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“The Fallacy of Success” by G. K. Chesterton Essay

There is no use denying the fact that modern age can be characterized by a great rivalry. People have to achieve some goal and become successful in order to be appreciated in society. With this in mind, nowadays such notion as success becomes more significant. Trying to become popular and rich, a person looks for some methods which will be able to guaranty his/her becoming successful, However, very often people forget that there are no universal methods and every approach should be unique to bring success to its creator. However, having understood the demand, people started creating books which main aim was to teach a person how to become successful. Besides, it is impossible to do it and these books just promoted enrichment and success of people who wrote it. Chesterton, in his work The Fallacy of Success, also cogitates about this very issue, underlining the fact of uselessness of these books and outlining his own ideas connected with the issue of success. The work is rather controversial and provoking. That is why a great number of people analyzed it from different perspectives. First of all, it is possible to mention existentialist point of view on this issue. Existentialism is a philosophic category which stresses onliness of human existence, underlining its irrational character (Crowell para. 6). Avital Pilpel in his article The Fallacy of Success analyses the original article from this very point of view, stating that Chesterton suggests the idea of success which can be characterized as existential (para. 11). Chesterton states that success cannot be measured or easily achieved with the help of different pieces of advice as it is unique, though, irrational phenomenon (para. 15). However, there is another point of view on this article. Dale Alquist researches this work from biographical perspective trying to see some peculiarities of Chestertons life and his points of view there. The researcher states the fact that Chesterton became interested in the issue because of his own success and his own ideas connected with the way to achieve it (Alquist para. 12). Chesterton describes the book which suggests readers the way of enrichment which was used by Rothschild. However, he notes that it is impossible to do it as people do not know all Rothschilds motifs and hidden remedies. This statement introduces some discussion as it is possible to say that Chesterton could say it resting on his own experience. The last point of view on this work which is going to be mentioned here is connected with Marxist criticism. According to it, literature reflects some ideas peculiar to society at the moment and shows class struggle (Galvin para. 6). With this in mind, the work The Fallacy of Success can be taken as Chestertons attempt to analyze the ideology which dominates in society and which makes people write and, moreover, buy such sort of books. Having analyzed three different approaches to the work The Fallacy of Success by Chesterton, it is possible to make certain conclusion. It should be said that existentialist perspective on the issue of success seems to be the most understandable, clear and logic. There is no use denying the fact that every human being is a unique creature that is why there is no universal method to achieve success. With this in mind, all these books can be taken as useless. Works Cited Alquist, Dale. Who is this Guy and Why Haven’t I Heard of Him?. n.d.. Web. Get your 100% original paper on any topic done in as little as 3 hours Learn More Chesterton, Gilbert. The Fallacy of Success. 1909. Web. Crowell, Steven, “Existentialism“, The Stanford Encyclopedia of Philosophy. 2015. Web. Galvin, Dan. The Fallacy of Success by G. K. Chesterton. 2012. Web. Pilpel, Avital. “The Fallacy of Success“. The Times of Israel. 2012. Web.
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Los Angeles College George Lipsitz On the Racialized Institutions Case Study

Los Angeles College George Lipsitz On the Racialized Institutions Case Study.

Part 1: Tim Wise: “White Like Me: Reflections on Race from a Privileged Son” | Talks at Google(Links to an external site.)View embedded video with Tim Wise on “White like Me” .Think about the historical validity of his arguments.In your written essay compare the positions of Tim Wise vs. George Lipsitz on the racialized institutions.(see Chapter 10 PDF) Remember George Lipsitz shows how public policy along with historical racism worked together. This Santa Barbara Professor of Black Studies expounds on the” White ” problem , which he labels the “Possessive Investment of Whiteness” . The concept comes from James Baldwin’s book ” The Fire Next Time”. Analyze and reference the poem by Baldwin that Professor Lipsitz uses at the beginning of chapter 10. In your 1000 word essay look carefully at the approaches,the ideas, and evidence used by both authors, Be aware of the correlating historical events, I.e. World War I, Chicago Race Riot 1919 , Walter White’s Rope and Faggot, A Biography of Judge Lynch 1929 or The N.A.A.C.P.Other resources:How to be an Antiracist by Ibram X. Kendi “The only way to undo racism is to consistently identify and describe it—and then dismantle it”Part 2 Why is the 14th amendment the underlining involved in the Senate impeachment trial of the former 45th president? If section three is adopted by the Senate, why would the law possibly go to the Supreme Court? How do you think the Supreme Court if they accepted the case would address the issue? Write what are the most important facets of their arguments and why? Part 3 : Moms Mabley: Remembering the Giants (Links to an external site.)Second Video+The interview on the Merv Griffith Show and the joke (Links to an external site.) ( about Trigger (Links to an external site.) *)1. Type The Trigger Joke and tell it to a friend or family member. How long did it take them to understand the punch line? If they are older did they remember Roy Rodgers?2. After viewing the videos on Moms Mabley, type the sentences mentioning her name in chapter 10 Introduction of PIW (Links to an external site.). What point is the author, George Lipsitz, making when he interjects her name into his chapter 10 thesis introduction?
Los Angeles College George Lipsitz On the Racialized Institutions Case Study

SWOT Analysis Of The Post Office Ltd

assignment helper The Post Office Ltd in United Kingdom, a subsidiary of Royal Mail Group Ltd, attained its separated identity in 1987 Post Office in UK is quite famous for two main services, first and the obvious one from its name is clear, that it provides the Postal services to its customers. Second reason for its popularity is the Post Office Card Account which is basic account allowing customers to collect benefit payments. There are other services also being provided by the Post Office, which are discussed in brief in the assignment. Today, Post Office has around 11,843 (according to an auditor working for the post office) branches spread around UK, and offer various range of services for its customers. The management of Post Office have been very resourceful in adopting technology as a part of its operational functions, with the new horizon system introduced in the year 2000 (ref), revolutionizing the basic system of serving Post Office customer. As, technology is advancing, traditional manner of Post ing letter is fading away, exposing the entire Post al industry with danger of extinction. Thus, it has now become imperative for the organization like Post Offices to conduct a through SWOT analysis in order to sustain and survive in immensely hi-tech global market. Strengths The Post Office of United Kingdom has to be appraised of its diversified operations. The process of division and diversification can be traced back to the year 1986, when the company got separated and became subsidiary of Royal Mail Group Ltd, to attain its separate identity from mere the once providing the Post al services. The process of diversification was persistent and continuous and today Post Office provides more than 8 different kinds of services to its customer veering from saving and investment, to telephone and from government licenses to bill payments. So, it would be justified to evaluate this diversification of Post Office in different services to be one of its major strength. This diversification helps Post Office to attract a large mass of customer, ranging from men, women and children, old and young as well as business and social. Extensive and Diversified Services The different kind of services that the Post Office provides starts from its Post al services, where the branches accept mail for two collection and delivery divisions i.e. Royal Mail and Parcel Force. In banking services, the Post Office has arrangements with various banking corporations and customer of these banks can use basic services of banks like cash withdrawals and cash deposit. In savings and investment services, the Post Office since long has been an agent of national saving and investment, providing customers with the basic services of depositing money and withdrawals from their saving accounts. For telephone services the Post Office provides home landline telephone services, and also provides top-up for various services networks. Insurance services is quite diversified in itself, as Post Office provides insurance in most of the areas, starting with Car and Van Insurance, Home Insurance, Business Insurance, Life (term) Insurance, Over 50’s cover (for elderly citizens) pet insurance and its very famous travel insurance. Foreign Exchange services is a very essential service that the Post Office provides, as the customers just walk in to their Post Office and can convert currencies, but not all Post Office branches provide these services. Government Services include providing checking and sending services for passport Offices and the driving license authority (DVLA), and providing fishing and well as road tax. It was important to briefly describe the services the Post Office provides, as it is one of its major strength diversified services for diversified group of people. Post Office has done extremely well in identifying its opportunities in the past and kept on introducing new service lines in its portfolio, this has helped the Post Office to survive in its long journey, and grabbing these opportunities in the past has today become its strength, the Post Office no longer just survives on the Post al services that it provides to its customer, and has successfully made its other services like insurance and license services very profitable. Infrastructure The venture of General Post Office began in the 1660, by Charles II and has eventually evolved as the modern Post Office as we know of today. Today the Post Office has around has 12,000 branches spread widely and all around UK. This major establishment sure has taken time, but today when we evaluate this wide coverage by the Post Office it sure is its true strength. The only word to describe this coverage by the Post Office is National infrastructure. It truly has developed over a period of time a national infrastructure enabling it to reach to each and every customer all around UK. Possessing this national Infrastructure is quite advantageous for the Post Office as it becomes quite effortless to make its new product reachable. This large infrastructure also facilitates more customers spread all around UK. It has also helped the Post Office to reach its customer and for the customers to reach it easily, making them closer and intact with their customers. Weaknesses Improper distribution It is very important for every organization to be able to evaluate its weakness. Weakness is internal interference that becomes hurdle for the organization to achieve its objectives. In case of Post Office the operations have been suffering losses since the year 2006 and the management had to take drastic measures to convert these losses in profit in order to survive. There lies the weakness in its strength of national infrastructure, in the financial year 2008-09 the Post Office had to close down around 2500 Post Offices all around UK in order to reduce the operating expenses of the organization. The organization had around 14,376 branches spread around UK, which got reduced to around 12,000 branches in the year 2009, which shows how the distribution of the Post Offices was unproductive. Unproductive distribution of Post Office resulted in division of customer to a part that it became unprofitable. Questionable customer service quality Out of its extended number of branches which is around 12,000 only 373 are directly owned by the Post Office Ltd. The rest around 98% are either sub-Post Offices or franchise are privately owned. The Post Office has not got any consolidated training system, which would enable its braches to provide consolidate training to its customer advisors. The only training method adopted in Post Office all around UK is the old staff training the new staff, which is certainly not a professional manner of training a staff. Training becomes an important part of working with the Post Office as the system it uses to serve the customer is horizon. It is a very complex hi-tech system, which enable the advisors to reach all its product with ease, but in order to be able to use the system efficiently, a systemized training methodology should be adopted, which is not practised in case of Post Offices. Hence leaving an efficiently trained customer advisor to serve the customer, which certainly reduces its quality of services, and the direct effect of these can be seen with the Post Offices losing its largest footfall customer to highly efficient and quality customer services competitors. Industrial dispute Post Office is a subsidiary of Royal Mail Ltd, which also own Royal Mail, and Parcel Force, which are its collection and delivering division. Royal Mail is been a centre of a number of recent industrial disputes with the Communication Worker’s Union. The extended dispute between the management and the staff lasted around 7 months and resulted into the staff going on a number of strikes, which disrupted the business severely. Post Office thrives certainly, but not majorly on its Post al foot fall customer for its other services. There was a enormous decrease in the number of Post al customer, because of the strike called on by CWU, in the year 2009, which makes its internal dispute with the staff a major weakness. The strike carried on by the staff resulted into inefficient delivery of the mails, which makes the customer hunt for another more efficient delivery or courier service provider, hence decreasing its own customer line. Opportunities Extensive range of services enabling cross-selling opportunities Extended customer line of the Post Office, from banking, Postal, investment, insurance, pension, licensing customer and others provides a huge potential to the Post Office to enable the cross selling to its customer. Every pension customer is a potential over 50 life cover customer, and bureau de change customer is a probable customer for selling travelling insurance. Every DVLA customer is a probable car insurance customer. With such a huge potential customer foot fall, the Post Office surely gets a competitive advantage over its rivals in the market. Further consolidation in the banking industry The Post Office offers a huge line of financial products, from foreign exchange, to insurance, from credit cards to investment opportunities to its customer. The Post Office offers basic banking services by the means of cash withdrawals, cash deposit, cheque deposit etc, looking at such a huge line of customers. The post office should capitalize on their banking customers by providing basic savings and current account services either through organic growth or with a joint venture with a trustable partner and take advantage of reforming financial services. A national infrastructure would surely provide them with the competitive advantage and make their operations economical and sustainable for longer period of time. Further consolidation of brand image The Post office in the year ending 2008-09 closed down 85 of its crown post offices, out of, which 70 were sold to W H Smith, which is expected to make 2.5 million in additional profit in that financial year. This strategy can be critically evaluated and taken at a next level, by creating a joint venture with Hallmark, Greetings cards or such established organization, to which posting services can be related. The customers will have the convenience of two related services at a single stop. This can work in advantage for both the organization as it adds value to the product and the services. Threats Revolutionary changes within the Industry The postal Industry, is going through a lot of changes, technology is taking over the traditional mailing system. People as well as corporate industry rely heavily on technology for communication. Using the technology has its own set of benefits, as it is safer, cost effective and faster than traditional mailing methods. Advancements in technology are inevitable and the near future can be visualized with reducing dependence on postal system. This is a sure threat for the postal industry as technological advancements is eating away its probable market. A research conducted at the royal mail showed a reduction of 10 million customer using postal services compared with the last year, this give a serious indication as to how the reliance on the postal system is reducing (http://search.bbc.co.uk/search?q=royal mail strike

Reflections and Lessons Learned

Reflections and Lessons Learned.

Reflect on the various theories and practices in adult education, training, and lifelong learning that you have studied in the course, and create a presentation of your ideas. Some topics you might consider in your reflection include, but are not limited to, the following:Reflect on the adult learning theories (e.g., andragogy, self-directed learning, experiential learning, and transformative learning) that were addressed in this course. Think about which theory had the greatest influence on your thoughts and perceptions about how adults learn.Reflect on the impact of technology and e-learning on adult education, training, and lifelong learning in past ten (10) years. Consider the impact that technology advances such as integrated learning systems, social media or electronic gaming may have on adult educators and trainers as well as curriculum designers in the next five (5) years.Reflect on the impact of the Civil Rights Act of 1964 including Title IX, Affirmative Action, the Servicemen’s Readjustment Act of 1944 (G.I. Bill) and other federal legislation and programs had on increasing access to learning opportunities for traditionally underserved populations.Reflect on the theoretical foundations and real-world practice of adult education, training, and lifelong learning as a profession.Create an eight to ten (8-10) slide presentation in which you:Rate your understanding of adult education theories and practices prior to completing this course compared to your understanding of adult education theories and practices upon completing the course. Examine the extent to which your understanding of adult education, training, and lifelong learning has changed from Week 1 until now.Construct your own definition of adult education.Explore the key concepts that you have learned in this course that you believe will have the greatest impact on your approach to educating adults in your current or future career.Select at least two (2) of the key concepts that you discussed above. Devise a strategy that outlines the steps you could take to apply the selected concepts at your current or future workplaceAnalyze the definitions, goals, and purposes of adult education, training, and lifelong learning.Compare and contrast selected adult learning theories.Analyze the forces that contributed to the growth of adult education, training, and lifelong learning in the United States.Examine how adult education, training, and lifelong learning increased access to learning opportunities for traditionally underserved populations.Analyze selected theories and practices of teaching adult learners.Apply approaches to promoting diversity and inclusion to adult education, training, and lifelong learning.Examine the impact of technology on adult education, training, and lifelong learning programs.Consider current issues and future trends in the practice of adult education, training, and lifelong learning.
Reflections and Lessons Learned

Junior Managers Program by Bosch

Junior Managers Program The Junior Managers Program (JMP) is the most-prestigious program run by Bosch for mid-level managers. It is aimed at nurturing MBAs from the Top 20 B-Schools who are likely to be tomorrow’s Bosch executives for accelerated international careers. Challenging projects, responsibilities, a global network as well as intensive on- and off- the job training help the associates prepare for senior management responsibilities early in their career. This 24-month rotational program, modelled after a training program in Germany, has produced many top executives over the past 30 years. “The JMP is an excellent program for those people who have a strong learning orientation and like new challenges, Bosch being the huge MNC that it is, never fails to keep raising the bar for employees who want to keep growing and learning. Technical Managers Training Technical Managers Training is especially targeted at associates hired from top ranking engineering colleges. It aims to strike right balance of theoretical and practical subject matter ensuring optimum ‘real world’ application for various workshop needs. At Bosch, it is believed that a technician who has the ability to diagnose problems quickly and accurately increases the efficiency of the workshop, gives greater customer satisfaction and in turn results in greater profit. Fitting the right person to the right job is the key to success here. Growth opportunities and the constant learning that such initiatives have to offer have helped Bosch Limited build a reputation for talent management, helping it attract the best candidates on campus apart from retaining and nurturing them. This culture prompts associates to deliver beyond expectations, by working and contributing to the best of their ability. Bosch Vocational Centre By bridging the gap in the technical talent space, Bosch Limited has managed to succeed where others fail. The need for skilled manpower has given rise to the need for vocational training. To cater to this need, Bosch Limited has a full-fledged training centre to bridge this gap and develop a reservoir of skilled personnel required to produce quality products on sophisticated machines. Apprentices straight out of matriculation are recruited and trained at this state-of- the-art vocational centre famously referred to as the Bosch Vocational Centre. On an average Bosch in India hires around 150 graduate apprentices a year. These apprentices are given ample amount of training along with a stipend. At the end of the course they are mostly absorbed on the payrolls of the company. By hiring them young, Bosch is able to mould them and infuse in them the Bosch culture as well as the habit of delivering and maintaining high quality standards. At its training centres in Bangalore, Nashik, Naganathpura and Jaipur, Bosch provides hands on training experience. These apprentices are guided by industry experts in the latest curriculum as per industry needs. Young engineering graduates receive exposure to training programs that are in line with the requirements of the industry. At these facilities, training is also provided to existing associates and business partners on the latest in technology and Bosch standards of production. Talent Retention BMS An organization that focuses on nurturing talent also runs the risk of losing it. Every time associates retire, the company loses valuable expertise. Bosch wants to utilize the experience of retired executives and offer them the option of a “second career.” Bosch Management Services makes use of the skills of retired associates aged between 60 and 75. These resources are paid a consultancy fee, which is lower than what is paid to external consultants. This gives the company the benefits of getting access to a ready and trained talent pool at short notice. The knowledge bank that this initiative gives Bosch access to is phenomenal since each of the consultants have three to four decades of work experience at Bosch and know the company thoroughly. This helps smoothen workload management and allows ex-employees to cope better with aging and retirement. Total Rewards Bosch has scaling system from 1-5 which rates performance – 1 being given for best performance and 5 for below average performance. The ratings given to people is relative within a team. That is, a rating of 2 is given to not more than 2 people in the same team. The bonuses are attached to this rating and the employees are rewarded according to their salary band. The employees also get a percentage of the company’s profit when the company performs really well. Fair Compensation At Bosch they conduct regularly a market study to understand better, the salaries offered in the market. Salaries are compared against salaries in the industry and individual performance is evaluated each year to offer fair and competitive salaries to all employees. Our Employee Suggestion Scheme Bosch welcomes employee ideas. Suggestions that deliver results, such as optimized processes, waste elimination, improved product quality or relating to health safety and environment, are rewarded with bonuses of up to Rs. 60,000. The success we have demonstrated in gathering associates’ ideas and putting them into practice has helped us reduce costs in a large number of areas over the years. Support for Miscellaneous Tasks: at the workplace We want to support our associates also in their extra-work duties. That’s why in some sites we offer dedicated services such as laundry, home appliances repair, or tailoring at attractive low prices. Moreover, through this service our associates don’t have to care anymore about duties such as payments of bills, policies and fines, courier, booking movie tickets or even shopping for basic groceries. Our benefits programs are flexible, competitive and comprehensive. They are structured so that you can make the choices that make sense to you and your family at that point in time. Our comprehensive coverage includes deputation with family, medical coverage, and different sorts of life insurances that will benefit your family, along with all the other standard compensations and benefits. The difference is that we care. Talent Retention: Reference: http://www.hrmagazine.co.uk/hr/interviews/1014824/interview-andrew-castle-hr-director-bosch#sthash.0lcqCmRr.dpuf Business Verticals of Robert Bosch: Mobility Solutions Consumer Goods Industrial Technology Energy and Building Technology The company that we studied was Bosch India Pvt Ltd., which has the following structure: The HR vertical in Bosch has the following functions: Communication Knowledge Management Organisational Development Manpower Inventory Training and Development Performance Management Employee Potential Development Recruiting: One of the main functions in HR being recruiting, is done through the following process. First, they set their long term strategies (say for 3-5 years) They forecast the manpower needed to achieve the strategy Then they check the actual numbers and compare it with the forecast These numbers are distributed based on lower, middle and upper management The staffing need is then accounted for the headcount fluctuation, backfill, additional needs from M

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