Noteworthy Features of United Arab Emirates Research Paper - 1

Noteworthy Features of United Arab Emirates - Research Paper Example It is a vibrant civil society. The study also explores that folklore; education and sports play a vital role in society. UAE Architecture is an example of the combination of traditional and modern design. UAE society has built a new culture that is an example for different countries of the world. This new culture shows how a nonhomogeneous society builds a prosperous and rich country. The United Arab Emirates (UAE) is a diverse and multicultural society. It is home to different ethnic groups from different parts of the world. This article is about the important features of UAE society and culture. The article first gives a brief description of the concept of society and culture. Then it discusses the features of UAE society and culture thru this concept. The fundamental element of a society is a human being, an individual. A large number of individuals who live in a geographical area and share (â€Å"The cultural concept†) certain laws, customs, beliefs, norms, languages build a society. The individuals of a society may come from one ethnic group or diverse ethnic groups. If society consists of a diverse ethnic group of people, then the members of the society share different customs, beliefs, norms, and languages. The UAE society consists of diverse ethnic groups. How to define the culture of a society? There is no formal interpretation of culture. There ar e many understandings of the concept of culture. Some understanding of culture (â€Å"Culture and People†) relates to objects like music, art, food, and literature of a group of people. Edward B. Taylor (â€Å"What is culture†), an English Anthropologist, described culture as the behavior of the members of the society. Thru knowledge, belief, art, law, morals, custom, and habits members of the society express their behavior. According to Merriam Webster dictionary (â€Å"Culture†) culture is a set of customary beliefs, and material traits of a racial, religious, or social group.  

Australian ICT Framework and Mobile Device Management Essay

Australian ICT Framework and Mobile Device Management - Essay Example The legal frameworks aid reliability in the procurement processes of service provision in all the different Australian governments, i.e. the federal, state and territorial governments. This also helps in underpinning enterprise architecture in the entire Australian government (Saha, 2009). The current ICT infrastructure in Australia requires improvement to help achieve the creation of a whole-of-government Australian Public Service (APS) ICT career structure, which entails training and development programs for information technology professionals. ICT improvement also helps in developing and maintaining an information technology whole-of-government strategic workforce plan. ICT policies and frameworks help in the effective management of government and private data, and the protection of the government data from unauthorized accesses and misuse (Hart & Diane, 2007). The need for ICT legal framework and policies is to regulate the different types of governments, and create an easier wa y to monitor them. Every Australian is entitled to freedom of information access as per the Freedom of Information Act 1982, which guides the legislative basis of the release of government information. However, some of the information needs privacy and confidentiality, and hence demands protection. This ensures that the unauthorized access of information is reduced, whereby the necessary precautions are applied to strictly allow for classified information access to authorized or accredited personnel only. The main principles of the Australian enterprise ICT framework and policies is the need to know, which is applied to all official information, and the need to protect government information. This ensures the proper information access platforms and protects the divulgement of information within the government or from a foreign government. There is the enhancement of legal proceedings through privileged information access to legal professionals in the justice and legal system of the government (Hart & Diane, 2007). The presence of information technology Acts and policies provides the necessary foundation and benchmarks for the Australian governments to facilitate the smooth functioning of the country’s ICT sector. There are whole-of-government ICT policy frameworks guided by the Financial Management and Accountability Act (FMA) of 1997. The ICT Customization and Bespoke Development policy outlines compliance requirements for FMA Act agencies, and strengthens government arrangements for ICT Customization and Bespoke development. The Australian government has the legal enterprise ICT framework for enhancing and ensuring e-security. There is the core Cyber Security Requirement Policy for ICT driven proposals that requires agencies to access and address cyber security risks, and ensure that all businesses prepared through ICT-based proposals comply with the Australian government’s Cyber Security policies. This is aimed at achieving core cyber security for the smooth running of agencies and the government at large, through a smooth and safe flow and storage of information (Saha, 2009). The ICT Strategic Workforce plan is a core policy that entails the current expertise and capabilities of the APS ICT workforce, and the agency capabilities required in the delivery of government priorities. It guides the shift of ICT short term objectives and factors into medium and long term goals. There is also the Opt-Out policy for the whole-of-government ICT arrangements that has changed the opt-in self approvement by agencies into the

September 11th victims’ compensation Essay Example for Free

September 11th victims’ compensation Essay Why are family members of September 11th victims compensated more than a surviving family member of an American soldier killed in action? Thesis Statement: The effect of September 11 terrorist attacks are immeasurable and the families of the victims should be highly compensated for it’s the only tangible way for the society to show their compassion for the lives being sacrificed. Herman, S. a. W. , Michelle (2004). Repairing the Harm: A New Vision for Crime Victim Compensation in America. National Center for Victims of Crime, 73. The main intention of the authors why they wrote the article is mainly to present a complete picture of the various effects of the attack to the nation. They discuss how the bombing greatly affect the nation, emotionally, physically, and mentally. Many have been traumatized. The death of almost 3,000 people in the attack was a great loss to New York City and to the nation. According to the author, it’s really difficult to put dollar values on lives lost. Though compensation can not address all that the victims suffer, at least it can be a critical component in mending their broken hearts. As the title of the article goes, â€Å"Repairing the Harm†, it is a call for us to take part and show their compassion. Some issues about financial assistance are also being tackled. Different costs of crimes and its impacts are being mentioned too. The author also presented different researches and studies related to the topic. Above all, the article provides arguments on why financial compensation is important to those victims of crimes. I will use the arguments of the authors to defend my position on why the families of September 11th victims need high financial considerations.

Rewards Influence Comparison Older And Younger Management Essay

Rewards Influence Comparison Older And Younger Management Essay Abstract Due to the increasing lifespan and lower birth rates, the world is facing a new challenging era in regard to managing the labor force. Many organizations are in a process of developing new and strategic policies in retaining and motivating the aging work population. Currently, the largest working generation comprises of Baby Boomers who will retire in the following 10 to 15 year. The increasing amount of older people in the labor market causes a shift in the motivation tools that upper management of any organization makes use of. This research paper focuses on how intrinsic and extrinsic rewards influence the motivation of elderly employees in comparison to younger. Key words: aging workforce, intrinsic and extrinsic rewards, job satisfaction, job motivation, Baby Boomers generation, Xers generation, generational differences. Introduction The issues related to the global aging workforce are growing significantly in the past few years. Research shows that in the next decade, half of the world workforce will consist of above 55 year old employees (Kanfer Ackerman, 2004; Arnone, 2006; Streb, C. K, Voelpel, S. C., Leibold, M. 2008). The current aging generation of Baby Boomers consists of people who are well educated and trained but also they outnumber the following Xers generation. This fact affects the labor market and will force organizations (Arnone, 2006) to employ new strategies when meeting the expectations of their personnel. Research shows that the larger the number of elderly workers the more implications companies will face (Ng, Thomas W. H., Feldman, Daniel C., 2008). The main threats for managers in the knowledge based economies are the rising organizational costs, lack of well trained young personnel and difficulties to support the older employees (Goss, 2001). Preserving the older employees is an asset to an organization due to their knowledge and experience. To maintain and stimulate this group of people, on other hand is a difficult and costly task for the upper management. Rewards are perceived to motivate employees but little is known which type of reward most likely affects the performance of an older employee compared to a younger one (Giancola, 2008). According to Lord Farrington (2006) the retention and level of productivity of an employee is the result of how effectivelly the individual is motivated. Most of the researchers in this field focus on the factors which motivate personnel in general but age is often not taken into account. Little research has been conducted on age differences and factors that stimulate motivation (Lord Farrington, 2006). There is a substantial amount of academic literature which examines the perceived link between employees job expectations and the actual exchanged rewards in return. According to Wallace (2006) the exchanged rewards are highly correlated with job motivation. There are two main types of rewards intrinsic and extrinsic (ODriscoll, Michael P., Randall, Donna M. 1999). Both types reflect the degree of motivation of an employee. In order to improve the resource strategies, companies and researchers will have to test the relationship between employees perception of rewards, motivation and their age (Lord Farrington, 2006). It is assumed that people belonging to different work generations have also diverse rewards preferences. Therefore, the goal of this research is to investigate whether rewards that trigger job motivation among older workers are different to those that stimulate younger employees. Research gap An issue which arises from the current ageing workforce (Baby Boomers) in the world is the relatively lower percentage of younger specialists (generation X) in variety of business fields (Wallace, 2006). This fact leads to the overall shift in the organizational strategies and structures to retain older people longer on their job positions. It also implies further complications such as knowledge transfer and the retirement process of the Baby Boomers generation. Thus, successful retaining of these employees is strongly connected to motivation and rewards. There is an extensive research conducted on topics such as job motivation and job rewards. However, relatively little attention has been given to understand the impact of worker age on factors that affect worker motivation (Lord Farrington, 2006). There is a substantial empirical gap in studying the influence of aging on work motivation (Kanfer Ackerman, 2004). Job motivators differ between people from the two main working generations Baby Boomers and Xers (Wallace, 2006). The latter has a severe impact on the organizational strategies since the global workforce is ageing and there is immense necessity of retaining older people. Current literature focuses on four main topics: The effect of the global aging workforce on organizational structures and strategies The factors which stimulate job motivation Types of motivation Existing rewards and rewards systems employed by organization This paper deals with describing the effects of rewards on the job motivation in regard to the two working generations mentioned above. The research carried out focuses on the possible differences between rewards preferences of aging personnel. The nowadays average baby boomer is 55 years old while the average Xers is 38 years old. This age difference might influence the affiliation of different job rewards which stimulate the work motivation among both groups. The presented research gap leads to the following research question and conceptual model. Research question and Conceptual Model The main research question addressed in this paper is: What type of rewards influence job motivation among older employees in contract to younger? Who is considered an old and young employee? What are the main age-related working groups? What kind of rewards exists? How is motivation stimulated among employees? Which rewards stimulate the different work generations? Are there any differences between reward preferences of older and younger workers? The conceptual model describes the relationship between rewards and performance. As mentioned before, rewards create satisfaction which increases the job motivation (Herzberg F. , 1987). Rewards are seen as an independent variable and job motivation is the dependent variable. The moderator presented in this model is the age. It is argued that older and younger employees are motivated by different rewards. Consequently, age influences rewards which positively affect the job motivation. In this paper, the addressed questions are analyzed and answered by the use of a literature. Type of rewards and job motivation are further discussed and described in the literature review. By the use of this literature several hypotheses are constructed and a plan how to test these relations is presented in the methodology. Theory Aging population and workforce generations Developed countries all over the world are currently dealing with an exceptional change towards a new era of ageing work population. Research shows that the effect of aging will lead to a smaller ratio of the population being employed in the years after 2010 / 2020 (Kunà ©, 2009). In Europe, old-age dependency ratios are expected to reach 50 per cent by 2050 and the projection for the rest of the industrial countries worldwide has similar estimations (Kunà © 2009, Arnone 2006). For example, in America in 1977, 37% of the workforce was under age 30 compared with only 21% in 2002, and only 38% was 40 or older in 1977 versus 56% in 2002 (Perry, Lance S. 2010; Bond, Thompson, Galinsky, et al, 2003). Research shows that by the next two decades the aging population will double and around 80% of the Baby Boomers will remain professionally active even when they reach 65 years of age (Moberg, 2001). The projected demographic situation will create serious complications in the scope of the or ganizational polices, retirement plans, retaining personnel and knowledge transfer. Baby boomers generation comprise a large percentage of the knowledge-based labor market (those people born between 1946 and 1964) (Head, Baker, Bagwell, Moon, 2006) and since this group ages and retires it is the Xers generation (those people born between 1964 -1981) who will be expected to fill these positions (Wallace, 2006). However, this generation is much fewer in numbers than the previous generation and they are described as being more concerned about work-life balance. The most essential generation differences are related to the role that work plays in ones life (Kennedy, 2003) and as a result, Gen Xers are viewed as less loyal and committed to work, their careers and their employers compared to the Baby Boomers (Wallace, 2006). The latter generation is qualified as being open to challenges and pressure, performance driven and workaholic behavior (Lamm Meeks, 2009). On the other hand, Xers are described as the people who are creative but also like the fun and informality; Fo r them work is a complex challenge and they overcome it with demands for more free time (Lamm Meeks, 2009). Rewards and Motivation Some forty years ago, Hertzberg suggested that suggested that two types of rewards, intrinsic and extrinsic, may be used to motivate workers (Herzberg, 1966;1987). Use of rewards systems would be expected to lead to better organizational results. Later in the years, many researchers concluded that job rewards and motivation are strongly and positively related. Intrinsic rewards are those that exist in the job itself (Herzberg, 1987a). Examples are achievement, variety, challenge, autonomy, responsibility, and personal and professional growth (ODriscoll Randall, 1999; Mahaney, 2006). They also include status, recognition, praise from superiors and co-workers, personal satisfaction, and feelings of self-esteem (ODriscoll Randall, 1999). Employees are thought to be motivated to work hard to produce quality results when they have pride in their work, they enjoy their jobs, they believe their efforts are important to the success of the project, and their jobs are fun, challenging, and r ewarding (ODriscoll Randall, 1999). According to Herzberg, the job satisfaction resulting from these rewards is the source of employee motivation (Bassett-Jones, 2005). On the other hand, extrinsic rewards are external to the job itself. The comprise elements such as pay, fringe benefits, job security, promotions, private office space, and the social climate (Herzberg, 1987; ODriscoll Randall, 1999). Other examples include competitive salaries, pay raises, merit bonuses, retirement plans, and such indirect forms of payment as vacation and compensatory time off, (ODriscoll Randall, 1999). Employees are trained to be motivated to work hard to produce quality results when extrinsic rewards are present and provided because the failure to receive those rewards disappoints them. In other words, extrinsic rewards are not direct motivators but the lack of them causes people being disincentive (Herzberg F. , 1987). However, both types of rewards, intrinsic and extrinsic, have been shown to have positive effects on motivation (Wiersma, 1991). In relation to intrinsic and extrinsic rewards, motivation can be described in the same manner: intrinsic motivation shows the relationship between employees and their job itself (Hui, 2000) (Hui and Lee 2000), and is developed from the individuals perceptions and needs (Sansone Harackiewicz, 2000); and extrinsic motivation refers to the relationship between individuals and external compensations such as salary (Komaki, 1982) Rewards, motivation and age As mentioned earlier there is a limited research done on the interrelations between rewards, motivation and age. A few researchers paid more attention to this issue by discussing the different trends in the values among Baby Boomers and Xers. According to Wallace (2006), Xers value more their flexibility and autonomy to work on their own, while Boomers are strongly committed and attached to the organization they work at. Smola Sutton (2002) describe Xers as being creative and innovative, technically savvy and multi-tasking orientated, while Boomers are seen as hard workers, long office hours and loyal to their employers. Managers are concerned that Xers have a lower level of work ethics and do not find work as significant as the Boomers (Wallace, 2006). Kanfer and Ackerman, (2004) argue that younger employees are more motivated by performance-contingent incentives, such as salary and are strongly motivated by structured supervision. In contrast, older employees value the structured supervision which eliminates effort demands. Jurkiewicz (2000) states that Baby Boomers demand more benefits in regard to their retirment plans, while Xers are interested in child care support. 401(k) retirement plans are mainly employer-sponsored and boomers are stimulated by them; in contrast, Xers could not care less (Jurkiewicz, 2000). Research shows that money is seen as the main extrinsic motivator for any generation (Sansone Harackiewicz, 2000). However, only money is not enough for most of the employees. Other age related differences in motivating employees is the example that Boomers are genuinely more concerned with their quality of time than money and Xers are willing to trade their financial benefits for more leisure time (Jurkiewicz, 2000). Yet, according to Jurkiewicz (2000), younger adults are more concerned about financial compensation than the older workers. According to Giancola (2008), there are most-valued rewards at work for each age group. Baby Boomers for instance, consider flexible retirement plans and assistance, job training and sabbaticals as the most valued rewards (Giancola, 2008). In comparison, Xers find rewards such as flexible working arrangements, skills development, real-time feedback, work-life balance and tangible, immediate rewards as the most important motivators. In addition, Reynolds (2005) argues that management stimulates Boomers by creating a sense that they are needed in the organization and that their contribution is of a vital importance. Xers, are inspired by direct feedback as stating that results are imporant, not the actual time spent on a task; or indications of how well they perform and what skills they can develop (Reynolds, 2005 ). Based on the current literature findings the following hypotheses are generated: H1: There is a significate relationship between employees age and reward preferences. H2: There is a significant difference in the importance of types of job rewards for what? between younger and older knowledge workers. H3: Intrinsic rewards are more strongly related to job motivation for Xers generation compared to Baby Boomers. H4: There is no difference in the level of job motivation between younger and older workers in their current jobs. I would skip this one, and concentrate on the relations between varaibels and not go into descriptions of situations H5: Satisfaction obtained from each reward is the same for Xers as it is for Boomers. In relation to H5 but also a more general remark: there is a difference between satisfaction and motivation. Your model is focusing on motivation, stick with that. Moreover, the relation between satisfaction and motivation is not clear. Some research states that they are positively related with satisfaction leiding up to motivation, some research indicates a relationship that is reverse, and some research states that they are negatively related with a higher dissatisfaction leading up to a higher motivation to act. Methodology The primary method to obtain information and insight regarding job rewards, motivation and older employees is by using secondary data. This data is collected from articles published in academic journals. The main research engine used to collect data is Business Source Premium. The information extracted from the literature found will be applied in constructing surveys and interviews. Please make a concrete plan to collect and analyse primary data with: questionnaire items and scales to measure the variables (stated all explicitly in an appendix), an indication of the sample (number of respondents and how the sample is determined), a description of the statistical analytical techniques that will be used. Parts you already have stated here but add and elaborate when necessary. These tools will be used to collect primary data. A sample of 150 well will be taken across different organization across West European countries. No random sampling will be used, due to the specific of the measur ement criteria. The companies which are meant to participate in this research should employ people from two main age groups and with no less than 50 employees. The age groups consist of employees between 29 and 46 (generation X) and 47+ (Baby Boomers) years of age. The reason why 47 is limitation age is because the youngest Baby Boomers at the moment are 47 years old. The selection of employees will not be random and there will be an equal distribution between participants who belong to either of the mentioned aged groups. These boundaries are set so that motivation versus rewards can be investigated where people have multiple hierarchical levels, age diversity and where decision making is done by more than one person. The reason why well educated people are the primary focus of this research is because skilled jobs are more jeopardized by the aging workforce. Thus, a loss of experienced and well educated employees will occur in the future. The participants in the undertaken research will be either surveyed or interviewed. The time limit for performing these actions will be between four to six months. It is assumed that this is a sufficient time to collect the data. The opinions gathered will be from members of both age groups so that comparison can be made. The survey will consist of open and close ended questions. The purpose of that is to collect ordinal and ratio data which will allow the researcher to perform future correlation and regression analysis. The program used to analyze the data will be SPSS. The last step of this research will be to use both primary and secondary data. This information will allow the researcher to analyze and summarize all the findings. These findings will be included in the Findings and Analysis chapter. The latter will be used to draw conclusions and recommendations. Findings and Analysis This chapter deals with the outcomes of the primary research. Conclusion This chapter presents all the results and conclusions drawn from the literature and primary research. Discussion This chapter describes any additional questions that can be research in the future.

Comparing Joseph Conrads Heart of Darkness and Francis Ford Coppolas

Parallels Between Conrad's Heart of Darkness and Coppola's Apocalypse Now      Ã‚   Apocalypse Now is a very vivid and sometimes disturbing film centered on the Vietnam War. Because it was based on Joseph Conrad's novella Heart of Darkness, it is possible to draw some parallels between the two. Both can be interpreted as metaphors for a journey through the inner self, and each has its own singular message to convey. Apocalypse Now very perspicuously depicts the fact that men have hearts of darkness, and it explores the evils of war. At the same time, however, it seemingly glorifies some aspects. The anti-war sequences were often brutal and portrayed destruction as a result of the human condition. The film Apocalypse Now, directed by Francis Ford Coppola, can be interpreted both as pro-war and anti-war in its intent, although the latter is a more valid interpretation.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Apocalypse Now, graphic and disturbing, vividly depicts the true image of war. Coppola and his cinematographer, Vittorio Storaro, presented a series of visually stunning images throughout the film that made it impossible for the viewer not to contemplate the Vietnam War, its purposes, and its shortcomings. These images also lead the audience to an anti-war sentiment. One of the first images that depicts the anti-war disposition was the series of visuals presented during the film's opening sequence, as Captain Willard, the protagonist, is shown in his hotel room in Saigon. A song titled "The End," by The Who, is played as images of helicopters flying overhead and exploding bombs flash across the screen. Willard is first shown lying on the bed and staring at the ceiling fan, which frequently merges with the helicopter blades. Later he is shown, wea... ...ess, 1981. Conrad, Joseph. Heart of Darkness & The Secret Sharer. New York: Penguin Books, 1978. Fortmeyer, Russell. 'Apocalypse' cast filled with rage http://collegian.ksu.edu/issues/v099B/fa/n022/a-e-apocalypse-fortmeyer.html created 1994 (accessed 23 Jan. 2000). Heart of Darkness. Dir. Nicolas Roeg. Turner Network Television (TNT) Pictures, 1994. Heart of Darkness: Theme/Symbol/Allusion/Foreshadow http://164.116.90.3/public/jarvinen/hod.html (accessed 21 Jan. 2000). Nash, Jay Robert, and Stanley Ralph Ross. "Apocalypse Now" The Motion Picture Guide. Chicago: Cinebooks, 1985. Urch, Martin. Apocalypse Now: A film review by Martin Urch http://us.imdb.com/Reviews/30/3030 created 1994 (accessed 29 Jan. 2000). Virtanen, Panu S. Plot summary of 'Apocalypse Now' http://www.geocities.com/Hollywood/9067/plot.html (accessed 16 Jan. 2000).

A Picture Is Worth a Thousand Words Essays -- Photography Photographs

A Picture Is Worth a Thousand Words If I were to take a room filled entirely with people and ask them to write about something that holds value to them, what would it be? To some, the word â€Å"value† means something that holds only a monetary value, something that can be bought and sold. The values that I am referring to are the values that an individual cannot place a price tag on. They are of special significance that hold a dear meaning to us deep down in our hearts. They are the things that are ever reminding us of the people that we are, and the people that we want to be. When I think of the word â€Å"value† I often think of love and family. I think about the importance of the gift of life, and just how very special it truly is. I also think of the times we share together, and how very precious they truly are. They are not material items that can be bought or sold; rather, they are foundations of who I am. Sometimes the non-material values we possess often run into the material things that we own. One of my most valued possessions would be my special photographs. They do not possess a monetary value, but rather, a great significance of memory to whoever possesses them. Photographs are like a moment frozen in time, individuals literally get to treasure that moment forever. Many times, cameras are the most important assets to people. Births, birthdays, baptism, first day of school, confirmation, vacation, graduation, weddings; they are just a few of the special events that people usually come all ready, equipped with a camera at hand. The reason? We all want to remember. We often rely on those pictures to remember those events completely and to be able to share them with other people. Growing up ... ...of the values that I hold close to me, but also, the values Ryan held close to himself. Ryan was not selfish, nor was he rude or conceded. He cared about everyone and everything. Ryan had so many friends, and he would have done anything for any one of them. He held family close, and lived each day as if it were his last. He was full of life, and he loved everything about living it. These pictures bring back all of those memories to me. They will never let me forget. They will never let me forget that huge, beautiful smile of his and that love of life, family and friends. These are now some of the greatest assets that I possess as a young woman. These are not values that anyone could ever place a price tag on, nor could anyone ever take them away from me, rather they are values that I will chose to live according to, and share with others along the way.

Ceballos Lincoln And King

I will also discuss at least one thing that separates them, what stands out most in mind twine the two writings mentioned above, and explain how the story Shooting an Elephant by George Orwell adds to my perspective of Lincoln address and Kings letter. â€Å"l have no fear about the outcome of our struggle in Birmingham, even if our motives are at present misunderstood. We will reach the goal of freedom in Birmingham and all over the nation, because the goal of America is freedom. Abused and scorned we may be, our destiny is tied up with America's destiny†Ã¢â‚¬Ëœ writes Martin Luther King Jar. In Letter from Birmingham Jail (p. 29). â€Å"With malice toward none; with charity for all; with ermines in the right, as God gives us to see the right, let us strive on to finish the work we are in; to bind up the nation's wounds; to care for him who shall have borne the battle, and for his widow, and his orphan-to do all which may achieve and cherish a just, and lasting peace, among ourselves, and with all nations† said Abraham Lincoln in his Second Inaugural Speech (p. 815). So as you can understand, both men wanted best for their country. MILK and Lincoln wanted to heal the pain and suffering that our country has sustained.Though it took many years for their dream to become reality it eventually did. Their hard work and dedication made an impact on our country. Martin Luther King Jar. Was an activist, preacher and a civil rights leader. Though, during his time in the Birmingham jail he was being categorized as an extremist. He quotes Abraham Lincoln in his letter by writing â€Å"And Abraham Lincoln: This nation cannot survive half slave and half free† (p. 826). He is trying to explain that isn't Abraham Lincoln amongst others â€Å"extremist† because they are fighting for something they believe in whether it is love, Christian gospel, or equality.Lincoln was our 16th President had led our country through the Civil War. Lincoln also wanted equal rights for African Americans. So King fought hard for African American rights even though he Was persecuted and Lincoln led us through a War and abolished slavery. Lincoln states his Second Inaugural Speech â€Å"Neither party expected for the war, the magnitude, or the duration, which it has already attained. Neither anticipated that the cause of the conflict might cease with, or even before, the conflict itself should cease† (p. 814). Lincoln wanted to build a strong nation after that.In both Lincoln address and King's letter they mention God a lot so it seems to me that they both believed in God's will and power. In Kings letter he writes ‘We will win our freedom because the sacred heritage of our nation and the eternal God are embodied in our echoing demand† (p. 829). Lincoln says in his address†Ã¢â‚¬ ¦ As was said three thousand years ago, so still must be said the judgment of the Lord are true and righteous altogether† (p. 814). Both men f eel that God is someone they highly believe in and that God is a part of what is happening. What stands out the most to me in bothLincoln address and King's speech are how many times God is mentioned. I can see in Lincoln address he mentions God at least 6 times. In King's letter he mentions God at least 14 times. In present day there are so many restrictions on religion. Have never heard any political public figure mention God as much. Like that both have a heavily belief in God. I like fewer restrictions but with so many people having different Gods can see why we have those restrictions. Lastly, the story Shooting an Elephant by George Orwell is about a police officer who is expected to kill an aggressive elephant.The elephant had got loose because it was in heat but was actually a tamed elephant. The police officer in no way wanted to harm this elephant let alone shoot and kill him. Orwell writes â€Å"But at that moment glanced round at the crowd that had followed me. They did not like me, but with this magical rifle in my hands I was momentarily worth watching' (p. 787). He ends up shooting the elephant but feels terrible because the elephant dies a slow death. â€Å"l often wonder whether any of the others grasped that I had done it solely to avoid looking like a fool† Orwell writes (p. 89) In this case he didn't do what e believed in, he didn't go against what he felt was right, he decided to look like a hero instead of a fool in other people's eyes. The difference between Lincoln and King is that they fought for what they believed in regardless of what people thought. They did the right thing. Of course so many people didn't like them but that was important to them. So even though one was our President and the other was a civil rights leader, Abraham Lincoln and Martin Luther had many things in common. Both men fought long and hard for what they believed in, they both were leaders and they both believed in God.