Woman and Canadian Politics

Prior to 1921, men were the only members of the Canadian parliamentary system. With the first Canadian women being elected into the Canadian parliament in 1921, women have had the ability to participate and become elected into the House of Commons. Since then, Canadian women’s participation in the House of Commons has substantially increased from 1 female seat holder in 1921 to the present day 64 seats held by women. Although this increase is seemed as substantial, the debate about the underrepresentation of women in politics has been a central topic of debate by politicians, scholars and the general public in Canada. Although it is widely agreed that representation of women in the House of Commons needs to increase, there are two fundamentally different views regarding this underrepresentation; the explanatory perspective and the feminist perspective. The explanatory perspective argues that â€Å"political institutions should reflect the composition of civil society† , while the feminists perspective argues that, â€Å"since women offer unique perspectives, their exclusion from political power means that their needs, demands, and interests would currently not be echoed in the political arena. However, through the assessment of the definition of democracy, and the evaluation of the feminist’s arguments and explanatory perspectives, the relatively low number of women elected to the House of Commons does not mean the Canadian political system is insufficiently democratic. In order to understand the underrepresentation of women in the Canadian political system, democracy must be define d. According to Rand Dyke, the definition of democracy is, â€Å"a political system characterized by popular sovereignty, political equality, political freedom, and majority rule. Popular sovereignty and political equality entails that everyone eligible to vote has: a vote to participate in a final outcome, and an equal weighted vote. Political freedom involves equal opportunities and rights to all. Majority rule entails that when it comes to making a decision regarding differences in opinions, the larger number should win. Therefore, democracy suggests that there should be representation for all genders and race, everyone should enjoy the equal opportunities, and everyone has an equal say when it comes to choosing their representatives. Firstly, women hold approximately 20. 8 percent of the House of Commons in Canada. Although this is an underrepresentation of the women population in Canada, it is not undemocratic. Based on the definition of democracy as defined above, it is argued, and has been proven through the election of women into the House of Commons, that women have equal opportunity to become a member in the House of Commons. Out of the Canadian population of eligible voters, women approximately make up more then 50 percent of that population. With women holding the majority of the votes in Canada, and an equal vote, it is puzzling that there are complaints regarding unfair representation. The fact that women have equal right to men shows that the Canadian political system is democratic. Perhaps the underrepresentation is not due to flaws in Canadian democracy regarding electing females to the House of Commons, but individual wants regarding representation. Women’s traditional role in society has been to stay home and take care of children as they are seen as nurturing creatures. The ways politicians have been portrayed through the media are ruthless and powerful people. The portrayal of traditional roles of women verse politicians may be part of the reason the general public does not elect more into the House of Commons. Perhaps if women involved in politics became more involved with the media, to prove their authoritativeness, the general population would be more inclined to elect strong-willed, assertive women into the House of Commons. Secondly, feminists have argued that females vying for political nomination face challenges finding monetary support for their nomination and campaigns. Although women face this difficulty, men do as well. To accommodate the financial difficulty of competing nominees the 1974 Election Expenses Act was implemented, and in 2004 Bill C-24. The 1974 Election Expenses Act introduced restrictions to the amount that candidates and parties could spend on elections, as well as gave tax deductions to sponsors, and partial reimbursement to parties and candidates wining more than 15 percent of the vote. Bill C-24 introduced restrictions once again on sponsorship spending placing boundaries on who can sponsor and caps on how much can be sponsored, while giving parties subsidies for each vote they received in the last election. By placing these restrictions and caps on spending, the competition in the financial field became less of an issue. The facts that these barriers have been acknowledged and attempts have been made remedy these burdens, not only benefited women’s likelihood to get nominated, but made competing playing field equal. Candidates who did not find finance as a burden were restricted to a cap, therefore made it more likely that all candidates would have around the same amount of money to spend on their promotion. Both men and women have to go through the same nomination process to become a candidate for elections; whether they choose to pursue the legislative route is based on personal choice, not political inequality. Thirdly, feminists are concerned that the small numbers of women in the House of Commons means that women’s interests and needs are not being represented. However, this can be proven false through the fact that for a long time the Canadian politics has mostly been based on the brokerage system. The brokerage system theory suggests that since Canada has such a diverse population, in order for political parties to win elections, they must appeal to the masses. Since Canada follows the brokerage system, it is suggested that everyone will receive representation in the Government because political parties have compromised in order to gain their support. One of the ways the Canadian political parties have gained more support by women was by bringing more into their party. Since 1921 women candidates in parties have increased from 4 female candidates to present day 380 female candidates. The increase shows that parties are accepting women in as candidates, in hopes to better accommodate women’s wants and needs; however, the general population is not voting them in. Not only does it allow from more female candidates, but it makes it easier for Feminists to belong to a political party. However, more feminists in the House of Commons may not be the best strategy for meeting needs, demands and interests of women. Women rather vote for â€Å"women as women† rather then feminists. Finally, although the underrepresentation of women in the House of Commons does not mean that the Canadian political system is insufficiently democratic, it does need to be improved. Some solutions suggested to improve this underrepresentation is to look at the how seats get distributed, quotas, and greater promotion for women in politics. Canada bases their government off of single member plurality. Single member plurality means that the candidate that wins the most votes wins a seat in the House of Commons no matter how marginal their victory is. This â€Å"first-past-the-post† technique leaves parties completely unrepresented, including women, when there is support for them. A suggestion to remedy underrepresentation is to implement a mixed member system. A mixed member would entail that a portion of the seats in the House of Commons is elected by the â€Å"first-past-the-post† system, and the remainder of the seats are chosen based on proportional representation. Another suggestion is to place quotas on parties as to a specific percentage of women must be elected. Countries such as Costa Rica, Argentina and Belgium have legal quotas as to percentage of women elected. A further suggestion would be to create greater publicity to promote women’s involvement in politics. Promoting interest in politics may trigger more women to get involved in politics, therefore possibly increasing the number of female candidates. Through some of these suggestions, female representation in the House of Commons may increase; however, this will take time. Underrepresentation of women in the House of Commons is a problem in the Canadian political system which does need to be addressed and remedied. However, this issue did not result because Canada’s politic system is undemocratic. Through the dissection of the definition of democracy, it was proven that both women and men are equally liable to be elected into the House of Commons. Through the assessment of the feminist argument that women have greater monetary burdens, it was proven that competition for nomination and candidacy has been regulated through Bill C-24 and the Election Expenses Act to assure expense equality. And the fact that the Canadian government has been based on the brokerage theory system suggests that political parties would want women to be elected therefore making their party more appealing to the masses. Although the number of women in the House of Commons has grown significantly, females are still underrepresented due to then general public’s decision not due to undemocratic functioning’s. Steps need to be taken to increase female interest in politics and the single member plurality system needs to be re-assessed to make female representation in the House of Commons more representative of its population. Bibliography Cool, Julie. Women in Parliament. [cited 1 November 2006] Available from http://dsp-psd. pwgsc. gc. ca/Collection-R/LoPBdP/PRB-e/PRB0562-e. pdf Dyck, Rand. Canadian Politics: Critical Approaches. th ed. Scarborough: Nelson, 2004. Government of Canada. Population by Age and Sex Group. [cited 1 November 2006] Available from http://www40. statcan. ca/l01/cst01/demo10a. htm Heard, Andrew. Elections: Women Candidates in Canadian Elections 1921 – 2006. [cited 1 November 2006] Available from http://www. sfu. ca/~aheard/elections/women-elected. html Trembla y, Manon. â€Å"Do Female MPs Substantively Represent Women? A Study of Legislative Behaviour in Canada's 35th Parliament. † Canadian Journal of Political Science / Revue canadienne de science politique 31, no. 3 (1998): 435-465. Tremblay, Manon, and Rejean Pelletier. â€Å"More Feminists Or More Women? Descriptive and Substantive Representations of Women in the 1997 Canadian Federal Elections. † International Political Science Review / Revue internationale de science politique 21, no. 4, Women, Citizenship, and Representation. Femmes, citoyennete et representation (2000): 381-405. Young, Lisa. â€Å"Fulfilling the Mandate of Difference: Women in the Canadian House of Commons. † In the Presence of Women: Representation in Canadian Government. Ed. Jane Arscott, Linda Trimble. Toronto: Harcourt Brace & Company Canada Ltd, 1997.

Developing Critical Thinking

Be able to critically assess own beliefs, attitudes and value systems THE DIFFERENCE BETWEEN BELIEFS, VALUE AND ATTITUDES Beliefs, attitudes and values are three little words that have and make a massive impact on who we are as individuals, who we are as people, and even how the world is viewed by ourselves and others. A belief is something that individuals or groups think, such as believing in a god. Where a Value would be the living life in the ways a religion expects, this value will be made from the belief that the person or group has in their God.The attitude towards this would be the feelings, beliefs and behaviour tendencies towards this, for example praying, reading the holy book, towards others that do not believe or have a different set of morals or beliefs etc. Values To me a value is a principle, a standard or even certain qualities that individuals, people or even groups hold. These values/principles are one of if not the most important things. These values/principles he lp to guide us a people and individuals. By guide I mean how we live our lives, what we base our decisions on.A Value is usually produced via a belief. This belief would normally be related to worth of an idea or a particular type of behaviour. For example I see great value in always being polite, however somebody that has always got what they wanted or have had a different up bringing may not place very little or any value on being polite. These values can influence our decision making and often the support we give our clients. In a work or professional environment as individuals we should ensure that we do not try to influence our customers decisions based on our values.As individuals we build our values from various sources and life experiences, these can be influenced by family, friends, workplace, educational facilities, life events such as death, financial issues. Religion, music etc. You do also have dominant values; these values are normally widely shared amongst groups, com munities, religion or family. Although these dominant values are exactly that, the same dominant value may not be as important to another group or society. BeliefA belief as previously stated can help or lead to a specific value, these beliefs usually come from real life experiences, but as individuals we often forget the original experience is not the same as what is currently happening now. For example I Believe that Tottenham Hotspur is the best football team in the world, this is based on falling in love with the team in the early 1980’s. Realistically though over recent years Tottenham struggled even being in a relegation battle. This shows that there were at least 19 teams better than them. It does not however change my belief that they are the best football team.Our beliefs and values make a massive impact on our lives they can affect how we are perceived, they can affect the quality of our work and even impact on all our relationships family and friends. Rightly or wr ongly as individuals we all tend to believe that our beliefs are based on reality when actually in reality our beliefs are based on past experiences. Beliefs actually start to govern what and how we experience things such as watching a football game, or even working, these beliefs that we hold as individuals and groups though can make up part of our identity, who we are and how we live our lives and therefore are very important.Attitude Attitude we all have it, and we all claim to know someone with a bad attitude. What is an attitude whether it is good or bad or even indifferent. The word â€Å"attitude† can refer to a lasting feeling, belief and behaviour tendencies directed towards specific people, groups, ideas or even objects. An attitude tends to be a belief about something, it usually describes what we as individuals deem as being correct (positive) or incorrect (negative) way of doing something.For example my attitude towards people who steal is one of contempt is a ne gative attitude. As far as I am concerned I have no sympathy for them or remorse if they get caught. That said the thief maybe a first and one time offender and has other issues I do not know about so my attitude towards that is based on a very stereotypical generalisation, as it is something I would not do. However the fact that I would not do it shows that my attitude toward not stealing is a positive one.It is possible though that our own attitudes can be so strong that we become ignorant to other peoples values, opinions and needs. A strong attitude is often referred to as a value, where as an attitude with little significance or importance, are often described as opinions. Beliefs, values, attitudes and the impact on my behaviour. There are just several beliefs, Values and attitudes that I hold that impact on my behaviour, not just to the way I act towards my everyday tasks, but also the way I act around my team and my customers/clients and suppliers.The first is manners, I bel ieve that people should treat others the way they wish to be treated themselves, so regardless of the situation I am always polite, courteous and professional in my approach. The value I hold regarding customers and clients, they are king and without them there would be no us as a company. I believe my team are the most important factor within our branch, so they are consulted about any major decisions we implement, just because I think it is a great idea to change something doesn’t necessarily mean that it is, after all my branch and team is only as good as its weakest member.This sometimes can lead to be seen as a push over boss however my attitude to this is the work has to be done first and foremost, if it is not done correctly then I will speak to the people on a one to one and find out why, it may be that the individual needs a little extra training and therefore I have let them down by not ensuring they have the correct tools to do the job.That said if there is no reas onable explanation I will address the issue and deliver direct instructions, these will always be fair but very firm, again if everyone else is doing a task one way then everyone should do it too I am very big on Team work, and being part of a team. So depending on the situation my behaviour changes from nice get on with everybody, to almost a dictator if work isn’t being carried out correctly.I am never rude or impolite as I would not want to be treated that way, I listen to what others have to say before making a decision and where possible I will base a decision on others feedback as opposed to my own opinions, beliefs, attitudes or values. Be able to critically assess the validity of management theories in relation to own beliefs, attitudes and values. There are two management theories I find relevant to my role, the first of these is Maslow's hierarchy of needs.This theory was developed by Abraham Maslow in the 1940’s -1950’s in the  USA, this theory is s till very much used today in understanding human motivations, any human motivation or lack of has an impact on the individuals attitudes, beliefs and values. The Maslow theory was originally a five stage model which is more than adequate for its purpose today and is still used by many. The current model can have as many as 8 stages and was developed by others based on Maslow’s work. It can be argued that the stages 6,7 and 8 of the current model were encapsulated in Maslow’s original model in stage 5, which is Self-actualisation. Maslow’s original model (5 stage model) Maslow theory pyramid graph from Wikpedia.comThis theory is relevant to my role as it helps to get an understanding of people’s behaviour varies, what motivates them, which can lead to letting me know what some of their beliefs and values are and even attitudes. For example if the individual perceives that they are being treated unfairly at home (Biological and Physiological Needs) the indi viduals attitude may be brought into the work place and they may not have the same values as myself and their attitude towards other members of the team, clients or even suppliers may change dramatically, which in turn effects the individuals behaviour.The self-actualisation is very useful for me in my role as it allows me to understand myself, If I am having a bad time at home, or things are not going the way I would like or people do not hold the same beliefs, values and attitudes as I do I take a step back and look at everything from a third persons point of view as it is not the teams, customers, suppliers fault my day is not going to plan, it allows me then to choose how I approach the day and to stand by my more positive beliefs, values and attitudes as opposed to the negative ones I may have been feeling.The other theory that I find relevant to my role is the psychological contract theory, it is shown below on a Vena diagram. PC= PSYCHOLOGICAL CONTRACT-hidden/unspoken, unwrit ten and takes into account relationship references (r) VC=VISIBLE CONTRACT-usually written, contractual agreement between parties, pay, hours, holidays etc. R=relationship between employee and market, and employer and market. This theory is fast becoming extremely relevant in the workplace regarding relationships with the workplace and even wider than that the human behaviour within a workplace.This theory was first recognised in the 1960’s, most notably by behavioural theorists Chris Argyris and Edgar Schein. The psychological contract theory usually refers to the relationship between an employer and its employees, and specifically concerns the mutual expectations of inputs and outcomes. These both have an effect on each individual’s beliefs, values and attitudes within the work place. The psychological contract theory is usually seen from the standpoint or feelings of employees, however for this to be fully appreciated it has to be understood by both parties.This the ory is basically the fairness or balance perceived by the employee, for example how the employee is treated by the employer and also what the employee puts into a job. Both of these ultimately show values, beliefs and the attitude of the employees but it also shows an insight into them for the employer, as the employer may believe that the way the employees are treated is fair but the employees see it as unfair.The way that this theory is understood and applied to our relationships, inside and outside of work essentially defines our humanity, for example, Respect, Compassion, Trust, Empathy, Fairness and Objectivity. This theory is relevant in my role as it allows me to understand what effect my actions as a manager/ employer have on the attitudes, beliefs and values of my employees or team. It allows me to assess my own beliefs, values and attitudes and decide if they are having a positive or negative effect on the team, customers/suppliers. MY BELIEFS, VALUES AND ATTITUDES IMPACT ON THE MASLOWS HIERACHY THEORY.My beliefs, values and attitudes impact on this theory in different ways the first stage of biological and psychological needs, my attitude towards these are varied, I believe that although all of these are important within peoples’ lives I believe that these should not be brought into work. I believe that if you have a crises then approach me and we can deal with it, however if it is down to a little row at home, or not getting the cuddles you require then these issues should not impact on your work, I believe these should stay at home.My attitude towards these is I keep my work and private lives separate. The next stage on this theory is the Safety needs; I believe that this is one of the most important areas within the workplace, ensuring that the employees, customers and the visitors to the site are always safe. My Attitude towards this is that these are a must and not a choice. My values, beliefs and attitude towards this stage make this a high priority than maybe another stage within the Maslow hierarchy theory.The next stage within this theory is the belongingness and loved stage, relationships outside and inside work. My belief is that everybody likes to be liked or loved. So I treat everybody the way I wish to be treated. My attitude towards this stage is that I want to be liked and loved and may leave me at times to being a little lenient on people or members of the team. The fourth stage of this theory is Esteem, this encapsulates, reputation, achievements etc. I believe that all of these need to be enhanced and that it can only be done by hard work.My attitude towards this stage is that I want to be the best at whatever I do so I strive to excel, so the impact I have with this stage is very goal driven to keep getting better and always enhancing my reputation by proving and showing what I am capable of. The final stage to this theory is the self-actualisation, my belief, values and attitude impact this stage th e most, because I always want to improve, I not only see this stage as a self-analysis on myself on how I can get better and how I can learn, but it also allows me to analyse myself and the effect that I have on the people around me.HOW SOMEONE ELSE MAY INTERPRET THE THEORY The beliefs, values and attitudes on others will be different to those I have and in turn they will interpret the Maslow hierarchy theory differently for example, the first stage could be seen as a reason to be grumpy with everyone at work because they did not get a cuddle at home before they left for work.The second stage on the theory is the safety needs, the beliefs, values and attitude towards this can vary massively, it can be age, experience related for example some people attitudes would be that it is not necessarily important as their attitude is I have been doing this job for twenty years and never had an accident, now they are trying to tell me how I should do my job etc.The third stage belongingness an d loved, the employee beliefs may be that they only come to work to earn money, they could interpret this stage as being a way to try a soften them up or even as a way for people to find out about their private etc. This would signify an attitude of distain (what’s it got to do with them) The fourth stage of this theory the esteem stage, with somebody who has different beliefs, values and attitudes different to mine may impact on this stage of the theory, by interpreting it as the way for progression within the company is who you know not what you know or how you do.Finally, the last stage of this theory the self-actualisation, somebody with a different beliefs values and attitudes to me may impact on this theory as a load of nonsense, they may have the attitude that they already know everything so they can’t grow anymore, this would make one of the most important stages in the Maslow Hierarchy theory irrelevant to a person with that belief, value or attitude.

Arthur Anderson' Management Case Study Example | Topics and Well Written Essays - 1250 words

Arthur Anderson' Management - Case Study Example In Arthur Anderson, the main legal issue was compliance with accounting rules and regulations influenced the company. The company organized its activities taking into account accounting standards and norms of reporting accepted by the state and federal agencies. (Arthur Andersen 2007). To operate without major disruptions, Arthur Anderson was in compliance with legal requirements, international, federal, state, and local. It developed, established, implemented, and policed a code of ethical and moral conduct for all members of its organization. The ethical issue involved fair treatment of clients and employees. On the corporate level, Arthur Anderson accepted policies and regulations determining decent incomes and working conditions. In the legal area the objective were simply to obey the law. If the company considers the law unfair, then it should make efforts to get the law modified or repealed, or it should attempt to get relief from certain sections of the law (Friedman 1970). If none of these options is available and the law is too restrictive, then the company must evaluate the possibility of changing its way of doing business or of moving to a new location where the law does not exist. This need for continuous top management and other levels of management participation and support in such programs is reinforced by four separate studies on establishing and implementing social responsibility programs (Ringle, 2002). For Arthur Anderson, establishing and implementing a program was not a simple process and required cont inued top management involvement (Friedman, 1970). Arthur Anderson stated that the stockholders deserved a reasonable return on their investments; the business had to stay competitive; and the community expected some form of support from the business. This was a balancing act that each business must evaluate for itself as a part of its total social responsibility commitment. Because many people perceived right and wrong from different angles, the objective of the company in the area of ethical and moral standards were to establish what it would and would not tolerate. Since not detecting or overlooking violations weakened the fear of punishment, a system of inspection was implemented and strict levels of punishment enforced for violation of the code. Great care was exercised in all of these areas (Ringle, 2002). Expenses for implementation and control could not get out of hand, and policing and enforcement could not be done in a way that adversely affected the attitudes or the creativity of the employees. In the area of philanthropic activity, where there was considerably more latitude of operations in how, when, where, and even if the company or division wanted to contribute money or other resources to "worthy causes," the firm deliberated about and resolved many questions prior to establishing fair and workable guidelines. When the course of action was decided upon, then detailed plans for necessary management activities were developed, such as basic tactics, sequences, and timing; organization; allocation of resources; staffing; directing and controlling; evaluation; and, if appropriate, provisions for recycling the project. The planning process was used to accomplish accounting initiatives, and any other stand-alone action with its

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HMLS 302 Case Study - Essay Example ers to drones as Unmanned Aerial Vehicles, UAV’s, which it claims will enhance the effective response to national and international matters such as disaster, homicide, terrorism, rescue operations, and various other situations that require an overhead surveillance approach, mostly in security (Homeland Security News Wire, 2012). The Bill signed into law by President Obama after Congress passed it in February 2012 requires of the military and security bodies to develop and fine-tune the not-so-common-now technology, referring to it as a necessary and significant step in advancing America’s aerial surveillance and security. In addition, the permission will extend to private and commercial UAV’s that will see them access the airspace above America which is currently ruled by manned aeroplanes. The explanation of this is that such measures will enhance the landings and take-offs of planes which currently rely on out of date and complex systems (Wagstaff, 2012). The following discussion will highlight the key controversies of this debate that circle within safety and privacy of the wider American population in regards to the UAV technology. It is unclear whether the debates arise from a foreshadowed implication that is likely to arise from the use of UAV’s or due to lacking knowledge regarding their handling and operation. It is however important to come to terms with what drones really are, how they operate and what their largest implications are likely to be. Commonly known as drones, these technological giants are referred to as Unmanned Aerial Vehicles or Remotely Piloted Air Systems by security bodies such as the Homeland Security Department. Unknown to many, drones have been in existence for a while, only that their use has been in small-scale discreet (military) operations such as hunting down and tracking wanted personnel in terrorist bases such as Pakistani. The original idea of creating drones was to use them in areas termed as difficult or too

The Armed Forces Essay Example | Topics and Well Written Essays - 750 words

The Armed Forces - Essay Example It was a professional field where individuals had the opportunity to save the lives of others without considering the effects that their actions may have on their personal life. Despite of my liking for the armed forces personnel, I never wanted to opt for this career. This was because of my own confused feelings with regard to this profession. Though I did believe that it was a position of authority and dignity to fight for your country in difficult times, I could not analyze the fact that how people could actually consider the lives of others to be more precious than their own lives. But I have understood now that it is with maturity and greater understanding of the world that a person understands the true meaning and essence of many important things in this world. My maternal uncle was working for the army of the United States and had been on the rank of sergeant major. I really looked forward to visiting him and asking him about his experiences. He had gone to many places across the world and his knowledge and experiences were very different from the other people I had ever met. He was not like the other members of my family. There was an air of authority and dignity when he was around. We respected him a lot and I used to enjoy asking him questions about the various occurrences in his life. I always wished to ask him about why he had opted for this profession as he was not home for most of the year. He missed important family events and occasions. I wanted to ask him that was his profession worth all the losses that he was facing. I wanted to know if it was worth the fact that he had not been present on the occasion of the birth of his first child. Despite of my desire, I could never raise these questions in front of him owing to his poise and his love for his profession. Time went by and even if my uncle was not home, they had a happy family. Everyone was really happy when he visited and brought with him gifts and shared his experiences with everyone. Eve ryone looked forward to his arrival and eagerly waited for him. Life is very unpredictable and these happy moments were not meant to last for long. The war in Afghanistan started in 2001 and my uncle was deployed in the country to participate in the war. It was a very sad farewell as the consequences of this war were not known. I had expected my uncle to be sad and reluctant but I was surprised to see that he was very happy and was confident as he always was. When he was about to leave, his daughter asked him if it was necessary to leave. He replied by telling her that he was going to fight for her and for their family. He told her that he was going to fight to make her future secure so that she could lead a happy life and that no one could harm their country and their family. His words had a very deep meaning and I was highly touched. He left to never return again as he lost his life in a suicide attack carried out on the armed forces by the militants in Afghanistan. Though he did not return, but his words left a great impact on me and my life. I realized the reason for his dignity and his confidence at all times. I also understood that he seemed to be different from others because he was not like the other people and his priority was the benefit of others. I did not opt for a career in the military but my thoughts with regard to the armed forces changed. All the questions in my mind were answered. If I would be capable enough, I would