Case Study Research Essay Example for Free

Case Study Research Essay Case One: Barsz v. Max Shapiro, Inc. Ind. Ct. App. 600 N.E.2d 151 (1992) Fact: Marjorie Barsz brought negligence action against Shapiro’s Delicatessen Cafeteria to recover for personal injuries sustained when she slipped and fell, breaking her right ankle and left knee cap. Her husband, Carl Barsz brought action against the restaurant for loss of consortium with his wife due to Mrs. Barsz’s injuries. The Circuit Court of Shelby County granted summary judgment for the restaurant, and the plaintiffs appealed. The Court of Appeals of Indiana, First District held that genuine issues of material facts existed and reversed the summary judgment. Issue: Was Shapiro’s Delicatessen Cafeteria negligent in identifying and remedying the condition of the floor in the restaurant, causing Marjorie Barsz’s accident? Rule: GOLBA v. KOHL’S DEPT. STORE, INC. Ind. Ct. App. 585 N.E.2d 14 (1992) Analysis: To avoid summary judgment, Marjorie Barsz had to show that there was a defective condition in the floor of the restaurant which caused her slip and fall, and that the restaurant unreasonably failed to discover and remedy the hazardous condition. Genuine material facts existed which precluded summary judgment for the restaurant. Summary judgment is generally inappropriate in negligence cases. Trial Procedure Rule 56(C) Conclusion: A restaurant cannot be held strictly liable for a fall that occurred before having a reasonable chance to remove a foreign substance from its floor; restaurant as not the absolute guarantor of customer safety. However, summary judgment cannot be granted when a genuine material fact exists. Case Two: Golba v. Kohl’s Dept. Store, Inc. Ind. Ct. App. 585 N.E.2d 14 (1992) Facts: Plaintiff Stella Golba brought negligence action against defendant Kohl’s Department Store stemming from a slip and fall accident. Ms. Golba stepped on a small object on a glossy floor, causing her to trip and fall. The floor had only been swept once on the morning of the accident. The Circuit Court of Starke County granted the store’s motion for summary judgment, and the plaintiff appealed. The Court of Appeals of Indiana, Third District held that material issues of fact existed and reversed the summary judgment. Issue: Was Kohl’s Department Store negligent in maintaining their floors in a safe condition for patrons? Rule: BURRELL v. MEADS Ind. 569 N.E.2d 637 (1991) Analysis: A land owner is subject to liability for physical harm caused to his invitees by a condition on the land if, but only if, he knows or exercising reasonable care would discover the condition, and should realize that it is an unreasonable risk of harm to invitees, and should expect that they will not realize the danger, or will not protect themselves against it, and fails to exercise reasonable care to protect them against the danger. Normally, determining whether the host has exercised reasonable care to make their premises safe for an invitee is a question of fact for a jury. Conclusion: Sweeping of a floor only once in the morning does not constitute exercise of reasonable care to prevent injury to customers from objects left in the floor. The issue of fact as to whether the store had notice of the object in the floor precluded a summary judgment.

Code-based Plagiarism Detection Techniques

Code-based Plagiarism Detection Techniques Biraj Upadhyaya and Dr. Samarjeet Borah Abstract- The copying of programming assignments by students specially at the undergraduate as well as postgraduate level is a common practice. Efficient mechanisms for detecting plagiarised code is therefore needed. Text based plagiarism detection techniques do not work well with source codes. In this paper we are going to analyse a code- based plagiarism detection technique which is employed by various plagiarism detection tools like JPlag, MOSS, CodeMatch etc. Introduction The word Plagiarism is derived from the Latin word plagiarie which means to kidnap or to abduct. In academicia or industry plagiarism refers to the act of copying materials without actually acknowledging the original source[1]. Plagiarism is considered as an ethical offence which may incur serious disciplinary actions such as sharp reduction in marks and even expulsion from the university in severe cases. Student plagiarism primarily falls into two categories: text-based plagiarism and code-based plagiarism. Instances of text based plagiarism includes word to word copy, paraphrasing, plagiarism of secondary sources, plagiarism of ideas, plagiarism of secondary sources, plagiarism of ideas, blunt plagiarism or authorship plagiarism etc. Plagiarism is considered code based when a student copies or modifies a program required to be submitted for a programming assignment. Code based plagiarism includes verbatim copying, changing comments, changing white space and formatting, renaming ide ntifiers, reordering code blocks, changing the order of operators/ operands in expression, changing data types, adding redundant statement or variables, replacing control structures with equivalent structures etc[2]. Background Text based plagiarism detection techniques do not work well with a coded input or a program. Experiments have suggested that text based systems ignore coding syntax, an indispensable part of any programming construct thus posing a serious drawback. To overcome this problem code-based plagiarism detection techniques were developed. Code-based plagiarism detection techniques can be classified into two categories viz. Attributed oriented plagiarism detection and Structure oriented plagiarism detection. Attribute oriented plagiarism detection systems measure properties of assignment submissions[3]. The following attributes are considered: Number of unique operators Number of unique operands Total number of occurrences of operators Total number of occurrences of operands Based on the above attributes, the degree of similarity of two programs can be considered. Structure oriented plagiarism detection systems deliberately ignore easily modifiable programming elements such as comments, additional white spaces and variable names. This makes this system less susceptible to addition of redundant information as compared to attribute oriented plagiarism detection systems. A student who is aware of this kind of plagiarism detection system being deployed at his institution would rather complete the assignment by himself/herself instead of working on a tedious and time consuming modification task. Scalable Plagiarism Detection Steven Burrows in his paper Efficient and Effective Plagiarism Detection for Large Code Repositories[3] provided an algorithm for code -based plagiarism detection. The algorithm comprises of the following steps: Tokenization Figure: 1.0 Let us consider a simple C program: #include int main( ) { int var; for (var=0; var { printf(%dn, var); } return 0; } Table 1.0: Token list for program in Figure 1.0. Here ALPHANAME refers to any function name, variable name or variable value. STRING refers to double enclosed character(s). The corresponding token stream for the program in Figure 1.0 is given as SNABjSNRANKNNJNNDDBjNA5ENBlgNl Now the above token is converted to N-gram representation. In our case the value of N is chosen as 4. The corresponding tokenization of the above token stream is shown below: SNAB NABj ABjS BjSN jSNR SNRA NRAN RANK ANKN NKNN KNNJ NNJN NJNN JNND NNDD NDDB DDBj DBjN BjNA jNA5 NA5E A5EN 5ENB ENBl NBlg BlgN lgNl These 4-grams are generated using the sliding window technique. The sliding window technique generates N-grams by moving a â€Å"window† of size N across all parts of the string from left to right of the token stream. The use of N-grams is an appropriate method of performing structural plagiarism detection because any change to the source code will only affect a few neighbouring N-grams. The modified version of the program will have a large percentage of unchanged N-grams, hence it will be easy to detect plagiarism in this program . Index Construction The second step is to create an inverted index of these N-grams . An inverted index consists of a lexicon and an inverted list. It is shown below: Table 2.0: Inverted Index Referring to above inverted index for mango, we can conclude that mango occurs in three documents in the collection. It occurs once in document no. 31, thrice in document no. 33 and twice in document no. 15. Similarly we can represent our 4-gram representation of Figure 1.0 with the help of an inverted index. The inverted index for any five 4-grams is shown below in Table 3.0. Table 3.0: Inverted Index Querying The next step is to query the index. It is understandable that each query is an N-gram representation of a program. For a token stream of t tokens, we require (t − n + 1) N-grams where n is the length of the N-gram . Each query returns the ten most similar programs matching the query program and these are organised from most similar to least similar. If the query program is one of the indexed programs, we would expect this result to produce the highest score. We assign a similarity score of 100% to the exact or top match[3]. All other programs are given a similarity score relative to the top score . Burrows experiment compared against an index of 296 programs shown in Table 4.0 presents the top ten results of one N-gram program file (0020.c). In this example, it is seen that the file scored against itself generates the highest relative score of 100.00%. This score is ignored, but it is used to generate a relative similarity score for all other results. We can also see that the program 0103.c is very similar to program 0020.c with a score of 93.34% . Rank Query Index Raw Similarity File File Score Score Table 4.0: Results of the program 0020.c compared to an index of 296 programs. Comparison of various Plagiarism Detection Tools 4.1 JPlag: The salient features of this tool are presented below: JPlag was developed in 1996 by Guido Malpohl It currently supports C, C++, C#, Java, Scheme and natural language text It is a free plagiarism detection tool It is use to detect software plagiarism among multiple set of source code files. JPlag uses Greedy String Tiling algorithm which produces matches ranked by average and maximum similarity. It is used to compare programs which have a large variation in size which is probably the result of inserting a dead code into the program to disguise the origin. Obtained results are displayed as a set of HTML pages in a form of a histogram which presents the statistics for analyzed files CodeMatch The salient features of this tool are presented below: It was developed by in 2003 by Bob Zeidman and under the licence of SAFE Corporation This program is available as a standalone application. It supports 26 different programming languages including C, C++, C#, Delphi, Flash ActionScript, Java, JavaScript, SQL etc It has a free version which allows only one trial comparison where the total of all files being examined doesn’t exceed the amount of 1 megabyte of data It is mostly used as forensic software in copyright infringement cases It determines the most highly correlated files placed in multiple directories and subdirectories by comparing their source code . Four types of matching algorithms are used: Statement Matching, Comment Matching, Instruction Sequence Matching and Identifier Matching . The results come in a form of HTML basic report that lists the most highly correlated pairs of files. MOSS The salient features of this plagiarism detection tool are as follows: The full form of MOSS is Measure of Software Similarity It was developed by Alex Aiken in 1994 It is provided as a free Internet service hosted by Stanford University and it can be used only if a user creates an account The program can analyze source code written in 26 programming languages including C, C++, Java, C#, Python, Pascal, Visual Basic, Perl etc. Files are submitted through the command line and the processing is performed on the Internet server The current form of a program is available only for the UNIX platforms MOSS uses Winnowing algorithm based on code-sequence matching and it analyses the syntax or the structure of the observed files MOSS maintains a database that stores an internal representation of programs and then looks for similarities between them Comparative Analysis Table Conclusion In this paper we learnt a structured code-based plagiarism technique known as Scalable Plagiarism Detection. Various processes like tokenization, indexing and query-indexing were also studied. We also studied various salient features of various code-based plagiarism detection tools like JPlag, CodeMatch and MOSS. References Gerry McAllister, Karen Fraser, Anne Morris, Stephen Hagen, Hazel White http://www.ics.heacademy.ac.uk/resources/assessment/plagiarism/ Georgina Cosma , â€Å"An Approach to Source-Code Plagiarism Detection and Investigation Using Latent Semantic Analysis †, University of Warwick, Department of Computer Science, July 2008 Steven Burrows, â€Å"Efficient and Effective Plagiarism Detection for Large Code Repositories†, School of Computer Science and Information Technology , Melbourne, Australia, October 2004 Vedran Juric, Tereza Juric and Marija Tkalec ,†Performance Evaluation of Plagiarism Detection Method Based on the Intermediate Language †, University of Zagreb

The signifigance of Fishing in The Sun Also Rises :: essays research papers fc

Escaping the Wasteland   Ã‚  Ã‚  Ã‚  Ã‚  The fishing trip within Ernest Hemingway’s The Sun Also Rises provides a pilgrimage of rejuvenation to the novel’s participating characters, Jake Barnes and Bill Gorton. Escaping the wasteland that is Paris, the two men â€Å"shove off,† (Hemingway, VIII), to Burguete, Spain, where they fish for trout on the Irati River.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  The protagonist and narrator of the novel, Jake was left impotent from an injury incurred while serving with the Italian Front in World War 1. His inability to consummate his love for the insatiable Brett Ashley, and the sterile social backdrop of Paris provide a striking similarity to the Arthurian Fisher King motif of a man generatively impaired, and his kingdom thusly sterile. Bill Gorton, an amicable ally of Jake, and one of the few morally sound characters in the novel, serves as Galahad, gently kidding Jake about his injury, promoting self-acceptance and healing.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Hemingway often depicts nature as a pastoral paradise within the novel, and the fishing trip serves as his epitome of such, entirely free from the corruptions of city life and women. Doing away with modern modes of transportation, they walk many miles gladly to reach the Irati River. While fishing, Jake and Bill are able to communicate freely with each other, unbound by the social confines of American and European society. The men also enjoy the camaraderie of English Veteran, Harris. This is quite different from the competitive relationships that can develop between men in the presence of women. Bill is able to express his fondness for Jake openly without it â€Å"mean[ing] [he] was a faggot,† (VIII), and Jake has no qualms over his fish being smaller than Bill’s, in what could be interpreted as an admission of lesser sexual virility.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  The fresh air of Burguete provides clarity of mind beyond the scope of the Parisian lifestyle and it is evident within Hemingway’s prose and style. Jake’s diligence and dedication to each of the steps involved in fishing are indicative of his separation from his life and the woes that constitute it. Throughout the novel, Jake has a shrewd, practical outlook on life that is omitted here. His focus and attentiveness reveal the sensitive, reflective man that Jake is, free of inhibition. His thoughts undulating like gentle waves, Jake uses worms for bait as opposed to a fly, so he can peacefully drop his line and contemplate life instead of concentrating on the constant casting and jerking inherent to fly fishing.

The future of banana trading. :: Economics

The future of banana trading. Q1. Introduction. Latin America is situated in the southern part of America, on the equator, between the Pacific and Atlantic oceans. Lain America is in the prime location for growing bananas because of the countries tropical climate. Bananas grow where there is sun and rain all year round, so that they can fully develop. Looking at my climate graph I can see that it does rain all year and the temperature doesn't drop below 6 degrees. It has tropical heat and a rainy season between the months of January and April. In Latin America there are seven major exporters of bananas. They are Ecuador, Costa Rica, Colombia, Guatemala, Panama, Honduras and Nicaragua. Look at Figures 1, 2 and 3 for more information. Q2. Describing TNCs. A Transnational country is a company which operates in many different countries, regardless of their situation or financial difficulties. TNC's normally have their headquarters based in a developed country, whilst working their 'branched' factories in developing countries. The TNC's directly employ millions of people, but the work they do effects millions more. Many people feel that the TNC's exploit poor countries, whilst others say that the world economy depends on them. There are four major TNCs involved in the banana trade, they are Chiquita, Dole Food Co, Del Monte, and Fyffes. Â · Chiquita is based in Ohio, US it farms mainly in Honduras and Guatemala. Â · Dole Food Co is based in California, USA and farms in Costa Rica, Honduras, Ecuador and Colombia. Â · Del Monte is based in Florida and farms in Costa Rica and Guatemala. Â · Fyffes is based in Dublin, Ireland and farms in Belize, Guatemala. All of these TNCs import to the United States, Canada, Europe and the Asia-Pacific region. Look at figures 4, 5 and 6 for more information. Q5. The Alternatives for the future. There are several companies who are trying to make things better for the future of banana trading they are COLSIBA, EUROBAN, IUF, US/LEAP, Fair Trade and many Internet sites and trade unions. All of these organisations are trying to meet one goal, and that is to help the banana workers improve their lives. They all do this by targeting different areas that are in need of improvement, COLSIBA for example try to improve working conditions by using trade unions, whilst Fair Trade concentrates on the financial difficulties and some of the environmental concerns. COLSIBA is the Co-ordination of Latin American Banana Workers' Unions, it represents 40 trade unions in 8 countries. COLSIBA was set up in 1993 so that it can respond better to the many problems that banana plantation workers face, all across the world's main exporting region.

Biblical Truths Confirmed by Archaeological Findings Essay -- Religion

Biblical Truths Confirmed by Archaeological Findings Abstract Statement I have chosen a subject that is very important to me. As a Bible major, I believe the Word of God is vital and essential and that it is the only clear direction in life. Personally, I believe by faith the Bible is true from the first word in Genesis to the last word in Revelation. However, there are times when we need physical evidence to confirm our faith proving that the Bible does not just contain interesting stories, but is based rather on historical fact. I have always been interested in archaeological findings seeing the amazing discoveries being made everyday. For instance, through these discoveries we now have confirmed evidence of the Kingdom of David, the reign of King Herod, the affirmation of biblical text shown through the Dead Sea Scrolls, and much more! In my research, I would like to examine archaeological findings that confirm the biblical accounts. The information has changed my spiritual life and I am sure it will do the same for you. Introduction I am fascinated with the information I have learned through my research and college studies concerning Archaeology. In this paper I will endeavor to relate my personal interest in the subject matter, discuss a few of my favorite archaeological finds, and then conclude with King Herod’s most cherished creation – Caesarea Maritima. This has not only proven to be a marvelous creation, but an even better archaeological find! http://www.bibarch.com. National Standards I believe there are several standards that are closely aligned with biblical archaeology. The three standards I feel are most important are under the Places and Regions element. This includes Knows ... ...ill find! For me this research proved to be an essential area for my studies and Christian life. I have found it to be a source of strength, assurance, and stronger faith towards knowing that the Word of God can be respected and trusted. Thank God. Works Cited International Standard Bible Encyclopaedia, Electronic Database copyright 1996 by Biblesoft Biblical Archaeology, www.bible-infonet.org/bin/short/articles/Apologetics/Archaeology.html Tzaferis, Vassilios, Biblical Archaeology Review, January/February 1985, p. 44-53 International Standard Bible Encyclopaedia, Electronic Database, copyright 1996 by Biblesoft Biblical Archaeology Review, May/June 1982, p. 26-41 Almighty God, The Bible The Best of Josh McDowell, A Ready Defense, Here’s Life Publishers, October 1990, p. 92 Frank, Harry Thomas. Atlas of the Bible Lands, Hammond Inc., 1990

Change Management Simulation Essay

As CEO and founder of Spectrum Sunglass Company, I want to bring a change in the company that can make the company and its products more environmentally sustainable. To do that, I need to convince 20 managers at Spectrum to adopt my initiative in 96 weeks. And I used 85 weeks to reach that goal. Here’s what I did. At the beginning, I want to let them be aware of this initiative as soon as possible, so my first 3 choices are to issue e-mail notice, walk the talk and hold town hall meetings,and I thought that would be a good way to start. But result is not good at all, no one seems to be affected, at that moment I noticed how difficult it is to bring a change into the company, no one wants to move from their confortable position, and they would pay no attention to what I said, I need put more devotion into it. After wasting 5 weeks, I start to conduct private interviews with 4 top managers to let them know this change project and to see what their opinions, the first conduct makes 6 people enter the awareness stage, and I got 4 different opinions. Then I spend week 6 to get consultant’s support and makes one person into the interest stage, because sometimes outside experts can gain the attention of organizational member better than internal authorities can. At week 8, I privately confronted the resister Andrew Chen who is the general counsel of the company, trying to persuade him since he plays such an important role in the company, but I failed, I think it is because I still have nothing to show him that I’m right, maybe after a short-term win of this change he may change his mind. At week 9, I conducted private interviews and got 5 people enter the awareness stage and 1 person enters the interest stage. And at week 10, I told a â€Å"success† story to 3 people, because I think the example of other companies that benefit from sustainability would make them interest in this project, and it turned out to make 1 person enter the interest stage and 1 person enters trial stage. Then I used private interviews and â€Å"success† stories alternatively though week 11 to week 15, because both of them took only one week to complete, so this would be the most efficient way to lead people into the awareness stage and make this awareness into interest, it turned out that I’m right and I successfully bring 9 people into awareness stage and 6 people into interest stage. And so far all 20 managers have been aware of this change project. At Week 16, I provided internal skill- building to show those who are willing to change the way to adopt this project, and I made 1 person enter the trial stage. At week 18 I decided to issue an e-mail notice, by now they should pay some attention to the context of this e-mail, and it made 1 person entered the interest stage. At week 19, I conducted a pilot project, hoping to achieve a short-term win that can nourish faith in the change efforts, and the results are that 1 person entered the interest stage, 1 person entered the trail stage and first person entered the adoption stage. At week 25, I conduct private interviews again and made 1 person enter the interest stage. And week 26, I privately confront resister Pal D’Arcy hoping that he may change his mind, but he didn’t. At week 27, I walked the talk and show them the actions aligned with the change initiative, and make 3 people enter the interest stage and 4 people enter the trial stage. At week 29, I recognized an adopter and hoping this would have an influence on others, but it only made one person enter the interest stage. At week 32, I provided external skill-building and made one trainee enter the trial stage and one enter the adoption stage. At week 36 I hold town hall meetings to communicate the change vision, and it made 3 people into the interest stage and 3 people into the trial stage. At week 38, I post progress reports and made 1 person into the trial stage. From week 39 to week 45, I choose to build a coalition of support and recognized an adopter, because I think it would bring the coalition members, the adopter and their friends into adoption stage, however, it affected no one, the reason is still unknown. At week 46, privately confronting resister still didn’t work. At Week 47, I told a â€Å"success† story again and made 1 person enter the adoption stage. At Week 48, I announced goals and deadlines to provide a target to aim for, but no one was affected, goals and deadlines may be to early to set. At week 52, I decided to walk the talk again, and got 2 people enter the trial stage and 4 people enter the adoption stage, the visible actions really worked. At week 55, I post progress reports to all, and made 2 people enter the trial stage. From week 56 to week 62, I conducted private interviews and pilot project but didn’t work. At week 63, I clarify organization values and made 1 person enter the trial stage and 8 people into the adoption stage, this is a big achieve, and I believe a change sticks when it melt into the company’s culture. At week 71, I tried to hold town hall meetings to make the last 4 people adopt but I failed. At week 73, I revise reward system to stimulate them and success at week 85. It took me 85 weeks to successfully convince all 20 managers to adopt this change, less than 96 weeks, so I think I’m a qualified change agent. However, I also take a lot of invalid actions and wasted a lot of time, so I’m not that efficient. If I can do it all over again, I will begin with private interviews, and avoid the invalid actions (though I still have no idea why some of these actions have no affect on any managers), and I will take the relationship network in to consideration when I make choice. I’m sure the result would be much better. This change management simulation and readings of 5 articles taught me a lot as a change agent in a company. First of all, I find that making a change happen is much more difficult than I thought, we all want benefits of change, but we are afraid of failure, so we prefer to stand at the comfortable position and refuse to move forward. As a change agent, I much help others to overcome these difficulties. To do that, I must understand the heart of change first. People will not be changed by what they are told, they can only be changed by what they believe, so I must find a right way to make them believe in this change initiative. And there are 8 steps I learned and used in this simulation. First is to create a sense of urgency, in the simulation I conducted private interviews with every one of 19 managers, trying to make them have this feeling of urgency. Second is to form a guiding team, in the simulation, I tried to approach those who are positive about this change first, and then pulled some of them as a guiding team. Then creating clear, simple visions and strategies. And the fourth one is to communicate the visions through simple messages, e-mail is a good way of communication in the simulation, but first I need to make them read and think about the e-mail I sent. The fifth is to empower people by removing obstacles to the vision, like providing internal and external skill-building in the simulation. The sixth one is to create short-term win, like conducting pilot project in the simulation, and this made people be more faithful about this change project and may change the resister’s mind. The seventh one is to maintain momentum, this is achieved by revise the reward system that encourage people to change in the simulation. The last one is to make change stick, and the best way to do that is to make this changed value be a part of culture of companies, like restructuring organization in simulation. I did the change management simulation as the CEO of the company, so the high authority in the company and good credit among the employees help me a lot to success. I think there would be more challenge if I were just a normal manager in the company.

Over Coming Fear

General Purpose: To inform Specific Purpose: To inform my audience of the five characteristics that enable Marines to overcome fear. Central Idea: There are five characteristics of the Marine Corps that help Marines overcome fears. Introduction: Many Marines do not like to admit when they are scared. Some don’t ever show emotion. But everyone gets scared at some point in their life. It could be something as simple as getting a passing grade on a test or assignment. It could be as extreme as being part of an elite squad of ground pounding Marines who are getting ready to kick in doors or go in to rescue a sniper squad that has been pinned down by enemy fire. How do you think you would feel? Scared? Maybe a little intimidated? Heart racing maybe? Today I am going to inform you about the Marine Corps Principles for overcoming fear. I will describe and identify for you, the five characteristics that enable Marines to overcome fear every day. Those virtues are discipline, motivation, Esprit de Corps, morale, and proficiency. Discipline over the years has acquired at least three different meanings: punishment, obedience, and self-control. 1 Have you ever been in a situation that you knew you were doing something wrong, but you decided to do it anyway? Did you ever hear that little voice in the back of your head asking you â€Å"What if you get caught? What will this do for your future if you do get caught? † Military discipline is no different than that of any major sport, or at a university academically. If you do something that disrupts the good order of the system, there will be repercussions. There are several forms of punishment in the U. S. Marine Corps, ranging from an informal counseling to being dishonorably discharged for your actions. Obedience among military personnel is a result of the training that they have received throughout their careers. You do not want to become blindly obedient and closed minded in the Marine Corps. Doing such may result in the carrying out of improper or illegal orders. 2 True obedience implies exercising discipline as an active thinking participant and using proper judgment to determine if a situation is justified. Self-control is doing what is right even when no one is watching. You need to be able to control your emotions in situations that may cause a normal individual to panic. Fear is the enemy of discipline. 3 Using self-control will allow you to harness your fear and channel that emotion towards accomplishing the mission at hand. * Transition: Along with discipline, proficiency as a Marine is required for any member of the Marine Corps to accomplish their specific tasks. Proficiency is defined as the technical, tactical and physical ability of the individuals in a unit to accomplish a given mission. Being proficient in your MOS is to know what to do; how to do it the right way; and knowing how to solve a situation should a problem arise. Being proficient as a Marine, involves showing that you can accomplish the basic operating procedures required. Transition: Being proficient in your job as a Marine rifleman as well as your MOS, can give you the motivation to go above and beyond what is expected of you. Motivation can be described as wanting to set and achieve the highest goals possible. Wanting to get a perfect score on a PFT is an example of wanting to uphold the high standards set by the Marine Corps. Using fear as motivation to accomplish your task is a perfect example of self-control. Transition: â€Å"They are faced with impossible odds, and I have no valid reason to substantiate it, but I have a feeling they will halt the enemy. I realize my expression of hope is unsound, but these Marines have the swagger, confidence, and hardness that must have been in Stonewall Jackson's Army of the Shenandoah. 4 Esprit de Corps is present when units show a degree of pride, vigor, and gumption. Have a strong competitive spirit with other Marines. Training with other Marines to better one another, shows competitiveness, cohesion, and helps you become more proficient as a Marine; enabling you to overcome your fear of any task or situation. Show pride in the history of the Corps and observe its many traditions. 1. Taking a walk through the National Museum of the Marine Corps and mmersing yourself in our history and learning about those that came before you can strengthen the esprit de corps within yourself. 2. Observation of traditions such as the Marine Corps birthday shows your recognition of the important role Marines have played in forming the United States of America into the country it is today. Transition: While esprit de corps shows the enthusiasm the unit expresses for the Marine Corps, morale depends on a Marines attitude towards everything that affects them. Morale is an individual’s state of mind. High morale gives the Marine a feeling of confidence and well-being that enables them to face hardship with courage, endurance, and determination. 6 Indicators of morale can be either positive or negative Personal appearance and hygiene. Motivation during training. A request for transfer. The usage and abuse of drugs and alcohol. 7 Summary: By demonstrating these five aspects which are; discipline, motivation, esprit de corps, morale, and proficiency, you are showing yourself and others how to overcome the obstacle of fear. As a Marine you need to be able to lead others while being able to control your fear. By channeling your emotions, you will find it easier to accomplish the mission at hand. Fear is not an option; it is a crutch the weak use to lean upon. We as Marines are not weak. References: 1. MCRP 6-11b W_CH 1 Marine Corps Values A User's Guide for discussion leaders. Apendix E page 15-45 Foundations of leadership. paragraph one. 2. MCRP 6-11b W_CH 1 Marine Corps Values A User's Guide for discussion leaders. Apendix E page 15-45 Foundations of leadership. paragraph two 3. MCRP 6-11b W_CH 1 Marine Corps Values A User's Guide for discussion leaders. Apendix E page 15-46 Foundations of leadership. paragraph one 4. MCRP 6-11b W_CH 1 Marine Corps Values A User's Guide for discussion leaders. this kind of war, t. r. Fehrenback page 12-37 5. MCRP 6-11b W_CH 1 Marine Corps Values A User's Guide for discussion leaders. page 21-36 paragraph two 6. MCRP 6-11b W_CH 1 Marine Corps Values A User's Guide for discussion leaders. page 15-8 subparagraph A 7. MCRP 6-11b W_CH 1 Marine Corps Values A User's Guide for discussion leaders. page 15-8 paragraph 2