Finding the Best Essay Samples on Language

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The Death Penalty Should Be Abolished - 956 Words

Executing people for what they have done; homicide, kidnapping, illegal injection and so, has been a â€Å"vast† object at issue for years, since it is seen as a cruel, vicious way of punishment. Nevertheless, among numerous countries, states and ultimately, the public, death warrant has been attempted continuously while insisting it is brutal, but mostly; found that it can literally prevent people from committing a crime. Moreover, harshness is considered as the only way of hampering humanity from killing each other, but it actually is not. In spite of capital punishment, life parole is a nice way of incarcerate people, and there is a possibility of discharge. Discharge can be exceptional as people have the grasp to profit from†¦show more content†¦Furthermore, race is a substantial remark for the topic. Bias is the conviction of believing that black and white people are not equal, and mainly, black are the suspected ones. As known, black people are believed as the p rosecutors of all crimes at first and the executed are mostly black either. Nonetheless, as the statistics shown by Death Penalty Information Center, even the real convicted criminals who are executed are white, there is an immense difference between black defendants, with 93% and white defendants with %7 (Death Penalty Information Center). Therefore, death penalty is opposite to the living conditions and human rights as it discriminates people. In the third place, deterrence is a factor that is hold not be a conducting method for crimes. Capital punishment is always thought to affect the ones who are tend to commit an offense because they are under the influence of alcohol or drugs, or anxiety of taking revenge. Subsequently, the way of death warrant rarely works, even it causes more damage. The main problem of the deterrence is the territorial factors, the sorrow, which are caused by jobs, public, and any kind of relationships, people, family and so. Unemployment is the leader of those territorial factors since it impacts the human mind a lot. It is seemed as debauchery by the outside world, so that people commit crimes. The research by FBI data shows that all 14 states without death penalty in 2008 had homicide rates atShow MoreRelatedThe Death Penalty Should Be Abolished1192 Words   |  5 PagesNo Death Penalty Capital crime is something that is meant for people that are found guilty of committing a serious crime, such as murder, rape, or theft. These are offences that should not be taken lightly but by killing the offender, the government is carrying about the action that they are trying to prevent. Also, the wrong person may be sentenced to death. After this person is executed, there is obviously nothing that can be done for the terrible mistake to be reversed. The death penalty shouldRead MoreShould The Death Penalty Be Abolished?. The Death Penalty982 Words   |  4 PagesShould the death penalty be abolished? The death penalty is a â€Å"term that applies to capital punishment and is the worst penalty given for committing a murder or an atrocious assault.† (Black s Law Dictionary). Death penalty has been a part of human society and is legally approved for centuries. The first established death penalty laws date as far back as the Eighteenth Century B.C. in the Code of King Hammaurabi of Babylon, which codified the death penalty for 25 different crimes. Death sentencesRead MoreShould The Death Penalty Be Abolished?1925 Words   |  8 Pages Abstract This paper explores five published articles that report on discussion on the very old and yet to answer question of whether the death penalty in the USA should be abolished? The articles, however, vary in their stand on death penalty. In all article it is very different on publisher stand. They discuss thing argument with their own way and vision of thinking. Adina Nicoleta (2011) has raised question for fair trial on the proceeding of the criminal cases. In other article Maestro MarcelloRead MoreThe Death Penalty Should Be Abolished1534 Words   |  7 PagesIntro The death penalty gives humans in our legal system rights to decide who deserves to live, a power only God should possess. Capital Punishment takes away our rights as equals. From its origins, the death penalty has been an inhumane, costly, ineffective, and biased form of punishment that needs to be abolished granting everyone their right to live. History of the Death Penalty Down through history, the death penalty has been adapted to be justifiable in the eyes of the people. By alteringRead MoreThe Death Penalty Should Be Abolished1523 Words   |  7 Pagescriminals has been performed by nearly every society to date. The death penalty came to the Americas when European settlers brought the idea of capitol punishment from Britain. The ideology behind taking someone’s life for crimes they have committed is a simple one. If a person commits a hennas crime such as murder or rape, they shall receive the death penalty. In more recent times we now see many countries abolishing the death penalty. The trend suggests that the capitol punishment policies still implementedRead MoreThe Death Penalty Should Be Abolished1306 Words   |  6 Pageschanged since the 17th century, so why not the age old penalty of death? Capital punishment in the United States is a highly debated topic. Arguments that want to get rid of this method of punishment usually mention th e many problems that capital punishment is plagued with. The death penalty has many issues that cannot be resolved, and since these issues can’t be solved, the death penalty should be abolished. â€Å"The irrevocable nature of the death penalty renders it an unsustainable and indefensible remedyRead MoreThe Death Penalty Should Be Abolished1440 Words   |  6 PagesThe death penalty is a very controversial topic in the United States. It is implemented for the purpose of providing safety to the community and bringing justice to victims and their families. The death penalty is legal in thirty-one states (â€Å"31 States†), and there are over forty different types of federal capital crimes that are eligible for the death penalty. These include crimes such as treason and kidnapping that results in murder (â€Å"41 Federal†). However, many argue whether the death penalty isRead MoreThe Death Penalty Should Be Abolished968 Words   |  4 PagesEvery year, thousands of lives are legally taken under the death penalty. Why should we take more lives than the ones that have already been taken? The death penalty is the punishment of execution, carried out legally against an individual convicted of a capital crime. Its proponents argue that the death penalty deters other criminals who may intend to commit similar crimes in the future. However, there is little statistical evidence to support this claim. Also, execution eliminates the criminalRead MoreShould The Death Penalty Be Abolished?1350 Words   |  6 PagesShould the death penalty be abolished? The death penalty, also known as capital punishment is a legal procedure in which a state executes a person for crimes he/she has committed. This punishment has been used by many states, and is normally used for serious crimes, especially murder. It is also used on crimes against the state such as treason, crimes against humanity, espionage, and violent crimes while other states use it as part of military justice. There are mixed reactions on capital punishmentRead MoreShould The Death Penalty Be Abolished?1443 Words   |  6 Pages 6 Should the Death Penalty Be Abolished in the United States? Adalynne Francis CRJU 1000 Dr. Huss November 14, 14 Should capital punishment/ death penalty be abolished in the United States? Many feel that the death penalty is immoral and question whether the state and federal government deserve the right to kill those whom it has imprisoned. On the other hand, those opposed feel that by not acting upon the death penalty communities would plunge in anarchy and that by

Ethnic Discrimination and Dyadic Dissimilarity †MyAssignmenthelp

Question: Discuss about the Ethnic Discrimination and Dyadic Dissimilarity. Answer: Introduction Racial discrimination is a general term that defines the practice of treating people differently on the basis of their race or color as pointed out by Chung, Gully, and Lovelace (2017, p. 25). Also referred to as ethnic discrimination, racial discrimination is commonly experienced in some work places but tend to be so hard to notice. In a systematic review, Halcomb Lewis (2016) points out that ethnic discrimination can be more difficult and subtle to detect such as the failure of an employer to promote an employee on account of their race. Whatever forms it adopts, racial discrimination in the workforce is often strictly prohibited by a number of state and federal laws. This paper evaluates and presents an analysis of the concept of racial discrimination with a focus of various facets of the issue in the workplace. The paper evaluates on the importance of research on racial discrimination, which is most affected, as well as the impact it has on the society due to inaction. The paper as well presents an action plan that can be adopted with the aim of addressing the issue to ensure the effects it imposes on the society are greatly minimized or eliminated. Background of racial discrimination in the workplace According to Halcomb Lewis (2016), a difficult aspect of racial discrimination in the workplace is that it can occur entirely without being identified or detected. In other words, unless an employer notably admits otherwise, it is difficult to say for sure why they made a particular decision on why they gave a promotion or hired an individual. As a result, there are circumstances when an employer will display a discriminatory intent in the case. For instance, in cases of interviews, it is not recommended that employers ask questions on the race of a prospective employee. In case that happens the employee is not hired, it can be used as evidence that race played a certain role in the decision-making process of who is to be selected and who is to be left out. However, Chung, Gully, and Lovelace (2017) denote that such circumstances tend to be rare and it should as well be noted that employers need to permissibly discuss or ask on the race in the affirmative action forms and programs as long as they do not play any part in the decision-making. In most cases, discrimination is relative, and a person will have no certainty on why they have not been hired, unlike the above example. An opinion can be asking the employer about the case who can as well offer any viable reason that is understandable and not on the basis of the race of the individual. Alternatively, Doohee, Muslin, and Mcinerney (2016) point out that in case a lesser-qualified person is promoted or hired than an applicant of another race, it can as well are used as the evidence of racial discrimination in that working environment. On the other hand, the same study denotes that there are cases when an employer is discriminating without their knowledge. This is possible through the institution of hiring practices, workplace policies, and tests that single out or greatly affects some ethnic communities. However, if it is not validated or not done for legitimate business reasons, the practice could be considered as racial discrimination in case a claim arises. Importance of understanding the concept of racial discrimination Understanding the concept of racial discrimination is an essential aspect of both the organizational management and the society. For instance, gaining the required knowledge and skills on racial discrimination enables the organizations charged with the responsibility of dealing with the issue to understand some general exceptions as stipulated in the Equal Opportunity Act 2010 of the international human rights policies Offermann et al. (2014, p. 500). According to this act, there are cases where racial discrimination is allowed in favor of certain racial groups as a special measure and a positive step to combating certain identified disadvantages. There are also other cases when discrimination is allowed with the aim of meeting the specific needs of certain groups such as the provision of welfare services targeted at certain races or ethnic groups. For example, Cornwell, Rivera, and Schmutte (2017) denote that a hostel for Vietnam refugee has been allowed in the United States with th e aim of restricting employment to the Vietnamese people only as a measure of proving economic empowerment to the war and natural disaster servers. In a systematic study, Doohee, Muslin, and Mcinerney (2016) point out that studying and understanding the general concept of racial discrimination is essential for individual employees, the employer, as well as the whole society. With the knowledge, the management of different organizations will have a clear concept of what needs to be done to eliminate racial discrimination in the working environment. Triana, Jayasinghe, and Pieper (2015) denote that eliminating discrimination from an organization can be a great challenge but helps in improving the chances of battling with former employees in court. It also helps the organization to adopt very creative and acceptable ways of recruiting candidates within the organization in a manner that will show an equilibrium that cuts across the different facets of ethnic groups within the organization. The development of the equal employment opportunity guidelines and policies within an organization is essential in establishing a foundation for a good mission and vision that will result in a culture of mutual respect for all the employees. The most affected groups and effects of racial discrimination in the society In a study of the impact of racial discrimination in Coca-Cola Company, Offermann et al. (2014) point out that racial discrimination in the workplace greatly erodes the morale and engagement of employees. The meaning of employee engagement varies greatly and is subjective, but often described as the enthusiastic approach of the employees to their duties with a genuine interest in positively contributing to the set goals of the organization. Hagelskamp and Hughes (2014) denote that racial discrimination leads to lack of engagement among the workforce, an aspect that can be costly than turnover. The same study denotes that the disengagement of the employees can cost a third to half of the payroll of an organization. In the working environments where racial discrimination is unchecked, it creates a devastating effect on the workforce such as reduction and loss of productivity as well as the poor performance in the organization (Redmond, Pedersen, Paradies 2017, P. 204). As a result, el iminating racial discrimination is vital in every organization with the aim of sustaining a productive workforce to motivate the employees into believing that their employers value their expertise and talents. In a study, Doohee, Muslin, and Mcinerney (2016) point out that words tend to spread very fast in the job-seekers community concerning companies as well as their respective hiring practices. Having a reputation as a company that tolerates or condones an aspect of discriminatory employment practices has the ability to destroy the desire of job candidates during recruitment. With such an idea in the head of the community concerning a certain organization, it will be difficult for candidates to seek job opportunities in the organization. In the end, the organization will end up enticing candidates to join the firm with a salary range that is higher than that of the market (Graham, Belliveau, Hotchkiss 2017, P. 204). In such cases, the organization stands a very high chance of losing the employees in case they design to resign as a result of workplace discrimination. The occurrence of racial discrimination in the workplace, as well as ensuing conflicts due to discriminatory employment practices, can be dishearting and demoralizing for the employees thus leading to a low turnover. Cornwell, Rivera, and Schmutte (2017) point out that employees offended as a result of discriminatory behaviors such as promotions within the workplace ultimately look for other opportunities in other organizations, an aspect that can lead to the organization losing a productive employee. Turnover has both intangible and tangible costs including increased cost of hiring and loss of productivity as a result of unfilled job vacancies. Federal and State Laws on racial discrimination According to Gilles (2016) federal and state anti-racism laws were formed since most employers had the habit of treating applicants as well as employees unfavorably on the basis of their races or ethnicity. The Civil Right Act was passed by the international human rights in 1964 with the aim of eliminating segregation and racial discrimination in the developed and developing countries. The same study denotes that it shall be considered an unlawful practice in case an employer; Fail to refuse to hire, promoting, or discharging an individual or otherwise discriminate against an individual concerning their terms, conditions, employment privileges, on the basis of their race, religion, sex, national origin, and color. Limits segregates or classifies applicants for employment or employees in any manner that can deprive any individual the employment opportunities or has a diverse effect on the status of the employee on the basis of their race, color, national origin, or sex. In the adoption of the above laws, Stephens (2014) points out that federal and state law was since adopted with the aim of ensuring that racial discrimination is not practiced in the organizations within their national jurisdictions. However, some modifications have since been made on the basis of the management functions and styles adopted concerning the employee's concerns. Termed as the Title VII laws, the federal law prohibits any employer from; Refusing or failing to hire an employee on the basis of their race Providing employees with lesser benefits on account of their racial origin Failing to provide promotions, opportunities, or benefits to an employee on the basis of their race Segregating or improperly classifying employees and applicants by race On the basis of the same lines, employment agencies do not easily make decisions or work assignments or referrals on the basis of the race an employee belongs. In the same manner, organizational representatives and labor unions are not allowed to expel individual or even refuse their membership on the basis of their race. Graham, Belliveau, and Hotchkiss (2017) as well identify that the state anti-discrimination laws as well prohibit racial discrimination in the workplace. According to the study, the state legislation covering discrimination in the workplace is fairly widespread and tends to mirror federal law to prohibit any form of discrimination on the basis on the racial origin of an individual. However, the primary differences between the federal and state laws are in the procedures adopted as well as the agencies contacted in claiming discrimination. Impacts of racial discrimination in the workplace on the company or organization Organizations that tend differentiating their workforce by race get into a high risk of losing patrons, customers, and financial support. It is likely that the organization may as well suffer from a decrease in notoriety, outrageous lawsuits and fines, as well as an outcome of demoralized employees within the workplace as pointed out by Hagelskamp and Hughes (2014, p. 552). In many cases, the party accused often tries to cover up their wrong doings by accusing the employees the employees of incompetence or blaming their loss of a job on the budget cuts in the organization. In a systematic study, Stephens (2014) asserts that unethical behavior in a workplace puts the company at the risk of losing financial support from the community where the business is located. With the nature of competitiveness in the global business, it is evident that the world of the business s drastically changing and the employees are not ready to take a damn on any form of racial discrimination. According to Triana, Jayasinghe, and Pieper (2015), many companies found guilty of any form of racial discrimination often experience loss of the customer base and faces huge fines and risk from law suits. The study denotes that many organizations have given out millions of dollars for such fines to the employees who have felt victims of the act of racial discrimination in the organization. In other words, racial discrimination within the company will not only make it lose the good name it has worked for in a long time but will as well cost them their employees, customers, time, and financial resources that will at the end be a big loss to the business. Offermann et al. (2014) also denote that racial discrimination creates unhealthy workplace. Once it has occurred, the remaining employees will as well get the fear of the likelihood of the same happening to them hence creating depression and fear of job loss, an aspect that creates high levels of personal anxiety. The resulting impact is a decrease in the employees morale towards their duty hence a decrease in the overall productivity of the company. In every federal jurisdiction, some laws and policies often adopted in governing or protecting the employees from discrimination in all the necessary stages of employment (Cobb Stevens, 2017, P. 304). These include areas such as dismissal, working terms and conditions, recruitment, training and development, and promotion of other factors as pointed out by Hagelskamp and Hughes (2014, p. 550). The same study denotes that it is essential to understand that race includes descent, color, ancestry, nationality, and ethnic background among other characteristics that can be associated with a particular race. Cornwell, Rivera, and Schmutte (2017) also point out that commitment to a proper racial discrimination policy in an organization requires unwavering effort and support from the highest level of leadership from the organization that will then trickle down to supervisors, managers, as well as the other staff. In a systematic study, Gilles (2016) denotes that in many cases, 67% of the affected employees tend to be afraid of reporting cases of racial discrimination as a result of reasons related to the possible consequences of the results that come by at such as financial support for other reasons. As a result, this paper advocate for Digital Anti-Racism Strategy 2017-2020 as an action plan that will focus on reaching the communities including the employees and respective organizations as well as employers. To effectively deliver the strategy, the students will implement three primary directions that were developed in consultation with the group members and the community and are founded on evidence-based practices that are commonly experienced in many organizations. In other words, the three primary directions will be strategized as the SMART objectives of the actions plan. As a result, the primary objectives of the Digital Anti-Racism Strategy 2017-2018 include; Raising understanding and awareness of racial discrimination Strengthening the students organization capacity towards professionalism that is free from discrimination. Achieving healthy working environments free from racism. Proposed actions in adopting the strategy Digital Anti-Racism Strategy 2017-2018 is the action plan that will be adopted to curb racial discrimination. Understanding and awareness of racial discrimination will be achieved by delivering direct-participation programs with the aim of increasing positive behavior and attitude in the workplace as well as training and development of employees towards the need of anti-racism in the workplace. Strengthening the students organization capacity towards professionalism that is free from discrimination will be achieved through delivering pro-diversity messages on behalf of the ethnic minorities and culturally diverse employees. Achieving a healthy working environment that adapts not a form of racial discrimination will be achieved through supporting local agencies such as libraries and student clubs to adopt the nature of creating places free from racial discrimination and embracing diversity, mutual respect, and positivity towards each other. It will as well adopt the use of case study examples of other successful communities and organizations that embrace diversity and the resulting impacts in such areas. Achieving these proposed actions will require the adoption of two primary action plans; Reconciliation Plan- the action plan will set the direction for the group to make meaningful reconciliation contributions with students as well as the employees community in various targeted organizations. The action plan is aimed at building on reconciliation achievements while establishing actions that embrace diversity with the aim of building a positive attitude of the community toward good relationship and respect. Multicultural plan- It is an action plan that with the focus on building on the history of community achievements in the multicultural affairs to encourage diversity in service delivery, advocacy, collaboration, and engagement. Anticipated Outcomes In preventing the possible risks that the organization may undergo as a result of racial discrimination, it is essential that is be prevented other than dealing with it has occurred. Cornwell, Rivera, and Schmutte (2017) denote that in the attempt of preventing racial issues with the future workforce, there is a need for the organization to adopt new strategies of employees orientation having a zero tolerance of discrimination policy that can result in a termination in the case of violation. The action plan hence adopts anti-discrimination policy within the employee handbook. The focus is hence training the employees on the effective ways of avoiding racial discrimination at all cost along with their line of professionalism. The plan also focuses on training the employees on racial discrimination with the aim of adopting ethical policies that will be acceptable for the employees, the federal and state, the employees, as well as the overall performance of the organization. In doing this, the anticipated outcome include promoting group activities and teamwork that will have a shift in focus to a better contiguous workplace that allows the co-workers to mingle (Gilles 2016, p. 1532) freely. In that way, they will learn to know the personality of each other with the aim of creating a healthy and non-discriminating staff. With increased awareness of the need for a free working environment, the key outcomes anticipated will be a more diverse working environment that accommodates individuals with different skills and knowledge that ill at the result to productivity improvement within the workplace. In other words, the anticipated outcomes of adopting the action plan include; A boost in the protection and promotion of human rights and respect for employee dignity Increased anti-racism awareness, anti-discrimination and equality issues among the private and public officials and civil society with a mobilized support from the diverse community arena A documentation of updated information regarding racial discrimination and promoting a more comprehensive assessment of the strategies aimed at combating racial discrimination Addressing the major issues and concerns of employees facing racial discrimination An increased coherence and effectiveness of measures against racial discrimination Timelines and resources required Adopting the action plan will be carried out in a projection of 18 months with a classification of every strategy or step action as indicated in table 1. Table 1: Action plan and the prospected timelines as per the anti-racism strategy Action Plan Timeline Resources Required Delivering direct-participation programs 1 month - Trained experts on specific areas of racial discriminations Training and development of employees 4 months - Financial support Delivering pro-diversity messages 4 months - Volunteers from the community Supporting local agencies such as libraries and student clubs 6 months - Interview questionnaires Evaluation process 3 months Conclusion recommendation and closure of the project 1 month Key Risks In raising concerns to any form of racial discrimination, it is important to note that both the state and federal level deadlines are key issues to consider. According to Offermann et al. (2014), there are often very strict deadlines or timelines for the report and filing of racial discrimination claims. In case an employee feels he or she has been discriminated against, they not o hesitate their employment attorney in their areas of discussing their situation, a process that can be started with a free initial claim of the review. All through the implementation period, the process will implement both internal and external governance and monitoring strategies to ensure that every action plan is adapted to the completion as per the requirement. Upon complication of the exercise, an evaluation report will be presented for review by all the group members. The evaluation process will take place as stipulated in table 2. Table 2: evaluation strategy for different action plans in implementing the anti-racism strategy Action plan Evaluation strategy Measuring attitudes toward racism and cultural diversity Minimum of 30% completed survey by the staff Training and development awareness for the employees and the community A minimum of 20 individuals complete training Developing initiatives encouraging public and open space that is free from racism Successfully delivering a social awareness campaign Providing resources that will support clubs and associations towards enhanced inclusiveness and anti-racism. Feedback sorted and evaluated from the associations and clubs The group wins resources with at least two local student clubs within the first month of implementation Successful evaluation A comprehensive report is compiled in relation to every objective. Conclusion From the above analysis, it is a clear evidence racial discrimination is dangerous to the sustainability and organizational performance. As a result, the elimination of discrimination can be a good step in ensuring the organization is mitigated from potential liability for possible allegations of unfair practices. In many cases, both small and large organizations face the risk of bankruptcy as a result of fees on legal counsel for defending the employment actions of the company in addition to other settlement costs involved. It hence means that the elimination of racial discrimination is an essential step for any organization with the aim of creating a workplace that values workforce diversity. The action plan suggested will thus be helpful in ensuring that the organization complies with the state and federal recruitment and employment laws prohibiting any form of discrimination as a fundamental step to eliminate racial discrimination. In adopting the action plan, it is recommended that the organization develops human resources solutions and practices with the aim of sustaining diversity in the working environment to effectively achieve a diverse community of employees who will work towards the goals of ensuring success. In other words, it is possible to avoid racial discrimination in the workplace by ensuring the employers abide by the federal and state laws against discrimination, providing proper training for the workforce. It is also essential to create awareness with the aim of achieving a non-discriminating work environment that applies a zero tolerance policy in any form of discrimination in all the aspects of the organizational operation. However, there can be a few cases of exceptions such as when there is a need for offering employment to an individual of a particular race or ethnic group with the aim of maintaining authenticity or credibility in certain carriers such as modeling performance, artistic wor k, and drama among others. Objective 1: Raising understanding and awareness on racial discrimination Proposed Action Timelines Key Risks Evaluation 1. Delivering direct-participation programs One month Other employers may not be willing to participate in the bid of being guilty of racial discrimination The group wins resources with at least organizations within the first month of implementation 2. training and development of employees For months It is difficult to get enough time for training unless scheduled through the organization A minimum of 20 individuals complete training Objective 2: Strengthening the students organization capacity towards professionalism that is free Proposed Action Timelines Key Risks Evaluation 1. Delivering pro-diversity messages Four months It is a limited process that can reach only a minimum number of the target population It will be evaluated upon the positive response of the community towards the objective of the message content Objective 3: Achieving a healthy working environment that adopts not form of racial discrimination Proposed Action Timelines Key Risks Evaluation 1. Use of case study examples on other successful communities and organizations that embrace diversity and the resulting impacts in such areas. 1 weeks Not all case studies can be relevant to every target group or organizations thus requires scrutiny of the possibility Feedback sorted and evaluated from the associations and clubs 2. Supporting local agencies such as libraries and student clubs to adopt the nature of creating places free from racial discrimination 6 months Not every student often participates in the club, meaning that there is a risk of a large number not being reached. Successfully delivering a social awareness campaign List of References Graham, M, Belliveau, M, Hotchkiss, J 2017, 'The View at The Top Or Signing At The Bottom? Workplace Diversity Responsibility and Women's Representation in Management',ILR Review, 70, 1, pp. 223-258, Business Source Premier, EBSCOhost, viewed 26 August 2017. Redmond, J, Pedersen, A, Paradies, Y 2014, 'Psychosocial predictors of antiracist bystander action toward Indigenous Australians',Peace And Conflict: Journal Of Peace Psychology, 20, 4, pp. 474-490, PsycARTICLES, EBSCOhost, viewed 26 August 2017. Ferguson, J 2016, 'Racial Diversity and Union Organizing in the United States, 19992008',ILR Review, 69, 1, pp. 53-83, Business Source Premier, EBSCOhost, viewed 26 August 2017. Cobb, J, Stevens, F 2017, 'These Unequal States: Corporate Organization and Income Inequality in the United States',Administrative Science Quarterly, 62, 2, pp. 304-340, Business Source Premier, EBSCOhost, viewed 26 August 2017. Stevens, F 2014, 'These Unequal States: Corporate Organization and Income Inequality in the United States',Administrative Science Quarterly, 62, 2, pp. 304-340, Business Source Premier, EBSCOhost, viewed 26 August 2017. Aslund, O, Skans, O 2010, 'Will I See You At Work? Ethnic Workplace Segregation In Sweden, 1985-2002',ILR Review, 63, 3, pp. 471-493, Business Source Premier, EBSCOhost, viewed 26 August 2017. Chung, Y, Gully, S, Lovelace, K 2017, 'Predicting readiness for diversity training: The influence of perceived ethnic discrimination and dyadic dissimilarity',Journal Of Personnel Psychology, 16, 1, pp. 25-35, PsycARTICLES, EBSCOhost, viewed 26 August 2017. Cornwell, C, Rivera, J, Schmutte, I 2017, 'Wage Discrimination When Identity Is Subjective: Evidence from Changes in Employer-Reported Race',Journal Of Human Resources, 52, 3, pp. 719-755, Business Source Premier, EBSCOhost, viewed 26 August 2017. Doohee, L, Muslin, I, Mcinerney, M, Lee, D 2016, 'Perceived Racial Discrimination Among Home Health Aides: Evidence From A National Survey',Journal Of Health Human Services Administration, 38, 4, pp. 414-437, Business Source Premier, EBSCOhost, viewed 26 August 2017. Doohee, L, Muslin, I, Mcinerney, M, Lee, D 2016, 'Perceived Racial Discrimination Among Home Health Aides: Evidence From A National Survey',Journal Of Health Human Services Administration, 38, 4, pp. 414-437, Business Source Premier, EBSCOhost, viewed 26 August 2017. Gilles, M 2016, 'Class Warfare: The Disappearance Of Low-Income Litigants From The Civil Docket',Emory Law Journal, 65, 6, pp. 1531-1568, Academic Search Premier, EBSCOhost, viewed 26 August 2017. Hagelskamp, C, Hughes, D 2014, 'Workplace discrimination predicting racial/ethnic socialization across African American, Latino, and Chinese families',Cultural Diversity And Ethnic Minority Psychology, 20, 4, pp. 550-560, PsycARTICLES, EBSCOhost, viewed 26 August 2017. Halcomb Lewis, DM 2016, 'The Creation of a Hostile Work Environment by a Workplace Supervisor's Single Use of the Epithet ' Nigger'',American Business Law Journal, 53, 2, pp. 383-430, Business Source Premier, EBSCOhost, viewed 26 August 2017. Offermann, L, Basford, T, Graebner, R, Jaffer, S, De Graaf, S, Kaminsky, S 2014, 'See no evil: Color blindness and perceptions of subtle racial discrimination in the workplace: Coca-Cola Company',Cultural Diversity And Ethnic Minority Psychology, 20, 4, pp. 499-507, PsycARTICLES, EBSCOhost, viewed 26 August 2017. Ritenhouse, D 2013, 'Where Title Vii Stops: Exploring Subtle Race Discrimination In The Workplace',Depaul Journal For Social Justice, 7, 1, pp. 87-116, Academic Search Premier, EBSCOhost, viewed 26 August 2017. Triana, M, Jayasinghe, M, Pieper, J 2015, 'Perceived workplace racial discrimination and its correlates: A meta-analysis',Journal Of Organizational Behavior, 36, 4, pp. 491-513, Business Source Premier, EBSCOhost, viewed 26 August 2017.

Moving Pictures(1981) by Rush free essay sample

Back to Rush, we have what is arguably their most successful and high rated album. This album has its reasons for being at the top of the Rush pedestal, like higher production value, more singles like Red Barchetta and Tom Sawyer, and its just a good album overall. Including a total of seven tracks the first three or four may seem familiar to you if you know Rush well in terms of singles. Those tracks (in order) are Tom Sawyer, Red Barchetta, YYZ, Limelight and the Camera Eye. The Camera Eye is the epic on the album lasting for 11 minutes exactly. YYZ is the band`s first true instrumental which is supposed to represent the feeling of coming home. In fact the drummer, Neil Peart, was able to convert an airplane code in 5/4 time, amazing I know. Limelight and Red Barchetta are easy to recognize despite Tom Sawyer beating them in popularity. We will write a custom essay sample on Moving Pictures(1981) by Rush or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As for the last two tracks(Witch Hunt and Vital Signs), they are just as good as the rest. Sure theyre not exactly the most played songs in any concert, but what does that matter? Nothing is the answer. A perfect from one of the greatest progressive rock bands of all time. Thanks for listening and I give this album a 10/10

A Successful Life essays

A Successful Life essays Dr. Temple Grandin has a disorder known as autism. What this means is that words are translated into pictures in her mind. This disorder has made life into a struggle for her because she is not able to understand words very easily. Words are like that of a second language to her. That is why I find it incredible that she has written such an awesome book. Thinking in Pictures, her third book, is about her life, and the hardships and joys that she has encountered because of autism. I have come to the conclusion that Dr. Grandin must be a very dedicated person from what I have read. The specific topic of this book is what the life of an autistic person is like. She really seems to tell her life story in this book. She helps the reader visualize her life and the struggles that were in it. She might not call them struggles though. I believe that to her autism was just an obstacle in life and she seems to have went right around it. I think that the reason she wrote her book was to help people better understand what an autistic person has to deal with. She has found a way to get around her problems unlike many other people with this disorder, so I believe she is kind of speaking for all the people with autism in the world. What I mean by this is that some autistic people are not able to explain themselves due to their disorder, and her book does this for them. For me, it was obvious that Dr. Grandin was writing this book to people who do not have this disorder. This was so obvious because she is constantly repeating what it is like to be autistic. She kno ws that it is not easy for language-based thinkers to comprehend an autistic and she even states this in the first paragraph of the book. It is also my belief that this book is written for other people who have autism. I think that she wrote it to encourage them and help them realize that they can get past most of the trials and tribulations of a life with autism. She ...

The Complete Guide to AP Environmental Science FRQs

The Complete Guide to AP Environmental Science FRQs SAT / ACT Prep Online Guides and Tips AP Environmental Science is one of the most popular AP classes, but it has the lowest average score among test takers. In fact, more than half of students who take the exam don’t pass it.Oftentimes, the hardest part of the exam is the free-response section which students struggle with because they aren’t sure what to expect or what information graders are looking for.Fortunately, this guide can help. I’ll go over each type of AP Environmental Science FRQ, give sample problems and explanations, and end with tips you should follow in order to get your best score. What’s the Format of the AP Environmental Science Free-Response Section? On the day of the AP exam, your test will have two sections. First, you will have 90 minutes to answer 100 multiple-choice questions, then you’ll move onto the free-response section. Here's the format of the free-response section: 90 minutes total No calculator allowed Includes four questions: 1 document-based question The document-based question will give you a document or an excerpt from a document and ask you questions based on information it contains. The document can be a newspaper article, brochure, or something similar. 1 data set question This question will include data you must analyze and interpret. The data may be in a table, graph, chart, or stated within the question. Parts of the question will require calculations; parts will not. 2 synthesis and evaluation questions These are similar to the document-based question, except they won’t include outside documents. They sometimes include graphs or tables, however, you won’t be expected to do calculations for these types of questions. The free-response section is worth a total of 40% of your score. Most questions are worth 9-11 points, but each question is weighted equally, so each of the four questions will be worth 10% of your final score. In the free-responsesection, you’re expected to show reasoning and analytical skills, as well as the ability to synthesize information from multiple sources into coherent essays. AP Environmental Science FRQExamples Below are each of the three types of free-response questions you’ll see on the AP exam. For each question, I’ll go through the answer step-by-step so you can see how points are earned. Document-Based Question You’ll know the document-based question because it is typically the first question asked and it’ll have that â€Å"torn piece of paper† graphic you see above.Fortunately, compared to many other AP tests, the documents on AP Enviro exams tend to be quite short and there’s only one, so you should be able to read through it quickly.In this case, it looks like the document is part of an article from the Fremont Examiner that was printed in May 2013. Part A: Part A is worth four points: You’ll earn a point for each of the two activities you list and a point for each of the two explanations you give on how the activity alters sediment flow. In order to earn the full four points, the two activities must be reasonable human activities that can alter natural sediment flow, and your explanations must accurately explain how each activity would change the flow of sediment. There are a lot of different answers you could put; here’s a sample answer: Activity 1: Building Dams. Effect on flow of sediments: Building dams could block the flow of sediments from upstream, which would then decrease the sediment downstream of the dam and potentially starve the coast of nutrients. Building dams can also prevent flooding that would allow sediment to be deposited on the floodplain as well as decrease increase flow velocity which can increase erosion downstream. Activity 2: Water Extraction. Effect on flow of sediments: Overuse or over pumping of water can reduce river flows, which in turn decreases the sediment load to the Gulf. Note that you don’t have to write complete paragraphs for every question. It’s enough to clearly label the different parts of your answer and give a thorough explanation. Part B: Part B is worth two points, one point for each description. (Be aware that they’re asking for ecological impacts, not economic impacts). A potential answer could be: 1. Loss of coastal habitats that certain plant and animal species need to survive 2. Increased flooding of coastal wetlands due to the loss of beaches and barrier islands For this answer, you don’t even need to give complete sentences. For the free-response section, don’t add a lot of fluff to your answers thinking it’ll raise your score. Graders are looking for specific points, and the easier you make it to find your answers, the easier they’ll be able to award you points. Part C: Part C has three different parts within it; let’s break them down one by one. (i)This part is worth two points, and you get them just by listing two environmental impacts fertilizer has on the Gulf of Mexico’s marine ecosystem.Potential answer: Increased algae growth and lower dissolved oxygen (ii)This is almost the same as the above question, except now you’re listing economic instead of environmental impacts.Potential answer: decreased property values and increased seafood prices due to lower seafood supply. (iii)For the final part of this question, worth one point, you have to give a strategy to reduce the flow of nutrients into the Mississippi River (besides reducing fertilizer).Potential answer: Add green roofs to reduce runoff. As you’ve probably noticed, document-based questions are pretty straightforward and can usually be answered in a few words or a sentence or two. The key is to pay attention to exactly what the question is asking, going into enough depth to completely answer the question, and making it easy for graders to find each of your answers to the different parts of the question. Make it easy for the graders to find your answers. Data Set Question This is when you'll need to do some calculations. As a reminder, no calculator is allowed on this exam. The good news is that this means that the calculations you’ll need to complete will likely be much simpler than those of other AP science exams. Typically, you’ll only need to complete simple algebraic expressions to solve the problem. Part A: For the first part of this question, worth two points, you don’t need to do any calculations; you just need to list two pollutants that fit the description in the question. Examples: fertilizers, animal feces, pesticides, gasoline, road salts, etc. Part B: Here’s where you’ll complete your first calculation. You can earn one point for correctly setting up the question (so be sure to show your work!) and one point for the correct answer. This is a basic volume question. To answer it, you’ll need to know that the volume of a rectangular solid (which is roughly the shape of most parking lots) is length * width * height. From the question, we know that length= 200m and width=100m, and since we’re calculating based on a 5cm rainfall, width = 5cm. However, these measurements don’t all have the same unit! Before we calculate volume, we have to convert 5cm to meters. 5cm * (1m/100cm)= 0.05m Since there are 100 cm in a meter, this is a pretty simple calculation, but don’t be tempted to skip it and just writedown .05m. Be sure to show your work! If you don’t, you won’t get the maximum number of points. Now that we have all the pieces of info we need, with the correct units, we can plug those numbers into the volume equation: V= 200m * 100m * .05m = $\1000m^{3}$ Part C: You’ll need to complete another volume calculation for this part. This question wants to know the volume of runoff for the entire community, not just the parking lot. As in Part B, this question is also worth two points, one for correctly setting up the question and one for giving the correct answer. We’ll still use our handy V=lwh equation to find the volume of a rectangular solid. We know that the area of Fremont (so length * width) is $\10km^{2}$ , which we’ll need to convert to $\m^{2}$ $\10km^{2}$ * ($\1,000,000m^{2}$/1 $\km^{2}$) = $\10,000,000m^{2}$ We know that height is still .05m, based on part B, so now we can plug our numbers into the volume equation. V = $\10,000,000m^{2}$ * .05m = $\500,000m^{3}$ But, we’re not done yet! Remember, only 20% is covered by impervious surfaces, which we are told to assume are the only areas that generate runoff.So, first, we have to figure out the area of impervious surfaces in Fremont. This just involves finding 20% of Fremont’s total volume: $\500,000m^{3}$ * 0.2= $\100,000m^{3}$ Part D: Part D is worth one point, and, to get that point, you have to give the correct answer with your work shown.This is another question about volumes, but you don’t need to calculate any volumes this time, you just have to do some simple addition and subtraction. Since the treatment plant can treat up to $\10,000m^{3}$ of sewage and storm water a day, and it receives $\5,000m^{3}$ of sewage daily, the runoff that bypasses the plant is the amount of total runoff plus the $\5,000m^{3}$ of regular sewage minus the $\10,000m^{3}$ that would get treated. Runoff that bypasses the plant = Total runoff + $\5,000m^{3}$ - $\10,000m^{3}$ We calculated runoff from the parking lot and the community in part c ($\100,000m^{3}$), so we just need to plug that value in. Runoff that bypasses the plant = $\100,000m^{3}$ + $\5,000m^{3}$ - $\10,000m^{3}$ = $\95,000m^{3}$ Part E: Possible answers: Create wetlands to absorb storm water Install rain barrels and cisterns to collect storm water Install green roofs or rooftop gardens to use storm water Part F: To earn part F’s one point, you must give an environmental problem that occurs when there are extensive paved areas. Possible answers: Erosion caused by flooding or excess runoff Habitat destruction caused by the removal of vegetation Hopefully this sewer is better-prepared for storm water than Fremont's sewer system is. Synthesis and Evaluation Question As a reminder, there are two synthesis and evaluation questions on each AP exam. Here's an example of one: Part A: You can earn up to two points, one for each characteristic. Possible answers:Complex food webs, greater genetic diversity, large number of different species Part B: Part B is worth four points, one point for each activity you provide (up to two) and one point for correctly explaining how each activity results in a loss of biodiversity. Note that you’ll have to use your answers forthis part to come up with your answer for part C, so you may want to take that into account when you’re thinking about which activities to list. This is part of the reason why skimming through the entire question before you begin answering can be very helpful! Possible answers: Activity 1: Logging/deforestation. Explanation: Reduces habitat for many species and causes habitat fragmentation. Activity 2: Introduction of invasive species. Explanation: Displaces native species. Part C: Here you can earn two points, one for each reasonable solution you give for the activities you listed in part b. Possible answers: Activity 1: Logging/deforestation. Solution: Replant trees; engage in selective cutting. Activity 2: Introduction of invasive species. Solution: Create checkpoints for agricultural inspections; create stricter laws on the import of exotic species. Part D: To earn the one point for part D, you need to correctly describe a naturally occurring factor that could lead to a loss of biodiversity. Possible answers: Wildfires can wipe out small populations Hurricanes/tsunamis can destroy estuaries and coastal ecosystems Droughts can cause some species to lose their food sources Part E: Part E is worth two points, one for each ecological benefit you list. Possible answers: Greater control of pest species Water filtration by intact ecosystems More source material for evolution Here's a pest you'd probably like to control. Tips for Solving AP Enviro Free-Response Questions The AP Environmental Science FRQs often trip students up, and, for most questions, the average score is 30-40%. Below are some tips you should keep in mind while studying as well as when you’re taking the test to help you improve your chances of scoring well on this section. 1. Figure OutHow Long You Want to Spend on Each Question Before You Begin You will have 90 minutes to complete the entire free-response section, which gives you about 22 minutes per question.However, you don’t need to spend exactly the same amount of time on each question. In fact, you can divide your time between the four essays any way you want. Some people spend longer on the data set question due to the calculations involved, while others find that the quickest question and take longer to answer questions that require complete sentences or paragraphs.You may spend 15 minutes on one question and close to a half-hour on another. The best way to learn which questions take you longer is to complete a lot of practice problems, which we’ll discuss in the next section. Once you’re comfortable with each type of free-response question, you can go into exam day knowing about how long you want to spend on each question. Also, you absolutely don’t have to answer the questions in order. When you start the section, give them a quick look-through and decide which one you’d like to answer first. A lot of people choose to start with the question they are most confident with so that they’ll (hopefully) have extra time at the end for questions they find trickier. 2. Be Comfortable Solving Equations Without a Calculator AP Environmental Science is the only AP science exam where you cannot use a calculator for the free-response section, which includes the data set question.As you saw above, none of the calculations you’ll need to do are particularly tricky, but if you’re slow at mental math, you could waste a lot of time you’ll need to complete the three other questions in this section. Once again, the best way to prepare for this is to practice. Complete plenty of data set practice problems without a calculator so that you get used to quickly doing math by hand.You don’t want all your hand-earned knowledge to be wasted come test day when you find yourself struggling to solve equations. 3. Keep Your Units Straight My final tip also applies primarily to the data set question. As you saw in the sampleproblem, questions often includemultiple types of units. The sample problem had centimeters, meters, and kilometers.Making a careless error and reading â€Å"5cm† as â€Å"5m† will cost you points on the exam. When you take the test, be sure to pay attention to every unit that you see. Circle or underline the units if you have to in order to make them stand out.Also, you should be a pro at converting between units. You don’t want to waste time trying to remember how many meters are in a kilometer; it should be something you know off the top of your head. Now, even after you’ve become a unit expert, don’t forget to show your work when you convert from one unit to the next. Even if the process of going from meters to kilometers seems ridiculously obvious to you and doesn’t seem like it warrants being written out, do it anyway! Typically, half the points you earn on calculation problems are from showing your work, so don’t let a bit of laziness lower your score. How to Practice Free-Response Questions After reading this far, you now know all the basics of the AP Environmental Science free-response section.However, the way to really conquer the test and get a high score is to become an expert! How can you do that? The best way is to complete lots of practice problems. On their website, the College Board has links to all the previously given free-response questions for exams from 1999-2015.That means you have dozens of official free-response questions to look over and practice.Because there are so many free-response problems, you can begin completing practice problems a few months into your class (say around November) and continuing up until the AP exam. At the beginning of the year, when you’re still learning a lot of the course material, you can read through the questions to find the ones that focus on topics you’ve already covered.In order to get the most of these practice problems, use a timer and give yourself the same timing limitations the real exam will have. Also, no calculator! Conclusion The free-response section of the AP Environmental Science exam is often challenging for students, but becoming familiar with it can go a long way to helping you get a higher score. The free-response section contains four questions: 1 document-based question 1 data set question 2 synthesis and evaluation questions You’ll have 90 minutes to complete this section, and it’s worth 40% of your total score. Also, no calculators are allowed. To maximize your chances of doing well keep these three tips in mind: Figure out how long to spend on each question before you begin Be comfortable solving equations without a calculator Keep your units straight Also, remember to complete lots of practice problems so you’ll feel confident and prepared on the day of the exam. What's Next? Want some more practice materials for AP Enviro? We've got 'em! Check out our guide with links to every AP Environmental Science practice test and quiz available online (coming soon). Now you know what the free-response section will be like, but how do you review for AP Enviro? Our guide walks you through each step of creating a study plan that will pinpoint what you need to study. Wondering when you should start studying for AP Enviro and other AP exams?In our guide, we help you figure out exactly when you need to start cracking open those review books. Want to improve your SAT score by 160 points or your ACT score by 4 points? We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Cardenio of William Shakespeare Essay Example | Topics and Well Written Essays - 1000 words

Cardenio of William Shakespeare - Essay Example "Cardenio" of William Shakespeare William Shakespeare is a towering figure in English Literature. Beyond his uncontested stature in the world of letters, Shakespeare is on par with JS Bach in terms of contributions made to Western Civilization. Shakespeare’s works thus have a significance that is difficult to contain within simple classifications. The Bard’s art is a combination of poetry, philosophy and story-telling. His works stand the scrutiny of excellence in each of these disciplines. But the real singularity of Shakespeare’s works lie in the synergy of his art. The sum of merit in his great plays is more than an addition of the parts. It is in this context that the value of The History of Cardenio has to be evaluated. What makes the loss of Cardenio difficult to digest is the tantalizing evidence for its theatrical performance. Historical records from early 17th century indicate that the play was performed by The King’s Men in London in 1613. The Stationers’ Register attributes the play to William Shakespeare as co-author of John Fletcher. Although it is difficult to ascertain the extent of Shakespeare’s contribution to the finished work, his influence is speculated to be quite pronounced. The other key circumstantial evidence of the plays’ existence comes from two related plays from a later date. The lyrics of the popular song ‘Woods, Rocks and Mountains’ by Robert Johnson is fairly certain to have featured in Cardenio. Hence, there are enough markers and traces of the play’s existence and performance. ... The lyrics of the popular song ‘Woods, Rocks and Mountains’ by Robert Johnson is fairly certain to have featured in Cardenio. Hence, there are enough markers and traces of the play’s existence and performance. This makes it a case of so-near-yet-so-far. Modern scholarly analysis and revisionist research has given a glimpse of hope for those brooding over the lost work. It has come to light that the Cardenio could have remained in existence in some of its variant forms with different titles. On  the  eighteenth century wrapper of the text most widely known as The Second Maiden’s Tragedy, a  critic  of  an  earlier  age – possibly the third owner of the manuscript, John Warbuton â€Å"crossed out other contenders for possible authors or collaborators to leave only the words: ‘By Will Shakespear/ A Tragedy indeed’.† (Fox & Walter, 2004) Though such consolations remain, I regret the loss of this play for the great entert ainment value its original version suggested. The play’s plot is said to have been inspired by Miguel de Cervantes’ Don Quixote. The character of the protagonist in Cardenio is said to have been inspired by his namesake appearing in Cervantes’ iconic work. In the novel, the young Cardenio is driven to madness and lives in the Spanish town of Sierra Morena. Madness is a constant theme in Shakespeare’s plays - Hamlet, King Lear and Othello come to mind readily. It would be fascinating to discover the interpretation and portrayal of a maddened youth in Cardenio. But madness in the context of Don Quixote could not have been tragic or serious. Hence by deduction it is fair to assume that comedy was at the core of the theme of madness noted in Cardenio. Features such as

Project management Essay Example | Topics and Well Written Essays - 500 words - 13

Project management - Essay Example The owner (occasionally also known as the client, if construction is being undertaken by a third party) tend to spend most of their time on stewarding to the managers. This means that the owners may not be focusing on quality nearly as it is expected of them (Othman, 2013). The second area that is challenging to the project managers is the cost of the project. In some cases, projects are commenced out with misrepresentation. The costs estimates for the project would be lower than the costs that can be used to bring to a completion the project (Couto, 2008). Last but not least, the contracting of work for a particular project can also present its own unique challenges. In an environment of limited labor and capitals, absence of competition in the contract bidding in the construction industry can upsurge the costs of the project (Othman, 2013). This absence of a modest bidding atmosphere can also be translated to mean that a parent company is not automatically getting the finest construction contractor for the project. The parent company would have no option but to settle for a mediocre contractor who may not perform their duties according to the laid down standards. This would potentially affect the quality of the final project. It is also of importance to note that contracts that are potentially reimbursable offer little or no incentive for the contractor concerned to undertake the work. This is due to job insecurity issues that would be involved with such kind of contracts. There are various management tools and methods that can be used to address these challenges. The plus, minus and interesting technique can be applied (Couto, 2008). This is a management tool whereby the pros and cons of a decision to construct a $ 60-million patient tower are appropriately considered before the decision can be made. Under this method, three columns are drawn which take into account the positive and negative points of a project as well as the uncertainties that may arise.

Uses of Water Essay Example for Free

Uses of Water Essay 1. For drinking and for life processes. On an average, a man consumes about 60,000 to 80,000 litres of water in his lifetime. The body of an adult contains nearly 40 to 50 litres of water at any given time and water constitutes about 66% of the average body make up. Aqueous solutions fill the cells in the body. Nutrients, oxygen, and metabolic waste products are transported by blood, which is mostly water. Digested food is absorbed in the form of an aqueous solution. In plants too nutrients are transported in the form of aqueous solutions. 2. In agriculture Plants absorb their nutrients from the soil in the form of dilute aqueous solutions. Much of the worlds food crops are now grown under irrigation i.e. where regular water supply is diverted from dams, rivers, lakes etc. 3. In food industry Water is the common medium used all over the world to prepare various types of foods i.e., for cleaning of food, cooking with/in water: preservation (freezers, fridges etc.) washing and cleaning of utensils, hands etc. 4. In bathing, washing, cleaning, sanitation etc. 5. In industries Chemical industries are the greatest consumers of water; for instance, 170 litres of water is needed to manufacture just 1 kg of steel and about 144 tons of water is needed to produce one ton of paper. 6. For hydro-electric power production. 7. For transportation as well as recreation. Transportation by sea and recreation such as swimming, fishing, sailing and other water sports are the important means of using water. 1. For cooking food, for cleaning and drinking. 2. For cultivating food. 3. For transport and recreation. 4. For cleaning. 5. For plants and animals to live in. 6. For factories, industries and power stations Sources of water: Sources of fresh water Surface water Main article: Surface water Lake Chungarà ¡ and Parinacota volcano in northern Chile  Surface water is water in a river, lake or fresh water wetland. Surface water is naturally replenished by precipitation and naturally lost through discharge to the oceans, evaporation, evapotranspiration and sub-surface seepage. Although the only natural input to any surface water system is precipitation within its watershed, the total quantity of water in that system at any given time is also dependent on many other factors. These factors include storage capacity in lakes, wetlands and artificial reservoirs, the permeability of the soil beneath these storage bodies, the runoff characteristics of the land in the watershed, the timing of the precipitation and local evaporation rates. All of these factors also affect the proportions of water lost. Human activities can have a large and sometimes devastating impact on these factors. Humans often increase storage capacity by constructing reservoirs and decrease it by draining we tlands. Humans often increase runoff quantities and velocities by paving areas and channelizing stream flow. The total quantity of water available at any given time is an important consideration. Some human water users have an intermittent need for water. For example, many farms require large quantities of water in the spring, and no water at all in the winter. To supply such a farm with water, a surface water system may require a large storage capacity to collect water throughout the year and release it in a short period of time. Other users have a continuous need for water, such as a power plant that requires water for cooling. To supply such a power plant with water, a surface water system only needs enough storage capacity to fill in when average stream flow is below the power plants need. Nevertheless, over the long term the average rate of precipitation within a watershed is the upper bound for average consumption of natural surface water from that watershed. Natural surface water can be augmented by importing surface water from another watershed through a canal or pipeline. It can also be artificially augmented from any of the other sources listed  here, however in practice the quantities are negligible. Humans can also cause surface water to be lost (i.e. become unusable) through pollution. Brazil is the country estimated to have the largest supply of fresh water in the world, followed by Russia and Canada.[4] Under river flow Throughout the course of the river, the total volume of water transported downstream will often be a combination of the visible free water flow together with a substantial contribution flowing through sub-surface rocks and gravels that underlie the river and its floodplain called the hyporheic zone. For many rivers in large valleys, this unseen component of flow may greatly exceed the visible flow. The hyporheic zone often forms a dynamic interface between surface water and true ground-water receiving water from the ground water when aquifers are fully charged and contributing water to ground-water when ground waters are depleted. This is especially significant in karst areas where pot-holes and underground rivers are common. Ground water Main article: Groundwater Sub-Surface water travel time Shipot, a common water source in Ukrainian villages Sub-surface water, or groundwater, is fresh water located in the pore space of soil and rocks. It is also water that is flowing within aquifers below the water table. Sometimes it is useful to make a distinction between sub-surface water that is closely associated with surface water and deep sub-surface water in an aquifer (sometimes called fossil water). Sub-surface water can be thought of in the same terms as surface water: inputs, outputs and storage. The critical difference is that due to its slow rate of turnover, sub-surface water storage is generally much larger compared to inputs than it is for surface water. This difference makes it easy for humans to use sub-surface water unsustainably for a long time without severe consequences. Nevertheless, over the long term the average rate of seepage above a sub-surface water source is the upper bound for average consumption of water from that source. The natural input to  sub-surface water is seepage from surface water. The natural outputs from sub-surface water are springs and seepage to the oceans. If the surface water source is also subject to substantial evaporation, a sub-surface water source may become saline. This situation can occur naturally under endorheic bodies of water, or artificially under irrigated farmland. In coastal areas, human use of a sub-surface water source may cause the direction of seepage to ocean to reverse which can also cause soil salinization. Humans can also cause sub-surface water to be lost (i.e. become unusable) through pollution. Humans can increase the input to a sub-surface water source by building reservoirs or detention ponds. Desalination Main article: Desalination Desalination is an artificial process by which saline water (generally sea water) is converted to fresh water. The most common desalination processes are distillation and reverse osmosis. Desalination is currently expensive compared to most alternative sources of water, and only a very small fraction of total human use is satisfied by desalination. It is only economically practical for high-valued uses (such as household and industrial uses) in arid areas. The most extensive use is in the Persian Gulf. Frozen water An iceberg as seen from Newfoundland Several schemes have been proposed to make use of icebergs as a water source, however to date this has only been done for novelty purposes. Glacier runoff is considered to be surface water. The Himalayas, which are often called The Roof of the World, contain some of the most extensive and rough high altitude areas on Earth as well as the greatest area of glaciers and permafrost outside of the poles. Ten of Asia’s largest rivers flow from there, and more than a billion people’s livelihoods depend on them. To complicate matters, temperatures are rising more rapidly here than the global average. In Nepal the temperature has risen with 0.6 degree over the last decade, whereas the global warming has been around 0.7 over the last hundred years. Sources Of Water 1. Rainwater. 2. Springs. 3. Rivers and lakes. 4. Surface wells. 5. Deep or artesian wells. Rain water takes up the dust and gases from the air, and organic matter from the roofs over which it is collected. The long storing in a cistern gives bacteria opportunity to grow in large numbers, causing the water to be unsafe for drinking purposes. Springs are a source of pure water supply if they are not contaminated by passing through soil which is polluted. Rivers and lakes are a common source of water supply, but they may be made very unfit for drinking if the surface water and sewage from towns and cities is allowed to drain into them. Surface wells are a very unsafe source of drinking water supply, and the water should never be used when there are cesspools, drains, barnyards, or any other sources of contamination within a radius of 200 feet of them. Deep artesian wells furnish pure water as a rule, unless the piping is not tightly jointed, when impure water from a subsoil stream near the surface may enter the pipes. Ice Freezing has little effect upon bacteria except to lessen temporarily their vitality. When the ice melts, the bacteria may again become active. Ice made by artificial means from distilled water is the only pure ice. For cooling drinking water, the water should be placed on the ice and the ice should not be put into the water. Hard And Soft Water Soft water is water in which no mineral matter is dissolved. Hard water is water in which such minerals as lime, magnesium, and iron are dissolved. Boiling precipitates some of the mineral matter, thus tending to soften the water. This mineral deposit may be seen on the inside of a teakettle. Hard water that is to be used for cleansing purposes may be softened by the addition of washing soda, borax, ammonia, potash, or soda lye.

boeing case study :: essays research papers

Summary William Boeing founded the Boeing airplane company in early 20th century. After strings of acquisition and mergers, this company grew and became the current largest world aerospace industry. Followed by previous reorganizations in 19990s, this company decided to start its branding campaign in May 2001. This campaign was consisting of lots of effort and structural changes for the first time in this corporate history. The media was showing the initial success of this campaign just after its beginning. Few days after the grand opening of the new headquarter in Chicago, which was part of campaign, the world shocked by the act of terrorism. On September 11, 2001 terrorist used this company’s product as weapon of mass destruction to massacre innocent people. Four Boeing airplanes used by terrorist caused a great concern for this company about its swinging campaign. Some serious decision needed to be taken about branding process. Problems Although Boeing’s top management considered this company as a top global brand, critics believed this company did not make adequate changes in regard to its growth, in other words, did not adapt itself to 21st century. Public was thinking of Boeing as a traditional company which does not promote its public image as other similar corporation does. Business Week’s survey suggested that Boeing received no rank among top best 100 companies by public in year 2000. In order to catch up with global growth, Boeing started its branding campaign a bit too expansive and no body predicted such a disaster on septer11, 2001, which caused lots of problems for this company. Goals Boeing moved for right track. They decided to compete with other global brands in terms of public image and goodwill. As Phil Condit, Boeing CEO and chairman, announced at Farnborough air show in 2000, this company goals are focusing on: running healthy core businesses, leverage the company’s strength into both new products and services, and open new frontiers. Achieving these major goals can improve Boeing public image both domestically and internationally. There are other areas of weakness existed within this company such as adaptation to new business and communication methods. Boeing must have more participation in areas of public to prove that it is seeing beyond the traditional boundaries. Solution For achieving its dreams, Boeing needs a total restructure and re-branding campaign. These processes require Boeing a precious plan and research. These plans can guide Boeing thorough its restructure, it can reveal the weakness areas and it can ease the whole process.

Evaluating Employee Retention Essay

High employee turnover rate has been considered as one of the highest drivers for direct and opportunity cost to rise for companies. In the Coca Cola Retailing Research, Blake (2000) estimates that about US$5. 8 billion annually are lost in the supermarket sector alone due to employee turnover. More importantly, this figure significantly reduces the profitability of firms to as much as 40%. Hence, the mantra that human resources or people are still the most important factor of production considering the improvements in technology is still a prevalent notion among scholars and businessmen alike (Buckingham and Vosburgh, 2001). With this in mind, human resources management is driven to attract and retain employees that have proved valuable in the company over periods of time. Essentially, employee retention and the reduction of employee turnover rate had been studied in the literature and in company case studies. However, despite the numerous studies provided to us, there are still debates that need to be resolved on the most potent factors that would make employees stay. This paper presents a case study of Coca Cola Company particularly its program on employee retention, the issues and challenges that it faces in terms of employee turnover, its impact on the company both financially and operationally, and the improvements that can be made in order to enhance the employee retention program and reduce turnover rates. Employee Retention: Factors and Drivers Employee retention on a macro-scale had generally been impacted by the external economy in general and the trends in the business sector (Frank and Taylor, 2004). On a micro-scale however, employee retention are affected by programs/policies of the company, wages and benefits in relation to its competitors, skills, training and promotion, employee motivation and satisfaction as well as other factors that are internal to the company. For instance, while the US economy had been considered at a low level in recent years, employee turnover had been maximal in the periods 2002-2003 because of the downsizing that had been prevalent in US companies. Add to this factor, employee discontent according to the survey of the Conference Board (2003) had been highest since 1995 and that employees are only waiting for a market recovery to look for other jobs (Kaihla, 2003). Hence, aside from these factors that needs to be considered by companies, employee turnover affects the cost of the US economy by at least US$5 trillion annually (Journal of Business Strategy, 2003) and reduces stock prices and earnings to about 38% (Sibson, 2000). Consequently, aside from the financial impact of employee turnover, employee retention has been directly correlated by Dresang (2002) to increase productivity as well as customer loyalty. Employee retention had been attributed to several factors; let us first analyze the factors identified in the literature to contribute employee retention and reduction of turnover. In Coca Cola, the top retention drivers between hourly employees and management employees were identified as follows. For the hourly employees, providing directions, availability of equipment and supplies and immediate supervision were identified as drivers for retention while for managers, it would be organizational direction, training and advancement (Frank, 2000). These factors validate earlier studies that front-line leaders play a critical role in the retention of employees (SHRM Retention Survey, 2000). This is because poor management would drive employees away because of their perceived lack of importance accorded to them by the company. Consequently, this result implies that managers being critical factors in employee retention would need to be improved in terms of training and professional development programs by the company (Gantz Wiley Research, 2004). Hence, Frank (2000) asserted that organizational and management practices as drivers for retention have specific and identifiable goals. First, for employees working by the hour, tactical practices in accomplishing their jobs effectively are considered to be important. This is because these employees derive their satisfaction and motivation from the feedback that they receive from their immediate supervisors. Hence, their execution of their specific tasks is important in order to make them feel important in the company. However, management retention had been attributed to the strategic direction of the company as well as their professional training and advancement. This implies that managers are more likely to stay in a company with a training program that would encourage professional growth as well as a program with concrete promotion guidelines. Coca Cola Employee Retention Program Coca Cola, the leading manufacturer of carbonated drinks had been considered as one of the top employers not only in terms of providing hundreds of jobs worldwide but also in strategically managing its employees turn over rate. The advocacy of Coca Cola rests on the productivity and skills of its employees in providing quality products and assuring quality control of its merchandise. In return, Coca Cola incorporates in its core policies the Workplace Rights Policies which includes a holistic view of its workers ensuring that its policies serves up to the promotion of a holistic employee growth (The Coca Cola Company, 2008). Unlike PepsiCo, Coca Cola allows unions and provides for a collective bargaining in order to protect the rights of its employees. This has led to the unorganization of the employees of PepsiCo compared to that of Coca Cola- while there is a high level of collective bargaining in Coca Cola, PepsiCo has not provided its employees the venue to air its grievances. However, compared to PepsiCo’s Taste to Success employment brand statement and its numerous programs for employee retention such as â€Å"Culture of Shared Principles†, â€Å"Ability to Make an Impact†, â€Å"Quality People† and â€Å"Passion for Growth†, Coca Cola’s campaign for employee retention is still in the process of evolving. For one, the 2000 research employed by Coca Cola to determine the cost and the opportunities for employee retention, the company had redeveloped its corporate strategy to specifically address its management and rank and file retention issues by changing its strategy. For instance, Coca Cola has the â€Å"talent magnets† program in celebration of managers who are able to attract outstanding talents in their team. This is done by Coca Cola in order to provide advancement not only for managers but for rank and file employees as well. Consequently, Coca Cola in its mission statement includes four components indicating the responsibility of managers to develop the rank and file employees. For example, in Coca Cola’s Competency/Success Model, it targets the self and others, rank and file employees would provide the necessary feedback on their manager regarding their development success and compensation based on their skills. Based on these criteria, the managers are then judged by upper management (Olian, et al, 1998). Hence, the focus of Coca Cola is on teams and not on individuals alone. This is similar to the practices in PepsiCo but to a lesser extent. For instance, PepsiCo still values individual achievement and skills in its promotion and advancement. In terms of compensation and pay, both PepsiCo and Coca Cola had been criticized by foreign countries by providing below level compensation for employees. In the United States, typically, the wage of same level employees is the same for both. Consequently, the benefits for regular and part time employees are comparable with one another. Moreover, both companies provide training and development programs, diversity and multi-cultural work environment as well as programs for advancement. However, the primary difference is that Coca Cola had been considered to fundamentally more sound strategically than that of PepsiCo. For instance, while PepsiCo offers different variety of products in the beverage and snack sector and have declared bankruptcy in the past, Coca Cola’s sound management fundamentals have prevented it from investing in risky ventures. While both PepsiCo and Coca Cola had been fraught with workers issues particularly in low salaries and wages as well as the issues of better rights for workers, Coca Cola had fared well better in retaining its employees because it is more stable than PepsiCo (which had closed 4 plants in New Jersey) and because of the presence and tolerance of unions. To a large extent, unions in Coca Cola had perennially protected the rights of its workers and hence, led to lower employee turnover in Coca Cola. Valid and Effective Employee Retention Program Employee retention programs while it should consider external aspects of its operations such as the economic performance of the country, the wages and salary in that specific country as well as competition, internal factors within the human resource sector would also needed to be re-examined particularly in determining the means to retain employees. It should be noted that skillful employees and managers are considered to be precious and scarce commodities in today’s employment world. This is the reason why companies such as Coca Cola reserves rewards for its top performers in selling and marketing its products. For instance, those who have shown superior performance than others are given career advancements readily, trainings and professional development growths are available and they have better bargaining power. Hence, these workers can demand for better work conditions particularly in balancing their work-family life. This however, does not only apply for managers but also for rank and file employees. While priorities would differ for the two classes, the need to be valued by the organization is important. This is manifested in terms of pay and wages, benefits, promotions, advancement, work condition as well as the need to know their role in the organizational mission. Hence, employee retention programs should focus on the internal and external factors of employees: pay, benefits and promotion as well as the working relations of the employees on their immediate superiors and co-workers as well as in providing a better consideration for themselves as a person and not just a worker. For instance, feedback from the manager are important considerations from rank and file employees (Frank, 2000) implying that it is no longer the salary and compensation that matters for retention but also on the relationship of subordinates to superiors. Hence, programs on employee retention should focus on managers’ ability to improve their subordinates and drive their team to achieve. This would imply that advancements would also focus on the ability of the managers to train and improve the position and compensation of their employees. Finally, the ability of companies such as Coca Cola to provide a better balance in the life of the employees by providing opportunities for better working conditions such as work-life balance can improve the loyalty of the employees as well as enhance their productivity (Younger, Smallwood and Ulrich, 2007). Method in Determining Effective Employee Retention Program The Coca Cola Study had proposed thirteen (13) scales for management and organizational practices that can serve as a benchmark in evaluating the employee retention program: 1) organizational direction; 2) immediate supervision; 3) providing directions; 4) providing feedback; 5) equipment and supplies; 6) working conditions; 7) work organization; 8) pay administration; 9) pay and benefits; 10) advancement; 11) impact; 12) training; and 13) capacity (Frank, 2000). These scales serve as a benchmark in evaluating current employee retention programs in Coca Cola. Accordingly, these factors would be critically assessed in the next section using the Coca Cola study in order to determine the areas where Coca Cola had improved since the study was completed in 2000 and the areas that would need improvement. It should be noted that this scale system is specific to supermarket products and may not reflect with other companies. Discussion and Recommendations for Effective Employee Retention Program in Coca Cola Traditional conception on employee retention had been that: increase the pay and employees will stay. However, in current business environment where skilled workers are offered with numerous job offers, the scope of employee retention had also broadened. First, employees now consider the organizational direction of the company. As shown in the survey of Coca Cola, organizational direction is important for managers in order to determine their goals in line with that of the company. A company with good fundamental organizational goals is more likely to retain managers who align themselves within the organizational direction. However, this is not only the case for managers as implied in the second factor which is immediate supervision. Managers and supervisors are tasked with the need to improve on the quality of its supervisory capacity in order to retain rank and file employees. In Coca Cola, managers who are in charge of a team are judged not on their individual performance but on how the team had performed. Hence, effective supervision and management are critical in determining the success of employees both in the managerial as well as the rank and file level. The principle is no longer that managers will rise alone but rather, rank and file employees will rise alongside their manager. This is also the core policy of Coca Cola’s self and others program wherein one is not only responsible for his or her self but for the team as well. Third, providing directions is no longer the monopoly of supervisors and managers. Typically, the vertical or line hierarchy within business firms had been replaced by horizontal and a more interactive workplace. Rank and file employees now have the freedom for better independence as well as in providing input to the management. In Coca Cola, this is no longer prohibited but is encouraged in order to gain fresh and better insights to improve on performance. The principle behind this is that those who do the work are better equipped with the knowledge on how to improve it. Along this line is the recognition that rank and file employees can provide direction to the organization as well which is the fourth factor in the item- providing feedback. The feedback system in Coca Cola does not rest solely on the discretion of the managers but also on the records of the employee. However, the feedback given by the immediate supervisors are important in determining the capacity and skills as well as the importance accorded to an employee. At Coca Cola, since teams are driven to produce, supervisors and managers can provide immediate feedback. Positive feedback gives the sense of accomplishment for employees as well as the feeling that they are valued members of the organization. This in essence, increases employee motivation and satisfaction. The fifth and sixth factors include availability of equipments and supplies as well as working conditions of the employees. It should be noted that in order to accomplish a task, materials necessary would have to be available. For rank and file employees, the management that ensures that these materials are available is tantamount to the perception that the work they accomplish is important in the organization. This leads us to the sixth factor which is working condition. The work environment has been considered as one of the more important determinant of employee motivation and hence, employee retention and turnover. Those employees whose work is not recognized are more likely to be unmotivated. Coca Cola for its part has better working conditions than PepsiCo. However, working conditions outside of the United States would need to be improved because of their poor managerial and plant support. In the United States, these issues are less pressing. Thus, it is the responsibility of the top management to ensure that despite the need of workers in third world countries of work, its improvement would cut the rate of employee turnover and increase the possibility of retention. Seventh, one good way to improve employee retention is for the Coca Cola management to use a slogan that will serve as the company’s goal similar to that of PepsiCo. Many corporations use the slogan, â€Å"People are our most important asset. † Similarly, many companies contend that their values support teamwork, integrity, respect, and dignity. While this may sound good, it takes hard, consistent work in policies, statements and actions for employees to believe it. Eight, the classic pay philosophy is to provide wages that will attract and retain qualified employees. Being aware of the wage rates in an organization’s external market place is critical to Coca Cola’s success for retaining employees. The case of the Coca Cola’s wage scale is low; the company has already lost employees to other sectors that pay a higher rate. Hence, there is a need for improvements in the compensation by improving on performance pays. For instance, lump sum merit awards on the other hand provide financial recognition for an individual’s job performance in lieu of merit-based salary increases. This is an effective way to provide financial recognition, especially to those individuals whose base salary is already relatively high.