Cross culture communication

Setting the stage The easy is a critical examination of my account about cross-cultural communication. Globalization is thought of as various mechanisms or processes that aim at creating and consolidating a unified world in terms of economy and culture characterized by a complex link of information sharing that is world wide (Adler Gundersen, 2008).Advertising We will write a custom essay sample on Cross culture communication specifically for you for only $16.05 $11/page Learn More According to Tayeb, 1994 culture has been thought as the way things are done within a given setting and refers to norms, beliefs, values and attitudes which play a part in determining how individuals or a group in an organization behaves. Culture include such factors as the relationship between the organization and its customers, suppliers, type and level of collaborative decision making, the pace and steps followed in making decisions, level of controls and formality, risk t olerance, rewarding performance to mention but a few (Ohame, 1990) People are travelling across the globe more than ever in history. For that matter, one’s next-door neighbour is more likely to be from a different cultural background. Similarly, ones next business trip can be anywhere from Kenya to Finland. Sharing information across cultures usually starts with a basic comprehension that one size does not fit all. However, the issue of cultural difference hinders effective communication between and among individuals from distinct cultural backgrounds. Cultural differences have seen to it that a number of business deals have hit a snag since communication impeded with differences in cultures. A number of communication challenges in the UAE include language barrier; it is worth noting that the region is Islamic dealing with partners from the west is a times challenging. However, majority of the organization have strived to incorporate English. On the same note, meetings may or may not start at the exact time this might make westerners uncomfortable. The behavioural constraint such as non-verbal communication, personal distance as well as the manner with which individual express themselves verbally has proved to be a communication challenge since there is bound to be misinterpretations.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the United Arabs Emirates culture, personal space should be maintained between the two genders even in business meeting, while for other cultures it may consider not important. Men stand closer to women it could be unacceptable concept in this country. On the other hand, Handshaking is the best way for greeting in the business meeting. In the UAE being from an Arabic background, women do not shake hands. Additionally, the manner with which we dress might look unofficial to people in the western countries. I consider majority of the region’s business organization to have a culture of high-context in which we use less explicit and more indirect language (Moran, Harris Moran, 2009). In my work place and in most of the business deals we heavily rely on body language, the manner with which we greet, seat as well as interpersonal relationship (Heather Kylie, 2007). Case description Being a woman with a strong Asian background, I felt uneasy in my first business meeting with our American partners. The negotiation took place in the UAE. One of the first challenges I noted was that time was of essences to Americans. To them business is business but in the UAE business talks takes more of a social setting in which entertainment plays an important role. I felt it was a ssign of disrespect to the way we tackled the issue of time as most of them openly expressed their displeasure. I was unable to effectively communicate since the men were dominating the meeting. I was embarrassed by the manner with which ou r partners expressed their emotions. Being from an Eastern culture, I exhibited high-context verbal communication while the American counterparts exhibited low context verbal communication accompanied by ‘strange’ expression of emotions. The Americans wanted a deeper explanation of every word said, this made me feel that the Americans are not taking the responsibility in keeping up their knowledge base and remain plugged into informal network. To me it looked childish to give in-depth information about an ‘obvious’ point.Advertising We will write a custom essay sample on Cross culture communication specifically for you for only $16.05 $11/page Learn More I was taken aback by the way in which the Americans exhibited their anger, frustration, fear and feeling. For instance one of the members yelled ‘damn, that is fucking good’ this surprised me and I took it as lack of respect. Another area of concern especially havi ng in mind that I come from an Islamic nation and that am a woman, is the association or behaviour constraint. I found it strange when the Americans wanted to shake my hands; as if this was not enough it was evident that they could not mind a hug. However, based on my religious culture, I feel embarrassed in the meeting as several men extended their hands to me; I was forced to apologize to them that I couldn’t shake their hands. I saw expression of surprises from their faces while some took it personal and could not associate with me in a friendly manner. There was an instance that my views were harshly commented on and this left me feeling less confident of myself. As this was my first meeting, all the American business partners were looking directly in my eyes when I was talking; when people maintain eye contact with me especially men makes me feel embarrassed. I expected members in the meeting to identify with and work well in groups, which protect them in exchange for lo yalty and compliance. This was not the case with our partners; they seemed to be individualist in ideas that made me conclude that the business deal we were trying to strike would hit a snag. Based on my understanding personal space opts to be maintained especially between the two sexes even in business settings. However, during the meeting with our American counterparts, I was left without words when during the meeting and breaks some sat or stood too close to me and were even trying to pat my shoulders when we were talking. This made me feel uneasy and concluded that these men do not have respect for women. Similarly I was astonished with the manner with which I was being addressed after the meeting. I was not shown the ‘respect’ I deserved as some of the American members just passed me. On the same note, those who came close to me talked in a very informal manner which showed no distinction in power.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Based on Hall’s theory of cross cultural communication, I was amazed with the manner with which the American were very much concerned with following laid down procedures are rules during negotiation. This did not give me the environment I am used to where business meeting entails some informal aspect. Similarly, I always believed that the words of a manager were unquestionable and thus were final. I felt agitated when my views were severally put into question. Lessons learnt One important lesson learnt is that we all have distinct cultures that we hold dear to us which might impede communication across cultures. Similarly it is important that communication goals be absolutely linked to companies’ objectives as well as strategies this will help in effective communication. On the same note being aware of ones culture is not enough; one needs to be aware of the others culture tied not only to communication. This is with the understanding that different cultures have envir onments that function in a different way from ours (Tayeb, 1994). Although being fully Knowledgeable about different cultural practices and worldviews can be challenging, I have learn that striving to have some knowledge will help one to be able to effectively communicate with people from diverse cultural background. Similarly developing a positive cultural attitude is of essence as it will offer one an avenue to learn more about a given culture. Additionally, I have noted that when I treat people in a respectful manner they will always remember it just as they remember insults. This came into limelight when I politely told my American counterpart about shaking hands, and the personal distance between the genders. This usually goes an extra mile in cementing the relationship between partners as understanding is attained. Aside from our skin colour and audiences we all belong to one being, the American just like majority of us in the Eastern world care about our families, watch TVs a mong other similar things. Lastly, keeping things simple in business deals is key in striking a good deal (Ohame, 1990). It was from my experience with the Americans that I changed my notion of maintaining eye contact and letting the others from a different culture know my views in the most respectful manner. Solutions and recommendations A major solution to the problem faced in cross culture communication is to have a full understanding of one’s culture. This is then to be closely followed by an understanding of diverse cultures across the globe. This will help individuals to be in harmony with others when dealing with individuals from different cultural background. Since maintaining eye contact has proved an important part of communication, I will strive to ensure that I take the same positively. Another solution to this problem is to listen actively and talk less; this involves a close examination of both verbal and non-verbal communication. This will help in making me sen sitive to a wide range of behaviours in communication. Similarly, adopting an open mind to views of others will go an extra mile in making communication between different cultures more effective. Being able to acknowledge that there is no wrong or right culture; employees will be able to respect others’ culture. Similarly, personal efforts to gain culture awareness are paramount. With the advent of computers and presence of internet, an employee can learn about what American, German, French, among others like or dislike during communication. From the organizations’ point of view, there is need for it to have initiatives that will help employees learn about foreign cultures. One way to do this is to arrange meetings with prospect people teach workers about culture shock, support or offer employees sponsorship to learn in foreign countries among others. Conclusion From the review of cross-cultural communication, we will continue to see more interconnectedness hence conti nuous meeting of people from varied cultural background. There is no single culture that is wrong or right as the same plays role in shaping how individuals communicates. Those in the business world have only one solution, to learn the cultures of others so that they will be in harmony when they engage in negotiations. This must start by individuals being fully aware of their own cultures. Similarly, organizations have a bigger role to have in place initiatives to foster employees’ awareness of other cultures. This will enhance striking of business deals with ease hence a competitive advantage to an organization. References Adler, N. Gundersen, A. 2008. International dimensions of organizational behaviour (5th Ed.). Mason, OH: Thomson South-Western. Heather, J. Kylie, M. 2007. Communication across cultures: Mutual understanding in a global world. Oxford University: Oxford University Press. Moran, R., Harris, P. Moran, S. (2009). Managing global differences: Global leadersh ip strategies for the 21st Century. Oxford: Elsevier Press. Ohame, K. 1990. The borderless world, New York: Fontana. Tayeb, M. 1994. â€Å"Organizations and national culture: Methodology considered†. Organization Studies. 15(3) Pp. 429-446. This essay on Cross culture communication was written and submitted by user Ava Becker to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Cross Culture Communication

4 signs that your manager is the problemâ€not you

4 signs that your manager is the problem- not you Are you having problems at work? If so, you’re not alone, and it’s not something you should ignore. Most of us spend a significant portion of our lives at work- way too much time to be constantly unhappy or submerged in an uncomfortable environment. And the truth is, there’s a wide array of possible explanations for why you’re having issues- including many that aren’t really your fault, and might be a problem of poor management. Much like our family members, the vast majority of us don’t get to pick our bosses, which means that we’re often in the passenger seat regarding who we report to on a daily basis. In a perfect world, our managers would be great people and shining examples of professionalism, individuals whom we can aspire to emulate as we learn and grow on the job.Unfortunately, we don’t live in a perfect world, and most of us aren’t lucky enough to work with perfect managers. In fact, some of us find ourselves wo rking alongside problematic managers who really exert a negative energy and adversely impact the ability of others to do their jobs.Does this sound like the situation you’re in? If so- or if you’re finding yourself unhappy at work and are unsure if the problem lies with you or your manger- then keep a lookout for the following 4 signs that just might indicate that your manager is indeed the source of the problem.Everyone is having similar issuesAlthough your knee-jerk reaction to a less than ideal work environment might be that the problem lies in others and not you, you should take a step back and try to gain some perspective on the situation. If you think your manager might be the source of your problem at work, then listen to what others are saying. If you’re the only one who’s having a problem with your manager, then maybe the situation isn’t as black and white as you think, and you may benefit from taking a deeper look at your involvement and role (hopefully in an effort to make improvements). However, if others are also reporting problems (or show dismay at how your manager does business on a daily basis), it’s a good indication that they are the problem- not you.Productivity is downOne of the truly unfortunate side effects of having a problematic manager is that not only are they difficult to work with, but they also tend to negatively impact the workflow and productivity of the department or team they lead. This impact can be profound and quite apparent- everything from decreased efficiency and productivity to poor intradepartmental and interdepartmental communication and collaboration can result from the ill effects of an unchecked managerial bad seed. If your team or department is in chaos and productivity is down- and your manager simply refuses to right the ship or is unable to- then it’s pretty clear that there’s a problem.People are unhappyWhen a team reports to a problematic manager and the situation goes unchecked for too long without a course correction, the end result is often a sharp dip in morale alongside an uptick in stress and anxiety- not a recipe for employee happiness. And when employees are unhappy, it’s hard to imagine anything positive, productive, or innovative resulting. If the people who report to your manager are unhappy, then it doesn’t take an HR professional to deduce that there may be a problem at the top that needs to be addressed.People are leavingAn extreme result of employees being too unhappy for too long is that they tend to jump ship and seek out opportunities on different teams, in other departments- and at other companies. Are you noticing a trend of employees who report to your manager fleeing their positions in droves? If so, then it’s a classic red flag that there’s an unresolved problem with your manager that needs to be addressed.If you’re having a problem at work, the only path to improvement is t o first diagnose the problem, including from where- or who- the issue originates. Use the signs covered here to help you determine if the problem lies in your manager, so you can start the process of working towards a satisfying resolution for you and your career.

Cyber Bullying Essay Example | Topics and Well Written Essays - 1000 words

Cyber Bullying - Essay Example This type of bullying often starts as a rumor, a photo or sometimes a forwarded message which spiral out of control. Cyber-bullying affects people at any place and at any time (National Center Missing & Exploited Children 2015). There are diverse forms of bullying, however, the most common are flaming and trolling which involves posting hostile messages with the intention of inflaming the emotions of other people and happy-slapping which involves recording a person being harassed physically then posting the video online. Other forms of cyber bullying include identity theft that involves stealing someone’s password and hijacking their online accounts to post humiliating pictures or information, photo-shopping, physical threats and rumor spreading. In relation to this, Amanda Todd expounds on how she became a victim of cyber bullying (The Amanda Todd Story 2014). In her story, she links he emotional discomfort with her interaction with an unknown person who ended up posting her naked photo in Facebook. It is through the rapid spread of the photo in the social media that she became an enemy to all people including her close friends. Victims of cyberbullying often portray specific signs. For instance, a child being bullied may avoid a computer, cell phone, as well as technological devices associated with receiving messages and emails. Other children may withdraw themselves from family or friends, avoid conversations associated with computers, or exhibit not only signs of low esteem, but also depression and fear. In addition to having poor grades, others develop poor eating and sleeping habits. In her video, Amanda Todd also expounds on the effects of cyber-bullying to her well being. The loneliness she had as a result of losing close friends made her feel depressed to a level that she started using drugs in order to forget about her experiences (How to Change Children from by Standing to Upstanding 2014). Apart from secluding

Sarbanes Oxley Act Essay Example | Topics and Well Written Essays - 2000 words

Sarbanes Oxley Act - Essay Example The degree of disclosure of financial information is also a main reason. Mostly the corporate running bodies do not find them answerable in front of any regulatory body; therefore they keep on trying 'innovative' ideas for which others have to pay. (Maclean, 2005) Financial information in the form of audited accounts can prevent the system slipping into corruption (Sunlight is the best detergent), but it is not clear why, for example, a superior US financial reporting infrastructure did not help us detect Enron. The Sarbanes-Oxley Act of 2002, Pub. L. No. 107-204, 116 Stat. 745 (July 30, 2002), is a United States federal law also known as the Public Company Accounting Reform and Investor Protection Act of 2002 (and commonly called SOX or SarbOx). With the major financial reforms in most of the countries of the world the Sarbanes-Oxley Act was passed in the United states in order to deal with the issues such as establishment of the public company, the level of auditor's independence, proper monitoring of the accounting practices of the company under a board, corporate social responsibility and enhancement in the financial disclosure to the prescribed level by the act. The law is seen as the major reform in the after the New Deal passed in 1930. The act revolutionized United States securities laws. The House approved act with the majority of 423-3 and Senate by 97-0. The act increased the U.S. Securities and Exchange Commission powers. The Sarbanes-Oxley Act's requires the companies to make their financial reports certify by the chief executive officers and chief financial officers. According to the act the Executive officers and directors are not allowed to take personal loans. The act prescribed the companies for the extended disclosure of the financial information in order to improve the shareholders and stakeholders accountability. The act also increased the jail sentence duration and increased the fine amount in case of violence of the securities law or misuse. The corporate executives misstating the financial information will also have to face increased sentence time duration and higher amount of penalties. The act also prohibited the audit firms to provide any services additional to that of the auditing to the companies they are working for. The compensation of the Chief executives and other higher executives are also required to be reported. The act also accelerated reporting of trades by insiders and prohi bition on insider trades during pension fund blackout periods. (Wikipedia, 2006) Reference Maclean, P., (2005). Power Play - Robert McCullough was interviewed for an article covering Enron's role in the California power crisis and its aftermath, Portland Monthly, May 2005, Retrieved 05/005/06 from Wikipedia, (2006). Sarbanes-Oxley Act, Retrieved 05/005

Individual Needs of a Child

Individual Needs of a Child Alysha Lloyd Early Years Level 3 Unit 1 – A Unique Child It is very obvious that all children can learn, but not all children learn in the same way, at the same time or at the same rate learning is an individual process and therefore not every child will be learning in the same way or at the same rate. To help children learn it is very important to meet children’s diverse learning needs which can lead to more effective and efficient learning. Meeting a child’s diverse learning needs means identifying needs, developing individual goals and objectives for a child, selecting or designing appropriate supports and services, and then choosing the best learning setting. Combining and evaluating these things based upon your individual child will allow you to create a individual and more efficient learning process for that child. As a practitioner, you have a responsibility to your key children to provide appropriate activities for the age and stage of development of each child to help them develop further in all areas; growth, development and learning. Each child needs individualised care and this is what the EY strives to achieve with the focus on ‘A Unique Child’. With all those unique children in your key group, you have to take into consideration that when you conduct an adult-led activity you may have set an overall aim for the activity, yet each child will not respond to the activity in the same way and will need an individual outcome and therefore, it is important to think about, plan for, and interact with the individual, as well as the group as a whole. You have to consider the range of children’s styles, social interactions and personalities: †¢ Some are quiet; others are noisy †¢ Some like to spend time by themselves; others are the life of the party †¢ Some are shy; others are outgoing †¢ Some are active; others are reserved †¢ Some enter into new situations easily; others like to stand back and watch There also other things to take into consideration, for example, cultural and language backgrounds, life experiences, temperament, interests, skills and talents that can all influence how a child learns. Due to all these possible contributing factors, all practitioners should use a process called differentiation which means that activities, planning, resources and environments should be adapted to suit the individual needs of a child and allow them to participate and gain the most from each experience. Once you have taken the child’s unique needs into consideration and applied this to your planning and how you conduct your activities, you will see how each child will benefit in their learning. The benefit of meeting a child’s individual needs means that each child will gain the most from each activity and therefore are more likely to learn and develop at a more efficient rate based upon their needs. The amount a child will learn and gain from an activity will be affected by what the activity has been based upon; it has been advised that practitioners should follow a cycle of planning, observation and assessment. Children often learn and develop best when they are doing something that they enjoy, so if you observe them doing this, assess their skills and capabilities, you can then plan what’s best next for that child. This process will benefit that individual child, as the next activity planned for them will be something they enjoy participating in, are capable of achieving and are therefore more likely to learn more from that activity. Staff should place observation, planning and assessment at the heart of their practice and this process should be seen as a continuous cycle in supporting babies and young children’s development. Once you incorporate this cycle into your daily planning as a key worker, you will quickly see the benefits in your key children. An essential part of your responsibility for meeting children’s individual needs will require all children to be treated fairly and equally and to make sure there is no discriminatory practice happening. When anti-discriminatory practice is spoken about is important to be aware of three very important terms; Equality, Diversity, Inclusion; equality meaning that everyone is treated equally, diversity is recognising individual’s characteristics and differences and inclusion makes sure that all children can participate fully in their environment. Discrimination is taken very serious within early years setting and many laws and â€Å"acts† have been created to protect children from discrimination as a whole, the most famous being ‘The Children Act 1989’ and ‘The Convention on the Rights of the Child (CRC)’. These acts are now used as guidance to make everyone aware that the rights that must be realised for children to develop their full pot ential, free from hunger, neglect and abuse. It’s a new vision of the child; a vision of a child as an individual and as a member of a family and community, with rights and responsibilities appropriate to their age and stage of development. In order to provide an inclusive child care setting that celebrates diversity and does not discriminate against children and their families, the setting should ensure that the following things are taken into consideration and applied to all areas of practice: Accessibility equality parental children’s activities are accessible to all parents all children, making sure everyone can equally participate regardless of the capabilities, culture or background. Realisation of diversity activities in the child care setting help children to realise that they are part of a world where people’s backgrounds and experiences are diverse Provide positive images – Materials on display in nursery should help overcome stereotyping expectations by displaying all sorts of children from different cultural and ethnic backgrounds Celebration celebrations of multicultural festivals and events should take place in settings regardless of whether children would celebrate them at home. Activities reflect the diversity of background of all of the families represented in the community Avoiding stereotyping – Restricting girls from being more adventurous and boisterous and boys from being more sensitive and caring. Stereotyping can restrict possibilities in the future development by limiting expectations Make each child feel individual – Appreciating children for who they are and celebrating the characteristics that do make them different Treat all children equally but not the same – adapting the way you work with children to suit their needs therefore making sure they have the right opportunities. For example, adapting your activity for two children who are capable of different levels of achievement. Staff members must challenge their own views and beliefs and not portray any prejudices to the children, as the way in which adults treat children and behave can have a huge influence on them. Children should be encouraged to identify their own unique characteristics and those that are similar to other children. This will help them to feel comfortable within their own skin and value their own individual characteristics. They will also feel more positive about their own culture and background, gaining emotional well-being. This is also good practice in promoting diversity, as children will be more accepting of others who are different to them. Diversity should also be promoted throughout the nursery environment, so children should play with different toys from different cultures, they should celebrate a range of festivals and cultural celebrations within their setting and their also should be a range of photos and displays to help promote and celebrate diversity. It is highly importan t for staff to constantly promote diversity so that children are comfortable within their own skin, can celebrate their cultural background but also not be prejudice against others. It is essential that practitioners are aware of promoting children’s physical and emotional well-being. The emotional health of children and young people is increasingly recognised as being highly important to the wellbeing and future prospects of individuals. Children and young people’s emotional health is a cornerstone of all the Every Child Matters outcomes. Children who are emotionally healthy achieve more, participate more fully with their peers and community, engage in less risky behaviour and cope better with the adversities they may face from time to time. Emotional health in childhood has important implications for health and social outcomes in adult life (Mental Health Foundation. 1999. Bright Futures. London: Mental Health Foundation). The development of emotional health starts before a child is born, and the first two years of life are a critical period for laying the foundations for emotional health throughout childhood and into adult life. Emotional health is nurtured primarily in the home, but we know that practitioners and services can and do make a difference. To help promote the health and well-being of all children, acts have been written so that everyone can focus on the importance of what is best for each unique child. â€Å"The Children Act 1989† was written to help promote empowerment for children, making sure that they are involved in decisions that can affect themselves. The main points of â€Å"The Children Act 1989† relevant to working in early years are: The well-being of the child is of paramount importance children should be safe and secure within a setting and this should be a feeling shared with parents. When children feel safe and secure it is more likely that they will feel more happy and have a better emotional; well-being. Children should have their own race, culture, language and religion valued and respected – this can be explored through the celebration of diversity and individuality. Childrens feelings and opinions should be listened to – making them feel like they are important and special, linking in them to feel secure and safe. Provision should be made to meet the individual needs of children and their families – communication between staff and parents to ensure all child’s needs and interests are catered for therefore a child can get the best care available allowing them good emotional and physical well-being. Keeping children safe is essential in promoting a child’s physical well-being and once a child feels safe within their environment, they will feel more secure and confident to go and explore independently. Practitioners can promote well-being within settings by giving children the opportunity to make their own choices and decisions. Giving them these opportunities allows children to develop self-confidence and awareness, as well as learning to manage feelings and behaviour. The EYFS ‘A Unique Child’ promotes children as independent learners; this can begin from an early age as young as babies, exploring news things using their senses and as they become older, children can be given the opportunity to learn about keeping themselves safe. Practitioners can empower children, giving them choices and encouraging them to make decisions. This should include when children decide that they do not wish to participate in activities. This opportunity to say ‘no’ w ill empower a child and enable them to become a confident individual. This is important for their personal confidence and emotional well-being. Promoting independence and decision making from an early age and continuing this throughout childhood will contribute to a young person and adult who is confident, independent and assertive. As practitioners we have to be aware that all children are different and unique and this cannot be overlooked. If we do not take this into consideration it can have a large impact on not only the learning and development achieved by the child, but also their emotional and physical well-being. The EYFS theme ‘A Unique Child’ with the individual child at the heart of curriculum and planning, is a key part of all early years settings, therefore benefiting the value of each child. Whilst considering each child as an individual, we not only take into consideration their needs but the ideas of anti-discriminatory practice, helping their emotional and physical well-being. Information Sources Department of Education and Early Childhood Development http://www.education.vic.gov.au/Documents/childhood/providers/regulation/childindivneeds.pdf Alberta Education http://education.alberta.ca/media/448912/Chapter3.pdf Education Scotland http://www.educationscotland.gov.uk/Images/12assessment_tcm4-637896.pdf UNICEF – Convention on the rights of the child http://www.unicef.org/crc/index_protecting.html The National Strategies of Early Years http://www.foundationyears.org.uk/wp-content/uploads/2011/10/SEAD_Guidance_For_Practioners.pdf

Mobile Game Essay

Mobile game is a video game played on a mobile phone, Smartphone, PDA, computer, portable or calculator. This does not include games played on dedicated handheld video game systems such as Nintendo 3DS or PlayStation Vita. These data are available in these companies: Digital Chocolate, Disney Mobile Studios, EA Mobile, Gameloft, Glu, Hands-On, HandyGames, I-Play, IG Fun and THQ Wireless. Mobile games are played using the technology present on the device itself. Mobile games are usually downloaded via the mobile operator’s network, but in some cases are also loaded in the mobile handsets when purchased, via infrared connection, Bluetooth, or memory card. Games played on a mobile device using localization technology like GPS are called location-based games. These are not only played on mobile hardware but also integrate the player’s position into the game concept. In other words: while it does not matter for a normal mobile game where exactly you are (play them anywhere at any time), the player’s coordinate and movement are main elements in allocation. The best-known example is the treasure hunt game Geocaching, which can be played on any mobile device with integrated or external GPS receiver. External GPS receivers are usually connected via Bluetooth. More and more mobile phones with integrated GPS are expected to come. Besides Geocaching, there exist several other location-based games which are rather in the stage of research prototypes than a commercial success. The researcher wants to study this topic to know how much is the business gains of mobile games in this kind of business. Another thing is he wants to know the difference between the games in simple mobile phone compare to iPhone, iPod, and iPad.

Decome Et Decorum

â€Å"Heartland† written by Linda Hogan has underlying messages a reader must carefully pay attention to in order to fully understand the poem. Hogan describes â€Å"City Poems† as her analysis of city life and how she appreciates it which can seem complex when reading her poem. She begins the poem describing how rare silence in the city can appear to people, constant traffic from vehicles and voices of people traveling the streets. Then she understands what the â€Å"city poems† other authors write about and how life in the city is constantly surrounded with common images related to city life such as yellow hard hats and beggars.I feel like Hogan feels a connection with city life and she has learned to appreciate it. I think the author identifies â€Å"city poems† as poems about the chaos people endure in the city; that the city may not seem enjoyable to most. The chaos that the city brings can take a toll on a person and can leave them questioning their life. Lines seven to ten describe how people pray and â€Å"feel the heart beat in a handful of nothing† which I interpreted it as meaning that the city can drain people of whatever they have and leave them with nothing.When people have nothing to fall back on, faith holds a powerful connection to people who seek support to help put back the broken pieces of life and by praying, a higher power can bring an answer to their prayers. However, Hogan seems to find the beauty and joy that the city brings and describes it in her poem, â€Å"Heartland†. I think that Hogan enjoys the city life with the detail in lines eleven to seventeen, where she describes construction workers, beggars, pigeons, and peoples’ regurgitation on metal.I interpreted the statement â€Å"human acids etching themselves into metal† as how many people travel to the city to become famous and make a name for themselves which the â€Å"human acid† being written onto the metal represen ts a person â€Å"writing there name in stone†. In stanza three, line twenty, Hogan writes â€Å"listening hard to the underground language† where the â€Å"underground language† refers to the lingo of the streets of the city where people of the city understand one another and can communicate with each other, even if they are not speaking the same anguage. When growing up anywhere, a person picks up certain characteristics of their society. Specifically, when growing up in the city, a person MUST learn the rules (language) of the city to succeed. The â€Å"underground language† is hidden within the city, where â€Å"outsiders† ponder upon conversations on the street, trying to figure what it really means. When Hogan writes â€Å"listening hard† I think she refers to taking