Essay on Historical Truth - 1410 Words

Historical Truth Historical Truth? As a child sits through history class in the first grade, he or she learns of the relationship between Christopher Columbus and the Indians. This history lesson tells the children of the dependence each group had on each other. But as the children mature, the relations between the two groups began to change with their age. So the story that the teenagers are told is a gruesome one of savage killings and lying. When the teenagers learn of this, they themselves might want to do research on this subject to find out the truth. But as one searches, one finds the inconsistency between the research books. So the question is, who is telling the truth? Mary Louise Pratt and Jane Tompkins probe these†¦show more content†¦A â€Å"contact zone,† according to Pratt, is where two cultures â€Å"meet, clash, and grapple with each other†(625). â€Å"Ethnography† is a story where the superior writes about the inferior, while â€Å"autoethnography† is the opposit e, telling a story by the inferior about the superior. As the cultures clash, the winner gets to tell the story. The winner is usually the one who has the superior power. Pratt brings up this idea while she discusses two authors: de la Vega and Poma. De la Vega’s â€Å"ethnographic text† illustrates the relationship between the Incas and the Spanish during the conquering of the Inca’s land. On the other hand, Poma’s â€Å"autoethnographic text† on this historical account contains conflicting ideas. But both of these essays are sent to the king of Spain. Which essay is read by the king? For one, it is not Poma’s essay since it is [s]uch a text is heterogeneous on the reception end as well as the production end: it will read very differently to people in different positions in the contact zone...it deploys systems of meaning making, the letter necessarily means differently to bilingual Spanish-Quechua speakers and to monolingual speakers in either language (536) With such a language barrier between who Poma is trying to make contact with, the Spanish King, allows his letter to be lost. But de la Vega, who is a son of a Spanish official, writes his letter to the King of Spain. De la Vega also spoke Quechua, but â€Å" his book isShow MoreRelatedHistorical Truth of Gladiator2387 Words   |  10 Pagesdepiction of the Roman Empire in its Golden Age. Some of the tiniest details of this time period have been observed and recreated skillfully, yet some major issues have been completely altered or tweaked. Right from the opening scene one can view historical inaccuracies. First, there was no last great battle against the Germanic tribes the day before Marcus Aurelius death. However, a great battle was fought late in the campaign in 179 C.E., yet Marcus Aurelius did not die until the year 180 C.ERead MoreHistorical Significance and Leadership of Sojourner Truth1751 Words   |  8 PagesUnit 9 Final Project SS230-01, Historical Significance and Leadership of Sojourner Truth. Philip P. Conty Sunday, April 28, 2013 Kaplan University Prof. Christopher Powers Historical Significance and Leadership of Sojourner Truth. Since the early twentieth Century, Sojourner Truth has been rated by a number of studies as among the prominent African Americans who have contributed to the rich history of the United States. 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Historical materialism proposes that history is nothing more than the creation and evolution of society through man’s own evolution of consciousness. Society is driven by the economic forces man places on it and inevitably transforms into a higher state of society until it reaches its final stage, which Marx argues is communism. Most criticism stemsRead MoreAnalysis Of Ian Mcewan s Atonement1757 Words   |  8 Pageswidely accepted that historical or descriptive narratives produce knowledge, is the same true of fiction? Can fictional narratives such as novels produce knowledge, and if so, what kind? Consider this question in relation to Ian McEwan’s novel Atonement. It would be very difficult for anyone to find a person who stated that historical or descriptive narratives did not produce knowledge. Can the same thing be said for the genre of historical fiction? 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However, with the need for a fascinating story to sell to the audiences some of the historical fact is being obscured in the process, thus causing a lackRead MoreWhy Has Marxism Been Neglected For International Relations?977 Words   |  4 Pagesquestion arises as to what critical historical materialism means for world politics today: realistically, can its ideas from nearly a century and half ago, be applied to the partly conceived apolitical globalized world of today?3 Some writers have greatly criticized historical materialism in IR,6 with the perception of it being deterministic, reductionist, a version of historical teleology or simpl y Eurocentric. Even more serious are the charges that see historical materialism as being inherently ineptRead MoreThe Weight Of One Of The World s Most Dominant Religions1846 Words   |  8 Pagesputs pressure on the scholars of historical Jesus studies to find this truth, and potentially negate the world view of millions. 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That factory would become an asset on the left-handRead MoreJesus Origins Of The Christian Faith1023 Words   |  5 Pages Beginning with an example of my problem in Jesus’ origins: it is universally accepted in the historical field that Jesus had siblings. An example of source text on this issue would be Mark 6: 1-6. All but one mainstream scholar would suggest that these are true siblings of Jesus, is in to say that they were born of both Mary and Joseph and were either older or younger siblings, or both.8 This of course is not compatible with the Catholic faith. To affirm older siblings of Jesus would be to deny

`` Sula `` Themes Of Racism And Sexism - 1657 Words

Name Teacher Class Date Word Count Racism and Sexism Throughout Toni Morrison’s novel, Sula, The two themes of racism and sexism are introduced. â€Å"The Bottom† is the African American society of which the novel is based off of. The town, itself, seems to even be a symbol of racism since it was only established because of an act of racism. The people in â€Å"The Bottom† are subjected to racism on a daily basis, however throughout the novel it becomes clear that even they because racist as well. The racism shown in the comments and actions characters of the novel allow the readers to infer the reason why the town folks, themselves have become similar to the racists they hate. It can be looked as a technique used to survive the harsh and traumatic events that happen in their lives, which is why the racism is still present even at the end of the novel. Nel Wright and Sula peace are the two main characters of the book. Both are African American females who are subjected to racism and sexism because of their gender a nd race. In the novel, both women are described as complete opposites, which is shown through their friendship. Their friendship is described, because of their differences, to be the perfect balance. In the balance, Nel is depicted as the â€Å"good† character since by social norms she is perfect. This is shown through her life choices such as being a mother and a submissive housewife. Sula, on the other hand is far from the norms of her town. Throughout the novel, SulaShow MoreRelatedEssay on Sula1337 Words   |  6 Pages Robert Allen English October 28, 2014 Throughout Toni Morrison’s Sula, racism and sexism are recurring themes that are deeply explored and illuminated throughout the novel. The novels’ two main characters Nell and Sula are not only women living in a patriarchal world, they are also African American, which further exposes them to mistreatment and pre-determined societal roles. African Americans during the 1920’s were experiencing great social injustices and mistreatment, along with the likesRead MoreEssay on Racism and Sexism in Toni Morrisons Sula1600 Words   |  7 PagesRacism and Sexism in Toni Morrisons Sula Racism and sexism are both themes that are developed throughout the novel Sula, by Toni Morrison. The book is based around the black community of The Bottom, which itself was established on a racist act. Later the characters in this town become racist as well. This internalized racism that develops may well be a survival tactic developed by the people over years, which still exists even at the end of the novel. The two main characters of thisRead MoreRacism By Toni Morrison Analysis982 Words   |  4 PagesThe noble laureate winning author Toni Morrison comments that â€Å"racism hurts in a very personal way† (Bouson 103). This might be a hint towards the long term generational consequences that racism causes. Having the entire future generation jeopardized by the concept of racism is indeed a pain that will hurt anyone who has love for his/her community. Morrison believes that the lives and relationships of people are affected by racism as she remarks â€Å"Because of it, people do all sorts of things in theirRead Morestudy on toni morrison Essay2402 Words   |  10 PagesThe Bluest Eye in the Norton Anthology of Women’s Literature notably demonstrates that â€Å"Toni Morrison has entered the canon.†2 Her place as an important American writer is validated. Toni Morrison is the author of six novels, The Bluest Eye (1970), Sula (1973), Song of Solomon (1977), Tar Baby (1981), Beloved (1987) and Jazz (1992). Through her novels, Toni Morrison scrutinizes the predicaments of black people who must fight the inferior social and economic status in a â€Å"genderized† and â€Å"racialized†Read MoreBlack Naturalism and Toni Morrison: the Journey Away from Self-Love in the Bluest Eye8144 Words   |  33 Pagesmenacing force that attempts to reduce Min to a whispering shadow and to twist Jones into a crazed wolf who has lived in basements too long; for Petty, filthy tenement-lined streets such as these are more than symbols of oppression, inequality and racism--they are the instruments themselves. Does this mean that by focusing on the influences of environment in literature we are labeling our main characters helpless victims? Absolutely not. In The Street Lutie Johnson fights the ghetto with a determinationRead MoreCalculus Oaper13589 Words   |  55 Pagesby force is an immense step to take if you consider yourself freely and innately heterosexual. Yet the failure to examine heterosexuality as an institution is like failing to admit that the economic system called capitalism or the caste system of racism is maintained by a variety of forces, including both physical violence and false consciousness.   To take the step of questioning heterosexuality as a preference or choice for women--and to do the intellectual and emotional work that follows--will

The Cultural Diversity Phenomenon In Organisations

Question: A comparison of about 3 corporations to compare, contrast and analyze their Diversity practices? You'd have to cite the sources from our class to support your analysis.? Answer: Introduction The terms of diversity and diversity practices are very important to the sustenance of an organisation. It is the specification that is utilised by the organisations to maintain a highly differentiated group of employees and suppliers. Also, to keep a diverse organisation means to manage and retain people from different background, ethnicity, education, religion, gender, age, sexual orientation. The more diverse a workplace is the more chances of innovation, excellence and new ideas of business being conducted. Hence, the report makes a study of the diversity practices prevalent in the three major corporations of UK. Also, a comparison, contrast and analysis are conducted on the same. The three major companies thus chosen are Sainsbury, British Airways and HSBC. Diversity Practices Today organisations have realized the need and power of diversity. The numerous researchers conducted shows that valuing diversity has led to a higher profits and much larger business success. It is seen that despite some significant and crucial obstacles as well as issues the companies have kept their diversity programs intact to sustain their brand image and ensure business growth and productivity. Sainsbury- It is one of the largest retail chains in the country with a huge customer base. The diversity vision of the company is to be the most inclusive retailer in the country. The inclusion factor means to include a diverse people in the workforce strategically. The company achieves its market goals, by recruiting, training, retaining and developing a very diverse and talented people in its workforce. The four board sponsors lead the diversity strategy of the company. The company has taken active steps to support the women as well as the disabled. The company also enjoys being the champions of race opportunity with a workforce of 10% employees falling in the Black Asian Minority Ethnic group. The You Can segment a new opportunity to discuss the issues and the aspirations of the employees. Finally, the Paralympics commitment undertaken by the company is to include employees with disability. Thus, the diversity practices of the company are nationally as well as internationally acclaimed. There are more than 30,000 people recruited by the company to practice diversity and inclusion. British Airways- The global airline company is known for its efficient services and traditional flights. It carries people from different nationalities, religions, cultures and sexual orientation and hence, it is necessary for the company to promote and understand diversity. For the company, the process of recruiting talent is based on the strong and supportive principles of diversity and inclusion. The company believes in providing fair treatment and equal opportunities to its candidates, and the selection is done only on the basis of merit. The company is also a member of the UK government's Two Ticks Scheme that ensures that the company will effectively employ, retain and develop the disabled people. Also, the company has some LGBT societies among them. The British Airways workforce is highly diverse and is based on a culture of mutual respect. The idea is realised the diverse workforce and create an inclusive environment by providing the customer with a sense of value. Hence, the inclusion is segmented into groups of customers with reduced mobility, Ethnically Diverse Network, Faith groups, gender equality and LGBT community. HSBC- The famous international British bank believes that diversity and inclusion mean strength. The diverse workforce to be the world leading international bank and the needs of the diverse workforce are the driving force behind the competitive advantage and a sustainable and secure future. The contributions of each customer, employee and supplier are considered important by the company. The components of the diversity and inclusion strategy include the values of being dependable, open to new ideas and cultures, connection with customers, community regulators and so on. Hence, the company has embedded the Employee Resource Groups and Diversity Councils to undertake the activities. Thus, the company means to leverage the individual talents to gain unique and distinctive insights into the leading growth . Thus, while comparing the three corporations, it could be seen that Sainsbury is the most successfully and well-integrated company that has already attained many accolades through its diversity practices. HSBC follows behind to succeed in a highly competitive market with certain competitive advantages. Finally, the British Airways has only started implementing those programs and thus must be monitored properly. Diversity in Recruitment and Training Diversity should be included in the leadership scenario of the companies to understand the needs and requirements of the companies. The first and the most important function of an organisation are conducting a proper diverse inclusion program to gather the best talents. Hence while, Sainsbury is more focused on recruiting the disabled and women into their teams, the other two companies of British Airways and HSBC has promoted gender equality and uphold rights for the LGBT community. One of the most negative impacts on the diversity practices of Sainsbury occurred when an employee showed disrespect for homosexual couples. Thus, there is need of proper criteria for the recruitment procedure. Their recruitment procedure is not restricted to the special cases or causes. It is particularly seen that the recruiting and selection procedure at British Airways is focused on individual merit than any other social obligations and thus strictly adheres to the code. The strategic policy of HSBC has been based on a diverse culture. It is the different cultural background that will help the company get access to broad consumer insight. Their strategic priorities are embedding and inclusion of diverse cultural values and practices, changing of the biases and unconscious beliefs and feelings harboured by the people, championing diversity among the employees and the customers, maintain a very sustainable workforce and finally by providing a fair and accessible regulatory body to address the issues. The only segment where it lacks is in the number of women bankers in the corporation. Diversity in training and development The diversity practices will be only successfully when the workforce is on par with the company policies and strategy. Thus, it is most important to train and develop the very diverse workforce according to the corporate strategy. Also, it is difficult to maintain diverse employee, and there are many issues and conflicts of interest as well as preconceived notions that lead to some major obstacles in the functioning of the organisations. After the recruitment and selection of a diverse workforce, the British Airways have been more focused on training the people in a diverse work culture. This can also be due to the reasons that the Airline companies are largely dependent on customer service to customers of diverse backgrounds. The British Airways have put forth their program as putting the people first, and thus it needs the management of people giving the priority. The aim of the company is to build a high performing work culture that offer rewards on great performances. The company has recruited best talents at every level and provided them with a special culture to ensure that the people are feeling comfortable at work. The working strategy is fostered to develop Dignity and reduce harassment helping the people with diverse backgrounds to reach their full potential. The Dignity at Work strategy adopted by the company involves training, communications, and workshops conducted across the business. There are also onl ine courses to help the employees to learn and imbibe the core values. At Sainsbury, the training involves the teaching o the new trainees on organisational culture. The staff development section offers a performance development program that analyses the potential of the employees. The purpose of training at Sainsbury's is increasing the productivity and the profits to increase the profit. Also, this training program will make the workforce flexible and provide job satisfaction. The company also enables the workers to report any discrimination or harassment faced by the individuals. The HSBC culture defines Diversity as the heart of the business. The company also believes in professionalism, entrepreneurial spirit and the ethical business principles as a guide. The core values are the inclusion of the different ideas and cultures and various perspectives. The success of the bank lies within its connection between clients and communities. Thus, the company has developed an e-learning diversity training module to help the employees to understand the diverse information and knowledge. Also, the internal network groups and voluntary training program forms an inclusive environment to provide an unbiased and gender-balanced workforce. Finally with its footprints in eight different countries, the company recruits from around the nation to train and sustain a diverse workforce that it could boast of . Issues identified After a brief study and analysis so conducted on the diversity practices undertaken by the three different companies, the issues faced by the organisations or by the customers are identified and stated below: The diversity practices of the three different companies are not same and not balanced. The balance is lost in the internal structure of the organisation Sainsbury has earned accolades for being champion in the race of diversity but has also faced harsh criticism due to the inadequacies in the programs British Airways does not possess a proper retirement plan, and the selection procedure is not clearly defined. HSBC, despite its wide range of actions regarding diversity practices and the models of approach it has taken, there is a lack of women staff bankers that is raising questions about the Company's practices and the authenticity of the measures it has taken. Finally, there is no clear evaluation program defined to understand and measure the assessment of the extent to which the diversity program has been implemented and how much successful it is. Also, there is a marked difference in the three organisations, regarding the organisational objectives that are to be achieved through the diversity program. These objectives often defined the concentration segment of the Company's diversity practice. Recommendations Firstly, the companies should completely abide by the diversity practises suggested by the governmental structures. This will help the companies to manage easily and monitor their activities Next a code of conduct is to format that will be undertaken by the senior management and all the employees and must be followed strictly. This Code of conduct would be separate from the normal code of conduct and will only focus on diversity issues and diverse work culture Sainsbury must be able to imbibe the values it teaches to the workers and ensure that the value for diverse work culture is strictly followed by the individuals working in the organisation A proper plan, rules and regulations are to be defined by all the three companies so that all the diverse and minor groups are provided with equal opportunities HSBC must make sure their programs are so designed that it provides ample opportunities to recruit women and sustain them. Also, it must be ensured that a safe and appropriate environment is provided for the women employees An evaluation plan is to be formulated that will provide scope for assessing the benefit of the diversity practices and the extent to which the people have accepted it and has earned profit for the organisations Irrespective of the organisational goal and objectives, equal attention, must be given to all the segments of the diversity practices to enjoy a great work culture Conclusion Diversity means the difference in culture, ethnicity and demographics among the people in a workplace. The concept of inclusion is recruiting and maintains a diverse workforce. The concept of diversity is fraught with many implications and is thus paid critical attention by employers around the world. Special attention is given to diversity practices that deal with gender equality, LGBT community and the disabled. These issues are increasingly becoming some major factors that can make or mar and organisation. Hence, it is essential must be handled with proper training and care. This report makes a study of three major UK corporations of Sainsbury, British Airways and HSB. Three completely different industries are thus chosen, and the diversity practices are compared contrasted as well as analyse to understand the issues. Finally, the series of recommendations are suggested that will lead to the success of the companies discussed. References Achievers,. 'Culture Diversity Of HSBC'. N.p., 2015. Web. 25 Aug. 2015. Aytemiz Seymen, Oya. 'The Cultural Diversity Phenomenon In Organisations And Different Approaches For Effective Cultural Diversity Management: A Literary Review'.Cross Cultural Management13.4 (2006): 296-315. Web. Banks, Claretha H. 'Diffusion Of Innovation: Communicating To Improve Training And Employee Development'.IJSCM1.1/2 (2006): 143. Web. Britishairways.com,. 'BA Careers - Diversity And Inclusion'. N.p., 2015. Web. 25 Aug. 2015. Bucher, Richard D.Diversity Consciousness. [Place of publication not identified]: Prentice Hall, 2014. Print. Hsbc.com,. 'Learning And Development - Careers - HSBC Holdings Plc'. N.p., 2015. Web. 25 Aug. 2015. J-sainsbury.co.uk,. 'J Sainsbury Plc / Diversity And Inclusion'. N.p., 2015. Web. 25 Aug. 2015. Karatas-Ozkan, M. et al. 'Cross-Cultural Perspectives Of Diversity Within Family Businesses'.International Journal of Cross Cultural Management11.2 (2011): 107-111. Web. Klarsfeld, Alain.International Handbook On Diversity Management At Work. Cheltenham: Edward Elgar, 2010. Print. Mooney, Jonathan.The Short Bus. New York: H. Holt, 2007. Print. Nagayama Hall, Gordon C., and Gloria Gia Maramba. 'In Search Of Cultural Diversity: Recent Literature In Cross-Cultural And Ethnic Minority Psychology.'.Cultural Diversity Ethnic Minority Psychology7.1 (2001): 12-26. Web. OÃÅ'ˆzbilgin, Mustafa, and Ahu Tatli.Global Diversity Management. Basingstoke [England]: Palgrave Macmillan, 2008. Print. Randlesome, Collin. 'Diversity Of EuropS Business Cultures Under Threat?'.Cross Cultural Management9.2 (2002): 65-76. Web. Romanenko, Alena.Cultural Diversity Management In Organizations. Hamburg: Diplomica Verlag, 2012. Print. Sainsburys.jobs,. 'Diversity And Inclusion - Sainsbury's Jobs'. N.p., 2015. Web. 25 Aug. 2015. Saji, Beena S. 'Workforce Diversity, Temporal Dimensions And Team Performance'.Cross Cultural Management11.4 (2004): 40-59. Web. 'Special Issue On Cultural Diversity: Challenges And Opportunities In China'.Cross Cultural Management15.1 (2008): n. pag. Web. Aytemiz Seymen, Oya. 'The Cultural Diversity Phenomenon In Organisations And Different Approaches For Effective Cultural Diversity Management: A Literary Review'. Cross Cultural Management 13.4 (2006): 296-315. Web. Bucher, Richard D. Diversity Consciousness. [Place of publication not identified]: Prentice Hall, 2014. Print. J-sainsbury.co.uk,. 'J Sainsbury Plc / Diversity And Inclusion'. N.p., 2015. Web. 25 Aug. 2015. Britishairways.com,. 'BA Careers - Diversity And Inclusion'. N.p., 2015. Web. 25 Aug. 2015. 'Special Issue On Cultural Diversity: Challenges And Opportunities In China'. Cross Cultural Management 15.1 (2008): n. pag. Web. Achievers,. 'Culture Diversity Of HSBC'. N.p., 2015. Web. 25 Aug. 2015. Sainsburys.jobs,. 'Diversity And Inclusion - Sainsbury's Jobs'. N.p., 2015. Web. 25 Aug. 2015. Mooney, Jonathan. The Short Bus. New York: H. Holt, 2007. Print. Karatas-Ozkan, M. et al. 'Cross-Cultural Perspectives Of Diversity Within Family Businesses'. International Journal of Cross Cultural Management 11.2 (2011): 107-111. Web. Klarsfeld, Alain. International Handbook On Diversity Management At Work. Cheltenham: Edward Elgar, 2010. Print. Nagayama Hall, Gordon C., and Gloria Gia Maramba. 'In Search Of Cultural Diversity: Recent Literature In Cross-Cultural And Ethnic Minority Psychology.'. Cultural Diversity Ethnic Minority Psychology 7.1 (2001): 12-26. Web. Banks, Claretha H. 'Diffusion Of Innovation: Communicating To Improve Training And Employee Development'. IJSCM 1.1/2 (2006): 143. Web. Saji, Beena S. 'Workforce Diversity, Temporal Dimensions And Team Performance'. Cross Cultural Management 11.4 (2004): 40-59. Web. Hsbc.com,. 'Learning And Development - Careers - HSBC Holdings Plc'. N.p., 2015. Web. 25 Aug. 2015. OÃÅ'ˆzbilgin, Mustafa, and Ahu Tatli. Global Diversity Management. Basingstoke [England]: Palgrave Macmillan, 2008. Print. Randlesome, Collin. 'Diversity Of EuropS Business Cultures Under Threat?'. Cross Cultural Management 9.2 (2002): 65-76. Web. Romanenko, Alena. Cultural Diversity Management In Organizations. Hamburg: Diplomica Verlag, 2012. Print.

Presidential daily briefing

Introduction Presidential daily briefing (PDB) is a state of the art secretive document, which is produced daily for the president of the United States of America. It is the most classified document in the United States as it has intelligence information that is aimed at protecting the country from imminent terrorism attacks and promoting the welfare of its citizens and citizens of other countries as well. Presidential briefings date back to the year 1952 after the Second World War.Advertising We will write a custom research paper sample on Presidential daily briefing specifically for you for only $16.05 $11/page Learn More President Harry Truman’s administration formed the Central Intelligence Agency (CIA), which came up with the idea that the president needed to be briefed on a daily basis on classified intelligence matters that would help him in governing the country well. The first presidential intelligence briefing, which is known as Presiden t’s Intelligence Check List, occurred in the year 1961 courtesy of a CIA officer known as Richard Lehman. The name was later changed to presidential daily briefing in the year 1964 (Blanton 2008, p.28). Since then, the president receives a PDB on a daily basis, which informs him of new improvements warranting his response and in−depth analysis of sensitive international state of affairs. Apart from the president, other high-ranking government officials have authorized access to the PDB. They include the vice president, the White House chief of staff, the national security adviser, the director of central intelligence and other intelligence agencies, the secretaries of the state, treasury and defense, the chairman of the Joint Chiefs of Staff, and the deputy secretaries of state and defense finally the deputy national security adviser. Production of the presidential daily briefing In the preparation of the PDB, there is no formal coordination between the intelligence com munities though some of the contributions are given some considerations. Due to the classified information contained in the PDB, only few people with unquestionable integrity from CIA are involved in its preparation with the chief analyst and director at CIA being the publishers. The team mainly comprises the best-trained minds of the USA intelligence community to come up with the best intelligence information. The PDB is printed on a daily basis, apart from Sunday, â€Å"at the CIA headquarters printing plant in Virginia† (Blanton 2008, p.28). After the document is prepared, briefers, who are mainly experienced High-ranking analysts from the CIA’s Directorate of Intelligence, deliver the PDB to the respective recipient. Two presidential briefers deliver the PDB for the president; however, before the president is briefed, â€Å"the president’s briefer has to meet with the director of central intelligence when s/he arrives at the white house† (Helgerson 20 08, p.64). After that, the briefer briefs the president in the presence of the director of central intelligence. Issues that need further clarification are then brought back to the CIA headquarters by the briefer.Advertising Looking for research paper on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More For example, during one of the briefings, President Bush was concerned about a terrorist attack to the country and he asked the CIA briefer to come back with its assessment of Bin Laden’s intentions in the following morning briefing (Helgerson 2008, p.69). Other briefers assigned to different government officials also go ahead to deliver by hand the PDB, but in this case, the director of central intelligence is not present. As some of the officials may be travelling, a secure way of transmitting the document to them is used to thwart any attempts by hackers who may have unapproved access to the document. A copy of the PDB has to be returned to the briefer as all the copies are to be returned to the CIA headquarters for safekeeping. Public access to the presidential daily briefing Despite the fact that about 60 per cent of the articles enclosed in the president’s daily brief do not appear in the press at all, the members of the public have access to some classified information in the document. The other 40 per cent is easily accessible to the public as it can be found in news. Some of the presidents like Bill Clinton even questioned the importance of the classified information in the PDB as he had already read it from other sources. This aspect raises questions on the authenticity of the information that is gathered by the so-called experienced US intelligence officer to be presented to the head of state. The PDB may not be so secretive and this aspect can be proved by the August 6, 2001 President’s Daily Briefing Memo (Helgerson 2008, p.61). Before it was declassified two years later, most of the information it contained had been made public. Apart from this PDB, other documents from the government of President Johnson have been declassified and made available to the public without jeopardizing the national security of the country and this aspect further raises the question of the sensitivity of the PDB. Further declassification of PDBs by the national archives would have shown that the public already knew the information contained in the documents (Melton and Wallace 2009, p.88). The clarity of the items contained in the PDB is also another issue as in the case of the imminent threat to the United States by the terrorist group, which was led by Osama Bin Laden. The national security adviser, Condoleezza Rice, together with other top official officers complained that the PDB, which was supposed to contain intelligence information on the terrorist attacks, was not reliable as it contained scanty information. The result of this unreliability was the shockin g attack on September 11 2001 that led to the irreversible loss of lives and property worth billions of US dollars. This catastrophic event could have been easily avoided if the intelligence officers had carried out in-depth investigations on the issue.Advertising We will write a custom research paper sample on Presidential daily briefing specifically for you for only $16.05 $11/page Learn More Conclusion Notably, the presence of intelligence units like the CIA in the United States should not be taken granted, as they are very useful in providing intelligence that informs the president on international developments and security of the country. The CIA officers responsible for drafting the PDB should be chosen based on their performance and wealth of experience as intelligence is an exceptional mission on top of being very valuable in the proper running of a country. The PDB newspaper should be very relevant and interesting so that the recipients do not ignore reading it and this way, the CIA can use the feedback from the recipient to do a better job and avoid reproducing information that is already available in the news. An informed president will aid the country in averting crises like the September 11, 2001 surprise attacks. In addition, all the agencies involved with issues on intelligence, viz. defense department, military department, and state department should not withhold information on intelligence, as this move will help the CIA in preparing a detailed and comprehensive PDB newspaper for the benefit of the nation. Reference List Blanton, Thomas. 2004. Who’s Afraid of the PDB? Slate Magazine, 22 March. Helgerson, John. 2008. Getting to Know the President: CIA Briefings of Presidential Candidates 1952-1992. New York, NY: Center for the Study of Intelligence. Melton, Keith, and Robert Wallace. 2009. The Official CIA Manual of Trickery and  Deception. New York, NY: HarperCollins.Advertising Looking for research paper on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More This research paper on Presidential daily briefing was written and submitted by user Taraji Monroe to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.