buy custom The Western Civilization essay

buy custom The Western Civilization essay Based on a faith to progress and expand global trade, 18th century was dominated by a philosophical movement that made use of reason to devalue the previous use of accepted doctrines and tradition. The movement was marked by rapid advances in European scientific, mathematic, philosophy and political thoughts. These massive changes of the 18th century shed light to the coming of a technological age and artistic advance. The movement ushered in the discovery age when there was massive rise of the global, European Empires. This was the enlightenment and the scientific revolution that has highly helped shape the modern world. There were factors that led to the occurrence of the massive changes in the 18th century. Spread of knowledge, ideas and information in scientific fields was a key to the revolution. New learned society emerged from the work of science. The new societies had scientists who had journals that enabled them to share ideas. Societies had the urge to get learned in order. The new societies appeared in Italy, France and England. They valued scientific research and committees were created to oversee the technological improvements for the industry. Scientific journals led to cooperation and educated the public who had an interest in the new science. The new science offered new techniques of exploiting resources with an aim of increasing average profit. Through scientific revolution, most followed traditions and doctrines were devalued. Contributions from individuals, sharing of ideas through scientific journals, and building on the other scientists efforts led to the emergence of the new scie nce and its basic principles. In the 18th century, there were innovations in art, music and literature. Opera and classical music rose during this period. The stories of the past centuries and the medieval romances contributed to the development of novel. Philosophers took the responsibilities of writing history, and they devalued claims of Gods role in history. The innovations resulted in a high culture of an artistic world dominated by educated and wealthy people. Increased food production was another factor that resulted to the massive changes. The target was to secure more farmland, increase the lands yield, healthy and more livestock and a favorable climate. Abandoning old open field system led to the increase in the amount of land being utilized. Lrger number of animals was maintained since the utilized lands provided winter fodder for the animals. Animals provided manure for fertilizing fields to produce higher yields. Meat from the numerous livestock increased in the diet of European. English led in the e fforts of adopting new techniques during the agricultural revolution of the eighteenth century. There was a need for credit expansion in the 18th century that fostered the establishment of banks. This was also contributed to the low amount of gold and silver supply from the 17th century. Banking offered paper currencies, allowed people to invest in colonial trading companies and offered loans at low interest rates. There was a need to embrace industrial revolution to exhibit growth in average income and population. Since most people were involved in agriculture in the past years, the average income and the population was limited by famine, weather, war and diseases. As a result to the changes and industrialization revolution, sanitation improved, canals and roads were built in Western Europe. Food transport improved, and it resulted to a population growth. The changes were fueled by a need to inflate profits and explode the population. High population provided labor in the textile industry. Britain and France produced and exported cloth. Machines were used in the industries dur ing the second half of the century. Need for reforms in politics led to a revolution from traditional forms of governments to a system that are evident even today. In French revolution, there was a push for voting by head where each delegate was entitled one vote. A new constitution governing the colony was drafted. To mark a triumph of liberty, there were attacks and capturing of royal armories. Political revolution resulted in a national convention composed of lawyers, professionals and those who owned properties. Big numbers of the deputies were people whose age were on average forty-five and included a handful of artisans. Due to the distrust to the king and his activities, the convention urged for the abolishment of the monarchy and establishment of a republic. Revolutionary army of unprecedented size was created that would function to protect the created republic from foreign enemies. Central government appointed committee that worked as agents to educate the republic on the war emergency measures. The new formed government also provided economic controls by establiishing a system of food price control and cloth supplies. The massive changes and revolutions resulted in the growth of nations and technology to a size that made countries try and take over other peoples countries. Conflicts erupted from the expansion of European Empire which resulted in the drawing up of borders as well as falling of some empires. The succession within the empire resulted to the division of the colonies, and this altered the European balance of power. Republicans attacked the kings monarchy due to mistrust in his activities. The colonies used the empires to improve their economic status as well as promote mercantilism. Rivalries in trade developed among the European powers and this caused strain. The greater empires had a conflict over fishing rights as well as a fur trade. The powers developed differences in the 18th century that led to the emergence of wars. An example is the Great Northern War. Revolutions led to the expansion of empires that later caused conflicts. The conflicts, which were as, a result of political problems, religious, demographic and economic crisis saw a wide spread fall in politics, economics and society. There was also some general crisis resulting from intellectual and religious changes. Several European powers fought in the War for Spanish succession. The wars and conflicts proved some empires to be greater than others. An example is the Great Northern War that saw the establishment of Russia as a greater power in Europe. French monarchy received criticism and lost its privileged status as the Third Estate marched towards liberty, equality and fraternity. This ultimately led to the rise of Napoleon who was a representative of the first military dictatorship. American and French revolutions were related. Both the colonies had a struggle against monarchial and aristocratic powers. This resulted in the creation of the greatest possible freedom. Despite both the revolutionary wars being relatively small, those conflicts and wars caused heavy economic losses in the colonies. The war strained the colonies, but they withstood the challenge. The revolutions resulted in a creation of newly independent United States while French revolution resulted in the overthrow of its monarchial government. This greatly impressed the people because of the ideal of freedom and democracy they experienced after the revolutions. Buy custom The Western Civilization essay

CultureWorks ESL HRM Challenges

CultureWorks ESL HRM Challenges Abstract CultureWorks ESL School has existed since 1998 in Ontario, Canada. Unlike the conventional ESL schools, CultureWorks provides international students with a letter of conditional acceptance to the University of Western Ontario and other affiliated University colleges, which gives international students an opportunity to study in Canada.Advertising We will write a custom report sample on CultureWorks ESL: HRM Challenges specifically for you for only $16.05 $11/page Learn More The school as experienced a tremendous growth in the recent years because of an increase in the number of international students in Canada, especially in the Ontario region. The institution’s conditional offer gives international students an opportunity to study in a well-known university in Canada. A strong teacher team has helped CultureWorks to earn a favourable reputation throughout the world. As a result, CultureWorks expanded its business to Ottawa in collaboration w ith the Carleton University. However, many challenges have emerged during the expansion. For instance, there is a strained relationship between employees of CultureWorks and those of Carleton University. This research explores challenges that face CultureWorks because of a rapid expansion and collaboration strategy. In this regard, the research applies human resource management (HRM) principles to highlight challenges of sustaining the growth and proposes recommendations for effective management of partnership and strained employee relationships. Introduction Many organisations struggle to meet the dynamic needs of their customers as they react to changes in markets. Meeting customers’ needs and beating competitors require an appropriate use of internal and external relationships, which ensure that an organisation has the potential to sustain its objectives and emerging growth initiatives (Rastogi, 2000). The strategic need to collaborate with other institutions and people is now a crucial factor of success in a highly dynamic and competitive environment. Organisations should collaborate with others in order to capitalise on accessibility and resources they lack. Therefore, building a successful organisation in a competitive global economy requires firms to form strategic alliances for mutual benefits. In this regard, firms should create a partnering culture in order to facilitate collaboration with other partners.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Partnership and alliances have a great potential in promoting growths of organisations. CultureWorks and Carleton University should rationalise and combine their facilities, operation, and functions in order to maximise efficiency and service delivery to students. Such affiliations have effects on cultures, norms, and practices of both institutions. The main aims of collaboration were to enco urage enrolment of many students, create synergies, provide a global reach for foreign students, develop a critical mass, facilitate and sustain growth strategies, add core competence of instructors, and finally leverage on external talents, expertise, and technology of other institutions. Challenges that CultureWorks and Carleton University experience during the integration of employees are numerous. One would expect such a deal to bring about a fast growth without strains. However, most of such initiatives fail to meet their objectives. We can attribute some cases of failures to market conditions and financial difficulties of organisations. Still, we can trace causes of failures to neglected human resource challenges in both organisations. Organisations can only realise such growths when information flow freely, but this can only occur when there is a trust among employees. However, this is not the case at CultureWorks and Carleton University. Both institutions have faced internal employees’ challenges because of various reasons. The strained relationship that exists between the two institutions can derail growth strategies of both. It can also have impacts on employee morale, retention, communication, job security, and promotion. However, these are challenges associated with sustaining growth in growing institutions. In this context, the role of the HRM is crucial for both organisations. HR Issues between CultureWorks and Carleton University A number of reasons exist to explain causes of failures in organisations during partnerships. However, the most important area in the process of collaboration is managing human resources in order to retain them and provide opportunities for effective collaboration for increased performance. Under such circumstances, CultureWorks will not meet its objectives in the collaboration programme. Affiliation and partnership strategies have become growth strategies for many organisations. However, most of them usually fai l in the integration process.Advertising We will write a custom report sample on CultureWorks ESL: HRM Challenges specifically for you for only $16.05 $11/page Learn More Findings have shown that some failures result from the inability of employees to embrace and adapt to the new environment or because many employees leave organisations during the process. Thus, managing employees’ issues can ensure that CultureWorks and Carleton University meet and sustain their growth strategies (Kleiman, 2000). Some of the problems from employees, which both organisations faced, were management challenges, loss of talents, differences in organisation cultures, and ineffective management of change and sustainability of change. All these challenges have direct impacts on strategic HRM. Cultural differences and organisational practices could be the most challenging aspects to both organisations. In most circumstances, the HR department has limited roles during the ne gotiation of partnership deals between organisations. This may explain why organisations do not consider their cultures, practices, and employees during negotiation processes. Affiliation has effects on both employees of CultureWorks and Carleton University, and measures to manage such effects could create a strong team, business model, and success for both institutions. The roles of HRM By identifying and developing appropriate response mechanisms, the HR manager can create long-term strategies for success of CultureWorks. On the contrary, failure to take any action can result in the failure of expansion strategies of CultureWorks. It is the role of the HR manager to put the right employees at the right positions. Therefore, effective selection and assessment of employees’ capabilities, especially in leadership positions can facilitate employees’ integration in both institutions. HRM must also account for employees’ integration processes for effective operation between the two institutions. HRM must encourage effective communication between the two organisations. Communication is the main factor to successful organisational during growths and formation of partnership. The purpose of internal communication is to let employees know of the ongoing organisational strategies and possible changes in the institution.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is a challenge to initiate cooperation among employees from different institutions. Therefore, constant communication is necessary in order to establish how employees think about the ongoing partnership with other institutions. This process should be the start of understanding differences in organisational culture between the two institutions. Communication is critical during this process. However, there might be problems with information to communicate due to confidentiality, the kind of information to communicate, especially in a case where trust does not exist among employees. The HRM department must develop a communication guideline for internal communication during the integration process. The blueprint should provide effective communication channels for employees from both institutions. CultureWorks and Carleton University have different cultures, which they have developed over the years. The issue of a sub-culture is a major problem to the HR department when organisations form a team. This is the most difficult area to comprehend because every institution aims at building and instilling unique culture among employees. Therefore, the HR must initiate effective cultural integration mechanisms in order to eliminate barriers within the two institutions. For instance, CultureWorks is a private institution that has limited information in the public domain. On the other hand, Carleton University is a public institution that offers ease of gaining access to important information for employees and visitors on its Web site or institution. Therefore, such differences between public and private institutions are potential sources of organisational conflicts. The HR manager must anticipate organisational culture challenges. Consequently, the department must develop effective strategies of overcoming differences in practices among employees of the two organisations. Employees must understand that organisational practices are dynamic because of changes and growth of the institution. Therefore, it is appropriate for the HR department to determine the level of integration between employees of the two institutions. This is possible by understanding employees’ behaviours and key factors, which influence their behaviours towards other employees. Managing and sustaining changes among employees during organisational growth are a part of the HR roles. In order to achieve optimum results from the partnership, changes in the organisational operation, structures, employees’ roles, compensation, and management of employees are necessary. Change in itself is a problem to the institution, as well as the employees. Effects of changes can cause confusion among employees. Therefore, a proactive HRM is necessary to avert possible negative outcomes. Cultureworks should understand effects of changes among its employees. The organisation can avoid some challenges through effective communication in the organisation. For instance, CultureWorks should a rrange changes in the leadership structures, roles, and transfer of employees to Carleton University. It is also important to recognise central elements that drive change within the institution. The HR manager must encourage participatory approach in which senior executives and line managers take active roles in change processes. Employees from both organisations can development resentments if their managers come from different institutions. This situation may lead to resistance among employees of the two institutions. Employees’ commitments and behaviours to facilitate collaboration between the two institutions depend on effects of change on their roles. This raises the issue of consultation with the affected employees. Employees can only commit to change processes if they will not interfere with their terms of services. Any change that alters work schedules, locations, reporting lines, organisational cultures, and management styles may not be favourable for many employees. Issues have also emerged based on decision-making processes with regard to management of employees’ talents. However, the role of HRM remains critical to successful growth of CultureWorks. In this context, we can focus on two roles in order to understand how HRM can facilitate growth of the institution. First, the HRM must understand the ongoing changes and model the organisation through these change processes. This implies that as CultureWorks experiences changes based on its growth strategies, various HRM problems shall emerge, and there is a need to control them for effective transition during this period. HMR must ensure that the institution assigns the right employees to the right departments. The HR manager must ensure that collaboration does not result in loss of employees. Therefore, effective retention and employee development systems can avoid such impacts. Second, HRM functions should also focus on using its employees to create competitive advantage. According to t he resource based view, organisations can attain competitive advantages if their employees meet certain requirements. In this regard, CultureWorks must use its rare skills and knowledge in employees to create competitive advantage and growth. Such skills and knowledge are difficult for competitors to imitate. Therefore, the organisation can sustain its growth strategies by using its human resources. In this regard, the role of HRM involves planning human resources from attraction, recruitment, retention, and deployment to various departments or locations (Noe et al., 2012). However, we have to note that the institution cannot achieve and sustain growth and competitive advantage from the HRM roles alone. Such achievements and sustainability depend on the way employees commit and implement strategies. Therefore, the team must have management abilities to implement HRM initiatives in ways, which make them inimitable and specific to CultureWorks. Still, CultureWorks strategies for maint aining its growth strategy must focus on developing employees and adopting favourable HR practices during the transition (Wan, 2007). This shall ensure that the institution avoids employee challenges from collaboration with other institutions. Conclusion CultureWorks has experienced a rapid growth in the past few years due to the increasing number of foreign students, who seek the best letters of acceptance in Canada for higher education. Consequently, the institution has collaborated with Carleton University as a strategy for growth. However, there are strained employee relationships and other challenges, which result from change processes. Growth has strained CultureWorks resources, and it has to collaborate with external partners. However, the HR department failed to prepare employees adequately for the ongoing expansion and changes. This created pressure on employees as they reacted to such changes. Outcomes were strained relationships, communication challenges, and issues of in tegrating organisational cultures and practices. Therefore, managing such a rapid growth requires management of change too. HRM policies and practices must also account for such changes, growth strategies, and collaboration with other institutions, especially with regard to employees’ relationships. This can avoid possible losses of employees and resistance to change efforts. Moreover, CultureWorks can sustain its growth strategies through HRM processes and practices, which favour collaboration with other external institutions. Recommendations CultureWorks should consider the following suggestions in order to facilitate growth and improve employee relationships. At the same time, they will ensure that CultureWorks sustain its growth strategies and retain its employees. CultureWorks must develop clear business strategies for collaboration with other institutions. The process must involve inputs from the HR department. Both organisations must communicate collaboration strategi es to their employees. HRM must conduct a thorough study of organisational cultures of both organisations and identify cultures that can work for both Management of diversity in both employees and institutions are crucial for success HRM must identify employees competence and assign new responsibilities based on the ongoing transformation in the institution CultureWorks must create a strong communication culture in order to eliminate cases of job insecurity and fear among its employees. At the same time, the institution should develop a communication channel for its employees and employees from the other institution. Change management is necessary during growth and collaboration with other institutions The institution must engage senior executives in formulating growth strategies and implementation processes HRM must keep employees morale high and implement different methods of employee motivation, especially those affected by collaboration initiatives References Kleiman, L. (2000) . Human Resource Management: A Managerial Tool for Competitive Advantage. Cincinnati: South-Western College Publishing. Noe, R., Wright, P., Hollenbeck, J., Gerhart, B., and Eligh, L. (2012). Human Resource Management: Gaining a Competitive Advantage, CDN Edition. Toronto: McGraw- Hill Ryerson Ltd. Rastogi, P. (2000). Sustaining Enterprise Competitiveness: Is human capital the answer? Human Systems Management, 19(3), 193-203. Wan, H. (2007). Human Capital Development Policies: enhancing employees satisfaction. Journal of European Industrail Training, 31(4), 297-322.

Job Fair Brochure Essay Example | Topics and Well Written Essays - 500 words

Job Fair Brochure - Essay Example Indeed, this joint stock situation has an influence on the organizational structure of the company. To this effect, the organizational structure of the company is given as below. The organizational structure given above is justified in terms of how it allows for departmentalization. Rank (2002) states that â€Å"large, diversified companies are often organized according to product. All the activities necessary to produce and market a product or group of similar products are grouped together.† Judging by the virtue that Be Safe Company is a large diversified company, the organizational structure given above is highly suitable for the company. The business model highly related to the organizational structure as Tatum (2011) posits that â€Å"the business model is simply a working description that includes the general details about the operations of a business.† The business model described for Be Safe Company incorporates how the company is going to create, deliver, and achieve value. The values to be achieved would also transcend economic orientations to include social values. To this end, the Bricks and clicks business model is recommended. Under this model, the company is going to expand its scope of customer reach by making way for online orders to be placed by customers who have access to the internet. Delivery of products shall however be done at the company site. Online delivery is not recommended yet because the company is still at the growing stages of this all new business model. A special component of the Bricks and clicks business model will be an introduction of delivery system so that customers who ma ke purchases online can request for delivery though this is not an integrated shipping system. With this business model, it means that the company would now be focusing more on its sales to make the sales department more open to the public rather than the manufacturing sector. The justification of this model is that a lot more customer base will be

Are Universities Cartels Essay Example | Topics and Well Written Essays - 1000 words

Are Universities Cartels - Essay Example The entry of universities which are responsive to societal needs has a profound effect on American education market (Dodgson et al 2009). In the oligopoly, learning institutions are driven by profit maximization. The United States market entry and exit barriers are flexible. A telling example is the Stanford’s free online Robotics and artificial intelligence courses. In the previous years, the largest barriers to the education US market entry have been economies of scale and strategic actions by the incumbent universities. Access to complex technology and government regulations in the US education market have relatively small impact on the market forces. The courses have attracted tens of thousands students. This has caused a shift from the traditional approach in education market. Virtual subgroups between lecturers and students have affected the learning costs (Tschang & Della 2001). The market trends have been altered as new ways of meeting the demand become introduced. The se trends have indicated that the market position of the state universities is under severe threat. A telling example is the cooperation between AT & T and university of Phoenix on employee training. The culture of education cartels is losing ground as innovative ways of meeting education demands continue to gain ground (Tschang & Della 2001). ... Perfect competition and oligopoly in the American education market is demand products to be defined. A product is defined as a good or service produced by universities in an education market. Products and units of production affect the demand and supply forces in the education market. The availability of products in the education market is directly correlated to pricing. Defining products and units of output is directly related to pricing. Market forces in the education market are overcoming the significance of collusion theory and competition is rising. Pricing is an important aspect in the education market in the United States. In the study of education market in US, definition of productions and units of output affects competitiveness and brand equity profoundly (Dodgson et al 2009). Cartels within the traditional university systems face direct challenges from virtual universities (Kreps 2004). The education market is increasingly becoming competitive leading to reduced prices in traditional degree programs as new programs take the center stage (Newman et al 2004). Programs and units are packaged in affordable and convenient methods e g the decrease in the cost of traditional courses and demand in virtual courses grows. (Dodgson et al 2009). Careful decisions are focusing on the nature of courses offered and the place of offering them. The universities are getting involved in corporate social responsibility. Technology has overcome geographical barriers through electronic learning (Tschang & Della 2001). The modern US universities are developing other responsive measures of raising revenues and quality of services in an increasingly competitive education market. In conclusion, the American education market is experiencing

Patient Care And Outcome Essay Example for Free

Patient Care And Outcome Essay As individuals, we are going to have different personal views and beliefs, towards issues that we are faced with in life. Every person has the right to think, write or say what ever they wish to, as long as their actions do not affect, harm or threaten any other person. However, when working within an institution involving care for the general public, your own personal beliefs and values can have an effect on how you will approach and act when faced with a certain situation. As a healthcare professional, it is of the utmost importance, that you are self aware and realise what your own beliefs and values are and not allow them to affect any other individual. We all have our own understanding of what is right and wrong, as everyone is different. As you grow and develop into life, your life and work experiences can make you judgemental also sinnical towards certain people and situations. The balance is to remain open-minded and not try to influence other people because of your personal beliefs. Working as a health care professional, means that you have to treat every person as an individual, no matter what their colour, race, gender, beliefs, values or actions may be. Allowing your own opinions or beliefs intruded on the care you give, could have very serious consequences on the patients healthcare and outcome. An example is, a nurse may have strong options about people who self harm and attempts suicide on a regular basis. The nurse may be faced with a patients who does just that and needs her nursing care, but the nurse thinks the patient is a time waster and looking for attention. This could leave the nurse in a dilemma, if her beliefs and options were that strong, she would need to evaluate her thoughts, step back and decide how she will give unbiased care. On being reflective, she would be using her self awareness skills allowing her to have an open mind and try to understand why the patient is doing it. However if the nurse allowed her strong options to be  known then the patient would feel very upset, maybe angry and uncomfortable, leading the patient to self harm again, creating a very unsafe, unsympathetic and awkward situation. The nurses behaviour would have a detrimental affect on the patient. The patient may act impulsive and aggressive, making the outcome a different one to what it should have been. For a nurse to behave in this manner is totally unacceptable also un professional. This shows that personal judgements made on a person, can affect the care and outcome given to that patient. In conclusion, it is imperative that as a healthcare professional, we do not impose our personal beliefs, values or opinions on any other person, we need to accept diversity and deliver the highest possible standard of care to every individual. Remembering that every individual has the right to be treated equally and with respect.

Terrorism - The US Military Cannot Defeat the Terrorists :: Argumentative Persuasive Topics

The US Military Cannot Defeat the Terrorists One Source One of the consequences of the horrendous terrorist attacks of September 11 is that the United States is marching off to war in numerous countries around the globe. Given the terrible damage and large numbers of casualties, it is hardly surprising that most Americans want to destroy the terrorist organization(s) that launched the attacks and the government(s) that aided and abetted the terrorists. Unfortunately, there has been remarkably little public discussion as to why people from the Middle East chose to become suicide bombers intent on piloting air liners into enormous office buildings filled with people. Nor has there been much deliberation regarding the probable consequences of using military force to punish terrorists and the governments that harbor them. President George W. Bush struck a popular chord when he charged that terrorists "have attacked America because we are freedom's home and defender." In his analysis, Americans are innocent victims of barbaric "people that hate freedom and hate what we stand for." The victims on the four highjacked planes and in the buildings were innocent victims, but President Bush is voicing a widely held myth whenever he argues that the terrorist attacks were designed to destroy freedom and democracy in the United States, or that the United States was attacked because it is the defender of freedom and democracy abroad. In fact, the United States was attacked, not because of its political ideals, but rather because of its government's foreign policy in the Middle East. During World War II and in the years after, U.S. power flowed into the region. There the U.S. government sought allies in the fight against fascism, then communism, and lastly against an expansionist Iraq. In these conflicts American policy makers were not particular about who the help they recruited. Brutal dictatorships, repressive military governments, and absolute monarchies were all recipients of U.S. economic and military assistance. In Iran the United States government even went so far as to overthrow the country's democratically elected parliamentary government in 1953. Today, the United States government arms and trains the militaries of Saudi Arabia and Kuwait, and American troops help defend these countries. But these countries are run by monarchies that deny fundamental democratic rights to their peoples and vigorously oppress any opponents to their rule. The United States government also supports with extensive military and economic aid a corrupt one-party dictatorship in Egypt.

V.S. Naipaul

V. S. Naipaul Presentation Reflection One of my contributions to our V. S. Naipaul presentation was the explanation of Naipaul’s past and how it impacted the writing he would later produce. This is significant, as the themes of alienation, deprivation and colonialism found in One Out of Many stem from his early life in Trinidad, his relationships and his travels abroad. Naipaul felt estranged in his native Trinidad, as he abandoned the Hindu beliefs of his ancestors for agnosticism. Additionally, Naipaul found himself frustrated with the economic, political and social characteristics of his homeland. This led him to seek an escape via scholarship to Oxford in 1950. After completing his degree, he took to traveling around the world to gather writing material. Naipaul’s extensive travels have given his work a theme of colonialism, as the wide range of affects the British Empire had on its colonies are often displayed. His lack of a consistent home base is why he frequently writes from an outsider’s perspective. This can be seen very clearly in One Out of Many, as Santosh is cast into a society that drastically contrasts the one he had at home in Bombay. This situation is reminiscent of Naipaul’s departure from Trinidad to England, as there is no doubt that the society he left differed substantially from the one he arrived in. Santosh experiences prejudice and humiliation frequently throughout the story and it is not unlikely that these instances were inspired by similar harassment Naipaul endured on his travels. In addition to explaining Naipaul’s basic background information, I also explored his personal relationships. Our sources revealed that Naipaul has made several controversial statements in the past about a range of topics including female writers, the religion of Islam and the â€Å"Hubshi† or people of African descent. Our sources also indicated that Naipaul has been involved in abusive affairs with women and tends to feel that he is superior to the ones he has married. These views manifested in One Out of Many, as Santosh makes comments that are somewhat racist and sexist. He does not even provide the name of the woman he is romantically involved with, only referring to her as the â€Å"hubshi woman† or maid. Lacking this biographical information, readers would be left to guess what inspired Naipaul’s works and would be deprived of a deeper understanding of One Out of Many. Readers would also be left with a much more negative image of Naipaul, instead of recognizing the cultural differences he is characterized by.