The way that Islam shapes the human mind, devotional deeds, prayer, ritualistic washings, reading and transmitting hadiths has the most direct impact on human development in the Islamic World. In Math and Science wealthy children from Islamic Nations trail the rest of the world. With young populations, they will be unable to compete with West, Latin, and East Asian Companies for Jobs and Economic Competition. The way they chose to spend their time, indoctrinating children rather than educating them to be the next generation of creative thinkers is the fundamental reason Muslims will never be as strong or developed as the West. Moreover, as Islam encourages women to stay home and take care of the family, Islam self selects 50 percent of its future scientists, physicists, and engineers to be home makers instead of producing. The point is – Muslim people can only blame themselves for this failure. Now they know better. They must chose to let their religion keep them in chains, or let free thinking and propers use of their time elevate them in life. TIMSS Official Website http://timssandpirls.bc.edu/TIMSS2007/index.html TIMSS Participating Countries
http://timssandpirls.bc.edu/TIMSS2007/countries.html
Official Data by Country- PDF
http://nces.ed.gov/pubs2009/2009001.pdf Nobel Prize http://nobelprize.org/
Duration : 0:6:41
Read the rest of this entry »
Mirrored From (NaomiChambers): http://www.youtube.com/user/NaomiChambers
The way that Islam shapes the human mind, devotional deeds, prayer, ritualistic washings, reading and transmitting hadiths has the most direct impact on human development in the Islamic World. In Math and Science wealthy children from Islamic Nations trail the rest of the world. With young populations, they will be unable to compete with West, Latin, and East Asian Companies for Jobs and Economic Competition. The way they chose to spend their time, indoctrinating children rather than educating them to be the next generation of creative thinkers is the fundamental reason Muslims will never be as strong or developed as the West. Moreover, as Islam encourages women to stay home and take care of the family, Islam self selects 50 percent of its future scientists, physicists, and engineers to be home makers instead of producing. The point is – Muslim people can only blame themselves for this failure. Now they know better. They must chose to let their religion keep them in chains, or let free thinking and propers use of their time elevate them in life. TIMSS Official Website http://timssandpirls.bc.edu/TIMSS2007/index.html TIMSS Participating Countries
http://timssandpirls.bc.edu/TIMSS2007/countries.html
Official Data by Country- PDF
Duration : 0:6:41
Read the rest of this entry »
* Chair: Young-Chul Chang, Professor, Kyung Hee University,Korea
* Speaker:
- Gary Mathews, Director, Investors in People, UK
- Harnek Singh, Vice President & Director, Singapore Technologies Engineering Ltd., Singapore
- Liu Zheng Rong, Senior Vice President, HR of LANXESS AG, Germany
- Duck-Jin Lee, Vice President, Yuhan-Kimberly, Korea
- Young-Hyun Lee, Senior Research Fellow, Korea Research Institute for Vocational Education and Training, Korea
* Description :
The skills, knowledge and expertise of workers determine organizations’ competitive advantage. Every organization is challenged by the pace of change, technological advances, shortening product life-cycles, and changing customer expectations. Human resources can make the difference among organizations with the same access to equipment, technology and facilities.
The HRD certification system is a straightforward, proven framework for delivering business improvement through people. It offers organizations a systematic process to review their human resources practices, develop staff and improve training effectiveness.
Investors in People Standard (Investors in people UK) is the scheme of the UK and the People Developer is Singapore’s quality standard for human resource development. Best HRD (Best Human Resources Developers) is a new attempt being made by Korea to advance its people’s knowledge, skills, attitude, and creativity toward the enhancement of organizations’ capability.
Duration : 1:20:1
Read the rest of this entry »
Mirrored From (NaomiChambers): http://www.youtube.com/user/NaomiChambers
Systems of human organization change drastically over time. One of the biggest proofs we have of this, is how Democracy has changed. Ancient Greek democracy, δημοκρατία, has drastically changed and its true form does not exist anywhere on earth today. Only a small fragment of the Brand of δημοκρατία the Ancients practiced is used today. This video proves that they way people organize themselves do change – Drastically – over time.
This video is in response to mujtahid2006, a video entitled
Can the future Khilafah (Caliphate) accomodate non-muslims? The original video is about 14 minutes in length, therefore my response will be broken up into a few different video responses.
Debating with Muslims is a very tricky, and intellectually challenging. Abdulla is one of the more charasmatic voices on youtube Islam, which is the only reason make videos discussing the topics he has raised. The secret to debating with muslims is to first understand how they value public orators.
In the Islamic world, a person is a good orator if they speak well, uplift their audience, make them feel good, and create what appears to be logical connections. Sometimes they will play on words or concepts, make logical connections between them without fully understanding the differences between two different concepts. We have seen Zakir Naik do this on many occasions. Abdulla debates in many respects, like Zakir Naik. The way to hand it means taking a step back, looking critically at the argument and dissect their arguments component parts. Sometimes a logcal fallacy will come at you so fast you will not have time to see it, which is why I like to take it easy when responding to Muslims, and carefully dissect each point they make, the connections between their points, and analyze any logical fallacies which they use.
Please go to the following links to verify the information I have presented in this video.
First – Abdullas Original Video
http://www.youtube.com/watch?v=nbs3ZygNhfk
Ancient Greek Democracy Timeline
http://www.ancient-greece.us/democracy.html
Book Suggestion – Ancient Greece
http://www.questia.com/library/book/negotiating-democracy-transitions-from-authoritarian-rule-by-gretchen-casper-michelle-m-taylor.jsp
Women in Ancient Greece
http://www.ancient-greece.us/women.html
Slavery in Ancient Greece – Η δουλεία στην αρχαία Ελλάδα
http://www.crystalinks.com/greekslavery.html
Duration : 0:7:19
Read the rest of this entry »
Michael Ben-Eli \Ph.D is an international consultant on management and organization. His work has focused on strategy development, organizational design, sustainability, and change management. He graduated from the Architectural Association in London, received his Ph.D. from the Institute of Cybernetics at Brunel University, where he studied with Gordon Pask. He was a close associate of R. Buckminster Fuller, with whom he collaborated on a number of projects involving research on advanced structural systems and exploration of issues related to the management of technology and world resources for a sustainable future. Dr. Ben-Eli pioneered applications of Systems Thinking and Cybernetics in management and organization. Over the years he worked on synthesizing strategy issues in many parts of the world and in diverse institutional settings, ranging from small high technology firms to multinational enterprises, manufacturing companies, financial institutions, health care organizations, government agencies, NGOs, and international multilateral organizations. In recent years, he has been working primarily on issues related to sustainability and sustainable development. With a strong commitment to Fuller’s legacy, Michael refocused his mission to help inspire leaders in business, government, community, and youth accelerate a peaceful, world embracing transition to a sustainable future. He is founder of Sustainability Initiatives, a network of activities established recently in order to facilitate transition to sustainability practices, in both the public and private sectors. (less)
Michael Ben-Eli is an international consultant on management and organization.
Duration : 0:58:29
Read the rest of this entry »
Mirrored From (NaomiChambers): http://www.youtube.com/user/NaomiChambers
Fatalism is the crutch to human development in every country – rich or poor.
Wheresoever ye may be, death will overtake you, even though ye were in lofty towers. Yet if a happy thing befalleth them they say: This is from Allah; and if an evil thing befalleth them they say: This is of thy doing (O Muhammad). Say (unto them): All is from Allah. What is amiss with these people that they come not nigh to understand a happening? [Qur'an 4:78]
When a person decides that divine powers have ultimate control of their lives, then they stop taking responsibility for changing their own lives or improving their own situation. Muslim people are the greatest source in human development today. If only they put more emphasis on education rather than religion, they would be able to create great technology and market that science to non-muslim people.
If Muslims put an end to fatalism – even if this means keeping their religion or leaving their religion behind – they would be able to develop wealth within their own communities.
Duration : 0:5:0
Read the rest of this entry »
Session B.5: Going Global – The People Dimension of Organizational Transformation
*Speaker:
-Dick Kleinert, Principal, Deloitte
-Kent Lockhart, Director, Executive Development, The Walt Disney Company
-Young-Soon Kim, CEO, Credu
*Description:
New business and work force challenges are making HR and people issues more visible and important than ever. People-related challenges not technology, processes or strategy are often the most significant barriers to effective organizational transformation. This session will discuss global trends in structural transformation, related people and organizational challenges and some practical, proactive solutions to enhance organizational performance. Specific topics will include: Current global marketplace pressures (e.g., globalization, talent trends, increasing consumer power, and changing regulatory pressures), Related organizational transformation strategies (e.g., outsourcing, M&A, shared services), Associated human capital challenges and Pragmatic approaches to solving select challenges.
Duration : 1:33:21
Read the rest of this entry »
THE WORLD CAFE
Shaping Our Futures Through Conversations That Matter
by Juanita Brown and David Isaacs
Buy Book from Berrett-Koehler Publishers – http://tinyurl.com/3xcx2m
Visit Co-author Juanita’s Website – http://www.theworldcafe.com/
The World Cafe is a flexible, easy-to-use process for fostering collaborative dialogue, sharing mutual knowledge, and discovering new opportunities for action. Based on living systems thinking, this innovative approach creates dynamic networks of conversation that can catalyze an organization or community’s own collective intelligence around its most important questions.
Filled with stories of actual Cafe dialogues in business, education, government, and community organizations across the globe, this uniquely crafted book demonstrates how the World Cafe can be adapted to any setting or culture.
Duration : 0:3:13
Read the rest of this entry »
International Business Development: Applying Managerial Skills to Social, Environmental, and Health Care Problems
Sebastian Teunissen [Executive Director, Clausen Center for International Business and Policy, UC Berkeley]
Abstract:
Technological advances are helping to create new solutions for some of the gravest problems facing developing countries. Whether the objective is to improve living conditions, eradicate disease or fight poverty, technologies have shown gratifying results. The individual s involved are incredibly talented and dedicated engineers, scientists, doctors or educators. But, rarely, are they equally prepared to be managers of the organizations whose creation their innovations so frequently spark. All too often, the challenges of managing the organizations themselves diminish the effectiveness of the underlying solution. Our program has helped many such managers by developing business plans, marketing strategies or related projects that help to guide the organization towards its goals in a more efficient and cost effective manner. This presentation will describe a number of these projects, the challenges they faced and suggested solutions.
Biography:
Sebastian Teunissen is Adjunct professor at the Haas School of Business and Executive Director of the Clausen Center for International Business and Policy. He manages the International Business Development (IBD) Program and the Seminars in International Business Program at Haas. IBD sends teams of consultants to work on projects, for clients, throughout the world. Teams have worked in more than 67 countries to date.
Duration : 0:50:35
Read the rest of this entry »
Tom Tyler’s presentation “Strategies of Social Control: Motivating Rule Adherence in Organizational Settings” from the 2007 Project on Law and Mind Sciences (PLMS) Conference.
Recent examples of abuse of authority have occurred in two types of organizational settings: corporations and the armed forces. What strategies can be used to bring behavior in such settings into line with rules and policies about appropriate conduct? Dr. Tyler will talk about the value of self-regulatory approaches, examining whether they work and how to make them effective. He will illustrate his arguments using data collected in two contexts: in a multinational corporate bank and among agents of social control (e.g., police officers, federal agents, and infantry soldiers).
For more speaker videos and to find out more about this year’s conference, please visit the PLMS website.
PLMS
http://isites.harvard.edu:80/icb/icb.do?keyword=k13943&pageid=i…
The Situationist Blog
http://thesituationist.wordpress.com/
Tom Tyler’s Faculty Page
http://www.psych.nyu.edu/tyler/
Duration : 0:9:36
Read the rest of this entry »