What Category Does The Art Fall Under How Can You Tell

What category does the art fall under? How can you tell? This painting falls under the category of an impressionist painting. You are able to tell that it is an impressionist painting because the lines of paint are blended on the canvas and not on a pallet. The lines are little brush strokes and not big blended ones. How does the artist use color? Are there stark contrasts or is it blended? Are there symbolic meanings behind the color choices? The artist does not use many colors in this painting. The colors used suggest that the time of day is around the evening and the lighting is low. His eyes and his hat are warm colors and they stick out from the cool colors. The stark contrasts in this painting his eyes. His eyes are the brightest thing on the painting, so your eyes go directly to it. The hat is the second brightest thing and your eyes go up to there. After that, everything else is abou the same color and nothing else draws your attention. Are the forms in the piece realistic or abstract? Are they fully one style or do they mix the two? The form of this piece is realistic. It is fully one style because it is a face and the face is clearly a human face. How does the artwork â€Å"work?† How do the details in the piece used to express its meaning? This painting works together because the colors give you an illusion of low lighting. The blending shows off his eyes and make you look to them. Every part of his face has more detail than the rest of the painting does, so youShow MoreRelatedArt Analysis : The Starry Night Essay920 Words   |  4 PagesArt Analysis In this piece of art Van Gogh shows that even tho in a dark night you can still look out your window at night and see light. Another example of that would be in your dark or hard times in life, there is always a brighter side to everything. (Artble. Starry Night Analysis. 2016. Web. 3 May 2016.) Describe the initial emotions you feel when viewing the art. Then list any adjectives that descrWhat category does the art fall under? How can you tell? It is a painting using the swirlingRead MoreThe Things I Know Nothing At All : A Little Thing From Experience1632 Words   |  7 PagesThe title of my project is called The Things I Know Nothing at All: A Little Thing from Experience. The genre is diverse and falls under the categories of prose poetry, micro fiction, or creative non-fiction. It is inspired by Anne Carson’s Short Talks where she analyzes different subjects that are interconnected on a grander scheme. I used Janet Burroway’s Imaginative Writing: the Elements of Craft to create my creative non-fiction piece and to develop its subjects. The goal of my project is toRead MoreThe Legacy Of Jackson Pollock1501 Words   |  7 Pagesfrom color, refining categories of drawing and painting, and finding new means to describe pictorial space.† (Jackson Pollock and His Paintings) Jackson Pollock’s life began in Cody, Wyoming in 1912. His father, Leroy was a farmer and later in life became a surveyor for the government. Because of his father’s job as a government surveyor, Pollock was able to travel to many places with his father, even experiencing some Native American culture with which he attributes some of his art pieces to. When PollockRead MoreLet Me Introduce One Of The Most Simple, Yet Profitable1126 Words   |  5 Pagesmake it. This artwork falls under the category of a contemporary artwork. There are five different colors of Balloon Dog that include: blue, magenta, orange, yellow, and red. Jeff Koons went above and beyond with this piece. He met most of the important criteria of art and that is why this work has blown up. Meeting the criteria of a good work of art is very hard to do because of the many different criteria there are. Koons’s work meets many of the standards of a good work of art. Jeff Koon’s BalloonRead Mor e Parenting Styles Essay1397 Words   |  6 Pagesa person can face. The way a family is structured is called the parenting style. Parenting styles are collections of parental attitudes, practices, and non-verbal expressions that characterize the nature of parent-child relationships. Because individuals learn how to parent from many different examples including their own parents, role models, society and life experiences. Parenting techniques can vary greatly from household to household, however, experts believe that parenting styles can be brokenRead MoreAnalysis Of The Book Nicomachean Ethics 1749 Words   |  7 PagesEvery day of our lives, we are constantly trying to find the way to live in a way that will bring us to this unknown place of â€Å"happiness†. I can type â€Å"How to live a full life† into Google and pull up 825,000,000 links online in 0.78 seconds that all claim they have this solution that people spend their entire lives looking for. No, it does not stop there, I can even get instructions with pictures attached for my convenience in my moral search. The question of which way is the right way to live is asRead MoreSurrogate Advertising1445 Words   |  6 Pagescould either resemble the original product or could be a different product altogether, but using the established brand of the original product. The sponsoring of sports/cultural/leisure events and activities using a liquor brand name also falls in the category of surrogate advertising. Essentially it is the advertisement of the items on the negative list, such as tobacco and liquor. The masked creative’s leave it to the consumer to read between the lines. Brand managers call it leveraging on theRead MoreThe Depiction Of Women During The Renaissance Could Be1727 Words   |  7 Pagesthe issue of how women were represented in Renaissance art and literature lies. Many male writers and scholars of the time presented works pertaining ideals and ‘guides’ that women should follow so that they could become the ideal woman, yet this is where the trouble lies – it is the masculine deciding what the feminine should be, instead of the feminine being decided by the women themselves. Of course, there is some forgiveness to this idea; trains of thought like ‘it was just how it was back then’Read MoreThe Benefits of Complementary and Alternative Medicine Essay1495 Words   |  6 Pagestreatments are always the best option. However, all ove r the world, different techniques for curing diseases and aliments are being used. These methods fall under the category of complementary and alternative medicine. According to Sandra Augustyn Lawton in Complementary and Alternative Medicine for Teens, complementary and alternative medicine (CAM) can be defined as â€Å"a group of diverse medical and health care systems, practices, and products that are not presently considered to be part of conventionalRead MoreStudents Consciousness Towards Littering in Pacific Adventist University1367 Words   |  6 PagesSTUDENT CONSCIOUSNESS TOWARDS LITTERING IN PAU CAMPUS A paper Presented in Partial Fulfillment of the Requirements for the subject HE 116.1 Academic English By Jacinta Kaupa Aim : The aim of this survey was to find out how conscious the students are towards littering. Introduction Pacific Adventist University is an institution where people from all over the Pacific, Papua New Guinea and other parts of the world come to learn and get educated. Indeed it is the most beautiful

Organizational/Industrial Psychologist Free Essays

Industrial/Organizational psychology refers to a branch of psychology concerned with offering solutions to challenges as well as problems facing the modern organizations. Industrial/ Organizational psychology refers to a branch of psychology which mainly concerns itself with offering solutions to challenges as well as problems facing individuals or workers at their workplace. The professionals in this field otherwise referred to as industrial/organizational psychologists are also involved in exploring complex issues concerned with employee productivity and performance (Yeung Monsell, 2003). We will write a custom essay sample on Organizational/Industrial Psychologist or any similar topic only for you Order Now According to (Kuther, Morgan, 2006), industrial / organization psychologists have a role of applying psychology in their work place with aim of solving the numerous personal or organizational problems of psychological nature. These may include issues such as retirements, losing jobs, transfers which involve relocating to hardship zones or even temporary separation from loved ones, change of careers as well as issues related to employee-employer relations. Industrial / organizational psychologists are concerned with issues aimed at bringing about job satisfaction for the employees through a better understanding of human behavior (Rubinstein, Meyer, Evans, 2001). Additionally, industrial/ Organizational psychologists assist the employers in the selection process in order to ensure that, an organization only recruits the best in the market, by helping employees to adapt well to the workplace as well as helping employers to recruit the best, into the workplace. Industrial /organizational psychologists can be said to form a very important and crucial part of the organizational structure. Usually, industrial/organizational psychologists rely upon a number of tools and instruments to carry out their duties. Notably, industrial psychologists use special tests, surveys, as well as training programs in order to achieve their aims. Apart from working in companies and in the manufacturing industries, industrial/organizational psychologists offer their services in institutions such as universities where by they are primarily concerned with designing of training courses. Besides the above, organizational / industrial psychologists aid organizations to deal with pertinent issues which usually come up in organizations thus threatening the very existence of the same. Such may include challenges in the work place such as, discrimination, favorism, as well as poor relations or negative organizational culture. For one to qualify for the profession, it is mandatory that, one is a graduate, and besides that, a holder of a master or PhD degree. Depending on ones level of qualifications, remuneration slightly varies from organization to organization, but the profession can be termed as highly lucrative. For one to advance to a higher level for instance master or PhD, in most cases, an undergraduate training in a psychology major is necessary for one to be admitted into the course. This is mainly because organizational/industrial psychology profession mainly builds onto psychology courses as well as knowledge. Another useful skill needed in the profession is the knowledge of statistical and research methods. These are particularly important and relevant in that, industrial psychology as a profession dealing with organizational issues often requires the use of empirical studies to solve challenges at the work place. Usually most challenges do require the application of research methods or surveys in order to offer solution and answers to pressing questions (Rubinstein, Meyer, Evans, 2001). As an organizational / industrial psychologist, one is also required to posses’ sound knowledge and skills in the use of computers. This is very necessary in that, interpretation of research data is best carried out with an aid of statistical software while at the same time most of the presentations done by the organizational/industrial psychologists as well as the preparations which precedes presentations requires sound computational skills. Over and above all, industrial/organizational psychology demands strong communication skills. The most surprising thing about an organizational /industrial psychology profession is the fact that it is possible for one to work in different organizations as well as companies. While there are hundreds of opportunities available for academicians in the field, more exist for non academicians who may involve practitioners and consultants. While academicians who are primarily professors are involved in teaching in universities or colleges, the non-academicians organizational psychologists usually research and work for private companies, government departments and other organizations where their services may be required (Yeung, Monsell, 2003). The most surprising element for the organization/industrial pspcychology is the fact that, professionals in the field are rarely supervised and the level of autonomy involved is quite amazing. The other surprising thing about the profession is the fact that, the very high qualifications required before one can be enrolled for the course epically in the graduate schools. Finally, it is worthy noting that, the profession requires commitment and however lucrative it may seem, it requires high discipline and commitment for one to be successful. How to cite Organizational/Industrial Psychologist, Papers

Managing Diversity Equality In Workplace -Myassignmenthelp.Com

Question: Discuss About The Managing Diversity Equality In Workplace? Answer: Introducation Cross-cultural communication or CCC is a business issue considering the globalisation and advancement in technology. To make a business global, one needs to work with diverse workforce. It implies strong understanding of culturally diverse people communicate, speak or perceive the world around them. Lack of awareness of different business and communication strategies, customs and beliefs hinders the business dealings. CCC is affected by the power distance, high-context vs. low-context cultures, language differences. It is business issue as it may lead to trust issues and affect the interpersonal relationship with subordinates. Ethical issues may arise if each others culture, values and norms are not respected. For instance, the American workers may point finger during non-verbal communication. It is considered rude in other cultures. This may lead to miscommunications and act as barrier to express the product or service ideas (Padhi, 2018). CCC is an ethics issue as it is difficult to communicate effectively in the global environment. Ethical and cultural differences can lead to miscommunication. For instance, exchanging gifts is respectful for business in some countries but in other countries it may be considered bribery. It may be offending to adopt another culture, or compromise on personal cultural identity for some people. Ethical issues arise when individual worth and dignity is not maintained in culturally diverse workplace. Failure to prefer commonality and universality instead of separateness leads to ethical dilemmas. Further, it may be difficult for mangers to comprehend how to behave, due to differences in cultural traditions, history, and level of development (Trevino Nelson, 2016). Understanding of ethics will help people to treat the culturally diverse people with same respect and dignity, they expect for themselves. Understanding of CCC can help the professionals to act emphatically and try to deal with other culture as accurately as possible. Professional can be more tolerant, that is encouraging culturally diverse people to express their ideas and views and strive to identify with other peoples cultures (Padhi, 2018). Understanding of ethics in CCC will assist the managers to balance the ethical imperialism and cultural relativism during ethical dilemmas. They will respect other people human dignity, human rights, and traditions (Demuijnck, 2015). The author intends to explain that effective communication can lead to strong organisational performance. Effective communication is necessary to overcome misunderstandings due to cultural and ethical differences. An organisation can gain competitive advantage by learning the in pact of the globalisation on the cross cultural communication. Effective communication is the internal strength of any operations as per the author. It will allow the employees to share their ideas and innovative strategies (Padhi, 2018). Effective communication is the medium to transfer knowledge. Hence, the author emphasise on developing internal communication capacity to overcome the economic challenges and external threats. To work towards common organisational goals and objectives, the employees must be aware of the products and services of the company and its difference with the competitors. Only through CCC, can a business devote more time and resources for gaining competitive advantage. Without intern al communication capacity, a chaos may arise that will hinder the process of tackling the external threats (Kaul, 2014). It means culturally proficiency do not ask for merely accepting the cultural differences. Instead it emphasise on having skills, attitudes, beliefs and knowledge that allows one to support and respond effectively in cross-cultural setting. It is the skill of an individual to respond effectively to people who differ from them (John Roberts, 2017). It implies for the mangers to understand how and when to speak to employees from different cultures to meet the organisational objectives. It will allow building value for the stakeholders (Lindsey Lindsey, 2016). It means the focus should be on a transformational process. Cultural proficiency as per author means to acknowledge the interdependence in workforce align with the group other than their own. The author intends to emphasise on ability to create environment that welcomes and values the culturally diverse individuals, to infuse multicultural perspective in implementing particular business strategy. It means eliminating the culture of stereotyping (Padhi, 2018). Respecting individual differences is beneficial in workplace both for employers and associates. It is an effective way to maintain workplace diversity and equality. It will increase workplace productivity and competitive advantage. The other advantages include improvement in marketing opportunities, creativity, recruitment, and business image (Sharma, 2016). As each individual is unique, the managers must understand the consequences of discrimination. It is different from promotion of cultural adaptation in workplace. Cultural adaptation may only lead to adjusting to different culturally dissimilar backgrounds. However, this may involve ethical issues, due to cultural shock during adjustment stage (Croucher et al., 2017). To create innovation one need to infuse multicultural perspective, for which it is mandatory to consider individual opinions and respect the same (Petrakis et al., 2015). It may not be effective to use same leadership style for all people. With different people in t he organisation, the need to be in contact with different people also varies. Cultural adaption may only lead to memorising the cultural nuance of every market. It may not promote active listening and respecting others perspectives and ideas (Padhi, 2018). The author explains that effective cross cultural communication does not need to spend excess time in strengthening the internal communication capacity. These companies are successful in overcoming the external communication issues. Therefore, these companies gain competitive advantage. These companies where employees have undergone intercultural training have better awareness of the cultural nuances. These employees demonstrate understanding of how culture may impact communication with customers and clients. The employees demonstrate effective communication style, appreciation of seniority, meeting and greeting skills of different cultures, meeting etiquette, and strong negotiation tactics (Deardorff, 2017). Thus, the companies successfully communicating cross-culturally have a competitive advantage. It means that intercultural training fosters productivity and proficiency. These companies are successful as they are able to overcome misunderstandings due to prejudices and personal b ases. Thus, an organisation can effectively meet the objectives. Stereotyping may prove to be hindrance in the workplace in regards to communication. Stereotyping is the development of the assumptions regarding other members in the group. Such prejudices can lead to miscommunication. Overemphasising the cultural differences leads to misunderstandings of gestures even though positive. Every culture has a protocol to identify an appropriate behaviour. For instance, if Americans are perceived to be aggressive and intolerant, it may not hold true for all the Americans. Taken for granted beliefs can affect the personal attitudes and expectations when communicating with people from different culture (Padhi, 2018). Overemphasising the individual differences may hinder the managements ability to use the employees skills to their full potential. It may affect the decision-making skills of the management. Employees may feel deprived of opportunities. It may decrease their morale and productivity (Korez Vide, Jure, 2016). It implies that the organisations m ust take cognizance of the differences. At the same time there should be a unity in diversity. Stereotyping in many companies have led to high turnover rate, poor performance and high rate of absenteeism. Consequently, it may affect the companys revenues due to dissatisfied customers. A firm may lose competitive advantage due to lack of open communication culture. It leads to failure implementing the diverse employee perspectives. It acts as barrier to creativity, innovation, problem solving and competitive abilities (Tr?pczy?ski et al., 2016). References Croucher, S. M., Kelly, S., Condon, S. M., Campbell, E., Galy-Badenas, F., Rahmani, D., ... Nshom, E. (2017). A longitudinal analysis of the relationship between cultural adaptation and argumentativeness.International Journal of Conflict Management. Deardorff, D. K. (2017). Cross?Cultural Competence.The International Encyclopedia of Intercultural Communication. Demuijnck, G. (2015). Universal values and virtues in Economics versus cross-cultural moral relativism: An educational strategy to clear the ground for business ethics.Journal of Business Ethics,128(4), 817-835. John, M. T., Roberts, D. G. (2017).Cultural adaptation in the workplace. Taylor Francis. Kaul, A. (2014).Effective business communication. PHI Learning Pvt. Ltd.. Korez Vide, R., Jure, M. (2016). THE ROLE OF STEREOTYPING IN A CULTURALLY DIVERSE INTERNATIONAL BUSINESS ENVIRONMENT.Teorija in Praksa,53(5). Lindsey, D. B., Lindsey, R. B. (2016). Build Cultural Proficiency to Ensure Equity.Journal of Staff Development,37(1), 50-56. Padhi, D. (2018).The Rising Importance of Cross Cultural Communication in Global Business Scenario. Journal of Research in Humanities and Social Science. Retrieved 23 January 2018, from https://www.questjournals.org/jrhss/papers/vol4-issue1/E412026.pdf Petrakis, P. E., Kostis, P. C., Valsamis, D. G. (2015). Innovation and competitiveness: Culture as a long-term strategic instrument during the European Great Recession.Journal of Business Research,68(7), 1436-1438. Sharma, A. (2016). Managing diversity and equality in the workplace.Cogent Business Management,3(1), 1212682. Tr?pczy?ski, P., Pu?lecki, ?., Jarosinski, M. (Eds.). (2016).Competitiveness of CEE Economies and Businesses: Multidisciplinary Perspectives on Challenges and Opportunities. Springer. Trevino, L. K., Nelson, K. A. (2016).Managing business ethics: Straight talk about how to do it right. John Wiley Sons.

Stanley His Character Essays - English-language Films,

Stanley: His Character DO NOT USE THIS PAPER -- ESPECIALLY IF YOU ATTEND THE UNIVERSITY OF TENNESSEE - KNOXVILLE AND HAVE DR. MARILYN HARDWIG AS YOUR PROFESSOR!! THANKS - ASHLEY In the play, A Streetcar Named Desire, author Tennessee Williams does a wonderful job developing the character of Stanley Kowalski. To me, his character seemed most like that of a true person. On the other hand, Stella, Stanley's wife, is mainly displayed as being the loving type, and because that is basically the only character trait she displays, it is difficult to really understand her as a person. The character of Stanley Kowalski is developed much like a real person, having numerous personality traits. One characteristic of Stanley is his rudeness and cruelty towards Blanche, Stella's sister. It is very apparent that Stanley does not care for Blanche. Scene eight mentions Blanche's birthday party, and surprisingly, she receives a gift from Stanley. This gift, however, is not one that most people would appreciate. Blanche is very surprised to get a gift from Stanley, and as she opens it she says, ?Why,why-Why, it's a-? (Williams 111). This is the first indication that there is something the matter. Because Blanche can't finish her sentence, Stanley lets everyone know that it's a ?Ticket! Back to Laurel! On the Greyhound! Tuesday!? (Williams 111). Blanche obviously couldn't finish her sentence because she was insulted that her birthday present implied that she was not welcome by Stanley. Even Stella knew how rude and cruel Stanley had acted towards Blanche. Stella lets Stanley know, ?You needn't have been so cruel...? (Williams 111). In scene ten, Stanley says to Blanche, ?Take a look at yourself in that worn-out Mardi Gras outfit, rented for fifty cents from some rag-picker! And with the crazy crown on! What queen do you think you are (Williams 127). This quote shows that Blanche's physical appearance has also been insulted and put down by Stanley. Although Stanley may not like Blanche, and may be cruel toward her, he still has a very loving and caring side. A very apparent character trait of Stanley is his love for his wife, Stella. In scene two, Stella and Stanley notice all the very nice things that Blanche has in her trunk. For Blanche being a poor girl, Stanley knows that she shouldn't have so many nice things. Stanley expresses his concern to Stella as he says, ?It looks like you have been swindled, baby...? (Williams 35). This shows that Stanley only wants for Stella what she deserves, and if Blanche is not sharing what money is also Stella's, then it upsets him. Normand Berlin, author of ?Complementarity in A Streetcar Named Desire? also agrees that Stanley is much in love for Stella. He states that ?Stanley, himself a garish sun, claims Stella, the star? (100). As much as Stanley loves and cares for Stella, he has a tendency to act the other way, not so loving. The aggressiveness of Stanley is probably his most evident character trait expressed through out the play. One might not think that a simple game of poker with the boys could turn so violent when a couple women walk in the room. Stanley's poker game must be very important to him in order for him to lose complete control and get physical with Stella. At the start of his outrage, the other men playing poker try to calm him down, ?Take it easy, Stanley. Easy fellow? (Williams 57). However, Stanley does not listen, and instead causes Stella to threaten Stanley as her own defense, by saying, ?You lay your hands on me and I'll-? (Williams 57). Stanley's a nger is now out of control. While no one can see what is going on with Stanley and Stella, the stage direction mentions ?There is the sound of a blow. Stella cries out? (Williams 57). Stanley is not only aggressive with Stella, but Blanche as well. In scene ten, Stanley and Blanche get into a quarrel. Blanche breaks a bottle and threatens Stanley by saying, ?So I could twist the broken end in your face!? (Williams 130). Stanley's strength is much more than that of Blanche, and therefore was able to grab her wrist and cause her to drop the bottle. As all of this is

The protective role of glutathione Essays

The protective role of glutathione Essays The protective role of glutathione Essay The protective role of glutathione Essay Glutathione is the most abundant intracellular non- protein thiol and has been implemented in many cellular functions including detoxification of xenobiotics, cell cycle regulation, regulation of gene expression, protection of macromolecules and as an anti-oxidant.  Glutathione synthesis is a two step process catalysed respectively by ?-glutamylcysteine synthase and glutathione synthase.  Step 1) L-glutamate + L-cysteine + ATP( L-Y-glutamyl- L-cysteine + ADP + Pi . Step 2) L-Y-glutamyl L-cysteine + glycine + ATP ( GSH + ADP +Pi  Glutathione appears to be synthesised primarily in the cytosol, yet serves its function in other compartments including the nucleus, mitochondrial matrix, endoplasmic reticulum and in the extracellular environment. There appear to be two intracellular glutathione pools, one accounts for between 70 and 85 percent, is located in the cytosol and exhibits a rapid turnover with a half -life of between 30 minutes and 2 hours. A less significant pool resides within the mitochondria having a longer half-life of around 30 hours. Glutathione breakdown is catalysed by a specific enzyme, glutamyltransferase located on the luminal plasma membrane of epithelial cells.  Protective functions of glutathione.  The role of glutathione in xenobiotic metabolism.  The metabolism or biotransformation of foreign compounds can be divided into two phases. Phase one, the modification of a compound, achieved by the addition of a functional group such as a hydroxyl group and phase two, the conjugation of the functional group to convert the compound into a more polar and hence more readily excreted form.  Glutathione conjugation is probably the most important phase two reaction, being a major detoxification pathway for many compounds with a chemically reactive centre. Such substrates include aromatic rings, double bonds, halogenated aromatics, aliphatics and acyclics. Conjugation of various epoxides with glutathione.  The dimeric enzymes catalysing these transformations are glutathione-S-transferases and exist in four major classes;  An example of glutathione conjugation is in the metabolism of large doses of paracetamol, (acetaminophen), a widely used analgesic and anti-pyretic drug. Paracetamol is relatively safe when taken at therapeutic doses, however it is becoming increasingly common for overdoses of the drug to be taken for suicidal intent. Paracetamol poisoning causes primary centrilobar hepatic necrosis and possible renal damage and failure. The metabolism of therapeutic doses of the drug is generally via glucoromidation, but for doses in excess of aound 10 tablets, glutathione conjugation becomes significant. One product of paracetamol oxidation via cytochrome P450 is N-acetyl-p-benzoquinoneimine (NAPQI). This electrophile is detoxified in the liver via conjugation with glutathione, alternatively, it is reduced back to its parent compound also by the action of glutathione. In the case of an overdose, reduced glutathione can become saturated and as a consequence, when the levels drop to around 20 percent of normal, NAPQI has a tendency to react with other molecules within the cell possessing sulphydril groups. This leads to the oxidation of these cellular proteins, particularly enzymes, for example the plasma Ca2+ATPase. The inhibition of this calcium pump leads to the increased storage of calcium by the endoplasmic reticulum and by the mitochondria, however, these two stores have a finite capacity and if saturated, the intracellular concentration of calcium can become extremely high, resulting in cellular damage. It has been observed in rats fasted overnight and then administered with a paracetamol overdose, that as glutathione levels drop to around 20 percent, lipid peroxidation can occur. In conclusion, glutathione appears to be very important in paracetamol toxicity, in fact reduced glutathione is administered clinically in cases of paracetamol overdose and if given in time can limit the potential damage caused in such cases.  Detoxification of H2O2 and other organic peroxides.  Oxygen, although critical for aerobic life, is potentially toxic. Dioxygen (O2) itself is a free radical, but is relatively stable owing to the position of its free electrons- occupying parallel spin positions. However, the reduction or partial reduction of oxygen can generate damaging free radicals, their unpaired electrons conveying high chemical reactivity on the molecule, such as the superoxide anion. All aerobic cells generate these free radicals as a consequence of oxidative metabolism. Glutathione can protect against oxidative damage in the cell in two ways, both directly and indirectly.  Free radicals, owing to their high chemical reactivity, attack a wide range of macromolecules. Often, this results in chain reactions whereby the product of one reaction serves to propagate further reactions. One means of terminating this process is by one free radical attacking another. However, free radicals are relatively rare in biological systems, therefore, various protection mechanisms have evolved. One such mechanism is that of free radical traps and glutathione itself serves as a free radical trap. Being small and water-soluble it works in the aqueous phase of the cell, reacting with free radicals to yield glutathione radicals and a reduced form of the free radical. In contrast to many free radicals, the glutathione radical is stable, un-reactive and does not go on to propagate further reactions.  Glutathione can partake in the protection against free radicals indirectly via the action of glutathione peroxidase. Glutathione peroxidase is an enzyme abundant in areas of high oxidative stress. It was discovered in 1957 by Mills and is unusual in possessing a selenium co-factor, which works as illustrated.

The Best Free Email Marketing Software Tools You Should Use

The Best Free Email Marketing Software Tools You Should Use Free doesn’t have to mean crap. Not even when it comes to email marketing software. Sure, your email list is valuable. 4,000% ROI-level valuable. But, that doesn’t mean every tool you use to execute an email strategy needs to be expensive. In fact, there are tons of free options out there, and they don’t even entail accepting compromises just to get work done. In this post, we’ll round up the best free email tools you should consider using. Then, we’ll show you how to build an entire workflow using free resources. Whether you’re operating on a shoestring budget, or just need a gadget or two to tackle certain tasks, you’re sure to find something you can use.The Best Free Email Marketing Software Tools You Should Use via @Introducing the Email Subject Line Tester You get one chance to write the perfect subject line for your email. Of course, there’s no way to be sure how it’ll perform until you hit â€Å"send.† But, wouldn’t be great if you could tilt the odds in your favor? That’s where our  Email Subject Line Tester  comes in. It's the best way to: Optimize subject lines: Understand which elements to adjust for best performance. Do better subject line A/B tests: Test multiple options, choose your best scores, and repeat. Improve open rates: 33% of recipients open emails based on the subject line. Test yours to make sure you're getting as many opens as possible. Give it a spin now and start optimizing every subject line you write (before sending it to your list). Try the new Email Subject Line Tester from @All 28 Email Marketing Tools This Post Will Cover You might just want a roundup of all the tools mentioned here. In that case, browse through this list and pick out what you need. Free Email Planning and Research Tools Before you get started creating email content, you have some legwork to do. Here are a few resources to help you plan. Free Email Marketing Calendar Template: We’ve included one in this post to help plan all your send dates. Feedly: One of the best RSS reader apps out there. Follow sources in your industry and surface the best content to share with your audience. Scope: Curious to know how a cool-looking email was coded? Use Scope to dissect it and see what you can learn. Try these free email planning and research tools Free Email Writing Tools Writing email copy isn’t easy. Neither is dealing with shame after sending an email with a spelling error. Tips the odds for success in your favor with a couple free editing tools. Grammarly: There’s nothing worse than sending an email to your entire list with a typo. Use Grammarly to catch them before you hit publish. Hemingway: Is your email copy clear and conversational? Use Hemingway to analyze your writing and make sure it’s easy to read. Write flawless emails with these free editing tools Free Email Design Tools Most email service providers make it easy to create designed emails using WYSIWYG editors and templates. If you prefer to hard code your own emails, though, there are free tools out there to help. BEE Free Responsive Email Builder: This responsive email builder lets you design email newsletters, and then deliver them with whichever service you prefer. Free HTML email template roundup from Colorlib: If you need HTML email templates, you’ll likely find several useful options amongst this enormous roundup. HTML to Text Email Converter: Plain text emails  might not look as attractive as designed emails, but they serve plenty of purposes (they’re easier to read, quicker to load, for starters). Use this tool to convert designed emails into plain text, if you plan to send two versions. Free Formatter: Building emails with HTML? Use this tool to cleanly format your code. Da Button Factory: Use this to build CTA buttons for your HTML emails. PicResize: If you have images in your email, and don’t want to fire up Photoshop to resize them, use PicResize to get the job done quickly. Here's how to design great marketing emails without breaking the bank Free Landing Page Building Tools Each of these tools are meant to do one thing: create conversion-optimized landing pages to direct traffic toward from your emails. MailChimp Landing Page Builder Ucraft Landing Page Builder Vertical Response Landing Page Builder OntraPages Landing Page Builder Xtensio Landing Page Creator Send your email traffic to well-designed landing pages with these free tools Free Email Testing Tools Once you hit Send on an email, it’s gone. Outta there. Not coming back, no matter how bad you need to fix something. Get it right before you deliver with these free resources. Mail Tester: Make sure your email isn’t likely to trip spam filters before you send it. Email Deliverability Test: Ensure your email has a high probability of landing in your recipient’s inbox. Email Subject Line Tester: Optimize subject lines before you send to maximize opens and clicks. This one was built by , and its available as a web-based landing page, or within the platform itself. A/B Split Test Calculator: Use this calculator to determine the statistical relevance of your A/B test results. A/B Split Test Duration Calculator: How long should your A/B tests run for? Here’s one way to find out. Email Rendering Preview: If you’re building HTML emails, it’s always good to know how they will appear in people’s inboxes. This tool lets you take a sneak peek. PutsMail: Test your subject line and body content appearance before sending your email. Test every email before hitting Send with these free tools Free Email Service Providers and Delivery Tools Getting emails built and sent is much easier with an email service provider. Here, we’ll recommend a couple, plus one additional tool for easily automating email promotions from RSS. MailChimp: Free for up to 2,000 subscribers and 12,000 emails per month. Integrates with to plan and schedule emails on your marketing calendar. SendInBlue: Free for 300 emails per day. ChimpFeedr: Create RSS-based email subscription feeds effortlessly. Get started with email marketing using these free email service providers Free Email Measurement and Analytics Tools Most ESPs include built-in analytics, but there are a couple tools we recommend using for building tracking URLs. Google Analytics Campaign URL Builder: Use this to create trackable URLs to use in your email content. Google Analytics: Measure referral traffic and conversions from your emails. Measure the performance of your marketing emails with these free tools Plugging Free Tools Into Your Email Marketing Workflow So, now you have a giant list of free tools. Now, how to actually use any of them? Let’s walk through where they fit in your workflow. Step 1: Planning Your Email Newsletter The first step is figuring out what your email will include. Are you putting together: A sales email. Something informational. A product update. Once you have that down, Then, if your newsletter will be rounding up curated content, check out your feeds in Feedly to find relevant content to share: Finally, plan your send date on the email calendar template we’ve included in this post: Using this template, you can map out the following for each email send: Send date Email creator/owner Email type (promo, newsletter, etc) Target Persona Email List (name of list segment that should receive it) Supporting details on each piece of content included in your email And more. In short, using a calendar is an easy way to keep every email send organized. Or, if you’re a paid customer, in (you can snag a free 14-day trial here): Do This In : Using the MailChimp integration, you can automate marketing email newsletter delivery on your marketing calendar. This helps you see every delivery date alongside the rest of your marketing campaigns, content, and projects. Step 2: Writing Your Email Content Next, fire up a word processor and start crafting your next masterpiece. To make sure it’s readable, scan your content in Hemingway. Then, run it through Grammarly to help catch any typos you may have missed: After that, try ’s Email Subject Line Tester and write several email subject line options you think might work. First, enter your subject line: Then, review your analysis. It’ll start by letting you know if you’re using words that either increase or decrease opens (and includes links to word banks showing you which words to consider adding, or avoiding): You’ll also get recommendations on which style case to use: Then, you’ll see suggestions for word count, number usage, and emojis: Finally, you’ll get an illustrated preview of how your subject line might appear to a reader: Try writing several subject line options until you narrow it down to two that you’ll A/B test. Recommended Reading: Everything You Need to Know About Writing Awesome Email Subject Lines Step 3: Designing Your Email Hand-coding marketing emails is not for the faint of heart. It’s also not necessarily essential, with ESPs offering much of the functionality most marketers might need to develop emails. But, there are benefits to designing emails yourself. You get total control over how your email designs look, and it makes sure your emails are unique and more difficult to duplicate. Using the free tools in this post, you can either create emails totally from scratch (which, realistically, you would probably have a developer take on this task), or use freely available templates and tools to create your own, separate from the templates available in your ESP. Note: If you’re using an email service provider like MailChimp, Campaign Monitor, or another similar service, skip this section. First, you might want to snag some inspiration from another email you’ve seen. Try using Scope, a free tool from Litmus, to see how it was built. All you need to do is visit the site, and click and drag the bookmarklet to your browser toolbar: Next, pull open an email you want to examine in Gmail, and click Scope It in your toolbar: The next step is to click the arrow pointers in the middle right to see the source code, or use the Code/Design toggle switch on the upper right: If you choose to go this route, fire up BeeFree.io and select one of the available templates: Or, select Start From Scratch and create your own: As you’re adding content and graphics to your email, use PicResizer to keep images within a reasonable size before dropping them into your newsletter: Then, once you click Save, you can download your email as HTML and send it with your ESP (or, you can upgrade to a paid plan). Now, according to MailChimp, it’s wise to send a plain text version along with designed emails. So, use their HTML to Text Email Converter to make this process easy: Step 4: Create and Schedule Your Email If you’re not building your email by hand, then create and schedule it using MailChimp. This video will show you how to get it done: If your email has links, you’ll also want to use trackable URLs. Use the Google Analytics Campaign URL Builder  to help you track referral traffic from your email: Step 5: Design Your Landing Page (Optional) If you’re sending marketing emails, there’s a good chance you’re promoting something. That means you might also have a campaign landing page where you’re directing traffic. MailChimp makes it easy to create a landing page quickly with their landing page builder. Here’s how it works: Recommended Reading: How to Write Landing Pages That Convert Step 6: Test Your Email Before Delivery A lot can go wrong with email marketing if you aren’t careful. So, let’s make sure your email is well-optimized for success before hitting send. Start by making sure you’re not likely to end up in the SPAM folder using Mail Tester. First, send your email to the address you’re shown: Then, you’ll receive a report checking your spam score. Next, let’s check your email deliverability. This email deliverability test tool from Send Forensics  will help you determine your deliverability performance according to industry benchmarks, and more. To start, the tool will ask for some information: Then, you’ll get an analysis back with some useful stats and data. Now, most ESPs (like MailChimp) make it easy to set up A/B tests to see which subject line influences the most opens. You might want to test all kinds of different elements, from email layouts, to CTAs, to subject lines, and beyond. To calculate how long you should run an A/B test in order to drive a desired increase in conversions, use VWO’s A/B Split Test Duration Calculator. You can use this for all kinds of different A/B tests (like split testing landing pages, for example), but it works well for our purposes here, too. How do you know if your split test results mean, well, anything? Use this A/B Split Test Calculator. It’ll tell you whether there’s any meaningful statistical correlation between result A and result B, based on your total sample size: Finally, if you’re curious how your email will display in various email clients, use Email Previews. It lets you see how your email will look across 90+ different apps: Step 7: Measure Your Email Marketing Performance Now, once your email is sent, you’ll need to measure its performance, and apply what you learn to your next email send. If you’re using MailChimp, you can find a lot of data right in the app. Follow these three guides: How to use Email Campaign Reports in Google Analytics. How to connect your MailChimp account to Google Analytics. Where to find MailChimp data in Google Analytics. If you’re building your own emails, check out this guide from Smart Insights  on using Google Analytics to measure email marketing performance. Recommended Reading: 20 Email Marketing Best Practices That Will Improve Results What Are You Getting Done With Free Email Software? If you’re serious about email marketing, you’re probably paying for an email provider, and maybe some other tools, too. But, if cost has prohibited you from getting started, hopefully you were pleasantly surprised to learn what you could get done completely for free. Even if you are using a sophisticated email tool stack, hopefully you did find something here you could use, and know exactly where to incorporate it into your workflow.

Public Health Advocacy And Preventive Medicine Essay

Public Health Advocacy And Preventive Medicine - Essay Example This encompasses upholding individual rights and freedoms in relation to accessing healthcare services (Landesman, 2005). To me, health advocacy also entails speaking out for minority groups, and further airing my views and opinions that are highly likely to reform healthcare system for the better. Health advocacy has had a significant impact on my personal life. This issue has shifted my healthcare concerns from an individual perspective to a social and global context. In other words, there are diverse and dynamic healthcare issues that remain unaccounted for by health advocates. If every advocate plays his or her role, then the outcome will without doubt be overwhelming. Health advocacy has, therefore, resulted in self-actualization in the advocacy pursuit. In my own community, Hospital Acquired Infections HAIs constitute a health advocacy need. While many patients have succumbed to HAIs among other hospital errors, inadequate attention is directed to them (Landesman, 2005). Personally, I would actively become involved in advocacy activities related to HAIs since few or no patients understand their

Contemporary business issueSub Prime letting050808 Essay

Contemporary business issueSub Prime letting050808 - Essay Example The Fed comes out with the monetary policy in order to ensure a certain key objectives like, delivering price stability with a low inflation level coupled with an objective to support the Government's economic objectives of growth and employment. To have a look on how the Fed monitors the price related regulations to keep a check on inflation, we can consider a small example of the regulation on house and property prices. To take any decisions related to interest rates keeping in mind the ongoing inflation rate, the Fed must be thorough with the booming property prices and must take steps to ensure that the prices are not artificial. Government intervenes through its central bank to regulate the prices of many commodities, similarly it also regulates the prices of houses like any other important commodity. Fed has the responsibility to keep a check on asset prices including the prices of houses. There can be a number of reasons why the prices of houses may shoot up, like the simple rule of demand and supply has a definite impact. (Demand and Supply for Housing). Other reasons behind a... (Demand and Supply for Housing).Other reasons behind a change in property prices can be Mortgages. A mortgage is the money borrowed to buy a house, as for most people buying a house is not easy. Over the years mortgage market has picked up greatly and the current scenario is totally different from the one that existed in the beginning. (The UK Housing Market - Factors Influencing the Housing Market: Mortgages) The central bank of any country has a monetary policy and it uses the same to regulate mechanism of the economy and deal with such erratic swings in the prices of property. Like when it decides to change the interest rate, the government is trying to check the overall expenditure of the economy. A change in interest rates is mostly used to contain inflation, which is the result of lavish expenditure by the country. The Bank sets a fixed interest rate at which it lends money to financial institutions and depending on this interest rate, individual banks and other financial institutions set up their own interest rates, which apply to the whole economy. This interest rate also regulated the savings in an economy, which eventually results in capital formation and reinvestment. It is notable that when interest rates are high, people prefer to invest money in government deposits that are less risky in nature than the stock markets and similarly high interest rates boost up the savings. Lo wer interest rates make asset and real estate prices go up, as people start ignoring conventional saving instruments and make use of the high growth ventures like shares and houses, which pushes up their prices and this is where the problem of easy availability of finance crops up.The sub prime crisis started with the sub prime

Race and Gender Schemas Essay Example for Free

Race and Gender Schemas Essay A person’s gender schema affects how they treat all other people regardless of age, race, or social position; because we assume that everyone fits into one of two categories: male or female. There are other cultures that do not have a binary gender schema, and allow people to occupy a â€Å"third position† combining traits that Americans would see as male or female. It is unfortunate that gender schemas are so restrictive and create expectations and judgments about people’s authentic selves that can damage the psyche (Valian, 208). As a way to navigate the social world, gender schemas can be important, but like schemas for race and social class, they can reinforce hierarchies that restrict a large part of the population. Below, I will talk about my own gender schema, how I view the gender schema of my society, and how it could be changed to better As media becomes an ever more powerful force in shaping the worlds perception of itself, an individuals struggle to maintain a unique identity and self-understanding apart from media influence becomes increasingly difficult. Damaging to the idea of the self are the racial, gendered, and class-based stereotypes (always artificial and frequently physically, fiscally, and emotionally unattainable), which are broadly perpetuated and, because of their persistence, are apparently not broadly questioned. The prevalence and power of gender (especially female) stereotypes in the media are addressed in this p My own gender schema has changed radically from when I was younger. I can remember asking my mother â€Å"is that a boy or a girl? about a person whom my mother identified as a woman, but who had a very square, angular face with large eyes. Later, I learned to incorporate larger scale features (curvy hips or breasts; large shoulder-to-waist ratio) into my schema. Although I was raised as a girl and have always looked female (if not always perfectly feminine), I don’t always â€Å"act like a girl† – I am somewhat aggressive when playing sports, I’m not shy about asking questions, and I’m sometimes stoic about my emotions. This reflects my gender schema for males: â€Å"typical men† are aggressive in sports, readily ask questions, and do not express emotions. By contrast, â€Å"typical females† in my gender schema are concerned with their appearance, are not aggressive on the playing field, tend to be shy if they ask questions, usually assume that they are not in a position of authority, and express their emotions freely. My schematic representation of male and female physical features has relaxed slightly since childhood; plenty of the women I was with in high school were more angular than curvy. Even though I grew up in a fairly enlightened part of the world, men and women still used nonconformity to gender stereotypes/schemas to insult each other across group lines (women insulting men for being too female-like; men insulting women for being too male-like). Also, I was more cautious of people who did not fit my gender schema, because these schemas predict behavioral and cognitive tendencies, however unreliably. Although our society has changed significantly even in the past 30 years, gender schemas themselves are still very restrictive. It may be the case that fathers have increased their contribution to childrearing time so little because the gender schema for males still dictates that a man spend the best hours of his day at his job (TenenbaumLeaper, 616). Women are expected to conform to people’s gender schemas by liking children and being caring, sympathetic people – all qualities of good mothers. However, it is never clear that every woman you meet wants to be, or is even capable of being, a mother. Many people still retain a gender schema that does not allow for women in positions of power in the workplace. The industrialized nations’ gender schemas â€Å"support a sexist society by propagating an ideology of an innate and entirely pervasive, sex determined social structure† (Devor, 147). This is as bad for men as it is for women. For every woman passed over for promotion at work because their boss’s gender schema classifies them as a â€Å"mothering type,† unsuited for the fast-paced world of their chosen industry, there is probably a man in a high-pressure job that would like to ask for paternity leave, but doesn’t want to be belittled by â€Å"the guys. From my perspective as a woman, and as someone who has felt pressure to conform to a feminine gender schema, it seems like women get a worse deal if everyone uses the male/female gender schema in which typically-feminine behavior includes letting other people have their way, assuming you are not in a position of authority, and paying more attention to your appearance than your skill set. For gender schemas to change in society at large, gender schemas must change for children. The best way to do this is by exposing children to gender-atypical men and women in an accepting way, expanding children’s gender schemas and symbolically making it acceptable for men and women to be as â€Å"masculine† or â€Å"feminine† as they feel like. Another way to take the claws out of the American gender schema would be to legitimize between-gender roles, either by working towards acceptance of transgendered and transsexual populations or by studying the gender schemas of other cultures as a way to shift our own prejudices about what constitutes â€Å"maleness† and â€Å"femaleness. Shifting our gender schemas will allow people’s inherent strengths and weaknesses, rather than their adherence to stereotypes, to be the most important determinant of how we treat others. Heightened public awareness of both the existence of and potential damage caused by these stereotypes is essential if they are to be eliminated. Frequently, though, they are d ifficult to combat and even to identify because of the ways in which they are presented. Overwhelming amounts of time and energy are devoted to uplifting a small, specially selected portion of the population as models of physical perfection. These individuals are, predominantly, television and movie celebrities, fashion models, and sports figures. The glamorous ways in which these occupations are portrayed by the media are seemingly impossible to separate from the physical appearance of the people who hold them. The glamour that surrounds the media presentation of the lives and careers of these individuals extends, not surprisingly, to the clothes that they wear and the way that they look. In fact, so much attention is given to celebrity appearances that entire television programs are devoted to little else but visual exploitation of celebrity clothing and their tangible products of their latest fad workouts. The media presentation of the celebrity body has a single unifying thread, regardless of the specific job title of a given celebrity. Celebrity bodies are desired, both subjectively and objectively. The media, without question, shapes this public response. It can be argued (and has been, on many occasions) that, because the media portrays celebrities bodies as attractive, desirable, and good, they become national symbols of these characteristics. Conversely, bodies that do not meet this lofty goal frequently are, consciously or unconsciously, regarded as bad or ugly. Consider the most recent (and extremely popular) advertising tack used by Subway, the national fast food sandwich chain. Jared, the protagonist of the recent slew of television commercials, allegedly lost hundreds of pounds while on a diet consisting primarily of the chains fare. Jareds before pictures show him considerably larger than his current size, but they also show him alone, with no friends or family. In stark contrast, however, his after action shots consistently show him not only thinner, but also constantly in the presence of a beautiful woman, presumably his significant other. The advertising message is clear: fat=bad, ugly, unhappy and alone, thin=happy and with attractive partner. Through these commercials, Jared has assumed celebrity status, solely on the basis that his body has changed to approximate more closely the current standard of attractiveness. Sadly, though, there is a severe disconnect between the male and female body types lauded in the media and those of the public at large. A shockingly small minority of the population has the genetic dispensation to match with what the media purports to be attractive. For women, desirable physical characteristics (as they are portrayed in the media) include being thin, long-legged, slim-hipped, and large-breasted. The media-portrayed desirable physical characteristics for men include being muscular and possessing a full head of hair. Some characteristics are portrayed as desirable in both sexes, such as being tall, fit, athletic, young, and light-skinned. In the gap between what is implicitly beautiful in the eyes of the media and the physical reality of the popular majority flourishes a market of self-improvement products and services, ranging from hair dye and makeup to tanning salons, dieting, and plastic surgery. It seems as though nearly everyone, at some point in his or her life attempts to alter him- or herself in a physical way, in order to conform more closely to the marketed norm of attractiveness and desirability. Television, magazines, and newspapers are filled with advertisements promoting self-loathing, while offering miracle, body-altering cures. The body that does not conform to a sexy, sleek stereotype becomes a thing to be hated, improved upon, and generally tortured into submission. A portion of the damage caused by such a mentality is quantifiable, though observation of the huge profits accumulated yearly by various diet programs and plastic surgeons. The harm of this presentation of the human body can also be seen in our current societal epidemic of disordered eating, including anorexia, bulimia, over-exercising, excessive dieting, and over-anxiety over food. While the population subset living with and recovering from disordered eating is still predominately composed of women, the number of men with disordered and dangerous eating habits is on the rise. In addition to physical damage, intangible psychological harm results from body image problems to which the media contributes daily. When men and women are faced with the implication that their bodies, if they fail to conform to an impossibly stringent set of standards, are unattractive, unhealthy, and unlovable, they begin to lose confidence in themselves. The perception that a single, narrow range of body types is acceptable and healthy for men and women is not only in error, but contributes to widespread social discontent. Instead of celebrating the diversity and beauty of the human form, the media stifles our desire to feel comfortable with ourselves in an attempt to fool us into supporting a billion dollar self improvement market, from which the media garners tremendous financial benefits. In addition to (and perhaps more devastating than) the physical and emotional damage caused by the current media-driven obsession with achieving an arbitrary physical perfection, our society faces losing serious social perspective. As it is currently used in the media, the body is stripped of its uniqueness and forced into frustratingly narrow constraints: good/bad and attractive/unattractive. Little or no public attention is given to the countless other factors around which a persons identity is structured: kindness, generosity, honesty, friendliness, work ethics, personal motivation, intelligence, and spirituality. By focusing too intensely on the physical, our society risks losing sight of the fuller sense of what people are, and what makes us truly beautiful. My LAP is going to talk about a personal experience that I have encountered with a family member. I have a brother who fits the schemas that we have spoke about in class. I feel that my brother has been dealing with identity issues for a long time since his childhood. How do you deal with being something that you don’t feel you are? Being in this class has me see that everything is not black and white. Schemas are just a stereo type and everyone that may be something does not always seem to be the case. Sometimes there are many reasons that people feel that they are a part of a schema it can be caught up in how people act. Many things on TV make people want to try things like being attracted to the same sex. But sometimes it can be what is going on in your environment. Sometimes I feel that I am a part of a schema I am one of the only black females at my job that is around wide variety of Reform Jews and to me I feel sometimes that I am not suppose to be there but I hold my head up high and keep my enthusiasm very high. So schemas are every day and it just does not have to be about sexuality.

There are NO Just and Holy Wars Essay -- Christian Crusades, Terrorist

War can often be considered an evil act, an act of aggression against another country for economic or social gain, or can be considered a noble event of justice, a defense mechanism of a protectorate country helping a country in need. However, sometimes the issue of war is mingled with religion, which brings the value of war into question. In some religions, war is considered noble and a gateway to heaven. A jihad in Islam is an example of this type, where some Muslims believe that attacking the â€Å"infidel† is considered strong promotion of their religion. However, in many religions the ethics of a Holy War, loosely defined as â€Å"any war that is regarded as a religious act or is in some way set in a direct relation to religion,† (Erdmann 3)) is in a very grey area. Christianity is one of those religions. Starting in the late 11th century, the Christian church started a series of Holy Wars called the Crusades. After looking at the motives for the war and the teachings of Jesus, the supposed basis of Christianity, it seems as if these wars were not actually representative of how Christians should act toward conflict even though they were considered for the good of the church. Onward Christian Soldiers The view of the Church towards war from its inception in the first century until 1095, when Pope Urban II officially called Christians together to fight in the first Crusade, changed drastically according to Thomas Madden (1). In the first hundred years after the death of Christ war was seen for only stately gain by the Roman state, which was persecuting Christians. However, the conversion of Emperor Constantine brought a union between the state and Christianity. War became a necessary tool, but due t... ... I mentioned before, Osama bin Laden proclaimed his attack on the World Trade Center a holy war. While the world looked back and could not understand how this could be considered holy, if one were to look back they could see similarities between the Christian Crusades and the terrorist attacks. When I was looking for websites on just war theory of St. Augustine, nearly every single site I found had a discussion on whether the possible action by the United States in Iraq would be justified according to St. Augustine. Most declared that it would be justified based on the actions of Iraq over the past decade and our status as a world leader with an international council such as the United Nations. It is nice to know that the information from the Crusades can help us now, but I prefer knowing that the Christian church has not repeated its action in the past 500 years.

Leadership In The Military

There is surely no more talent nor more hope for the future than right here in this room. I envy you and I wish I could trade places with you, but at the same time, looking at all of you I am supremely confident that here among you sit the future great captains of our military and that we can all be very confident about tomorrow. And I am convinced that if he were alive today, Gen. Marshall would be right here, for there is nothing that that great soldier loved more than to talk about service and to talk about leadership.As he himself once said on a similar occasion, looking across a room full of future leaders, â€Å"You're young,† he said, â€Å"and you're vigorous, and your service will be the foundation for peace and prosperity throughout the world. † Certainly as I look at you the same is true this morning. Truly you here in this room are our future. And it is most fitting for us to come together right here in these very halls where George Marshall once walked to h onor him and to reflect on his great contributions and to share some thoughts on leadership.If you were to think back over this century, you would realize very quickly that our Army has produced some truly remarkable military leaders. I am confident that if I were to ask all of you to take pen to paper and to write down the names of the great Army leaders of this century, you would be at it for a very long time, and when you were done, the lists that you produced would be very long. Just to name the most famous, there was, of course, Black Jack Pershing, Omar Bradley, George Patton, Dwight Eisenhower, Douglas MacArthur, Lightning Joe Collins and most recently two of my former bosses, Norman Schwarzkopf and Colin Powell.Each of these officers was remarkably gifted. But if you study them closely, you realize that each was very different, that the fame they acquired had very different roots. Omar Bradley — simple, unadorned, humble, but of them all he was the soldier's soldier à ¢â‚¬â€ loved by his subordinates and considered by Eisenhower to be the boldest and most dogged of his Army group commanders. Or there was Eisenhower himself, a leader of incalculable depth, intricacy and complexity.Some say his outward appearance and reputation were those of an officer who compromised easily, and who others thought was only thinly grounded in the knowledge of war fighting, but one with a keen sense for what it took to maintain cohesion within our W[orld] W[ar] II coalition. But if you were to look closer, you would discover that these were the traits Eisenhower wanted others to believe, for he was surrounded by huge egos, both among the talented commanders in his theater and among the nations that comprised our alliance.Quite contrary to these assertions, he held deep convictions, and he never ceded or compromised any point that he felt important. Our campaign to seize Europe from the Nazis was the very campaign he visualized at the start of the war back in 1942, a plan for which at first there was only lukewarm support among American leaders and nearly total opposition from our British allies.Yet when it was done, it was Eisenhower's approach we executed, and it was militarily brilliant. And any study of our great generals must include that incredible warrior, George Patton, a tenacious and hard-bitten fighter who felt the pulse and flow of the battlefield in his veins, who had an innate knack for inspiring soldiers to fight beyond all limits of their endurance, but also a soldier with a renowned appetite for fame and approval.And we could talk about so many others, for our Army has produced such a rich abundance of talented leaders. But there is one giant who stands above them all. That officer was, of course, George Catlett Marshall. More than any soldier of this century, I'm convinced Marshall epitomized the qualities that we want in our leaders. He had MacArthur's brilliance and courtliness. He had Patton's tenacity and drive. He had Br adley's personal magnetism, the  ability to inspire confidence and deep affection from any who came into his presence.But more than that, Marshall had the organizational skills that in a few short years converted an Army of only several hundred thousand, with only a handful of modern weapons and no modern battlefield experience, into an Army of over 8 million — the best equipped, the best fighting army in the world, an army that defeated the two most powerful empires of its time.More than that, he had a rare intuition, a nearly flawless inner sense for other men's strengths that allowed him to see the spark of leadership in others, and when he saw that spark, to place such men into key assignments and then to fully support their efforts. He did that time and again, hundreds of times, with remarkable accuracy. And as we learned after the war, he was as well perhaps the greatest statesman and visionary of his age.All of us should remember that the occupations of Germany and J apan were commanded by military officers, but we should also remember that the architect of these occupations was Marshall. But even beyond this, in 1948, with a few words uttered in a speech at Harvard, Marshall put in motion the plan that would rebuild Western Europe, that would recover its people from enormous poverty, that would reweave the entire tapestry of nations from the conflict-addicted patterns of the past to what we see today: a Western Europe poised on the edge of becoming a cohesive union of nations.What an accomplishment! It is staggering to think of what this one officer accomplished in his career of service to his nation. But most humbling is to realize that to his death Marshall remained an entirely selfless man, a man who returned to service even from a well-deserved and long-sought retirement because a president requested him to do so, a man who never, ever exploited his reputation for any personal gain. If we were to ask a sculptor to produce a bust of a great leader and  described to that sculptor all of the traits and qualities that that bust should reflect, I have absolutely no doubt that that bust would look exactly like Gen. George C. Marshall.And so for those of us like you and I, who make soldiering our way of life, it is always instructive to take the time to reflect on Gen. Marshall's career, for by so doing we are reminded of much that we should try to emulate. But you are here for a different reason. You are here because I think you worry about these next steps for you, which will lead to a gold bar of a second lieutenant.I doubt very much that you are searching for answers about how to mobilize for war, how to free an enslaved Europe or how to rebuild a destroyed nation, although some day your country may ask just that from you. If you are like I was when I waited to pin on my lieutenant's bars, your thoughts are more about the challenges of a platoon leader than those of a general. The other week while a guest on Larry King 's show, Larry asked me when I first thought of becoming a general and the chairman of the Joint Chiefs. The answer was very simple.I told him that when I was a private my ambition was to become a good one so someday I could become a good corporal. And when 36 years ago, in 1959, the year that Gen. Marshall died, I was commissioned a second lieutenant and shipped off to Fairbanks, Alaska, and became a platoon leader in the mortar battery of the 1st Battle Group of the 9th Infantry, my thoughts were certainly not on becoming a general or colonel or major or even a captain!My thoughts were on becoming a good platoon leader, about being up to the challenge of leading my soldiers, about not making a fool of myself in front of Sgt.1st Class Grice, the platoon sergeant of that first platoon of mine. And I was right to concentrate on the job at hand, for the job of a lieutenant is a tough one — in many ways, perhaps, the toughest one — but it is without a doubt also the most important, and if you take to it, also the most rewarding. I was very fortunate, because I had Sergeant Grice to guide me and to teach me. And teach and guide me he did, without ever making me feel inadequate and without ever permitting me to be ill-prepared, because he was the best!And if there is one thing I wish for each and every one of you, it is a Sergeant Grice to teach you about soldiers, about leaders, and the responsibilities and joys of soldiering together. Not everyone is as blessed as I was; not everyone finds his Sergeant Grice, and many don't not because he isn't there, but because unknowingly and foolishly they push him away. Don't do that. Look for your Sergeant Grice; NCOs have so very much to teach us. Well, what did I learn from Sergeant Grice?Certainly more than I have time to tell you here, and also because many helpful hints have probably by now faded from my memory. But what I learned then and what has been reinforced in the 36 years since is that good leader ship, whether in the world of a lieutenant or in the world of a general, is based essentially on three pillars. These three pillars he taught me are character, love and care for soldiers, and professional competence. Oh, Sergeant Grice didn't exactly use these terms, but what he believed and what he taught me fit very neatly into these three pillars.He used to say that if the platoon ever sensed that I wasn't up front with them, if they ever believed I did something so I would look good at their expense, I would very quickly lose them. How right he was. Often he would say, â€Å"Look down. Worry about what your soldiers think. Don't worry about looking up, about what the captain thinks of you. † He never said it, that's not the kind of relationship that he and I had, but I knew that if I ever said something to the platoon or to him that wasn't the absolute truth, he would never trust me again and I would be finished as a platoon leader.I would be finished as a leader. Someone once said that men of genius are admired, men of wealth are envied men of power are feared but only men of character are trusted. Without trust you cannot lead. I have never seen a good unit where the leaders weren't trusted. It's just that simple. And it isn't enough that you say the right things. What counts in a platoon is not so much what you say, but what they see you do. Gen. Powell, speaking here a few years ago, put it this way: â€Å"If you want them to work hard and endure hardship,† he observed, â€Å"you must work even harder and endure even greater hardship.†Ã¢â‚¬Å"They must see you sacrifice for them,† he said. They must see you do the hard things, they must see you giving credit to the platoon for something good you did, and they must see you take the blame for something they hadn't gotten just right. But Sergeant Grice also understood that hand in hand with character, with this inner strength that soldiers will want to see, they will also want to know and see that you really care for them, that you will sacrifice for them, that you simply enjoy being with them. Words won't get you through there, either.If you don't feel it in your heart, if you don't love your soldiers in your heart, they will know it. How often Sergeant Grice would prod me to spend the extra time to get to know the members of the platoon better, to know who needed extra training and coaching so he could fire expert on the rifle range the next time around; to talk to Pvt. Taylor, who just received a â€Å"Dear John† letter; to visit Cpl. Vencler and his wife, who had a sick child. Every day you will have soldiers who will need your care, your concern and your help.They expect and, I tell  you, they have the right to expect, 150 percent of your time and best effort. And how well I remember those evenings in the field when Sergeant Grice and I would stand in the cold, with a cup of coffee in our hands trying to warm our frozen fingers, watching the p latoon go through the chow line. Grice taught me that simple but long-standing tradition that officers go to the very end of the chow line, that the officer is the last one to eat, that the officer will take his or her first bite only after the last soldier has had a chance to eat.This tradition, as you so well know, is founded in the understanding that leaders place the welfare of their people above their own, that the officer is responsible for the welfare of the troops; that if mismanagement results in a shortage of food to feed the entire unit, that the officer will go without; that if the food gets cold while the unit is being served, that the officer will get the chilliest portion. It is a tradition that surprises many officers from other nations, but it goes to the core of the kind of leadership we provide our soldiers. But caring for our soldiers does not stop at the chow line.Nor, for that matter, does it stop with the soldiers themselves, for you know that our units are fa milies, and a soldier must have the trust that you will take care of his family, particularly when he's away from home. But caring for soldiers actually starts with making them the best possible soldiers they can be. Their satisfaction with themselves, their confidence in themselves and in the end, their lives will depend upon how well you do that part. And that perhaps is your greatest challenge as a lieutenant. It is hard work, and make no mistake about it, there are no shortcuts.But what a joy it is to watch or to talk to young men and women in uniform, who know that they are the best because a Sergeant Grice and his or her lieutenant cared to teach them and to work with them and to make them reach for the highest standards. Which brings me to the third pillar I spoke of, and that is your professional competence. As we look back on Marshall and on Patton and on MacArthur and all of the others, we realize that the skills and qualities and knowledge that made them great generals to ok decades of training, of experience and of evolution.For all of the differences between these leaders there is one thing that they had in common. Their careers were marked by a progression of difficult assignments and intense study. Always they were a snapshot of a masterpiece still in progress, still in motion. From the beginning of their careers to the end, each of them was continually applying new brushstrokes to their knowledge and to their skills. And Grice understood that very well, although he had different words for it.He knew that if our platoon was going to be good at occupying a position and firing our mortars, at hastily leaving our position should enemy artillery have found our location, at the countless things that would make us a finely honed war-fighting machine, then he had to show me, he had to teach me and to practice with me, so that when I walked that gun line the soldiers would know that I knew more than they; that if I asked them how to cut a mortar fuse, th ere was no doubt that I would know the answer, just as I would know if there was too much play in the sight mount on that mortar.And I had to feel confident that knew before they would feel confident with me. In every good leader I have met in my years of service there always was the evidence of these three qualities: character, love for soldiers and professional competence. And because they possessed these qualities, they managed to inspire their soldiers to have confidence in them. And you know, the truly great ones like George C. Marshall did not only inspire soldiers to have confidence in their leaders, but they also inspired their soldiers to have confidence in themselves.With that, let me close. As I told you in the beginning, I am deeply envious of each of you. Since the days when I first put on my uniform, I fell in love with soldiering and with soldiers, and it has been for me, by any measure, a great passion. If I could start all over today, I would not hesitate for a sing le second. I would go out and I would find old Sergeant Grice and we would be ready tomorrow morning! Good luck to you all. I envy you. Leadership in the Military There is surely no more talent nor more hope for the future than right here in this room. I envy you and I wish I could trade places with you, but at the same time, looking at all of you I am supremely confident that here among you sit the future great captains of our military and that we can all be very confident about tomorrow.And I am convinced that if he were alive today, Gen. Marshall would be right here, for there is nothing that that great soldier loved more than to talk about service and to talk about leadership.As he himself once said on a similar occasion, looking across a room full of future leaders, â€Å"You're young,† he said, â€Å"and you're vigorous, and your service will be the foundation for peace and prosperity throughout the world.† Certainly as I look at you the same is true this morning.Truly you here in this room are our future. And it is most fitting for us to come together right here in these very halls where George Marshall once walked to hono r him and to reflect on his great contributions and to share some thoughts on leadership.If you were to think back over this century, you would realize very quickly that our Army has produced some truly remarkable military leaders.I am confident that if I were to ask all of you to take pen to paper and to write down the names of the great Army leaders of this century, you would be at it for a very long time, and when you were done, the lists that you produced would be very long.Just to name the most famous, there was, of course, Black Jack Pershing, Omar Bradley, George Patton, Dwight Eisenhower, Douglas MacArthur, Lightning Joe Collins and most recently two of my former bosses, Norman Schwarzkopf and Colin Powell.Each of these officers was remarkably gifted. But if you study them closely, you realize that each was very different, that the fame they acquired had  very different roots. Omar Bradley — simple, unadorned, humble, but of them all he was the soldier's soldier â⠂¬â€ loved by his subordinates and considered by Eisenhower to be the boldest and most dogged of his Army group commanders.Or there was Eisenhower himself, a leader of incalculable depth, intricacy and complexity. Some say his outward appearance and reputation were those of an officer who compromised easily, and who others thought was only thinly grounded in the knowledge of war fighting, but one with a keen sense for what it took to maintain cohesion within our W[orld] W[ar] II coalition.But if you were to look closer, you would discover that these were the traits Eisenhower wanted others to believe, for he was surrounded by huge egos, both among the talented commanders in his theater and among the nations that comprised our alliance. Quite contrary to these assertions, he held deep convictions, and he never ceded or compromised any point that he felt important.Our campaign to seize Europe from the Nazis was the very campaign he visualized at the start of the war back in 1942, a p lan for which at first there was only lukewarm support among American leaders and nearly total opposition from our British allies. Yet when it was done, it was Eisenhower's approach we executed, and it was militarily brilliant.And any study of our great generals must include that incredible warrior, George Patton, a tenacious and hard-bitten fighter who felt the pulse and flow of the battlefield in his veins, who had an innate knack for inspiring soldiers to fight beyond all limits of their endurance, but also a soldier with a renowned appetite for fame and approval.And we could talk about so many others, for our Army has produced such a rich abundance of talented leaders. But there is one giant who stands above them all. That officer was, of course, George Catlett Marshall. More than any soldier of this century, I'm convinced Marshall epitomized the qualities that we want in our leaders. He had MacArthur's brilliance and courtliness. He had Patton's tenacity and drive. He had Bradl ey's personal magnetism, the  ability to inspire confidence and deep affection from any who came into his presence.But more than that, Marshall had the organizational skills that in a few short years converted an Army of only several hundred thousand, with only a handful of modern weapons and no modern battlefield experience, into an Army of over 8 million — the best equipped, the best fighting army in the world, an army that defeated the two most powerful empires of its time.More than that, he had a rare intuition, a nearly flawless inner sense for other men's strengths that allowed him to see the spark of leadership in others, and when he saw that spark, to place such men into key assignments and then to fully support their efforts. He did that time and again, hundreds of times, with remarkable accuracy.And as we learned after the war, he was as well perhaps the greatest statesman and visionary of his age. All of us should remember that the occupations of Germany and Japa n were commanded by military officers, but we should also remember that the architect of these occupations was Marshall.But even beyond this, in 1948, with a few words uttered in a speech at Harvard, Marshall put in motion the plan that would rebuild Western Europe, that would recover its people from enormous poverty, that would reweave the entire tapestry of nations from the conflict-addicted patterns of the past to what we see today: a Western Europe poised on the edge of becoming a cohesive union of nations. What an accomplishment!It is staggering to think of what this one officer accomplished in his career of service to his nation. But most humbling is to realize that to his death Marshall remained an entirely selfless man, a man who returned to service even from a well-deserved and long-sought retirement because a president requested him to do so, a man who never, ever exploited his reputation for any personal gain.If we were to ask a sculptor to produce a bust of a great leade r and described to that sculptor all of the traits and qualities that that bust should reflect, I have absolutely no doubt that that bust would look exactly like Gen. George C. Marshall.And so for those of us like you and I, who make soldiering our way of life, it is always instructive to take the time to reflect on Gen. Marshall's career, for by so doing we are reminded of much that we should try to emulate.But you are here for a different reason. You are here because I think you worry about these next steps for you, which will lead to a gold bar of a second lieutenant. I doubt very much that you are searching for answers about how to mobilize for war, how to free an enslaved Europe or how to rebuild a destroyed nation, although some day your country may ask just that from you.If you are like I was when I waited to pin on my lieutenant's bars, your thoughts are more about the challenges of a platoon leader than those of a general.The other week while a guest on Larry King's show, L arry asked me when I first thought of becoming a general and the chairman of the Joint Chiefs. The answer was very simple. I told him that when I was a private my ambition was to become a good one so someday I could become a good corporal. And when 36 years ago, in 1959, the year that Gen. Marshall died, I was commissioned a second lieutenant and shipped off to Fairbanks, Alaska, and became a platoon leader in the mortar battery of the 1st Battle Group of the 9th Infantry, my thoughts were certainly not on becoming a general or colonel or major or even a captain!My thoughts were on becoming a good platoon leader, about being up to the challenge of leading my soldiers, about not making a fool of myself in front of Sgt. 1st Class Grice, the platoon sergeant of that first platoon of mine.And I was right to concentrate on the job at hand, for the job of a lieutenant is a tough one — in many ways, perhaps, the toughest one — but it is without a doubt also the most important , and if you take to it, also the most rewarding.I was very fortunate, because I had Sergeant Grice to guide me and to teach me. And teach and guide me he did, without ever making me feel inadequate and without ever permitting me to be ill-prepared, because he was the best!And if there is one thing I wish for each and every one of you, it is a Sergeant Grice to teach you about soldiers, about leaders, and the responsibilities and joys of soldiering together. Not everyone is as blessed as I was; not everyone finds his Sergeant Grice, and many don't not because he isn't there, but because unknowingly and foolishly they push him away. Don't do that. Look for your Sergeant Grice; NCOs have so very much to teach us.Well, what did I learn from Sergeant Grice? Certainly more than I have time to tell you here, and also because many helpful hints have probably by now faded from my memory.But what I learned then and what has been reinforced in the 36 years since is that good leadership, wheth er in the world of a lieutenant or in the world of a general, is based essentially on three pillars.These three pillars he taught me are character, love and care for soldiers, and professional competence.Oh, Sergeant Grice didn't exactly use these terms, but what he believed and what he taught me fit very neatly into these three pillars.He used to say that if the platoon ever sensed that I wasn't up front with them, if they ever believed I did something so I would look good at their expense, I would very quickly lose them. How right he was.Often he would say, â€Å"Look down. Worry about what your soldiers think. Don't worry about looking up, about what the captain thinks of you.†He never said it, that's not the kind of relationship that he and I had, but I knew that if I ever said something to the platoon or to him that wasn't the absolute truth, he would never trust me again and I would be finished as a platoon leader. I would be finished as a leader.Someone once said that men of genius are admired, men of wealth are envied men of power are feared but only men of character are trusted. Without trust you cannot lead. I have never seen a good unit where the leaders weren't trusted. It's just that simple.And it isn't enough that you say the right things. What counts in a platoon is not so much what you say, but what they see you do.Gen. Powell, speaking here a few years ago, put it this way: â€Å"If you want them to work hard and endure hardship,† he observed, â€Å"you must work even harder and endure even greater hardship.† â€Å"They must see you sacrifice for them,† he said. They must see you do the hard things, they must see you giving credit to the platoon for something good you did, and they must see you take the blame for something they hadn't gotten just right.But Sergeant Grice also understood that hand in hand with character, with this inner strength that soldiers will want to see, they will also want to know and see that you really care for them, that you will sacrifice for them, that you simply enjoy being with them. Words won't get you through there, either. If you don't feel it in your heart, if you don't love your soldiers in your heart, they will know it.How often Sergeant Grice would prod me to spend the extra time to get to know the members of the platoon better, to know who needed extra training and coaching so he could fire expert on the rifle range the next time around; to talk to Pvt. Taylor, who just received a â€Å"Dear John† letter; to visit Cpl. Vencler and his wife, who had a sick child. Every day you will have soldiers who will need your care, your concern and your help. They expect and, I tell you, they have the right to expect, 150 percent of your time and best effort.And how well I remember those evenings in the field when Sergeant Grice and I would stand in the cold, with a cup of coffee in our hands trying to warm our frozen fingers, watching the platoon go through the chow line. Grice taught me that simple but long-standing tradition that officers go to the very end of the chow line, that the officer is the last one to eat, that the officer will take his or her first bite only after the last soldier has had a chance to eat.This tradition, as you so well know, is founded in the understanding that leaders place the welfare of their people above their own, that the officer is responsible for the welfare of the troops; that if mismanagement results in a shortage of food to feed the entire unit, that the officer will go without; that if the food gets cold while the unit is being served, that the officer will get the chilliest portion. It is a tradition that surprises many officers from other nations, but it goes to the core of the kind of leadership we provide our soldiers.But caring for our soldiers does not stop at the chow line. Nor, for that matter, does it stop with the soldiers themselves, for you know that our units are families, and a soldier must have the trust that you will take care of his family, particularly when he's away from home.But caring for soldiers actually starts with making them the best possible soldiers they can be. Their satisfaction with themselves, their confidence in themselves and in the end, their lives will depend upon how well you do that part. And that perhaps is your greatest challenge as a lieutenant. It is hard work, and make no mistake about it, there are no shortcuts.But what a joy it is to watch or to talk to young men and women in uniform, who know that they are the best because a Sergeant Grice and his or her lieutenant cared to teach them and to work with them and to make them reach for the highest standards.Which brings me to the third pillar I spoke of, and that is your professional competence. As we look back on Marshall and on Patton and on MacArthur and all of the others, we realize that the skills and qualities and knowledge that made them great generals took decades of training, of experience and of evolution. For all of the differences between these leaders there is one thing that they had in common. Their careers were marked by a progression of difficult assignments and intense study. Always they were a snapshot of a masterpiece still in progress, still in motion.From the beginning of their careers to the end, each of them was continually applying new brushstrokes to their knowledge and to their skills.And Grice understood that very well, although he had different words for it. He knew that if our platoon was going to be good at occupying a position and firing our mortars, at hastily leaving our position should enemy artillery have found our location, at the countless things that would make us a finely honed war-fighting machine, then he had to show me, he had to teach me and to practice with me, so that when I walked that gun line the soldiers would know that I knew more than they; that if I asked them how to cut a mortar fuse, there was no doubt that I would know the answer, just as I would know if there was too much play in the sight mount on that mortar. And I had to feel confident that knew before they would feel confident with me.In every good leader I have met in my years of service there always was the evidence of these three qualities: character, love for soldiers and professional competence. And because they possessed these qualities, they managed to inspire their soldiers to have confidence in them.And you know, the truly great ones like George C. Marshall did not only inspire soldiers to have confidence in their leaders, but they also inspired their soldiers to have confidence in themselves.With that, let me close. As I told you in the beginning, I am deeply envious of each of you. Since the days when I first put on my uniform, I fell in love with soldiering and with soldiers, and it has been for me, by any measure, a great passion.If I could start all over today, I would not hesitate for a single second. I would go out and I would find old Sergeant Grice and we would be ready tomorrow morning!Good luck to you all. I envy you.