namely the strategy, structure, systems( hard elements) and the shared values, skills, styles and staffs (Lyneis 2012) . Strategies : Howard need to make research upon the specific strategies and find out the better plans that can be incorporated to deal with the workforce of the Colorado facility, the plans other than those that were implemented in the Alberta location as they did not work at the Colorado location. Structure: In association with the top executives and the management, Howard should try to find out a redefinition of the entire structure of the Colorado branch of COST, so that they do not lag behind in terms of team integration. Systems: The management of COST should understand the problems that Howard and her team were facing at the Colorado branch. Howard should approach the management and discuss with them the issues related to the Shared Values: A one day session has to be introduced for a longer period at the Colorado facility in association with the top executives of the company. This should aim at making the employees understand the important matters that can help in assuring the employees that the company would take care of their individual aims, by providing for training and career development schemes along with the concessions if they would like to proceed with their education (Dent and Whitehead 2013). Skills: The entire team that is presided by Algoma Howard and should try to understand the specific skills of the employees working in the Colorado facility. This will help them in identifying the individual employees with particular skills and abilities, and thus, Howard and her entire team members can bring together the employees with similar skills and aims in one group or team thereby enhancing the levels of production and the interests of the employees towards the aims of the company. Styles: Howard must once again make a study on the usage of various skills based on the organization and team building aspects of the that can be applied Staff: The staff is the main asset of any company and similar is the case with that of the COST. Thus, Howard and the entire leadership should take into consideration the aspects that are related to the welfare of the employees. When the employees would find that their well-being is one of the major concerns of the company, then it would subsequently increase their organizational commitment. References: Afzal, W., 2012. Management of information organizations. Elsevier. Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future research directions. Journal of World Business, 49(2), pp.173-179. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aziri, B., Zeqiri, I. and Ibraimi, S., 2014. 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