The C7 (5.56 mm rifle) Research Paper Example | Topics and Well Written Essays - 1000 words

The C7 (5.56 mm rifle) - Research Paper Example Its is equipped with direct gas system, full length hammer forged barrel, and rotating bolt very much identical to the U.S made M16 assault rifle in internal parts. The C7 is currently being used by the military forces of Canada, Norway, Denmark, the Netherlands, Iceland, and the United Kingdom. In 2007, the Canadian military forces announced supporting the build-up capacity of Afghan National Army (ANA) with C7 rifles in the fight against terrorism. However, those 2500 rifles were later returned back, and M16s were preferably adopted by the ANA. This paper attempts to investigate the capabilities, specification and working of the C7 rifle. It also reflects on the durability, reliability and accuracy of the rifle for adoption in enemy combats. Discussion The rifle is capable of firing a single shot as well as more rounds per trigger. It possesses a structurally strong 51 cm long, cold hammer forged barrel designed for accuracy, consistency and durability. The operating rod is replaced by direct gas chamber to enhance the precision and reliability of the firing forces. The C7 is produced in two basic variations/configurations; C7A1 and C7A2. The former is a full length fixed stock battle rifle, whereas the later is an upgraded version with adjustable stock. The 5.56 x 45 mm NATO cartridge is designed for longer range combat capabilities. The rifle has a flat top that can be manufactured in Weaver rail or the Picatinny rail. A standard C7 rifle is illustrated in figure 01. Figure 01 The C7 Rifle Source: Colt Canada Corporation Website (www.coltcanada.com). 1 - 51 cm (20 inch) cold hammer forged barrel, 2 - Flash suppressor, 3 - Bayonet lug, 4 - TRI-AD 1TM MIL-STD-1913 accessory mount, 5 - Coloured furniture to break up weapon outline, 6 - Improved chamber and gas system, plus Elastomeric Receiver Retainer, 7 - Accepts all STANAG magazines, 8 - Integrated sight rail (Weaver or Picatinny), 9 - Optional ambidextrous controls, 10 - Single or double sided sling loop, 11 - Standard 4 position buttstock with no slip rubber butt pad (C7A2) or fixed buttstock (C7A1), 12 - Battery stowage pistol grip insert. The C7 rifle can be further divided into two main components; the upper receiver group and the lower receiver group as shown in figure 02. The upper receiver is attached to the barrel of the rifle and contains the bolt and the cocking handle. A rear sight is also mounted on the upper receiver. The trigger mechanism, pistol grip and the magazine opening are incorporated in the lower receiver group. There is also storage space for keeping of cleaning kit in the fiber-glass or wooden butt. A labeled description of all components is illustrated in figure 03. Figure 02 Major Components of C7 Source: Chief of the defense sta ff (1987). Figure 03 Labeled C7 Components Source: Chief of the defense staff (1987). The weapon is simple in designed for effective operations and easy maintenance. It is equipped with ambidextrous controls. The C7A1 variant can be mounted with traditional iron sights or the ELCAN C79 optical sight specifically designed for eye relief. Manufacturer claims that C7 rifle has commonality of 97% parts with other available models. The field and operational conditions are strictly considered while selecting the material. The rifle is 39.6 inches long with a fire rate of 800 rounds per minute. It has a 3.4x power optical sight with accuracy up to 400 m. The wide adoption of the C7 rifle by Canadian forces and other military units is for so long is indicative its effectiveness in the battle field. The C7A2 is modified model of the C7A1 improved for the Canadian forces deployed in the Afghanistan region. The improvements include the ambidextrous configuration of selector lever, magazine rel ease, and the charging handle latch.

Merger Of Mittal And Arcelor Steel Essay Example | Topics and Well Written Essays - 7250 words

Merger Of Mittal And Arcelor Steel - Essay Example Having reached the number one position in steel manufacturing and assessing the need to consolidate and to take advantage of the economies of scale, in January 2006, Lakshmi Nivas Mittal of Mittal Steel Netherlands took a historical decision to make an attempt to acquire the next biggest steel company Arcelor S.A. Having gone through the basics idea about the world steel industry and the rationale behind the Mittal Steel's decision to acquire the next ranking Arcelor S.A, this paper attempts to bring out an analytical review of the whole scheme of merger with respect to the effect of the merger from the point of view of the investors, the appreciation in their holdings, reasoning behind the merger from the point of view of Mittal Steel as well as Arcelor S.A. The paper also studies the role played by Severstal, the Russian Steel major in the merger deal. With the advent of globalization the large companies have broken their geographical barriers and this has resulted in the cross border mergers and acquisitions of bigger companies. Especially in Europe the purchases by way of takeovers of companies had been at $ 418 billion whereas it was only $ 211 billion for the American companies in the first quarter of the year 2006. This includes the fierce battle of the hostile takeover by Netherlands based Mittal Steel of Luxembourg based Arcelor. This hostile bidThis hostile bid for takeover was put forth by Mittal Steel to Arcelor for taking over the latter at a consideration of US $ 22.4 billion and this bid was made on the 27th January 2006. This takeover once completed would result in an aggregate sale of seventy billion US dollars and ten percent of the world steel production. This also means that the combined production of the new company would be three times more than that of the closest competitor Nippon Steel Corporation of Japan. After the merger the new entity would provide employment for 320,000 people. The operations of the new company would spread over four continents of the world. The company would also expand its market to the United States where there is a high potential for growth. This would also entail the new company commendable bargaining power and economies of scale. From the following table, one can observe the size and magnitude of the takeover bid made by Mittal Steel Source: The Hindu. Business Line Newspaper Dated 1st February 2007 3.0 A BACKGROUND: A brief background of the Buyer (Mittal Steel) and the Target (Arcelor S.A.) is presented below: Mittal Steel N.V: Head Quartered in Rotterdam/London 225,000 employees Steelmaking facilities in 16 countries Customers in 120 countries Shipped 49.2m tons in 2005 Revenues of $28.1bn in 2005 (Breaking News Article 2006) While production of steel of various kinds is the main activity, the Mittal Steel is presently operating in countries like United States, Mexico, Trinidad, Canada, Germany and France. Specialisation of Mittal

Assignment 5 Essay Example | Topics and Well Written Essays - 1250 words

Assignment 5 - Essay Example They appear different from another angle as the question based on qualitative research design focuses on multiple realities that can be constructed from different sources, unlike the other question that targets valid statistics. The news outlet shares the results of a study where two groups of teenagers are measured against two variables; tendency to carry weapons and tendency to carry none based on the amount of soft drinks drunk. The study focuses on the effects of nutrition on behavior. The outlet points out that the study does not establish whether soft drinks cause violence. The news outlet does well to focus on the facts realized from the study. It interprets the information right without signs of the misconception. I am conducting a research to examine females’ attitude towards engineering and the popular stereotype that engineering is a male career. I am concerned about the career choices made by learners based on gender. I plan to conduct interviews that will involve teachers, students, parents and other members of the society. If you agree to participate, I will ask you to fill out a questionnaire form regarding your dream. Moreover, I would need to know why you chose such careers, how your cultures affect such choices and your opinion on who fits in engineering as a career. If you do not want to contribute, there will be no consequence involved and your results will not be pretentious. Participation is voluntarily. You can withdraw midway if you want to. Your inconspicuousness will be secured. The author is concerned with the need to enhance spelling in young elementary children. Spalding instruction is based on a language art strategy that has a number of positive outcomes for the elementary students. It does provide sequential, multisensory guidance in spelling phonics and handwriting. Learners can diligently put points across in

Space Age Furniture Term Paper Example | Topics and Well Written Essays - 2750 words

Space Age Furniture - Term Paper Example 3079) which needs machining on a particular lathe equipment applied for the making of that special part only. Ed Szewczak, an able and experienced machinist is in charge of this special lathe machine. Once the lathe gets started it can run on its won without being attended by someone. However it is necessary for the machinist to be present during the operations of any machine, including the lathe. Recently it has become essential for Ed to opt for overtime in order to finish producing the part 3079 on time. Due to the increased overload, Ed has become unhappy and this news has been communicated to the operations manager, Coral Snodgrass. Coral has been finding solutions to solve the overtime issue. Recently the company started using an MRP system which has helped it in reducing the inventories and improving the timing of the deliveries. There are two different sub-assemblies where the part 3079 is used and the lathe machines are used for producing both the sub-assemblies of Saturn an d Gemini. Ed Szewczak is supposed to get a 50% additional payment for the overtime work. Thus the whole scenario has got certain advantages and certain disadvantages which when studied carefully provide a framework for the better functioning of the organization. Questions & Answers 1. ... Overtime is expensive and the variation between a profitable week and a losing week is represented by overtime. If the demand is constantly surpassing the facility, then Coral can consider either adding more employees or adding more facilities. While taking this step, he should attempt to improve the efficiency of the plant by eliminating waste and dropping bottlenecks. Whenever measures are taken to remove overtime, either by increasing capacity or improving efficiency, it is necessary to understand the consequence of such a step on the employees. As in this case the overtime is not consistent, therefore extreme measures are not required; however Coral should be conscious of when the overtime is taking place which will help him to recognize the grounds for overtime. There is an alternative way-out that can be applied instead of adding more people to the organization which is outsourcing the jobs and getting things done away from the workplace. This would of course incur more expense s but it would reduce the costs of material consumption, overhead costs, labor costs, electricity consumption and other related expenditures. Therefore in simple terms it can be concluded that Coral can either add more people to the company or add more machinery to the organization or a third option is there where he can include an additional shift between the regular shifts. These steps would be helpful in reducing the workload on Ed. 2. How would reducing the minimum quantity of subassemblies help? The Saturn and Gemini tables are made up of part 3079 which is exclusively manufactured by the lathe machine and the lathe machine is not used for any other purpose. Also the part

Vivienne Westwood Designer Report Essay Example for Free

Vivienne Westwood Designer Report Essay Vivienne Westwood, born on April 8 1941 is a British fashion Designer and businesswoman, largely responsible for bringing modern punk and new wave fashions into the mainstream. (Price) Westwood was born Vivienne Isabel Swire in the village of Tintwistle Derbyshire, daughter of Gordon Swire and Dora Swire. At age 17, Vivienne and her family moved to Harrow, London. She studied at the Harrow School of Art University of Westminster, taking fashion and silversmithing but she left after one term saying, â€Å"I didn’t know how a working class girl like me could possibly make a living in the art world. After taking a job in a factory and studying at a teacher training college, she became a primary school teacher. During this period, she also created her own jewelry which she would sell at a stall on Portobello Road in London (Susannah) In 1961 at age 20, Vivienne Swire met Derek Westwood, a Hoover factory apprentice in Harrow. They married in July 1962 and Vivienne made her own wedding dress for the ceremony. Vivienne and Derek’s marriage lasted three years with Vivienne continuing to teach while making jewelry. At around this time she met Malcolm McLaren (Susannah) When she met Malcolm McLaren, it signified the end of Westwoods marriage to Derek. Westwood and McLaren moved to a council flat in Clapham. Westwood continued to teach until 1971 when Malcolm decided to open a boutique at 430 Kings Road called Let It Rock (later known variously as Sex, Too Fast to Live Too Young to Die, and Seditionaries† and now Worlds Ends, where Westwood sells her Vivienne Westwood label clothing. Westwood created clothes which McLaren conceived, drawing inspiration from bikers, fetishists and prostitutes. During this period, McLaren became manager of the punk band Sex Pistols and subsequently the two garnered attention as the band wore Westwood and McLarens designs. Westwood was deeply interested in the punk fashion phenomenon of the 1970s, saying I was messianic about punk, seeing if one could put a spoke in the system in some way. (Alejandra) The punk style included BDSM fashion, bondage gear, safety pins, razor blades, bicycle or lavatory chains on clothing and spiked dog collars for jewelry, as well as outrageous make-up and hair. Essential design elements include the adoption of traditional elements of Scottish esign such as tartan fabric. In the 1980s, John Fairchild named the young Westwood one of the six most influential designers of our times in his fashion bible, the Womens Wear Daily. Her first catwalk show was presented in 1981, featuring the collaboration of Westwood and McLaren. The theme that year was Pirates. Since then, she has won British Designer of the Year three times. (The Design Museum) She dubbed the period 1981 to 1985, new romantic and 1988 -1991 The Pagan Years during which Vivienne’s heroes changed from punks and ragamuffins to ‘Tatler’ girls wearing clothes that parodied the upper class. The period from 1993 to 1999 she called Anglomania and from 2000 to the present – Exploration. Vivienne Westwood revolutionized fashion, and her impact can still be felt. Her clothes are full of historical references, particularly to the 17th and 18th century, which serve as an inexhaustible source of inspiration for her. In addition, with her own technique for draping and pattern cutting, Westwood creates clothes with a characteristic volume, continually amazing her public. As for her latest collection, the pieces continue to reveal her glam, rock and rebel spirit. More now than ever, the designer was also chosen by Disneyland Paris and Unicef (along with 24 other designers) to relook the fairy tale princesses. The most fortunate among us who dream of a haute couture princess gown will be able to procure Snow Whites dress by Vivienne Westwood. Vivienne Westwoods influence in her taste for the eccentric and the provocative can be found today at John Galliano, Alexander McQueen, Stella McCartney and even Viktor Rolf. These stylists attended the school of she who once declared, My secret? Always keep them guessing

Leadership at Nestle

Leadership at Nestle Leadership: â€Å"Leadership is the art of getting someone else to do something you want done because he wants to do it.† (Dwight D. Eisenhower).One more definition of leadership is getting things done by others. Leadership is an important phenomenon in the dimension of managing people because leadership is directly concerned with the styles, tools and techniques for getting things done through the other people. (Bass, 1991) Leadership can be meant different for different people in different environments and perspectives. Leadership may be political, religious, community or organizational, (DePree, 1990) the common thing among all of them is that leaders are responsible to provide guideline to whom they are charged with the responsibility to lead. The concept of leadership is emerged from the organized efforts and mostly related to the presence of organized and disciplined action (Kellerman, 2004). So the leadership is all about the presence of some organization. Without an organization t here is no concept of leadership. One thing Organization is basically collection of individuals who are working together to achieve some common purpose or purposes. Interaction and socially construction is the base of today’s leadership. Leadership in organizations and appropriate leadership style for different types of organizations is a hot topic of discussion among researchers for a long time. As leader is responsible to use his management skills in a way that his followers achieve their destinations in an easy and smooth manner so the way a leader adopt for leading has really a great importance. (Bolden, 2005) Today almost everyone knows about nestle and uses the products made by nestle in daily life. Nestle is a Swiss based company, having the edge of being a multinational it’s the world’s largest and ranked as no. 1 food company of world with more than 447 factories located in 194 countries of world and having more than 333,000 employees around the globe (nestleusa, 2015). Having such a huge work force demands from the company that it should have some appropriate leadership values and structures to guide its managers in decision making and to deal with the problems related to diverse culture and increased diversity within organization. Rather than maintaining the formal authorities given by organization, it’s the responsibility of managers at Nestle to inspire the people and add value for company and add value for society at large. Such a motivation and commitment results in increasing the value for organization. Due to rapid change in external environment and severe competition which was unpredictable in past and requires the managers to develop some enhanced capabilities which can be described in following principles formulated by Nestle. Principles of Leadership at Nestle: Lead for winning: Credibility development through proper leadership style, achievement and coherent action. Based on the nature of situation and culture of a particular environment proper leadership styles are applied by managers in their different work units. Managers at Nestle think about a phenomena from different perspectives in a way which leads toward innovation. Employees are provided with the opportunity of taking risk and openness to new experiences which many times leads to the mistakes but they are tolerate able if the mistakes are becoming the source of learning and employees are commited to learn from them. Innovation needs experiments and not every experiment brings favourable results, but some can entirely change the way the work was done and managed. So all these experiments are possible when the management is ready to tolerate the results of failures, which is the case of Nestle (Nestle-family, 2015). Management of expectations and alignment of every action with the overall or corporate strategy of company is the key factor of success for company and the importance of both of them is recognized on every level by Nestle. Balanced lifestyle, good level of general and professional education, responsible behaviour are the key characteristics of managers at Nestle which when they lead by example shifts toward the employees on every level. All of such actions and demonstrations make it possible to lead for winning. Management for results: Maintaining exposure in the situations of intense pressure while in the same time maintaining the temperament and capacity of taking initiatives and risks is most of the times very difficult for managers. Effectively and efficiently managing between these both extremes is the difference between being just a manager and being a leader. Managers at Nestle are trained for managing them. Business units at local level, regional level, corporate and global level requires synergy. Which is the result of deep level of proactive cooperation among all of them. Leaders at Nestle are trained for creating synergy on all levels. Change is inevitable and but managing the consequences of change is the responsibility of a leader and the effective management results in managing the change in a way that produces favourable results for organization like Nestle. All the above leadership practices results in achieving business objectives in a way that the compliance is maintained with sustainable practices. Grow teams and Talent: Nestle ensures personal commitment of its employees toward their work and achieving their individual goals so that the overall goals of organization become able to meet which results in promoting the organizational success. Company develop the leaders of tomorrow by addressing them and allowing them to progress in the area which provides them the opportunity to expand their capabilities on individual and group levels. For developing the leaders of tomorrow company understands the extent to which the continuous learning and sharing of ideas in a free manner is important. Employees can never know about their exact performance and until they are provided with the honest and fair feedback from their managers which includes performance appraisal in a way that respect of employee will never be shaken on any step. Doing all these leadership practices, management at Nestle is always conscious abut maintain the exact balance of diversity and gender prevails in the organization. Competing and connecting externally: Continuously looking toward the ways to satisfy the consumers in most innovative way and attracting the new customers in a compelling way is also the part of leadership practices at Nestle. Nestle believes in an outside in perspective for customers and inside in for the employees of organization and seeks good business relations with all the stakeholders. Diversity: Diversity is an important debate in organizational circles for a long period of time. Some organizations try their best to increase diversity in their work settings while others pose their every action against it. So think that the diversity can enhance the productivity because of many different ideas from different thinking while other claim that due to diversity there are conflicts among employees which results in low productivity and wastage of time. Through empirical analysis Researchers declared that the diversity is beneficial for an organization if the differences among the employee are managed properly (Williams, 1998). Approaches for managing differences: There are two common approaches for managing differences in the work place. 1. Avoidance 2. Repression. Avoidance is the strategy mostly used by risk adverse management and Repression approach is used when management wants to discourage the disagreement. The factors which must be uppermost in selecting most appropriate approach for managing differences are avoidance or avoiding the difference, conflict, tolerance and appreciation. (Carole G. Parker, 2009) Conflict is the top level of the differences, it is sometimes also names as war. On the initial level the individuals become aware of the differences among them, such differences afterwards results in discomfort which afterwards results in annoyance, then irritation, then tension, then frustration, disagreement, anger, hostility step by step and finally results in conflict or war (Guillaume, 2014). Through the use of emotional intelligence one can select the most appropriate way or action to manage conflict. In case of avoidance there is an opportunity to learn more about the difference before taking an action. In tolerance the participants actively engaged in the situation of difference rather than remaining silent and just observing the phenomenon. In conflict there is direct judgement of others action and declaring them good or bad. Appreciation of differences results in a good level of personal development of individual and growth. (Triana, 2014) The individuals tend to speak with freedom and without any kind of fear. In selecting the most appropriate approach for managing differences the manager should consider the appropriate action or combination of factors among avoidance, conflict, appreciation and tolerance according to the nature of situation. Why is it necessary to maintain a well-balanced work environment? It is necessary to maintain a well-balanced work environment in the term of diversity because diversity offers the organizations to face its difficulties through new and innovative ways. There are lot of opportunities for organizations to avail from the differences among the employees. When two or more varied thinkers think on a phenomenon, they can consider it in a more creative way than they can think individually. So a well-balanced work environment results in creativity. (Choi, 2014) Innovation is a result of thinking in new ways. When many of the diverse employees work together to achieve some common objective. For everyone the phenomenon appears in a different angle and different perspectives and at last everyone proposes his own solution to the problem which results in innovation. When different employees work in a different style in the work environment their diverse experience results in learning for the other employees which are working in traditional manners. Beside the advantages of diversity many disadvantages are also associated with diversity such as communication barriers, thinking style differences, which many times results in non-productive conflict in organization (Australian Govt, 2014). It is necessary therefore that the work environment should be well balanced in term of diversity to get the advantages of it and for avoiding its disadvantages. Diversity at Nestle: Nestle is always an equal opportunity employer and always appreciates diversity in organization. The management is of the opinion that diverse employees are the reason behind such a tremendous success of organization. Nestle has the slogan that â€Å"Our differences make us stronger†. Company is of the opinion that the unique people with unique backgrounds bring their unique perspectives and experiences with them. In Nestle the voice of every individual from every background is not only heard but also appreciated. The goal of company is to attract the best workforce from diverse backgrounds and retain them. The company believes that these employees can create such products which are liked by the customers all over the world. Having the diverse workforce like Nestle has not only benefits the company but also the employees and the societies from which they belong to. Nestle has its own recruiting system which is called as â€Å"Symposium for Diverse Leaders of Tomorrow† through which the recruitment and selection of employees from different background is done. Furthermore Nestle also actively participates in different MBA recruiting programs including Consortium for Graduate Study in Management Orientation Program (CGSM OP). Through these selection programs the fresh graduates of universities are selected on merit basis without considering the backgrounds, races from whom they belong to. For encouraging the diversity in organization and let the employees share their knowledge experiences and best practices Nestle has promoted many ethnic groups such as â€Å"Nestlà © Black Employees Association (NBEA)†, Nestlà © Women’s Network (NWN) for promoting the exact gender balance in the organization. Further Nestlà © Hispanic Employees Association (NHEA) is also working for the promotion of interests of Hispanic employees in organization. The purpose of making all these associations and organizations is to gather the employees from diverse backgrounds on a platform where they can share their experiences about how to make the company a better place to work (NestleUSA, 2015). The company is of the opinion that the employees from diverse backgrounds are asset for the organization and these employees are in fact the source of competitive advantage for the company. References: Australian Govt. (2014). The benefits of workforce diversity. Retrieved 4 26, 2015, from http://www.apsc.gov.au/apsinduction/module-6/benefits Bass, B. M. (1991). From transactional to transformational leadership: Learning to share the vision. Organizational dynamics,, 18(3), 19-31. Bolden, R. (2005). What is leadership development: purpose and practice?. . University of Exeter, Centre for Leadership Studies. Carole G. Parker. (2009). THE EMOTIONAL CONNECTION OF DISTINGUISHING DIFFERENCES AND CONFLICT. In Understanding and Managing Diversity (5th ed., pp. 41-45). Pearson. Choi, S. . (2014). Organizational Fairness and Diversity Management in Public Organizations Does Fairness Matter in Managing Diversity?. . Review of Public Personnel Administration,, 307-331. DePree, M. (1990). What is leadership? Planning Review,, 18(4), 14-41. Guillaume, Y. R. (2014). Managing diversity in organizations: An integrative model and agenda for future research. European journal of work and organizational psychology,, 23(5), 783-802. Kellerman, B. (2004). Thinking about leadership. Warts and all. Harvard Business Review,, 82(1), 40-45. Nestle-family. (2015, 6 22). Nestle-family. Retrieved from Nestle family.com: http://www.nestle-family.com/assets/downloads/The-Nestle-Management-and-Leadership-Principles.pdf nestleusa. (2015, 6 20). Retrieved from nestleusa.com: http://www.nestleusa.com/about-us NestleUSA. (2015, 4 20). Diversity. Retrieved from .nestleusa.com: http://careers.nestleusa.com/diversity Triana, M. C. (2014, January 5). Organizational Diversity Efforts and Employee Discrimination Claims: Organizational Motives Matter. Academy of Management Proceedings, p. 10784. Williams, K. Y. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in organizational behavior, , 77-140.

Twelve Angry Men Essay -- essays research papers

Twelve Angry Men is a very interesting play about an unfortunate young man, who was convicted of killing his dad. The worst part was, the young man was only nineteen, and his life was just starting. The jurors listened to all the evidence, then came the hard part, making the decision: guilty, or innocent. Eleven jurors said guilty and only one said innocent. There was a lot of peer pressure involved. I decided to write about different peer pressures three of the jurors used. The three jurors I picked are juror #10, juror #7, and juror #8.The first juror I want to write about is #10. Juror #10 was using a lot of sarcasm, whenever he was trying to prove his point, or prove someone else wrong. I think that this method of peer pressure is one of the most powerful ones. I believes so, because when you are embarrassed in front of 11 other people (in this case jurors) you do not know, really lowers your self-esteem. It may lower it to the point where you will say guilty, eve though deep down inside, you will feel that the person is innocent. This is a quote I picked to illustrate sarcasm skillfully used by #10: "You're a pretty smart fellow, aren't you?" I think this one sentence could really put anyone down, and make anyone feel embarrassed, and maybe stupid. Another juror I decided to write about is #7. He was muscle flexing most of the time. Muscle flexing means, he was raising his voice, even screaming at everyone, as if he was the boss. Whenever #8 was trying to ...