Pope John Paul Xiii Impact on Christianity Essay

Pope John XXIII played a vital role in shaping Christianity as we know it today. He contributed socially, politically and liturgically and was a major influence in the establishment of ecumenism and interfaith dialogue between other churches and religions. He advocated Christian unity, social justice, human rights and the promotion of world peace, and his openness to all people led to him obtaining the name â€Å"Good Pope John†. The early life of Pope John XXIII shaped his morality and future ideas, and his travelling made him tolerant towards other people, cultures and beliefs. He believed that â€Å"No one is excluded by love† and pursued this belief throughout is papacy, even visiting prisons in order to forgive those who had sinned, considering them all his children. He had a strong personal spirituality that was central to his character and he promoted obedience and peace in all that he did, becoming a role model for many. The will of God was central to his belief and Pope John XXIII defined himself as a man of action, not an authority figure, allowing Christians to connect and relate to him personally. Pope John XXIII promoted the openness of the Catholic church, establishing the second Vatican Council which worked to modernise the liturgy and Catholic Church organisations. He changed the language of the mass from Latin to Vernacular, allowing adherents to develop a greater understanding and a more active role in their worship. The Council increased the role of the Laity and women in church, allowing them to participate in readings and also removed altar rails and made priests face the congregation, eliminating the physical barrier between the priest and the congregation. His hospitality to Communists was highly controversial amongst the Catholic church, and showed how he believed strongly in developing ties in order to discuss human rights and encourage peace. During his Papacy, Pope John XXIII published several encyclicals promoting world peace(Pacem in Terris) and increasing the consciousness of one’s dignity and rights of workers, women and newly independent nations (Mater et Magisterum). Pacem in Terris was addressed to the whole world and received warmly by Christians and non-Christians alike. It altered thinking about the Cold War and initiated the resurgence of Catholic social teaching. John Pope XXII’s main contribution to Christianity was for human kind rather than Catholics. He affirmed human rights as the basis of peace. He explicitly praised the Declaration of Human Rights which had been issued by the UN in 1948 and has helped to recapture the Christian sense of family. By initiating the Vatican II Council, John Pope XXIII contributed to sweeping changes and widespread reforms with the Catholic church which set in motion forces that were to affect Catholics, Christians and non-Christians alike. His emphasis on world peace and creating a dialogue between Christian variants and other religions impacted Christianity’s development and expression, and created unity. He was respected and loved by many and after his death Pope John XXIII was honoured by many Protestants organisations as Christian reformer. â€Å"To the entire world Pope John has given what neither diplomacy nor science could give: a sense of unity to the human family. † – Time Magazine, article on Pope John XXIII – Man of the Year.

Factors of a reaction lab Essay

Hypothesis According to the collision theory, the rate of a reaction depends on the frequency of collisions between reacting particles. The more frequent the collisions, the faster the rate of the reaction. However, in order for the collisions to be effective, the particles must collide with sufficient energy (activation energy). Furthermore, the particles must collide with the proper orientation. The aim of this lab is to increase how often collisions occur. Theoretically, we should be able to achieve this by increasing the HCl concentration. However, we will instead decrease the HCl concentration just because it’s easier by diluting it with water. We thus predict that by decreasing the HCl concentration, it should take longer for the reaction to produce the predetermined amounts of hydrogen gas that we are observing. Variables Independent- the concentration of HCl Dependent- the rate of the reaction Controlled- Size of test tube Syringe type Timer Mass of Zn Volume of HCl Size of the stopper Controlling Variables size of test tube- we used the same test tube for most of the trials syringe type- we used the same syringe for all the trials timer- we used the same timer for all the trials mass of zn- we kept the mass of zn constant 1.00g size of the stopper- we used the same stopper Procedure 1. Grab a test tube rack, a test tube, a stopper that fits snuggly into the test tube and a syringe. 2. Place the test tube into the test tube rack and attach the syringe to the test tube. 3. Using an electric balance, obtain a sample of powdered Zn that weighs 1.00 g exactly. 4. Pour the 1.00g sample of powdered Zn into the test tube. 5. Grab two beakers. Fill one with HCl and the other with non-distilled water. BE SURE TO LABEL THE BEAKERS APPROPRIATELY! 6. Using a 10ml graduated cylinder and pipette, measure out 10 ml of HCl. 7. Pour the HCl into the test tube, quickly cork the test tube with the stopper, and pull slightly on the syringe’s end to make sure the hydrogen gas will flow through. 8. Record the how long it takes for the marker on the syringe to reach, 1, 2, 3, 4, and 5 cm3. 9. Repeat with HCl concentrations of 0.8 mol dm-3 and 06 mol dm-3. 10. Repeat steps 3-9 a second time in order to obtain a second trial. Data Collection and Processing Raw Data Table Hydrochloric acid, 1.0 mol dm-3 Time taken for corresponding volume of hydrogen gas to be produced/s Volume of hydrogen gas produced/cm3 Observations – Zn clumps together at bottom of test tube – Bubbles are produced – No longer powder – Nothing happens for a while and then all of a sudden there’s like this outward burst of energy which results in small intervals btw the given volumes produced Data Processing Overview I will first determine the average time it took for the different HCl concentration to react and produce the given volumes of hydrogen gas. Next I will calculate the standard deviation for each set of trials to determine the accuracy of the average. Finally, I will graph the average times using a scatter. Sample Calculation Average of different trials for time taken for 1cm3 of hydrogen gas to be produced with 1.0 mol dm-3 of HCl: (118 + 123)/2 = 120.5s Hydrochloric acid, 1 mol dm-3 Volume of hydrogen gas produced/cm3 Average time taken for corresponding volume of hydrogen gas to be produced/s 1 120.5 2 152.0 3 190.5 4 227.0 5 274.0 Hydrochloric acid, 0.8 mol dm-3 Volume of hydrogen gas produced/cm3 Average time taken for corresponding volume of hydrogen gas to be produced/s 1 137.0 2 226.0 3 330.0 4 439.5 5 552.5 Hydrochloric acid, 0.6 mol dm-3 Volume of hydrogen gas produced/cm3 Average time taken for corresponding volume of hydrogen gas to be produced/s 1 202.0 2 209.0 3 242.0 4 309.5 5 382.5 Standard deviations of the averages were determined by using the following formula in a Microsoft Excel program: Standard Deviation for different HCl acid concentrations HCl acid concentration/mol dm-3 Standard Deviation Average time vs. Volume of hydrogen gas produced Conclusion and Evaluation Conclusion: – Hydrochloric acid, 1 mol dm-3 concentration, the highest concentration used in this experiment produced the given volumes of hydrogen gas the fastest out of all three HCl concentrations. – Hydrochloric acid of 0.8 mol dm-3 concentration did produce 1 cm3 of hydrogen gas faster than hydrochloric acid of 0.6 mol dm-3 as predicted. – Hydrochloric acid of 0.6 mol dm-3 concentration produced hydrogen gas faster than hydrogen gas of 0.8 mol dm-3. – Limitations Suggestions for Improvement Some of the Zn powder got stuck to the side of the test tube as we poured it into the test tube. Maybe use a straw or something like that to make sure the Zn gets to the bottom of the test tube. And like blow into the straw (softly!) to ensure that none of the Zn gets stuck to the inside of the straw. We didn’t use the same syringe for all the trials because we were trying to get all the trials in on the same day. Use the same syringe for all trials. We didn’t get all the trials in on the same day. I think it took us three classes. As a result, each day we were working in different room temperatures. Organize ourselves better so that we get all the trials in on the same day. We couldn’t dry the test tube correctly. Each time we dried it there was still water at the bottom of the tube. Maybe like attach a paper towel to a stirrer and swap it around inside the test tube to dry it out. Zn is impure. As a result, the HCl acid could be reacting as well with whatever impurities present are thus slowing down the reaction, perhaps.

Globalization Argumentative Paper Essay

Is globalization good or bad in the business world today? There are good and bad sides to everything now days. It’s just weighing your options out to see what fits better. In the next couple of paragraphs we will go over what is good and what could be bad in globalization in the business world. Globalization Good The good side to globalization is all about the efficiencies and opportunities open markets create. Local producers can sell their products worldwide. This creates more business for them. Globalization has made the flow of money around the world easier. Creating more jobs around the world. (1 Premise) Globalization is great to the markets around the world. They have been able to expand their businesses. Globalization Bad The bad side to globalization is new uncertainty and risks that have risen. It has made the competition between markets intensify. (2 Premise) Companies that we enjoying this globalization are now facing unpredictable demand and business opportunities. With there being so much competition and being under constant pressure of new competitors, leaves the current companies with little to no pricing power. Another bad side of globalization is declining money flows across local and national boundaries. Conclusion Is globalization good or bad? There are many advantages and several disadvantages to globalization. But it is each individual’s personal opinion. (1 Conclusion) Globalization is good and can continue to be good for the world. Everyone is going to look at this issue in a different way. Although globalization is good in many individuals eyes, it is still bad in many others eyes. (2 Conclusion) There are many risks that come with  globalization, and so many uncertainties. This is why this will be an ongoing debate to whether globalization is benefitting us locally and nationally, or if it’s hurting the entire world. References 1. www.forbes.the-good-the-bad-the-ugly.com 2. www,geography.about.com > globalization

The Glass Ceiling

This paper addresses two articles, Women and the Labyrinth of Leadership written by Alice H. Eagly and Linda L. Carli, and A Modest Manifesto for Shattering The Glass Ceiling, written by Debra E. Meyerson and Joyce K. Fletcher. The phrase glass ceiling is described in many articles as a barrier that prevents women from achieving success in their careers. Women are found at the top of middle management and are being denied of higher positions in the corporate ladder and are getting paid less than men for similar type of work. Both articles address the question whether is the glass ceiling the reason why women are not getting advancement in their careers or it is the sum of many obstacles that hold women back into the high level jobs. According to the authors of both articles, the answer to this question is that it is not the glass ceiling the barrier for women’s advancement. To understand and overcome these barriers, the authors of the articles have used terms such as labyrinth and small wins strategy. According to Meyerson and Fletcher, it is not the glass ceiling but the organizational structures and its hidden barriers to equity and effectiveness what are holding back women. This paper will explore the author’s recommendations for overcoming these barriers and for helping women prevail by changing workplace’s practices in organizations. Overview The two articles chosen to write this abstract have been selected from the Harvard Business Review. In the first article, Women and the Labyrinth of Leadership, the word labyrinth is described as a contemporary symbol that â€Å"conveys the idea of a complex journey toward a goal worth striving for† (Walls all around section, para. 1). If women are able to understand the barriers in this labyrinth, they will be able to overcome many obstacles they encounter. Throughout awareness and persistency during the process, women will have a much better chance to obtain their desirable goals in their careers. In the article A Modest Manifesto for Shattering The Glass Ceiling, the authors mentioned that is very rare to find women holding high evel positions in organizations. Women represent only 10% of senior manager positions in Fortune 500 companies. According to Meyerson and Fletcher, the best way to destroy this glass ceiling is throughout the use of the small wins approach. Main Issues In the article Women and the Labyrinth of Leadership, the term labyrinth is described as what wo men have to go through in the workplace to be able to occupy high level roles. Woman who desire top positions, will encounter barriers during the journey, and some of them will be able to find solutions to those obstacles to improve the situation. Some of the obstacles or barriers named in the article are (a) prejudice; (b) resistance to women’s leadership; (c) leadership style;(d) demands of family life; (e) underinvestment in social capital. Prejudice The beginning of the labyrinth starts here with prejudices that hurt women and help men. Women in this country, with full time positions, earn 81 cents for every dollar than men earned (Vestiges of prejudice section, para. 1). Research has been done by many professionals seeking an answer to explain the difference in pay between genders. One of the most comprehensive studies, from the Government Accountability office, showed that men worked more hours per year and also had more years of experience (Vestiges of prejudice, para. 3). Even though variables such as marriage, parenthood and years of education were adjusted for both genders, the study showed a gender gap that lead to wage discrimination (Vestiges of Prejudice section, para. 4). According to Eagly and Carli, men are promoted more quickly than women with equivalent qualifications even in female settings such as social work and education (para. 5). The authors add that â€Å"White men were more likely to attain managerial positions than white women, black men, and black women† (Vestiges of prejudice section, para. 5). Resistance to Women’s Leadership The author describes women as having communal associations and men with agentic ones. Women are compassionate, affectionate, friendly and sympathetic among other communal qualities. On the other hand, men are described with agentic qualities such as aggressive, ambitious, controlling, etc, which are associated with effective leadership (Resistance to women’s leadership section, para. 3). Eagly and Carli consider that women are at a tough place, which she describes as the â€Å"double bind†, because people perceive women as lacking the right traits to be effective leaders (Resistance to women leadership section, para. 4). Women who are described by the peers as effective managers possess the following traits: insincere, avaricious, and pushy amongst others ((Resistance to women’s leadership section, para. 11). Leadership Style Women are struggling with people’s perceptions about by being compassionate and caring. Qualities such as assertive and controlling are perceived by people on great leaders. According to Meyerson and Fletcher, women are considered as transformational leaders. They encourage employees, and mentor them to achieve desired goals. It is described as the type of leadership that leads to a more innovating, productive and efficient for organizations (Issues of leadership style section, para. 6). Transactional leaders are described as leaders that reward employees for meeting their goals. Men are considered to be more transactional leaders than women. According to the article, the most effective type of leadership is the transformational style. Demands of Family Life. Studies showed that women are working less hours a year than men and have fewer years of experience due to family responsibilities. Women are confronted with the challenge of balancing work and family responsibilities. Many of them end up leaving their professional careers due to work-family conflict. According to the authors, in 2005 women devoted 19 hours per week to household work, while men just helped 11 hours a week (Demands of family life section, para. 3). Meyerson and Fletcher explain that married mothers increased their hours per week from 10. 6 in 1965 to 12. in 2000, and married fathers increased theirs from 2. 6 to 6. 5 week (Demands of family life section, para. 4). Underinvestment in Social Capital Women are trying to balance their responsibilities at home and at work which leaves them little or no time to build the social capital needed to succeed in the workplace. Another obstacle encountered by women is the fact that these networking activiti es are mostly composed by men who concentrate their meetings in male activities. The C-suite is described by the author as those positions such as chairman, chief executive officer and chief operating office. These positions are held mostly by men and only 6% hold by women (para. 1). The authors mention the following organization actions to help women obtain positions in the C-suites (a) Increase people awareness of prejudices against women; (b) change hours spent at work; (c) be more objective in the evaluations; (d) use transparent recruitment within the organization; (e) place more women in executive positions; (f) help women build strong social capital; (g) give women opportunity to return back to work when circumstances change. The second article, A Modest Manifesto for Shattering The Glass Ceiling mentions the difficulties women confront in organizations to work effectively: (a) women bear more responsibility at home than men; (b) women who have a set schedule missed important company meeting set after hours; (c) missing meetings made them look less committed; (e) meetings put women in a double bind (The problem with no name section, para. 5). Meyerson and Fletcher mention three different approaches that have dealt with the solution to the symptoms of gender inequity (a) encourage women to assimilate to minimize the differences. In other words to act more like men; (b) accommodates women’s needs and situations such as extended maternity leave, flexible work arrangements, etc; (c) emphasize the differences that women bring to the workforce such as their collaborative style (Tall people in a short world, para. 5). The fourth approach mentioned by the authors, deal with sources of gender inequity. This approach consists on the belief that a change is needed in the organization due to a gender inequity problem. After recognizing the issue, this fourth approach should be linked with the small wins strategy (A fourth approach: Linking equity and effectiveness, para. 2). The article mentions the reason why the small wins process is so effective for organizations (a) tied to the fourth approach help organizations to understand erroneous practices and assumptions; (b) make a difference in the big picture in the road to change; (c) create sense that a small change is a huge and systematic change and have great impact throughout the organization; (d) have a snowballing effect. By adding small wins, one by one, it will create a whole new system of revised practices and efforts; (e) defeat discrimination by accepting that change is needed and that it will help the organization’s effectiveness. Factual Impact of the Main Issues in Organizations Labyrinths can be thought of as a symbolic form of pilgrimage. As paths, women walk among its turnings confronting difficult situations that need to be managed along the way. What it is important for women it is to know that the passage for the labyrinth is not simple journey. It requires for women to be aware on their progress and also to be persistent to navigate it. Organizations need to be proactive about taking measures to understand the labyrinth that leader women confront in the workplace. Building unique leadership traits with a supportive work environment will help them to overcome the barriers to obtain the desire goals. To be more effective, organizations need to support women by becoming advocates for female to advance as managers finding endless opportunities for promotion. Organizations need to understand that women had slowed their careers and earnings for taking the majority of family responsibilities. Thus, the implication for organizations is that women are choosing to work part time, work from home or take many days off from work. Another implication for organizations, it is the need to address the challenge for women to be perceived as capable leaders. The article describes this challenge as the double bind term where women at the workplace have to please both expectations in organizations, one as leaders and one as females. Meyerson and Fletcher explain that â€Å"Most organizations have been created by men and for men and are based on male experiences† (The roots of inequity section, para. 1). Women have been entered in the workplace confronting the fact that organizations still embrace traits associated with men such as though, aggressive, assertive, etc. Organizations must develop a culture of fairness by creating practices that benefit both men and women where the division of labor by gender does not exist and where women feel that they add an enormous value and feel as competent as men. Also, organizations should foster a work environment that values working parents. It is crucial to create structures and policies where work and family complement each other and where women have the opportunity to fulfill their careers without felling guilty of abandoning their families. In the second article the authors described how important is to shatter the glass ceiling using the small wins strategy. Since this strategy initiates change using diagnosis, dialogue, and experimentation, it promotes efficiency and efficiency within the organizations. The authors add, â€Å"The strategy benefits not just women but also men and the organization as a whole† (para. 4). The organization during this strategy go through the follow steps (a) the diagnosis of the problem in which managers dialogue to find out what is happening within the organization culture; (b) experimentation where correctives practices are replaced to obtain real wins. Text Comparison According to Greenhaus et al (2010), the glass ceiling is â€Å"an invisible but impenetrable barrier that prevents qualified women and people of color from advancing to senior management jobs† (p. 321). The text agrees with the authors of the two articles, about the fact that even though the number of women in managerial positions had risen dramatically, women are experiencing difficulties in getting jobs above lower and middle managerial positions. For the authors of the article, Women and The Labyrinth of Leadership, the glass ceiling is a barrier which limitations are fading. Women are facing are not only barriers, but what they describe as a labyrinth. It has obstacles and turns. For the authors of A Modest Manifesto for Shattering The Glass Ceiling, the glass ceiling is not the reason why women are holding back. The main reason, they affirm, are the organizations in which women work. The authors state that it is â€Å"the foundation, the beams, the walls, the very air† (The power of small wins section, para. 7). Greenhaus et al (2010) identified factors that organizations can seek to support women advance in their careers such as (a) giving more authority; (b) inclusion to formal networks; (c) establishment of mentor relationships; (d) mutual accommodation; (e) elimination of access and treatment discrimination; (f) minimal intergroup conflicts; and (f) responsiveness to work-Family issues (p. 33). Eagly and Carli mention some these actions such as (a) establishing mentoring programs; (b) using job performance assessments that are not biased against minority employees; (c) using open recruiting tools; (d) implement family-friendly policies for both male and female employees; (e) emphasize the visibility of women in high-level leadership positions. Debra Meyerson and Joyce Fletcher explain the need for organizations to address the power of small wins since â€Å"they unearth and upend systemic arriers to women’s progress (The power of small wins section, para. 1). According to Greenhaus et al (2010), it is the glass ceiling that limits opportunities to minorities to develop and reach top management positions in America (p. 323). They authors add that â€Å"The small portion of women at senior management level suggest that many women do not move beyond jobs in lower and middle levels of management† (p. 323). For the text authors the glass ceiling, in contrast with the authors of the articles, is about managing diversity since organizations are in need to understand why women and minorities experience restricted careers opportunities. According to Greenhaus et al (2010), organizations must develop a culture where employees understand multiculturalism that is the heart of the organization’s mission that must be communicated and enforced at all levels (p. 349).ReferencesEagly, A. H., Carli, L.L. (2007). Harvard business review. Women and the labyrinth of leadership. Retrieved from http://hbr.org/2007/09/women-and-the-labyrinth-of-leadership/ar/2 Greenhaus, J. H., Callanan, G.A., Godshalk, V.M. (2010). Career management. Los Angeles, CA: SAGE publications Inc. Meyerson, D. E., Fletcher, J.K. (2000). Harvard business review. A Modest manifesto for shattering the glass ceiling. Retrieved from http://hbr.org/2000/01/a-modest-manifesto-for-shattering-the-glass-ceiling/ar/1

Born free generation

?It is not for nothing that the born free youth in 2013 has been named the â€Å"me generation†. Today’s people growing up are materialistic, self indulged and obsessed with themselves. This essay will explore that 19 years after the first the first democratic elections in South Africa, the young people of today are little different from their counterparts else where in the world. My argument will show that this is somewhat ironic because politically inspired school pupils were the catalysts for one of the most important resistances against the apartheid government. In 1976 the National Party attempted to modify the education act and insist that Afrikaans be the medium of instruction for Bantu education. On the 16th of June politicised and angry young teenagers poured into the streets of Soweto equipped with suitcases and stones. They confronted heavily armed policemen and the might of the South African military with the determination to express their outrage at yet another political injustice. Hector Peterson lost his life on this day and his limp body became emblematic of a politicised youth determined to make South Africa a democratic country. When President’s Kennedy, Nixon and Johnson involved the United States of America in a war across the globe, to minimise the influence of communism, young people in America took to the streets and protested vigorously across the land. Indeed, this event characterised popular culture to such an extent that protest music became a genre popular worldwide. Singers such as Bob Dylan, Joan Baez and Peter, Paul and Mary voiced the objections of the â€Å"Love Generation†. Music in fact became the medium for political resistance in South Africa as well; Johnny Klegg became the â€Å"white Zulu† and his anthropologist wrote resistance songs, which young people in South Africa promoted with much vigour and enthusiasm. Stephanie Powers too became a voice of political decent and her raspy voice with songs like â€Å"Last night when we were young† energised disco techs in which young South African’s danced the night away. However, 19 years after the demise of Apartheid, young South Africans are no longer interested in political and social protest music, in fact the pop genre has never enjoyed such wide spirit support in this country. Justin Bieber’s concert in Cape Town and Gauteng enjoyed unprecedented popularity and support. The columnist for the Sunday times exclaimed on the 14th of may that the hysterical behaviour of so many young girls was reason for great concern in fact anyone attending this concert could not have failed to be struck by one of the great ironies of one of the great â€Å"Musical bonanza† in Soweto, a bowl of poverty and deprivation. In fact, a sensitive appreciation of these ironies can be little other then down right embarrassing. However, if this were limited to one outing only, young people’s self indulgence and narcissism might be forgiven however, Johannesburg Stadium has been the host to Lady Gaga, The Red Hot Chilli Pepper and U2, in each case promoters smile at ticket sales and the amount of money made from each outing. Furthermore, it would be a little naive to believe that this is a characteristic only displayed by the youth of South Africa. Young people worldwide it would appear are pleasure seeking and selfish and are all too willing to emulate and worship celebrity culture. Charlotte Metcalfe in her article, â€Å"Where are all the role models, the real heroines we once revered† satirises adolescent hero worship of figures such as Cheryl Cole

The influence of the 2008 Olympics to China's sports tourism industry Essay

The influence of the 2008 Olympics to China's sports tourism industry - Essay Example sports facilities, an Olympic Park was built by the country with collaboration of foreign architects that will keep on contributing to local public for coming years. In addition, in order to host the sporting events in an efficient manner, more than thirty stadiums were constructed in Beijing alone, along with tens of Olympic venues in other Chinese cities. Beijing was reborn in a cultural and historical manner, as more than twenty historical sites of Beijing city were renovated. Another major sector that benefited from 2008 Beijing Olympic Games is tourism industry of China that influenced rapidly from this international multi-sport event. According to some statistics, more than 650,000 tourists visited the country from different countries before, during, as well as, after the Olympic Games until the year 2008. It is observed that this mega sporting-event has been able to transform the Beijing city into a high-tech and environmental-friendly city, and allowed China to prove itself a s one of the global powers of the globe. Since antiquity, sport has always been a significant and thrilling event that has played a vital role in the creation and development of sporting industry around the globe. History of Olympics goes back to 776 BC when ancient Greeks used to organize different athletic competitions in various cities of Ancient Greece. In present era, both summer and winter games are now organized under the banner of an international sport event that is referred as the Olympic Games. It is observed that Olympic is not only responsible for the development of sporting industry; however, it plays a pivotal role in the development and advancement of different sectors of the hosting countries. In order to understand the influence of Olympics on its hosting country, this paper will focus on the 2008 Olympic that was held in Beijing, China from August 08, 2008 to August 24, 2008. Its different effects will be discussed and analyzed with relation to the study of

Intercultural Communication optional Paper Essay

Intercultural Communication optional Paper - Essay Example Among theories of self and society is the high context vs. low context societal communication. Characteristics of communicative environment include cultural, socio-relational, physical, and perceptional environments. In this aspect cultural contexts entails features such as individualism and collectivism while physical aspect entails the geographical situation of interactions such s school, staffroom or at a dinner table. The extent to which communications and interaction depends on these features vary according to culture. In this aspect, a high context communication refers to the one that a lot of information either is in the physical or is within a self. Very little message in this perspective is coded. A low context communication on the other hand is the one that is explicitly coded. A cultural continuum helps in conceptualization of low-high context communication in which case there is no culture that appears exclusively to the extreme ends of the continuum. High cultures tends to have restricted communication code system such that users of a restricted code system rely most on the elements that pertains to context of communication setting for information as compared to the actual language code (Richard, 24). In high context cultures, since the parties understand each other, the words mostly do not necessarily convey meaning. People communicating in high context culture recognize that information from various elements of high context culture already exists and must not be codified further. Hence high context communication is fast, efficient, proficient and gratifies. In the low context culture, the verbal code is the primary source (Ian, 2). Thus people rely largely on the verbal code method to create an interpret meaning. The concept of face, the interactional self- image that a person displays which closely relates to the discursive images. Face refers to one’s image in a relational