Travel Long Distances Essay Example for Free

Travel Long Distances Essay At whatever point we need to travel significant distances inside the nation we can go via train or via air in a plane. I recall my first train venture which I performed when I was just around four years of age. After that venture so long back, I have made a few excursions via train at the same time, that first excursion despite everything waits in my brain and considerations. We needed to go to Madras, where my dad needed to go to a Conference. Since we had not then observed Madras and our winter get-aways were falling during the dates of the Conference, it was concluded that we would all go with father and make an outing toward the South. With respect to visits to better places of the South I recollect close to nothing as, I was somewhat little yet the train venture is still extremely clear in my brain. There, at Madras, my dad needed to go to a Conference whose date was the eighteenth of December so; it was chosen to leave for Madras on the fifteenth. After a considerable delay, finally the fifteenth of December came and my fervor knew no limits. I would be going on my first since forever train venture, getting a charge out of an excursion and seeing new places. The train that we needed to pass by was known as the G.T. Express for example the Grand Trunk Express and we went to the station to board it. I think it was evening time when we loaded up the train. Inside we ate and afterward my folks and my senior sibling all rested. I was unable to get rest as, I was simply excessively energized. I recall that, I had taken a window with the goal that I could see the fun outside at the same time, tsk-tsk. No sooner that we had completed supper, it was dull and nothing was obvious from the window. It was uniquely at the stops at the stations, I would peep out and see the surge and life on the stage. Seeing the stations for now and again, I at long last rested. At the point when I woke up toward the beginning of the day following an agreeable rest around evening time, I was completely excited to look outside. The region the train was presently crossing delineated an exceptionally lovely cross area of land structures and greenery, plants and towns. Gracious, what an all encompassing wonder everything was. At the point when the train traversed distinctive land frames, the sounds it made were heard changing once in a while profound snorts, once in a while a smooth stream and at different occasions only a crash here and crash there. At the point when the train traversed connects on fields of water, the sound was of murmuring. This mixture of sounds made by the development of the train was a great encounter the various stretches of gigantic territories of land and water and various manors for a significant distance on end, demonstrated nature in its full structure and magnificence. As we went through town regions, I saw fields of rice, wheat, mustard and vegetables. Gracious what an awesome sight of the cross-segment of India. At the stations the train would stop and another scene of development would take over from nature, and when the train again began, the nature would again dominate. This covers up and looks for of scenes proceeded all through the excursion, and the music of landscape and water changing now and again was simply staggering. This fascinating scene proceeded for right around thirty six hours at the same time, trust me, I delighted in each moment of it. A manufactured home with all conveniences, a glance at nature and furthermore human progress was totally observed gotten together as one introduction bundle for me. The thirty six hours had quite recently flown by and we were at the Madras intersection. I can't overlook this first excursion via train considerably following eight years now and I do think about whether I ever will.

Psychological Conflicts In Literature(1) :: essays research papers

We as a whole encounter mental clashes, purposely or unconsciously. They include mental clashes among our considerations, feelings, and levelheaded reasoning. It might be the most hazardous clash of all because of the battleground where it happen in - our brain. There are numerous instances of mental clashes in the narratives we have perused. In "Leiningen Versus the Ants" via Carl Stephenson, Leiningen fought on his South American manor, yet in his psyche. He battled with the issue of fleeing and letting the ants assume control over his estate. He wasn't a loser and appreciates the psychological parts of things. Be that as it may, when the ants and the truth of death came, he needed to determine the contention whether to remain or escape. This was particularly obvious when he raced to the dam wheel. He could of fled at that point or kicked the bucket, however he decided to attempt to spare the manor and laborers. He was confronted with the contention living or, maybe the best mental clash, which he settled when he decided to hurry to the wheel. In "The Contents of the Dead Man's Pockets" by Jack Finney, Tom likewise confronted a mental clash. The story was for the most part centered around his physical clash, however close to the end he encountered mental clash. As with Leiningen, Tom confronted the decision to kick the bucket or to live, and he understood with that contention how much his better half intended to him. He conquered the contention when, as we read, the yellow paper flew out the window once more, yet he left to be with his significant other. In "Blues Ain't No Mockin'bird" by Toni Cade Bambara, Granny encountered a mental clash with her past treatment and her present clash with Smiley and Camera. She battled to break and perhaps really murder them or fall into despondency, yet she was fruitful in winning the contention.

Managing Social Anxiety Disorder at Work

Managing Social Anxiety Disorder at Work Social Anxiety Disorder Work and School Print Managing Social Anxiety Disorder at Work Social Anxiety Disorder Can Be a Real Issue in the Workplace By Arlin Cuncic Arlin Cuncic, MA, is the author of Therapy in Focus: What to Expect from CBT for Social Anxiety Disorder and 7 Weeks to Reduce Anxiety. Learn about our editorial policy Arlin Cuncic Updated on January 18, 2020 Social Anxiety Disorder Overview Symptoms & Diagnosis Causes Treatment Living With In Children Thomas Barwick/Stone/Getty Images Managing social anxiety disorder (SAD) at work involves recognizing the day-to-day impact of the disorder on your career and identifying solutions. Receiving a diagnosis and entering treatment is the first step toward managing your anxiety symptoms. Telling your employer may also help in that you may receive accommodations to help you better do your job. At the same time, people with SAD may face  specific problems in the workplace, including the inability to network effectively, fear of attending business social events, problems developing relationships with coworkers, lack of self-confidence, and difficulty speaking up in meetings. Bernardo Carducci, Ph.D., a psychology professor at Indiana University, head of the Shyness Research Institute, and author of Shyness: A Bold New Approach and The Pocket Guide to Making Successful Small Talk, argues that when shyness is properly managed, there is no limit to the achievement of shy people in the business world. Carducci points to the success of notably shy Microsoft co-founder Paul Allen, one of the world’s richest and most successful people, and also a shy person. While shyness is not the same as social anxiety disorder, ideas to help shy people adapt to the business world may also be useful for managing social anxiety in the workplaceâ€"particularly if you struggle with social skills. If you are in a competitive workplace and feel that your anxiety is interfering with your career advancement, or if you simply want to feel more comfortable in the workplace, it is worth investing  time in developing a comfort level with the social aspects of your work. Lets consider a number of these areas and how you might cope. Looking for Work If you are new to the workforce or looking for work after a long period of unemployment or time spent in the same job, the prospect of going on job interviews may be intimidating. Although job interviews can be more challenging for those with social anxiety disorder, proper preparation and use of coping strategies can help. For example, you could have a friend conduct a mock interview with you so that you get practice answering questions or engage in deep breathing to calm yourself about the entire process. Tips to Cope With Job Interview Anxiety Job Duties Some aspects of work itself can be challenging for those with social anxiety. For example, if you are in sales, you might find yourself needing to engage in  cold calling clients. You may need to give presentations or speeches as part of your role. It can feel doubly difficult to manage your anxiety when excellent social skills or the ability to perform under pressure are part of your job. However, if you choose a job that suits your interests and personalityâ€"anxiety is an issue that can be worked on. Social skills training (or even reading self-help books about social skills) or groups such as Toastmasters (for public speaking) might be good options to boost your performance at work. Coworkers Networking is an important part of being successful in your career. If you aren’t able to build relationships with the people that you work with, it will be much more difficult to advance at work. In addition, since you spend most of your waking hours at work, wouldn’t you like to have friends there? To become more comfortable with coworkers, constantly strive to expand your comfort zone. Engage in small talk with people whom you see throughout the day, such as in the lunchroom, in the elevator, or at the water cooler. Greet people with general comments or compliments and start brief conversations. Gradually, other people will see that you are the kind of person who is approachable and with whom conversation is easy. Its less important that you say the right thing, and more important that you just keep showing up and being present. People are generally more comfortable around others the more times that they see them. Spotlight Effect: Not Everyone Is Looking at You Speaking to Supervisors Speaking to your supervisor can be challenging if you live with social anxiety disorder. You might agonize over the smallest contact, such as needing to ask a question about your work or clarifying an issue. Unfortunately, avoiding your supervisor in this way can affect your job performance. If you find casually speaking with your supervisor anxiety provoking, see if you can make an appointment. Practice what you are going to say in advance so you have your ideas clear in your head (dont over-practice as this is a safety behavior and counter-productive). If you still find this hard, try communicating in a less threatening way, such as through e-mail. Or, always prepare a list of points when you go into a meeting. Your anxiety will be reduced because you can focus on your notes and you will also come across as more prepared. Finally, gradually work up to asking harder questions. Make a list of things you need to talk to your supervisor about, and then start with the one that feels least anxiety-provoking, such as asking for clarification on some aspect of your work. From there, you can work your way up to harder topics, such as asking for a raise or a promotion. Business Meetings If you feel uncomfortable in meetings, try arriving 10 to 15 minutes early so that you can meet people as they arrive. This is the opposite of what you probably  do now; you likely tend to show up late so that you don’t have to engage in small talk with others in the meeting. However, this will actually make you feel more isolated. During meetings, remember that others also may feel uncomfortable about speaking up. Likely about half the people in your meeting are also nervous about voicing their opinion. Usually, they will be relieved if you are the first to speak and will admire you for doing so. Finally, if you find your anxiety overwhelmingly uncomfortable during meetings, try examining the thoughts that you have while in a meeting. If you usually think, I am terrible in meetings. I always make a fool of myself, ask yourself whether that thought is helpful and realistic. Could you replace it with a more helpful thought? Try something like I am trying hard to do better in meetings or I think most people are okay with how I come across. Even if it feels uncomfortable at first, over time these positive affirmations will help to build your confidence. Tips for Coping With Anxiety in Work Meetings Business Social Functions Depending on your place of employment, there may a variety  of social functions that you are expected to attend: the company picnic, annual holiday party, retirement gatherings, business conferences, or business lunches. Make sure you have something to talk about on these occasions. Read the newspaper, visit an online news source, or read current magazines. In addition, avoid using alcohol to overcome your inhibitions. Often staying in a situation long enough will have the same effect on reducing your inhibitions as drinking alcohol. The next time you are at a social event, have flavored water instead and notice how your anxiety level decreases over time even when you are not drinking alcohol. A Word From Verywell If you continue to struggle with social anxiety at work, consider visiting a therapist who specializes in anxiety disorders. Social anxiety disorder is a mental illness that requires professional intervention for a full recovery.

Nernst Equation Calculate Cell Potential

Standard cell potentials are calculated in standard conditions. The temperature and pressure are at standard temperature and pressure and the concentrations are all 1 M aqueous solutions. In non-standard conditions, the Nernst equation is used to calculate cell potentials. It modifies the standard cell potential to account for temperature and concentrations of the reaction participants. This example problem shows how to use the Nernst equation to calculate a cell potential. Problem Find the cell potential of a galvanic cell based on the following reduction half-reactions at 25  °CCd2 2 e- → Cd  Ã‚  Ã‚  E0 -0.403 VPb2 2 e- → Pb  Ã‚  Ã‚  E0 -0.126 Vwhere [Cd2] 0.020 M and [Pb2] 0.200 M. Solution The first step is to determine the cell reaction and total cell potential.In order for the cell to be galvanic, E0cell 0.(Note: Review Galvanic Cell Example Problem for the method to find cell potential of a galvanic cell.)For this reaction to be galvanic, the cadmium reaction must be the oxidation reaction. Cd → Cd2 2 e- E0 0.403 VPb2 2 e- → Pb E0 -0.126 VThe total cell reaction is:Pb2(aq) Cd(s) → Cd2(aq) Pb(s)and E0cell 0.403 V -0.126 V 0.277 VThe Nernst equation is:Ecell E0cell - (RT/nF) x lnQwhereEcell is the cell potentialE0cell refers to standard cell potentialR is the gas constant (8.3145 J/mol ·K)T is the absolute temperaturen is the number of moles of electrons transferred by the cells reactionF is Faradays constant 96485.337 C/mol )Q is the reaction quotient, whereQ [C]c ·[D]d / [A]a ·[B]bwhere A, B, C, and D are chemical species; and a, b, c, and d are coefficients in the balanced equation:a A b B → c C d DIn this example, th e temperature is 25  °C or 300 K and 2 moles of electrons were transferred in the reaction.br/>RT/nF (8.3145 J/mol ·K)(300 K)/(2)(96485.337 C/mol)RT/nF 0.013 J/C 0.013 VThe only thing remaining is to find the reaction quotient, Q.Q [products]/[reactants](Note: For reaction quotient calculations, pure liquid and pure solid reactants or products are omitted.)Q [Cd2]/[Pb2]Q 0.020 M / 0.200 MQ 0.100Combine into the Nernst equation:Ecell E0cell - (RT/nF) x lnQEcell 0.277 V - 0.013 V x ln(0.100)Ecell 0.277 V - 0.013 V x -2.303Ecell 0.277 V 0.023 VEcell 0.300 V Answer The cell potential for the two reactions at 25  °C and [Cd2] 0.020 M and [Pb2] 0.200 M is 0.300 volts.

Using English for Communication by Thai Prostitutes - Free Essay Example

Sample details Pages: 1 Words: 260 Downloads: 10 Date added: 2017/09/16 Category Advertising Essay Did you like this example? The purposes of this study were to study English competency of the Thai prostitutes for communication with their customers, and to explore methods of Thai prostitutes in improving their language ability for communication with their customers. In depth, face-to-face qualitative interview were conducted with a convenience sample of 36 Thai prostitutes and 10 international tourists. The samples were randomly from the Thai prostitute’s famous night areas in Bangkok; Khaosan Road, Patpong, and Soi Nana. A semi-interview form was created as a research tool. This study was supplemented by additional analysis of existing secondary data sources including books, and online databases. The results indicated that the English competency of the informants is in the average level with successful communication purpose. The informants improve their English skills in real life working experience. Half of the informants are educated. They learned English skills from universities. Half of them are studying in higher education institutions. They work for money to pay for tuition fees, rents, and other needy expenses. Don’t waste time! Our writers will create an original "Using English for Communication by Thai Prostitutes" essay for you Create order The international tourists expressed that the informants are poor, and they had no other choices. However, it is a way to improve language skills. The limitation of this study focuses on the anxiety of the informants since working as prostitutes is still an illegal job in the Thai society. They thought that the researcher was a police officer which may effect the obtained information. The paper shows that the language skills are beneficial in communication. It creates better customers satisfaction which will lead to an increase of the opportunity to earn more income. By Thavorn Thitthongkam

Ledership Free Essays

What is leadership? According to Shockley- Zalabak (2009) Leadership is a process of guiding individuals, groups, and entire organization in establishing goals and sustaining action to support goals. What exactly is meant by leadership? There are literally hundreds of definitions about who a leader is and what is considered as leadership. Each definition may vary from one individual to another and may change from one situation to the other. We will write a custom essay sample on Ledership or any similar topic only for you Order Now For example we might call an individual a leader because of the persons’ election to the presidency of an institution. Other times we say he/she is not a leader because he/she does not exhibit leadership behaviors expected of the of a leader. In other words, we expected leadership from the legitimate position of the presidency, but when that president does not exhibit leadership behaviors, we say that the president is not a leader. According to Yukl, (2002). The definition of leadership is arbitrary and very subjective. Some definitions are more useful than others, but there is no â€Å"correct† definition. Leadership theories: Theories are most useful for influencing practice when they suggest new ways in which events and situations can be perceived. Fresh insight may be provided by focusing attention on possible interrelationship that the practice has failed to notice, which can be further explored and tested through empirical research. If the result is a better understanding of practice, the theory –practice gap is significantly reduced for those concerned. (Hughes and Bush, 1991, p. 234). The trait theory This theory first surfaced in the writings of early Greeks and Romans and is prevalent today among those who believe that leadership cannot be developed. This theory assumed that leaders has innate traits that made them effective, great leaders were considered to be born with the ability for leadership, so it is either you have leadership qualities or you don’t . According to Shockley – zalabak (2009) theory of leadership, that leaders possessed innate traits that made them effective; is commonly referred to as the â€Å"great man† theory Leadership traits theory is the idea that people are born with certain character trait or qualities and since traits are associated with proficient leadership, it assumes that if you could identify eople with the correct traits, you will be able to identify leaders and people with leadership potential. It is considered that we are born naturally with traits as part of our personality; this theory in summary believes that leaders are born not made Criticism Researches were done to define traits or personality characteristic that best predict the effective leader. List of about eig hty traits or characteristic were gotten but trait approach failed to define clearly a stable set of characteristic associated with effective leadership. Even the concept of what is effective remains open to question. This theory does not prove a comprehensive explanation to how leaders interact with followers and meet the needs of specific circumstances. While truly others can be born leaders, it is incorrect to generalize by saying that leadership traits are in born and unchangeable. It’s true many of our dispositions and tendencies are influenced by our personalities and the way we are born. However, most people recognized that it is possible for someone to change their character trait for the worse. Someone known for being honest can learn to be deceitful, the whole idea of saying someone was â€Å"corrupted† is based on the fact that people can learn bad traits. If people can learn character traits and become different from the way they were born naturally traits can be learnt as well. A person who is prone to being dishonest can learn to be honest. A person who avoids risks can learn to take risk. It may not be easy, but it can be done. STYLE APPROACHES Leadership style approach focuses its attention on the leaders’ behavior. Leadership style is the combination of traits, skills, and behaviors leaders use as they interact with followers: (Lussier, 2004) Though leadership style is based on leadership skills and leadership traits, leadership behaviors is the important component. This is said to be the third approach to leadership studies, a consistent pattern of behavior is what characterizes a leader. â€Å"In shifting the study of leadership to leaders’ s tyle or behaviors, the style approach expanded the study of leadership to various contexts† (North house, 2004). According to Shockley- Zalabak (2009) style approach or theories attempt to identify and arrange the general approaches leaders use to achieve goals. These approaches are thought to be based or a leader’s assumption about what motivates people to accomplish goals. This theory attempts to identify a range of general approaches leaders use to influence goal achievement. These approaches are theorized to be based on the leader’s assumption about what motivates people to accomplish goals. Particular approaches also reflect complex relationships among the personal characteristics of the leader. Top among the style theories is the autocratic-to-democratic continuum first proposed by Ralph while and Ronald Lippitt (1960). Autocratic style of leader is a leader who makes decisions with little influence from others Shockley- Zalabak (2009). The leader that exhibits this behavior makes the decisions, gives orders to employees, and is constantly supervising his subordinate. This leader tells others what to do and usually enforces sanctions against those who chose not to comply. He views his followers as essential for goal achievement but usually feels little responsibility for employee needs and relationship Shockley- zalabak (2009). Criticism Research suggests that autocratically led groups produce more in quantity than democratically led groups, but that the quality output is better when more democracy is practiced. Generally with autocratic styles the led are not happy so they just do as they are told not because they have the interest of the institution at heart or because they enjoy working. Democratic- Shockley-Zalabak (2009) states that this style of leaders is the one that involves followers in decision making. The leader that exhibits this behavior promotes shared decision, team work, and does not supervise his subordinates closely. He assumes followers are able to participate in decision making, they try to create a climate in which problem solving can take place while preserving interpersonal relationships. It is clear that these leadership styles are opposite’s end of a continuum. As such, it’s easy to think that a leader’s leadership style s follows between those ends. Criticism When a leader is democratic at times his other colleagues in leadership positions can look at him as a weakling and also the subordinates might take advantage and wants to be disrespectful. Laissez-faire style- Here the leader behaves as non-leader. Individuals and groups are expected to make their own decisions because of a hand-off approach from the leader. The laissez-faire leader is an example of non-leader. This leader expects groups and individuals to make their own decision. He gives information only when ask by group members. Criticism The success of the group depends greatly on the abilities of the group and groups members willingness to work with little or no leadership. If the groups members consist of people that need a push to do things they won’t be able to achieve much. Impoverished management- According to Shockley- Zalabak (2009) this style is characterized by low concern for interpersonal relationships and task accomplishment. This leader makes few attempts to influence people towards task or goals. He dislikes leadership responsibilities and lets others take the responsibility that rightfully belongs to the leader. This leader is usually uncomfortable with leadership and intellectually resists the need for it. Criticism These leaders may be primarily responsible for the failure of the group. Middle- of- the- road management- This is a style of leader who balances task and peoples’ concerns; commonly referred to as compromised leadership or management. The leader negotiates and compromises to achieve workable agreements and directions for action Country club management- This is a style of leaders who emphasizes interpersonal relationship at the expense of goal achievement the leader here wants to be liked and have group followers who feel supported by the leader. He provides an interpersonal relationship bond that is low on task emphasis and high in interpersonal support Criticism He may want a task accomplished but will not take steps to emphasize this element to others, if members are not highly task oriented; he ends up doing their work. Rather than insisting that the employees exhibit high standards of performance. These leaders may not develop the abilities of the people under them. Team leadership: This is the theoretical ideal: team leaders exhibit high concern for both task and interpersonal relationships by emphasizing goal accomplishment while supporting people, it fosters a sense of â€Å"we† with high performance standards. This leadership share decision making and strives for problem solving designed to solve rather than postpone problem, it respects different point of view and value diversity as long as it contributes to the group effort. Criticism Team members who support one another but do not have enough ability or information to work on problems will not be able to produce a high-quality decision. How to cite Ledership, Papers

Managing the Legal Environment

Question: Discuss about theManaging the Legal Environment. Answer: Legal Risk, Rules and Management Research Portfolio Research/Referencing Workshop The main task in the research/referencing workshop was identifying a large company in Australia and finding more information about the company. I identified Qantas Airlines limited as the largest company of my research. From my research, I discovered that Qantas Airlines limited has been a key element for the development of Australian and international aviation. It is presently among the top most domestic airlines of Australia and also a chief in the Asia-Pacific area. The airline unites Australia to 81 destinations in 40 other countries world over functions the wide domestic services both in Australia and New Zealand. From the research, the ABN for Qantas Airways Limited was found to be 16 009 661 901. Its registered address was: Qantas Airways Limited, Building A, 203 Coward Street, Mascot NSW 2020 Australia. I was able to find this and more legal information about the company from the internet at the companys website (qantas.com). Most of the information about Qantas Airlines limited is readily available in the companys website (qantas.com). Such information includes the board of directors and the companys annual reports. However, more information can be found from journals about the company. Some of these journals include the SWOT analysis reports from the company as well as the company profile reports. The journals also provide the key facts, history, business description, revenue analysis and the top competitors of the company (Qantas Airways Limited SWOT Analysis, 2013; Qantas Airways Limited, 2015). When undertaking my research, there was a lot of information about the company from the internet. The main problem that I faced when conducting my research was distinguishing the sources that were providing genuine information from those that were not. Some of the sources that I discovered with inappropriate information included blogs, interviews, forum postings as well as opinion pieces. Reflections on the Wembley Stadium Case Study Wembley Stadium Case Study features a contract that was not done as per the agreement between the parties. In the contract, Multiplex had agreed to be responsible in the construction of Wembley Stadium at the maximum amount of 356m. However, Multiplex bleached this contract since the project was overdue by 18 months which costed an additional excess of 900m. According to the construction company, death, dangers and damages that were not expected happened and this caused more uncertainty and delays (Contract Journal, 2006). Contracts are valid so long as all the features of a contract are available. In this case, neither of the two parties had reasons of acting against the contracts. When both parties realized that a problem had occurred, legal action was taken. The legal action against and by Multiplex principally involved Cleveland Bridge and MacDonald. In addition to other features within the contract, there was also a penalty clause of 14000/day. The issues that arose as a result of the contract breach included a grant of 120m in lottery funding for this purpose. Since the Stadium was not completed on time, a range of competitions and events had to be relocated to other venues within that year of 2006, this included the FA cup final. Multiplex Company has been in the construction industry for long and is known for litigations. Studies indicate that Multiplexs prospectus only had half-sentence references to Wembley. About 20 percent of rout in the securities price of multiplex was a large problem. Apart from the problem with the contract, Multiplex had other issues during the project. Multiplex had a problem with the steel contractor (Cleveland Bridge), Honeywell and other several organizations. In order for Multiplex to solve the problem with the steel company that had caused a lot of delays, Honeywell took over. This seemed to reduce business problems that had been projected and the risk of the project decreased. In addition, disputes were settled by more agreements. This way, contract breaches and lengthy legal contract issues were avoided and all parties became committed to work together. According to Arbouw (2005), Multiplex was to blame for the losses that occurred during the project. Legal risks lead to court cases that impart tough consequences that are agreed within contracts. Research indicates that Multiplex could have avoided the troubles it encountered during this project only if it used safeguard procedures. By safeguard procedures, the construction company could have created good relationships with other construction companies as well as stadiums so that if a crisis arose as it did, financial loses would have been shared (Jefferies, 2002, p.356). Analysis and Conclusions on BHP Billton, Seven Eleven and Bullying Case Studies The issue in the 7-Eleven case study is that workers were unfairly paid. An investigation by Four Corners and the Fairmax Media revealed that workers were being paid half the $24.50 per hour that one was supposed to be awarded legally. The 7-Eleven franchise stores in Australia would sometimes pay less than that half and anyone who complained would be threatened that they would be deported. This is lack of obligation case. The company should have been sued since it was acting against the anti-discrimination laws that protect third parties who violate the obligation as per the Australian laws. In the case study on bullying, abuse and trolling, Charlotte Dawson, a TV personality committed suicide because she lacked protection against assault. Social and public media have now become a place where people lack protection. Government should come up with policies that provide regulations in these types of environments so that people are protected. When dealing with third parties, organizations should ensure that some measures are put in place so that the party that causes harm to the other has some consequences to face. Organizations that engage on social and public media address areas of legal risk by ensuring that conversations between both parties are recorded to act as some form of evidence. These steps are appropriate to ensure that there is legal obligation. The BHP Balliton case study provides a good example of civil law of tort of the negligence type. It was the obligation of the design and construction company to ensure that the dams are well constructed to avoid such damages that occurred. In addition, when Instituto Pristino warned of the failure risks at the dam, the concerned party was obliged to act and eliminate the risk. However, ignorance led to the tort of negligence that can be dealt with in the courts of law. When BHP and Vale became partners, they were supposed to be responsible for the venture. This case shows governance failure by both companies. Reflections on Legal Risk, Rules and Management The first topic was an introduction to organizations legal environments. Here, there was a lot to learn such as the relevance of law to organization managers; the interaction between business, economics, politics, law, culture as well as global factors; the description of regulation, law, compliance, corporate social responsibility and risk management. The language in law can be daunting in the beginning. However, once it is understood and interacted with, it becomes familiar and gives the individuals dealing with it the confidence that they require. Whether the government should regulate the market remains a constant issue for both private and public sectors (Vickery and Flood, 2012). History shows that regulation is necessary and therefore rules such as the Privacy Act 1988 were formed. In Australia, there are several important legal institutions- the parliament is one of the most important legal institutions because it is responsible for making law; Courts are important because they help to interpret the law; tribunals have the obligation of resolving legal problems. Regulatory bodies as well as Alternative dispute resolution (ADR) like mediation and arbitration are important in Australian legal environment (Vickery and Flood, 2012). There are two sources of law in Australia, that is, parliament creates legislations while others that are created by judges in courts are referred to as common law. The two main methods used in resolving disputes include: use of the formal court system; and ADR which includes arbitration, mediation and conciliation. The second topic was all about corporate governance and ethics. There are several corporate structures that are acknowledged in the Australian legal environment. The unincorporated structures consist of the sole trader, partnerships, trusts and the unincorporated associations. Incorporated structures are made up of the Corporations incorporated under the Associations Incorporation Acts, Government Business Enterprises (affected by the Commonwealth Authorities and Companies Act 1997) and the Corporations incorporated under the Corporations Act 2001 (Cth). Other business structures include joint ventures, aganciesand franchise (Vickery and Flood, 2012). Corporate governance describes the manner in which firms are managed. Some of the important principles in corporate governance include ASX corporate governance materials, OECD Principles and the AS 800-2003 Corporate Governance. In Australia, the registration of companies is administered by the Australian Securities and Investment Commission (ASIC). ASIC classifies companies according to the liability of its members (unlimited or limited); their status; and liability of its members (guarantee, shares or unlimited with share capital). Sources of company law include legislations, case law, accounting standards and the ASX Listing Rules (Vickery and Flood, 2012). Some of the bodies that are established under the ASIC Act include Takeovers Panel, corporations and Markets Advisory Committee, financial reporting council, Companies Auditors and Liquidators Disciplinary Board, Financial Reporting Panel and the Australian Accounting Standards Board. The third topic majorly dwelt on the management of legal environment. Here I learnt that it is important that managers make every effort to manage the risks within their organizations so that they can achieve the objectives therein. Organizations make engage in contracts almost in every agreement they make with other firms. A contract is defined as an agreement that has been made between legal persons where legal obligations are formed so that they are enforced by the law. The elements that are needed in a contract include the intention for creation of the legal relationship, acceptance and offer, content and terms (Vickery and Flood, 2012). Legal risks result when contracts are ended in a manner that is not right. In contract law, some conducts are not allowed, these are referred to as validity issues and they include: Unconscionable conduct, duress, misinterpretation, undue influence and mistakes. If a breach of contract occurs, the innocent party has the right of taking action against the party that failed to perform in their bargain part (Vickery and Flood, 2012). The innocent party requests for a remedy. Terminations and damages place the innocent party in positions they would have been in the absence of a bleach. Some of the other equitable remedies include rescission, specific performance and injunction and Valebat or Quantum Meruit. The fourth topic was on legal obligations, difference between civil and criminal laws and the consequences as a result of breaching the law. There is a broad range of groups to whom obligation is owed- politicians, friends and enemies, occupants, competitors, players, users, guests, audiences, advice seekers and road users. Civil law of tort consist of: law of assault and battery, law of defamation and the law of negligence. Criminal law applies if an individual injures, assaults or kills through reckless conduct. Criminal law ensures that there is a safe workplace for the public and all employees (Vickery and Flood, 2012). Competition law inhibits misleading and unconscionable conducts, inclusion of unfair terms and provision of poor quality goods. Lastly, anti-discrimination law protects people from being discriminated against because of gender, goods and services or employment. Annotated Bibliography Harlow, C. (2005). Understanding tort law. London: Sweet Maxwell. Fourth chapter: Facing Consequences, pages 61-76 text is relevant to the Wembley Stadium Case Study. This chapter presents the consequences that result when breach of duty occurs. Harlow argues that the claimant must show the damage that has been suffered. It is also important for damage to be foreseeable. The author points out that courts try to avoid making the defendant liable to the indeterminate individuals for indeterminate sums especially when economic losses are concerned. This chapter is important in the Wembley Stadium case study given that Multiplex Construction Company caused Wembley to experience large amounts of money during the project. McKendrick, E. Liu, Q. (2015). Contract Law: Australian Edition (pp. 1-560). Palgrave Macmillan. Chapter 20: Breach of Contract, page 418-429. This chapter in this textbook explains when a valid contract can be breached. Breaching a contract leads to an action for damages whether an innominate or warranty term occurs or when the term is broken. Because of the damage that results from the breach of a contract, it is important that contract breach is clearly understood. In the Wembley Stadium case study, this chapter will be essential to show whether the contract between the construction company and the stadium was binding and how the contract was bleached. Tomasic, R., Bottomley, S., McQueen, R. (2002). Corporations law in Australia. Leichhardt, NSW: Federation Press. Tomasic, Bottomley and McQueen explain the forms that explain in business associations. In the business environment, it is important that organizations are aware of the associations that are legally binding. Afterwards, the authors describe corporate and corporation law and its framework. The information in this book will provide a guideline towards the discovery of the type of association that was formed between Wembley Stadium and Multiplex Company. If the association was legal, the parties involved would be guided on what corporate laws require in such associations. Contract Journal, (2006). Multiplex investigates Wembley rafter fault. (cover story). Contract Journal, 432(6567), 1. This article provides information about the investigations that were carried out after a 50ton rafter from Wembley collapsed. This occurred after the UKs Multiplex Company had completed a construction project of the stadium. During the collapse, 3,500 workers were ordered to evacuate. A speculation indicated that a welding failure was the cause of the collapse. The information in this article is important in the case study as it would help determine whether the disputes were the cause of poor work by Multiplex. Pearman, R. (2006). Ex-Wembley chief in Multiplex swipe. (cover story). Contract Journal, 433(6577), 1. This article provides details of the dispute that emerged between Wembley National Stadiums CEO and Multiplex Contractors over the differences that occurred in the construction of the England stadium. The firm made arguments that it legitimately deserved time extensions. The Stadiums CEO insisted that according to the contract there were no allowances from financiers. Multiplex on the other hand insisted that the contract was adjustable. This article is important in the case study because it helps clarify the issues that emerged from the association between the two parties. References Arbouw, J., (2005). Multiplex over-arches. Company Director, 21(9), p.31 Contract Journal. (2006). Multiplex investigates Wembley rafter fault. (cover story). Contract Journal, 432(6567), 1. Harlow, C. (2005). Understanding tort law. London: Sweet Maxwell. Jefferies, M., Gameson, R. and Rowlinson, S., (2002). Critical success factors of the BOOT procurement system: reflections from the Stadium Australia case study. Engineering Construction and Architectural Management, 9(4), pp.352-361. McKendrick, E. Liu, Q. (2015). Contract Law: Australian Edition (pp. 1-560). Palgrave Macmillan. Tomasic, R., Bottomley, S., McQueen, R. (2002). Corporations law in Australia. Leichhardt, NSW: Federation Press. Pearman, R. (2006). Ex-Wembley chief in Multiplex swipe. (cover story). Contract Journal, 433(6577), 1. Qantas.com,(2016). Research, Plan, Book and Manage your Trip. Qantas.com. Retrieved 19 September 2016, from https://www.qantas.com/travel/airlines/home/za/en Qantas Airways Limited. (2015). Qantas Airways Limited MarketLine Company Profile, 1-26. Qantas Airways Limited SWOT Analysis. (2013). Qantas Airways SWOT Analysis, 1-8. Vickery, R. Flood, M. (2012). Australian business law. Frenchs Forest, N.S.W.: Pearson Australia.