Quotes from Idi Amin Dada, A President of Uganda

Quotes from Idi Amin Dada, A President of Uganda Idi Amin was the president of Uganda between 25 Jan 1971 to 13 April 1979, and he is widely considered one of the most brutal leaders in the history of the world. He is estimated to have tortured, killed, or imprisoned somewhere between 100,000 and 500,000 of his opponents. According to a  Sunday Times of 27 July 2003 entitled A Clown Drenched in Brutality, Amin gave himself several titles throughout his reign, including His Excellency President for Life, Field Marshal Al Hadji, Doctor Idi Amin, VC, DSO, MC, Lord of All the Beasts of the Earth and Fishes of the Sea, and Conqueror of the British Empire in Africa in General and Uganda in Particular. The Idi Amin quotes listed below were taken from books, newspapers, and magazines reporting on his speeches, interviews, and telegrams to other state officials. 1971–1974 I am not a politician but a professional soldier. I am, therefore, a man of few words and I have been brief through my professional career.Idi Amin, president of Uganda, from his first speech to the Ugandan nation in January 1971. Germany is the place where when Hitler was the prime minister and supreme commander, he burned over six million Jews. This is because Hitler and all German people knew that Israelis are not people who are working in the interest of the world and that is why they burned the Israelis alive with gas in the soil of Germany.Idi Amin, president of Uganda, part of a telegram sent to Kurt Waldheim, UN Secretary-General, and Golda Meir, Israeli premier, on 12 Sept 1972. I am the hero of Africa.Idi Amin, president of Uganda, as quoted in Newsweek 12 March 1973. While wishing you a speedy recovery from the Watergate affair, may I, Excellency, assure you of my highest respect and regard.President Idi Amin of Uganda, message to U.S. President Richard M. Nixon, on July 4, 1973, as reported in The New York Times, 6 July 1973. 1975–1979 Sometimes people mistake the way I talk for what I am thinking. I never had any formal education- not even nursery school certificate. But, sometimes I know more than Ph.D.s because as a military man I know how to act, I am a man of action.Idi Amin as quoted in Thomas and Margaret Meladys Idi Amin Dada: Hitler in Africa, Kansas City, 1977. I do not want to be controlled by any superpower. I myself consider myself the most powerful figure in the world, and that is why I do not let any superpower control me.Idi Amin, president of Uganda, as quoted in Thomas and Margaret Meladys Idi Amin Dada: Hitler in Africa, Kansas City, 1977. Like the Prophet Mohammed, who sacrificed his life and his property for the good of Islam, I am ready to die for my country.From Radio Uganda and attributed to Idi Amin in 1979, as reported in Amin, Living by the Gun, Under the Gun,   The New York Times, 25 March 1979.

Behavior is hereditary Essay Example for Free

Behavior is hereditary Essay The whole issue of nature and nurture is complex with potential debates centered round their influences on human development. Nature refers to the traits inherited from parents while nurture refers to the influence of the environment to an individual’s behavior (Lippa 2005, p. 26). Psychological research shows that both nature and nature have a general influence on the physical and behavioral characteristics of people. This paper seeks to explain the factors which affect nature and nurture. The nature theory holds that human behavior is hereditary. True to the theory, some traits such as blood type and eye color are known to be predominantly genetic. It can therefore be asserted that genetic variation of people affects the development and characteristics of the next generation (Lippa 2005, p. 28). Nurture on the other side holds that the environment in which an individual is brought up in influences his or her behavior. In this context therefore, it can be acknowledged that the ability of an individual to interact and conform to the societal requirements and the environment at large affects the degree to which the environment can influence the individual’s behavior (Lippa 2005, p. 28). Still to be noted here is the effect of age on the influence of nature and nurture. Inherited traits are first noticed when a child is born. As the child grows up to teenage, behavioral characteristics are predominantly influenced by the environment because of the interactive nature of people at this stage of growth as well as the ability to conform to peers and the society at large (Lerner & Bearer 2004, p. 86). At adult stages, people tend to become more independent hence less influenced by the environment. At this stage therefore nature prevails but the nurture traits acquired at early stages of growth remains effective. In conclusion therefore, nature and nurture are undoubtedly influential to human development. Nature gives inborn traits while nurture takes these inborn abilities and changes them with age to fit the individual’s environment. ? Bibliography Lippa, R 2005, Gender, nature, and nurture, Lawrence Erlbaum Associates, Inc. Lerner, R, & Bearer, E 2004, Nature and Nurture: The Complex Interplay of Genetic and Environment. Routledge: New York. Behavior is hereditary. (2016, Sep 12).

TOPIC OF INTERES THAT AFFECT POPULATION HEALTH Research Paper

TOPIC OF INTERES THAT AFFECT POPULATION HEALTH - Research Paper Example The increase in elderly population and emergence of various lifestyle chronic diseases requires nurses with advanced skills that are offered by advanced nurse practitioners (White & Trauax, 2007). Scholarship is important for advanced practice nurses and entails conducting literature reviews that influence the current and future nursing interventions. Scholarship for advanced practice nurses refers to academic study of higher level or grants that awarded to support their higher education based on achievement. In order to attain the scholarship, the individual must first obtain the registered nurse’s (RN) license by passing the required national examinations that are the diploma from accredited nursing schools, associate degree or bachelors degree from nursing schools. According to the literature reviews, nurse practitioner status starts with a Bachelor of Nursing (BSN) and practice as a Generalistic registered practitioner for several years before the individual can attain licensure as registered nurse. Becoming advanced nurse practitioner requires enrollment in to a Masters of nursing practice programs and some individuals continue up to doctoral level. According to Jansen & Zwygart-Stauffacher (2010), the advanced programs focus on specialized nursing knowledge and skills such as cardiology, surgery and emergency medicin e (p 35). Accordingly, the nurses are required to pass a national board certification exam in special population focus such as adult-gerontology, psychiatric and family practice (Miller, 2008, p 257). Furthermore, the nurse practitioners are expected to attain a minimum continuing medical education credits and practice hours in order to attain licensure that is offered by the state boards of nursing (DeNisco & Barker, 2013). The literature reviews has identified some topics as health promotion, pathophysiology, different diagnosis and radiography

Democracy (essay can be on Equality or Power as well) Essay

Democracy ( can be on Equality or Power as well) - Essay Example Who were some of the most powerful leaders in history? People such as Alexander the Great, Julius Caesar and Xenophon, and todays American presidents. These mens lives have lessons for us today but also in a way parallel the lives of some of the most significant business leaders of the 20th and 21st centuries. Business leaders and generals and political leaders all lead high stress lives. Many people depend on them for everything and their decisions have enormous impact. It is therefore very useful to understand what works and what doesnt. Indeed, what happened in the past is the best predictor of what will happen in the future. A limitation that seems apparent in this analysis is that while there are similarities between business and war they are not the exactly the same. Sam Walton is not Alexander the Great. If things go bad for Sam, he loses money (Burns 45). If things go bad for Alexander, he and his soldiers are killed and his country destroyed. There is an important difference. When Hank Greenberg was voted out of AIG by the board of directors because of some of the mistakes he made with management, his penalty wasnt exactly the same as Julius Caesars. Life and death are rarely at stake in the business world (although sometimes they are). Power is a complex thing. For me personally power and leadership means a number of things. Powerful leaders dont need to be bigger than life. They dont need to be historical figures. They are sometimes just people in your local community. Something that has had a big influence on me is the idea of integrity and leadership. I believe integrity is the most pressing leadership issue of today. To me it means having sound moral principles and being honest and upright. In our contemporary world it is clear we have a serious lack of these important principles. But it is not enough to say that it is important to have integrity—we must take steps to instil it where it is lacking. To begin

Of Mice and Men Essay examples -- Literary Analysis, John Steinbeck

â€Å"One day our descendants will think it incredible that we paid so much attention to things like the amount of melanin in our skin or the shape of our eyes or our gender instead of the unique identities of each of us as complex human beings† (QuoteGarden.com). This quote by Franklin Thomas is a great example of marginalization and mistreatment in the past, both issues that were made very evident in the books that were read during the summer. Throughout A Lesson Before Dying, Burned Alive, and Of Mice and Men, marginalization and maltreatment were immanent. In the novel Of Mice and Men by John Steinbeck, some of the characters experience several examples of both mistreatment and marginalization. Throughout the book Curley’s wife is mistreated due to her female gender. The farm hands were always calling her a ‘tramp’ and George once said, â€Å"I seen ‘em poison before, but I never seen no piece of jail bait worse than her† (Steinbeck, 32). When George says this, he is warning Lennie to stay away from Curley’s wife because he thinks that she is very effective at deceiving men to get what she wants. Lennie was also mistreated throughout the book, though not because of his gender but due to the fact that he was developmentally delayed. He was even neglected by his own friend, George, who would constantly be thinking of a life without Lennie. George continuously blamed Lennie for causing him to lose his jobs and having to move all around the country (Steinbeck, 11). Unlike Lennie, Crooks was discriminated against considering his race and color. One example from the book would be: â€Å"Where the hell is that God damn nigger† (Steinbeck, 29)? Just like in this example, throughout the book Curley would refer to Crooks as a ‘nigger’,... ...k had many ideal examples of various types of marginalization and mistreatment including those about gender, race, and the Handicapped. Where Of Mice and Men had diverse examples of maltreatment, Burned Alive by Souad was based on just one case of maltreatment: the mistreatment of women in a Middle-Eastern society. The marginalization and exploitation of African-Americans was also made very apparent in the novel A Lesson Before Dying by Ernest J. Gaines through the treatment of Jefferson and his community. Many people throughout history have hoped for a better future free of marginalization and mistreatment, and one of those people was Martin Luther King Jr. He once said, â€Å"I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin, but by the content of their character† (BrainyQuote.com). Of Mice and Men Essay examples -- Literary Analysis, John Steinbeck â€Å"One day our descendants will think it incredible that we paid so much attention to things like the amount of melanin in our skin or the shape of our eyes or our gender instead of the unique identities of each of us as complex human beings† (QuoteGarden.com). This quote by Franklin Thomas is a great example of marginalization and mistreatment in the past, both issues that were made very evident in the books that were read during the summer. Throughout A Lesson Before Dying, Burned Alive, and Of Mice and Men, marginalization and maltreatment were immanent. In the novel Of Mice and Men by John Steinbeck, some of the characters experience several examples of both mistreatment and marginalization. Throughout the book Curley’s wife is mistreated due to her female gender. The farm hands were always calling her a ‘tramp’ and George once said, â€Å"I seen ‘em poison before, but I never seen no piece of jail bait worse than her† (Steinbeck, 32). When George says this, he is warning Lennie to stay away from Curley’s wife because he thinks that she is very effective at deceiving men to get what she wants. Lennie was also mistreated throughout the book, though not because of his gender but due to the fact that he was developmentally delayed. He was even neglected by his own friend, George, who would constantly be thinking of a life without Lennie. George continuously blamed Lennie for causing him to lose his jobs and having to move all around the country (Steinbeck, 11). Unlike Lennie, Crooks was discriminated against considering his race and color. One example from the book would be: â€Å"Where the hell is that God damn nigger† (Steinbeck, 29)? Just like in this example, throughout the book Curley would refer to Crooks as a ‘nigger’,... ...k had many ideal examples of various types of marginalization and mistreatment including those about gender, race, and the Handicapped. Where Of Mice and Men had diverse examples of maltreatment, Burned Alive by Souad was based on just one case of maltreatment: the mistreatment of women in a Middle-Eastern society. The marginalization and exploitation of African-Americans was also made very apparent in the novel A Lesson Before Dying by Ernest J. Gaines through the treatment of Jefferson and his community. Many people throughout history have hoped for a better future free of marginalization and mistreatment, and one of those people was Martin Luther King Jr. He once said, â€Å"I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin, but by the content of their character† (BrainyQuote.com).

Cultural Diversity in Organizations Essay

â€Å"Diversity† has arrived as a descriptive word for the American lifestyle in the modern world. With increasing immigration of people from many countries, many races, and many cultural backgrounds to the United States, the country has become a nest of diversity. Several factors shape the fact that the workforce is becoming increasingly culturally diverse: women represent an increasing percentage in organizations; the difference in age is becoming more evident on all levels; due to continuously changing demands organizations are employing more and more people with diverse professional and specialist backgrounds; there is a growing number of immigrants having different customs, religions and cultures and finally, the ongoing globalization is causing an influx of a large number of expatriates, who comes from various countries in the world, also contributing with different values and cultures. This increasing cultural diversity is both an opportunity and a challenge. Diversity brings with it a wide range of creativity and fresh thinking into the system. Diversity is here, in the population, in the workforce and in the marketplace. Racism, discrimination in the workplace, social stratification, and conflicts in social lifestyles are all negative byproducts of diversity. Thus cultural diversity in America is a highly debated issue because of the numerous problems arising due to it. One of the most serious and explosive issues in the United States today is meeting the business goals within an environment of multicultural diversity. When companies fail to create a culture of diversity and inclusion effectively, the costs can be high – costs arising due to ‘diversity training† and settlement of discrimination lawsuits. Many well-known companies have spent millions of dollars on â€Å"diversity training,† after settling discrimination lawsuits totaling hundreds of millions of dollars. Moreover, diversity also raises issues of interpersonal relations and communications among employees. This fact is underlined by increasing discrimination and class action lawsuits. Diversity impacts every person, every project, and every transaction in today’s business world. Some companies approach it in terms of the noticeable differences among people. What many fail to realize is that diversity is really about personal interaction and emotions, and creating a corporate culture that welcomes all kinds of differences. Managing Diversity: Managing diversity is all about approaching the issue proactively as a business opportunity. There needs to be a culture of diversity within the organization. One of the major obstacles in managing diversity is that many companies view diversity as a problem that needs to be solved. They just take a reactive approach. Supposing there is a lawsuit brought under the Equal Employment Opportunity Act, they just take an initiative that would solve the problem in the short run. Though this approach seems to be successful, in the long run, there is likely to be no impact on the corporate culture in a positive way. Such reactive approaches can negatively impact the workforce morale as they don’t appear to be a genuine commitment to diversity. The path to diversity is not always an easy one. One of the most common obstacles is resentment from white male managers who see diversity as threatening to them. â€Å"Since diversity is typically framed to be about white women and people of color, the focus is rarely on examining what it means to be white and male,† say Bill Proudman and Michael Welp, Partners at White Men as Full Diversity Partners LLC, a consulting firm based in Portland, Oregon. â€Å"White men, and sometimes others, thus conclude that diversity is not about them† (Goffney, 2005) Another obstacle that can arise in a multicultural business environment is resistance to change. When new diversity programs are introduced, it is essential that the employees view it as a genuine effort. Hence, these diversity programs should be tailored to meet the needs of the company’s workforce and integrated into the daily environment. Any diversity initiative should be tied to the company’s bottom line. Even though top management may make the commitment to diversity, if the initiative is not tied explicitly to the company’s bottom line, it does not become a priority for middle managers. The diversity initiative should be integrated into the tools and processes they use to manage employees, including orientation, training and education, and interpersonal communication. If not, existing employees will not accept the diversity initiative and new employees are likely to get disillusioned with a taste of it. Top management must ensure that the commitment to diversity has buy-in at all levels of the organization by making diversity an integral part of company success. Yet another obstacle to managing diversity is that the diversity initiatives might be restricted to training alone and is left as an ‘HR issue†. This narrow focus results relegation of diversity to a single department and companies thus miss out on opportunities to improve and integrate the diversity initiative into other areas of the company. Any corporate initiative should be feedback based, dynamic and flexible. Else, there is the danger that the initiative will remain static. Too often diversity initiatives begin and end with the first efforts undertaken. Diversity and inclusion are part of company culture, and like the culture, diversity must continue to evolve (Adams and Ruch, 2006). Managing all these obstacles require the ability to value a diverse world. This means there should be individual assessment of beliefs about work values. People from differing backgrounds having different experiences bring to work the biases and â€Å"veils† as well as the strengths that arise out of cultural differences. To work effectively with persons from diverse backgrounds, it is necessary to understand others– people from other racial, ethnic and cultural heritages, and people whose values, beliefs and experience are different. This involves learning to recognize when new competencies are needed, knowing how to develop the requisite new competencies, and implementing the competencies effectively. Companies need to assess their state of diversity: What is the state of diversity in our company? Are we making the most of diversity? Do we speak with one voice with respect to diversity? Companies that ask these questions on a continual basis, set strategic goals, measure their progress and evolve their programs in sync with their overall organizational change will be the ones to leverage the full potential of diversity (Adams and Ruch, 2006). Individual Reactions to Diversity: Diversity may be viewed positively or negatively depending on the individual reaction to diversity. In a culturally diverse workplace, there is likely to be prejudice, stereotyping and discrimination. This is because of self-fulfilling prophecies. The perceiver develops false belief about a person from a different cultural background. He then treats the person in a manner consistent with that false belief. Ultimately, the person responds to the treatment in such a way to confirm the originally false belief. Other negative reactions of individuals to diversity may include: tension among staff, distrust of anything new, gossip and rumor, open hostility or bullying, absenteeism, tarnishing of the agency’s reputation, low staff retention rates, lack of response to customers and falling standards of service quality (NSW, 2006). In the positive sense, diversity that brings with it community language skills and cultural competencies can be seen as valuable assets to an agency (MSASS, 2006). Customer service improves when employees are able to tackle customers from a range of backgrounds. When employees are encouraged to learn from one another, their skills and knowledge are also enhanced. Diversity can reduce skill shortages at specific times. In a business, diversity gives the advantage of utilizing the language, international expertise and cultural knowledge of staff to identify successful export opportunities. When employees are encouraged to work in their areas of strength and capability, they are happier, more productive and more likely to stay with the agency. Productive diversity is based on the concept that there are potential economic benefits to be gained from valuing different experience, perspectives, skills and the cross-transfer and integration of these into the agency and local economy. Productive diversity makes good business sense in an environment where local diversity and global interconnectedness play a critical economic role (Muhr, 2006). Diversity effects on groups and teams: In the context of working in groups or teams, diversity seems to cause contrasting goals, miscommunication or inter-group anxiety, thereby prohibiting teamwork creativity. Miscommunication and the lack of a common language make it difficult for team members to engage in an exchange of ideas and questions, an exchange, which is essential for effective teamwork (Nahapiet & Ghoshal, 1998). If individuals carry out negative stereotyping of outgroups it can prevent them from trusting and engaging with others and can threaten communication patterns within organizations. This is mainly due to a lack of common context and language usage. Anxiety in the team occurs when people identify themselves as placed among people belonging to different diversity categories. Thus, diversity will in this situation make it difficult for the individuals to identify with the team, since there is no unified perception of what values the team represents (Muhr, 2006). In a diverse work team, the values and perceptions of different diversity categories may be contrasting or even mutually exclusive, which is likely to bring about incongruence in goals. Incongruence in goals can limit communication, which is fundamental to the creation of interpersonal relationships and trust. Furthermore, goal incongruence may also prevent individuals from sharing and combining knowledge all together, if they are not able to reach agreement on common goals for pursuing such knowledge processes (Muhr, 2006). On the positive side, it has been shown that diversity in fact improves creativity by promoting variations, thinking out of the box and avoiding ‘groupthink’. Several analyses have shown that teams made up of people with different cultural and educational backgrounds, different personalities, different professional backgrounds and different skills are potentially more creative and innovative than relatively homogeneous teams. This is because diversity creates variations – variations in perceptions, values, ideas, opinions, and methods, which are highly essential for developing a stimulating creative environment (Mohr, 2006). Conclusion: In the global economy today, most companies operate globally. Diversity of thought, culture, geography, race, and gender enables companies to deliver the best solutions to their customers and markets. Diversity pays off both internally and externally. A company that embraces diversity can offer a challenging and creative work environment, and as a result, can attract and retain top talent with diverse backgrounds. There is also a connection between diversity and increased productivity. Diversity also fosters organizational creativity. But despite these benefits of diversity, work teams will not truly benefit from diversity unless sufficient communication, trust and openness are nurtured in the organizational climate. The powerful advantage of embracing diversity in organizations is best brought out by the words of Ted Childs, IBM’s vice president of global workforce diversity. In a recent issue of Fast Company magazine, in a feature article was entitled: â€Å"Difference is Power†, Ted Childs suggests that, â€Å"No matter who you are, you’re going to have to work with people who are different from you. You’re going to have to sell to people who are different from you, and buy from people who are different from you, and manage people who are different from you. This is how [companies] do business. If it’s (diversity) not your destination, you should get off the plane now† (Meisner, 2006). Bibliography: Adams, Brandon and Ruch, Will (2006). Diversity as a core business strategy. http://www. versantsolutions. com/knowledgecenter/EB_DiversityAsACoreBusinessStrategy2. pdf NSW (2006). What is Diversity? http://www. eeo. nsw. gov. au/diversity/whatis. htm Muhr, Louise Sara (2006). Openness to Diversity –Turning conflict into teamwork creativity. Paper submitted for the 10th International Workshop on Teamworking. http://www. mau. se/upload/IMER/Forskning/Diverse/Muhr%5B1%5D. pdf Nahapiet, J. , & Ghoshal, S. 1998. Social Capital, Intellectual Capital and the Organizational Advantage. Academy of Management Review, 23(2). MSASS (2006). Valuing a diverse World. http://msass. case. edu/downloads/academic/diverse. pdf Goffney, Phyllia (2005). Champions of Diversity. Essence. May 2005. http://www. findarticles. com/p/articles/mi_m1264/is_1_36/ai_n13660850 Meisner, Lora (2006). The American Quilt – Workplace Diversity. http://career. thingamajob. com/general-career. aspx/The-American-Quilt-Workplace-Diversity. aspx

Family Is Not As Harmful At Times As Economic Struggle And...

Introduction Families in our nation have evolved over the past few decades. One thing is for certain, children need the support of their families regardless of the makeup or division of the family. Children are adversely effected by situations that the family encounters. Divorce is not as harmful at times as economic struggle and lack of communication with the children over such issues. Finally, the family is defined by blood and extension. Those that children are closest to are the ones that influence them. Children and Kinship Children build a kinship base on their involvement with their families. Kinship is the relationships with others to whom children are related to or they feel a sense of family or relatedness toward (Mason and Tipper, 2008, p. 442). As I read Mason and Tipper article on â€Å"BEING RELATED, how children define and create kinship,† this article reflected on the socioeconomic, ethnic and cultural background of a selected number of children that was interviewed (Mason and Tipper, 2008, p. 442). I learned that children’s kinship was not reckoning processes were highly creative and inclusive but provided meaning that children who experience parental divorce or separation create who they consider to be their family. No matter how conventional or unconventional status of the parent kinship (heterosexual marriage, nuclear or single kinship) (Mason and Tipper, 2008, p. 443). Overall, this article implicates children’s reckoned and practices of kin ship.Show MoreRelatedChildren in Need1565 Words   |  7 Pages Introduction to Human Services Abstract Children go through difficult situations beyond their control. Many families have divorced, become widowed, lost jobs, or are abusive or neglectful. 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