Job evaluation Essay Example

Job evaluation Essay Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. An approach designed to enable a job to be compared to all other jobs in an Institution in a systematic and transparent way in order to create a fair rank order of jobs, usually as the basis for a grading and pay structure, to ensure equal pay for work of equal value Some Principles of Job Evaluation Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description. ?All jobs in an organisation will be evaluated using an agreed job evaluation scheme. ?Job evaluators will need to gain a thorough understanding of the job ? Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated. ?The job is assessed as if it were being carried out in a fully competent and acceptable manner. ?Job evaluation is based on judgement and is not scientific.However if applied correctly it can enable objective judgements to be made. ?It is possible to make a judgement about a jobs contribution relative to other jobs in an organisation. ?The real test of the evaluation results is their acceptability to all participants. ?Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions. Job Evaluation The Future As organisations constantly evolve and new organisations emerge there will be challenges to existing principles of job evaluation.Whether existing job evaluation techniques and accompanying schemes remain relevant in a faster moving and constantly changing world, where new jobs and roles are invented on a regular basis, remains to be seen. The formal points systems, used by so many organisations is often already seen to be inflexible. Sticking rigidly to an existing scheme may impose barri ers to change. Constantly updating and writing new jobs together with the time that has to be spent administering the job evaluation schemes may become too cumbersome and time consuming for the benefits that are derived.Does this mean that we will see existing schemes abandoned or left to fall into disrepute ? Will providers of job evaluation schemes examine and, where necessary, modify them to ensure they are up to date and relevant ? Simply sticking rigidly to what is already in place may not be enough to ensure their survival. Job Evaluation More Job evaluation is essentially one part of a tripartite subject, which is collectively referred to as Job Study (other names exist).The three parts are Job Analysis; Job Evaluation the information collected is evaluated using a numerical scale or ranking and rating methodology; and Merit Rating BSI definition (32542). BSI definition 32529 – â€Å"Any method ranking the relative worth of jobs which can then be used as a basis f or a remuneration system† It is essentially a comparative process. Job evaluation evaluates selected job factors, which are regarded as important for the effective performance of the job, according to one of several alternative methods. The resulting numerical gradings can form the basis of an equitable structure of job gradings.The job grades may or may not be used for status or payment purposes. Explanation: Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure, e. g. physical strength required, knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel the technique’s uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management. Illustration:The Time Span of Discretion is an interesting and unusual method of job evaluation developed by Elliot Jaques for the Glacier Metal Company. In this method the job pressure is assessed according to the length of time over which managers decisions commit the company. A machine operative, for example, is at any moment committing the company only for the period needed to make one product unit or component. The manager who buys the machine is committing the company for ten years. Job evaluation is the process of determining the appropriate Career Group and Role to which a position is assigned.The job evaluation process has four steps: Selecting the Occupational Family: The first step is to determine the appropriate Occupational Family by reviewing the vocational characteristics (the nature and type of work performed) outlined in the Employee Work Profile. Comparing and Selecting the Career Group: The second step is to compare the Concept of Work capsule that describes the array of work performed in the various Career Group Descriptions to the Employee Work Profile in order to determine the appropriate Career Group.Comparing and Selecting a Role within a Career Group: The third step is to evaluate and compare the Work Description (position objective; purpose of position; knowledge, skills, abilities and competencies; education, experience, certification and licensure; core responsibilities and special assignments) outlined in the Employee Work Profile to the various Role Descriptions and the factor matrices to determine the appropriate Role.Comparing to other positions within a Role to ensure consistency: The final step is to confirm the assignment of the position to the Role by checking to make sure that it is consistent with other positions assigned to the same Role Job Evaluation: Methods: The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. The second method is one of awarding points for various aspects of the job.In the points system various aspects or parts of the job such as education and experience required to perform the job are assessed and a points value awarded the higher the educational requirements of the job the higher the points scored. The most well known points scheme was introduced by Hay management consultants in 1951. This scheme evaluates job responsibilities in the light of three major factors know how, problem solving and accountability Ranking Ranking This method is one of the simplest to administer. Jobs are compared to each other based on the overall worth of the job to the organization.The worth of a job is usually based on judgements of skill, effort (physical and mental), responsibility (supervisory and fiscal), and working conditions. Advantages Simple. Very effective when there are relatively few jobs to be evaluated (less than 30). Disadvantages Difficult to administer as the number of jobs increases. Rank judgements are subjective. Since there is no st andard used for comparison, new jobs would have to be compared with the existing jobs to determine its appropriate rank. In essence, the ranking process would have to be repeated each time a new job is added to the organization. - Ranking Methods Ordering Simply place job titles on 35 inch index cards then order the titles by relative importance to the organization. Weighting Paired Comparison Job Evaluation: Methods: Classification Classification Jobs are classified into an existing grade/category structure or hierarchy. Each level in the grade/category structure has a description and associated job titles. Each job is assigned to the grade/category providing the closest match to the job.The classification of a position is decided by comparing the whole job with the appropriate job grading standard. To ensure equity in job grading and wage rates, a common set of job grading standards and instructions are used. Because of differences in duties, skills and knowledge, and other aspect s of trades and labor jobs, job grading standards are developed mainly along occupational lines. The standards do not attempt to describe every work assignment of each position in the occupation covered. The standards identify and describe those key characteristics of occupations which are significant for distinguishing different levels of work.They define these key characteristics in such a way as to provide a basis for assigning the appropriate grade level to all positions in the occupation to which the standards apply. Advantages Simple. The grade/category structure exists independent of the jobs. Therefore, new jobs can be classified more easily than the Ranking Method. Disadvantages Classification judgments are subjective. The standard used for comparison (the grade/category structure) may have built in biases that would affect certain groups of employees (females or minorities). Some jobs may appear to fit within more than one grade/category.Job Evaluation: Methods: Factor Com parison Factor Comparison A set of compensable factors are identified as determining the worth of jobs. Typically the number of compensable factors is small (4 or 5). Examples of compensable factors are: Skill Responsibilities Effort Working Conditions Next, benchmark jobs are identified. Benchmark jobs should be selected as having certain characteristics. equitable pay (not overpaid or underpaid) range of the factors (for each factor, some jobs would be at the low end of the factor while others would be at the high end of the factor).The jobs are then priced and the total pay for each job is divided into pay for each factor. See example matrix below: Job Evaluation: Factor Comparison The hourly rate is divided into pay for each of the following factors: Job Hourly Rate . Pay for Skill Pay for Effort Pay for Responsibility Pay for Working Conditions This process establishes the rate of pay for each factor for each benchmark job. Slight adjustments may need o be made to the matrix to ensure equitable dollar weighting of the factors.The other jobs in the organization are then compared with the benchmark jobs and rates of pay for each factor are summed to determine the rates of pay for each of the other jobs. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgements that are subjective. The standard used for determining the pay for each factor may have build in biases that would affect certain groups of employees (females or minorities). Job Evaluation: Methods: Point MethodPoint Method A set of compensable factors are identified as determining the worth of jobs. Typically the compensable factors include the major categories of: Skill Responsibilities Effort Working Conditions These factors can then be further defined. Skill Experience Education Ability Responsibilities Fiscal Supervisory Effort Mental Physical Working C onditions Location Hazards Extremes in Environment The point method is an extension of the factor comparison method. Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument.The points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgments that are subjective. The standard used for determining the pay for each factor may have built-in biases that would affect certain groups of employees (females or minorities).Performance appraisal, also known as employee appraisal, is a method by which the performance of an employee is evaluated (generally i n terms of quality, quantity, cost and time). The roots of performance appraisal can be found in Frederick Winslow Taylors time and motion study[citation needed]. Performance appraisal is a part of career development. Performance appraisals are a regular review of employee performance within organizations. Generally, the aims of a scheme are: Give feedback on performance to employees. Identify employee training needs. Document criteria used to allocate organizational rewards.Form a basis for personnel decisions-salary (merit) increases,promotions, disciplinary actions, etc. Provide the opportunity for organizational diagnosis and development. Facilitate communication between employee and administrator. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objective s/attributes. Employees are also allowed the opportunity to assess the person (manager) at the same time.This is known as 360 ° appraisal. The most popular methods that are being used as performance appraisal process are: Management by objectives (MBO) 360 degree appraisal Thus performance appraisal is important for effective human resource management. Performance appraisal is a process of evaluating employee performance in order to guide and develop the employees potential. In many extension organizations which are government departments, the performance appraisal is nothing more than a confidential judgement of work done and a character report used to facilitate disciplinary action or promotion.The employees do not get feedback about their performance. Extension organizations need to have an open appraisal system to provide feedback and opportunities for open discussion with employees on their performance, because they have immense potential to grow and develop. This system can create a healthy working climate and employee motivation. The performance appraisal which aims at facilitating employee development has the following major purposes: (1) to provide feedback and guidance, (2) to set performance goals, (3) to identify training needs, and (4) to provide inputs for management of pay administration, rewards, and promotion.The steps involved in effective performance appraisal are (1) identification of key performance areas and setting yearly objectives under each KPA, (2) identification of critical attributes for effective performance, (3) periodic review of performance, (4) discussion of performance with employees, and (5) identification of training and developmental needs (Pareek ; Rao, 1992). Potential Appraisal The potential appraisal is a future-oriented appraisal by which the potential of an employee to occupy higher positions and to assume higher responsibilities is evaluated.The potential appraisal can help the extension staff to know their streng ths and weaknesses and can motivate them to further develop their skills. Thus the potential appraisal helps in planning overall career development of employees. Some of the techniques used for the appraisal are self-appraisals, peer rating, the management by objectives (MBO) approach, psychological test and simulated work exercises, case analyses, and leadership exercises. Job evaluation Essay Example Job evaluation Essay Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. An approach designed to enable a job to be compared to all other jobs in an Institution in a systematic and transparent way in order to create a fair rank order of jobs, usually as the basis for a grading and pay structure, to ensure equal pay for work of equal value Some Principles of Job Evaluation Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description. ?All jobs in an organisation will be evaluated using an agreed job evaluation scheme. ?Job evaluators will need to gain a thorough understanding of the job ? Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated. ?The job is assessed as if it were being carried out in a fully competent and acceptable manner. ?Job evaluation is based on judgement and is not scientific.However if applied correctly it can enable objective judgements to be made. ?It is possible to make a judgement about a jobs contribution relative to other jobs in an organisation. ?The real test of the evaluation results is their acceptability to all participants. ?Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions. Job Evaluation The Future As organisations constantly evolve and new organisations emerge there will be challenges to existing principles of job evaluation.Whether existing job evaluation techniques and accompanying schemes remain relevant in a faster moving and constantly changing world, where new jobs and roles are invented on a regular basis, remains to be seen. The formal points systems, used by so many organisations is often already seen to be inflexible. Sticking rigidly to an existing scheme may impose barri ers to change. Constantly updating and writing new jobs together with the time that has to be spent administering the job evaluation schemes may become too cumbersome and time consuming for the benefits that are derived.Does this mean that we will see existing schemes abandoned or left to fall into disrepute ? Will providers of job evaluation schemes examine and, where necessary, modify them to ensure they are up to date and relevant ? Simply sticking rigidly to what is already in place may not be enough to ensure their survival. Job Evaluation More Job evaluation is essentially one part of a tripartite subject, which is collectively referred to as Job Study (other names exist).The three parts are Job Analysis; Job Evaluation the information collected is evaluated using a numerical scale or ranking and rating methodology; and Merit Rating BSI definition (32542). BSI definition 32529 – â€Å"Any method ranking the relative worth of jobs which can then be used as a basis f or a remuneration system† It is essentially a comparative process. Job evaluation evaluates selected job factors, which are regarded as important for the effective performance of the job, according to one of several alternative methods. The resulting numerical gradings can form the basis of an equitable structure of job gradings.The job grades may or may not be used for status or payment purposes. Explanation: Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure, e. g. physical strength required, knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel the technique’s uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management. Illustration:The Time Span of Discretion is an interesting and unusual method of job evaluation developed by Elliot Jaques for the Glacier Metal Company. In this method the job pressure is assessed according to the length of time over which managers decisions commit the company. A machine operative, for example, is at any moment committing the company only for the period needed to make one product unit or component. The manager who buys the machine is committing the company for ten years. Job evaluation is the process of determining the appropriate Career Group and Role to which a position is assigned.The job evaluation process has four steps: Selecting the Occupational Family: The first step is to determine the appropriate Occupational Family by reviewing the vocational characteristics (the nature and type of work performed) outlined in the Employee Work Profile. Comparing and Selecting the Career Group: The second step is to compare the Concept of Work capsule that describes the array of work performed in the various Career Group Descriptions to the Employee Work Profile in order to determine the appropriate Career Group.Comparing and Selecting a Role within a Career Group: The third step is to evaluate and compare the Work Description (position objective; purpose of position; knowledge, skills, abilities and competencies; education, experience, certification and licensure; core responsibilities and special assignments) outlined in the Employee Work Profile to the various Role Descriptions and the factor matrices to determine the appropriate Role.Comparing to other positions within a Role to ensure consistency: The final step is to confirm the assignment of the position to the Role by checking to make sure that it is consistent with other positions assigned to the same Role Job Evaluation: Methods: The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. The second method is one of awarding points for various aspects of the job.In the points system various aspects or parts of the job such as education and experience required to perform the job are assessed and a points value awarded the higher the educational requirements of the job the higher the points scored. The most well known points scheme was introduced by Hay management consultants in 1951. This scheme evaluates job responsibilities in the light of three major factors know how, problem solving and accountability Ranking Ranking This method is one of the simplest to administer. Jobs are compared to each other based on the overall worth of the job to the organization.The worth of a job is usually based on judgements of skill, effort (physical and mental), responsibility (supervisory and fiscal), and working conditions. Advantages Simple. Very effective when there are relatively few jobs to be evaluated (less than 30). Disadvantages Difficult to administer as the number of jobs increases. Rank judgements are subjective. Since there is no st andard used for comparison, new jobs would have to be compared with the existing jobs to determine its appropriate rank. In essence, the ranking process would have to be repeated each time a new job is added to the organization. - Ranking Methods Ordering Simply place job titles on 35 inch index cards then order the titles by relative importance to the organization. Weighting Paired Comparison Job Evaluation: Methods: Classification Classification Jobs are classified into an existing grade/category structure or hierarchy. Each level in the grade/category structure has a description and associated job titles. Each job is assigned to the grade/category providing the closest match to the job.The classification of a position is decided by comparing the whole job with the appropriate job grading standard. To ensure equity in job grading and wage rates, a common set of job grading standards and instructions are used. Because of differences in duties, skills and knowledge, and other aspect s of trades and labor jobs, job grading standards are developed mainly along occupational lines. The standards do not attempt to describe every work assignment of each position in the occupation covered. The standards identify and describe those key characteristics of occupations which are significant for distinguishing different levels of work.They define these key characteristics in such a way as to provide a basis for assigning the appropriate grade level to all positions in the occupation to which the standards apply. Advantages Simple. The grade/category structure exists independent of the jobs. Therefore, new jobs can be classified more easily than the Ranking Method. Disadvantages Classification judgments are subjective. The standard used for comparison (the grade/category structure) may have built in biases that would affect certain groups of employees (females or minorities). Some jobs may appear to fit within more than one grade/category.Job Evaluation: Methods: Factor Com parison Factor Comparison A set of compensable factors are identified as determining the worth of jobs. Typically the number of compensable factors is small (4 or 5). Examples of compensable factors are: Skill Responsibilities Effort Working Conditions Next, benchmark jobs are identified. Benchmark jobs should be selected as having certain characteristics. equitable pay (not overpaid or underpaid) range of the factors (for each factor, some jobs would be at the low end of the factor while others would be at the high end of the factor).The jobs are then priced and the total pay for each job is divided into pay for each factor. See example matrix below: Job Evaluation: Factor Comparison The hourly rate is divided into pay for each of the following factors: Job Hourly Rate . Pay for Skill Pay for Effort Pay for Responsibility Pay for Working Conditions This process establishes the rate of pay for each factor for each benchmark job. Slight adjustments may need o be made to the matrix to ensure equitable dollar weighting of the factors.The other jobs in the organization are then compared with the benchmark jobs and rates of pay for each factor are summed to determine the rates of pay for each of the other jobs. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgements that are subjective. The standard used for determining the pay for each factor may have build in biases that would affect certain groups of employees (females or minorities). Job Evaluation: Methods: Point MethodPoint Method A set of compensable factors are identified as determining the worth of jobs. Typically the compensable factors include the major categories of: Skill Responsibilities Effort Working Conditions These factors can then be further defined. Skill Experience Education Ability Responsibilities Fiscal Supervisory Effort Mental Physical Working C onditions Location Hazards Extremes in Environment The point method is an extension of the factor comparison method. Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument.The points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgments that are subjective. The standard used for determining the pay for each factor may have built-in biases that would affect certain groups of employees (females or minorities).Performance appraisal, also known as employee appraisal, is a method by which the performance of an employee is evaluated (generally i n terms of quality, quantity, cost and time). The roots of performance appraisal can be found in Frederick Winslow Taylors time and motion study[citation needed]. Performance appraisal is a part of career development. Performance appraisals are a regular review of employee performance within organizations. Generally, the aims of a scheme are: Give feedback on performance to employees. Identify employee training needs. Document criteria used to allocate organizational rewards.Form a basis for personnel decisions-salary (merit) increases,promotions, disciplinary actions, etc. Provide the opportunity for organizational diagnosis and development. Facilitate communication between employee and administrator. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objective s/attributes. Employees are also allowed the opportunity to assess the person (manager) at the same time.This is known as 360 ° appraisal. The most popular methods that are being used as performance appraisal process are: Management by objectives (MBO) 360 degree appraisal Thus performance appraisal is important for effective human resource management. Performance appraisal is a process of evaluating employee performance in order to guide and develop the employees potential. In many extension organizations which are government departments, the performance appraisal is nothing more than a confidential judgement of work done and a character report used to facilitate disciplinary action or promotion.The employees do not get feedback about their performance. Extension organizations need to have an open appraisal system to provide feedback and opportunities for open discussion with employees on their performance, because they have immense potential to grow and develop. This system can create a healthy working climate and employee motivation. The performance appraisal which aims at facilitating employee development has the following major purposes: (1) to provide feedback and guidance, (2) to set performance goals, (3) to identify training needs, and (4) to provide inputs for management of pay administration, rewards, and promotion.The steps involved in effective performance appraisal are (1) identification of key performance areas and setting yearly objectives under each KPA, (2) identification of critical attributes for effective performance, (3) periodic review of performance, (4) discussion of performance with employees, and (5) identification of training and developmental needs (Pareek ; Rao, 1992). Potential Appraisal The potential appraisal is a future-oriented appraisal by which the potential of an employee to occupy higher positions and to assume higher responsibilities is evaluated.The potential appraisal can help the extension staff to know their streng ths and weaknesses and can motivate them to further develop their skills. Thus the potential appraisal helps in planning overall career development of employees. Some of the techniques used for the appraisal are self-appraisals, peer rating, the management by objectives (MBO) approach, psychological test and simulated work exercises, case analyses, and leadership exercises.

Carl Levin essays

Carl Levin essays Born in 1934 in Detroit, Michigan, Carl Levin has been around through many of the past centuries events. He has been a senator through 4 terms, and has helped pass many acts that have helped people. He is a strong advocate for improved technology in schools to help increase modernize education. He also has a goal to improve prescription drug benefits for senior citizens and another to continue to work with improving U.S. security issues. He should be chosen, as U.S. Senator because he understands what the people and the economy needs. He has the experience necessary to complete the task at hand. Carl Levin believes that education is the most important thing for being a successful individual. He believes that there are many educational issues that have to be dealt with and sets out to complete them. Some of the issues dealing with education that Levin sets out to change are the class sizes, which he intends to reduce. He also wants to modernize schools, meaning that he would like to increase the technology in schools. This is very important to education today because it will help students to keep up with the growing technological and business world. Another topic that Carl Levin would like to improve is prescription drug benefits. He believes that it is very important to have a prescription drug program. With all the economic problems of the current time, it will benefit senior citizens that are retired, and help them to afford their prescriptions. He believes it should be an optional part of Medicare. He also believes that it should be available, but not mandatory. Improving U.S. security is one of Carl Levins main goals. He wants to work for a safer world where the U.S. is part of a coalition against terrorism. He believes that the only way to fight terrorism is to be united, and to fight together. He believes that Saddam Hussein is more interested in his own power than anything else and also believes t...

Abortion Clinics Should Not be Closed in the U.S.

In 1973, the Supreme Court’s decision made it possible for women to get safe, legal abortions from well-trained medical surgeons, and therefore led to dramatic decreases in pregnancy-related injury and death (abortion). Now there is a new proposal to close abortion clinics. This proposal takes away the privacy rights of American women that are guaranteed by our Constitution. By closing abortion clinics the government is not only taking away women’s rights, but is also punishing those whom want to exercise their right of a pro-choice woman. Plagiarism Detection >Abortion clinics allow thousands of women every year to have abortions. Having the abortion should be woman’s personal choice. By closing these clinics, there will be no providers to perform the operation, so the choice has already been made for them. Closing the clinics will increase the barriers of having an abortion. When there are too many obstacles, the right to make their own choice is taken away fro m them. In 1973 the American Supreme Court ruled that Americans’ right to privacy included: the right of a woman to decide whether to have children, and the right of a woman and her doctor to make that decision without state interference (abortion). The Constitution says we have a right to privacy, so taking away a woman’s chance to make decisions about her own body violates that right.The American Civil Liberties Union defends the Constitution and peoples’ rights.ACLU has protected the rights of abortion for women, and in recent years has argued mayor cases opposing restrictions that deny woman access to reproductive health care (ACLU). Policy 263 states: The ACLU holds that every woman, as a matter of her right to the enjoyment of life, liberty, and privacy, should be free to determine whether and when to bear children.(The American Civil Liberties Union)The closure of abortion clinics will be done with the purpose to reduce the number of abortions. This raise s the question whether this will be an effective method or not. Before 1973 abortions were illegal yet the number of women who sought abortions did not decrease (abortion). Before 1973 many thousands of women died or suffered serious medical problems after attempting to perform their own abortions, or going to untrained doctors who performed cheap abortions with uncivilized methods or in unsanitary conditions (The Abortion Law Homepage.). If clinics are closed, women will still continue to attempt, and succeed, in ending unwanted pregnancies just like before 1973. Women will risk their health and possibly even their lives. By keeping these abortions clinics open it ensures a higher probability that the women who do have abortions will be in a safe, sanitary environment, and therefore injuries will be fewer in number.If clinics are shut, the waiting lists of abortion clinics in other countries will be much longer. Women will have to wait longer to get an abortion, and will be treated later in their pregnancy which is much more dangerous for the pregnant women.Pro-life activists claim that the unborn baby is alive and has feelings when the heart begins beating. But, the heartbeat begins between the eighteenth and twenty-fifth day (Fetus). They also say that women who have abortions are murderers. This problem could be solved by keeping abortion clinics open, because then the woman can be treated before the twenty fifth day when the fetus is not yet a living baby. She will not have to wait because of long waiting lists, but instead will have the abortion as soon as possible with as less psychological pain.If a woman has to travel to another country to have a legal abortion, she will have to pay more money. She will now not only have to pay for the abortion itself, but also the traveling costs and that does not include the psychological costs as well. Not all people can afford these costs. So by keeping clinics open more women will have the chance to exercise thei r right and have their desired abortion. If a working woman or student suddenly has to leave the country, this means she will have to think of excuses and lies for an explanation. This is not fair to the woman, she should not have to explain herself to anyone, it is her body and therefore she can do what she wants, she does not need other people’s consult.Abortion clinics are not a butcher’s place where young babies are murdered. They provide a choice for women whether or not to bring a child into this world.What is worse: taking away the life of an unborn child that is not even aware of life itself yet, or a mother bringing an unwanted child into this world, knowing that she will not be able to take care of it, and that her child will have to suffer from the poor circumstances in which she lives. As of now the woman has the ability to make that choice and save the child from poor, possibly abusive or hate filled environment. Personally I feel that living in a circumst ance such as abuse is worse than the abortion of the fetus. Rape victims should also be able to have an abortion because they know that if they were to keep the child, they would cringe when she thought about whom contributed to the other half of the child. The offspring will be a painful reminder to the rape victim. She did not choose to take the responsibility of a child and therefore should not have to pay the consequences. A woman who cannot love her child has no right to have a baby in the first place.One option for women who are not able to take care of their baby is adoption. Yet she will have to carry the baby for nine months and then give it up. Not all women are able to do this physically or psychologically. After the pregnancy she will have to hope that their baby will find a good and loving home. And this is not always the case. The child will possibly have to suffer from living in orphanages waiting to get adopted. Adoption can not always be seen as a good solution to u nwanted pregnancies.The advantage of closing abortion clinics could be that woman will be forced to take the responsibility over their baby, and give their unborn child the right to life. But it can not be seen as something entirely positive. The mother will always regard the child as a mistake and will never love it the way she would have if she had wanted to keep the child. Getting an abortion does not always mean that the woman is only thinking of herself, she also thinks on behalf of her baby. Abortion clinics do not make the choice easier, nor do they force the woman into the surgery. People who are against abortion having the choice not to have one. It is not fair to take away the choice of people who do want one.List of works consulted: Â  Abortion. Encarta Encyclopedia 1999. 1999 ed.ACLU. Encarta Encyclopedia 1999. 1999 ed.Fetus. Encarta Encyclopedia 1999. 1999 ed. Plagiarism Detection >The Abortion Law Homepage. Abortion Law Homepage. 24 November 1996. (11 March 2000). htt p://members.aol.com/abtrbng/index.htmThe American Civil Liberties Union. Abortion Clinic Access Law. 1997. (11 March 2000). http://www.aclu.org/library/aaabort.html

Rapid dissemination of images has had an impact on artists Essay

Rapid dissemination of images has had an impact on artists - Essay Example Artists who are not affiliated with any major companies find comfort in the Internet as an effective channel to distribute their labor of love to a particular niche (Poole and Le-Phat Ho 5). Pool and Le-Phat Ho mention that a survey in England reveals that art enthusiasts â€Å"explore† art materials online than those who are not interested at all (5). With this idea, it is significant to discuss postmodern artists and the impacts of digital technology to their works. Shepard Fairey. He is the man behind Studio Number One and is the well-known publisher of Swindle Magazine (Heller and Talarico 117). More than the common affiliations, Fairey bleeds art, as he started making artworks for shirts and later on to another medium since he was in college. His designs are of course authentic, making them in balance between quantity and quality (Heller and Talarico 117). In one of his artworks, Fairey expressed his stance over the rapid dissemination of the images of artworks with the advent of digital technologies. Particularly, he criticized existing laws concerning copyrights of artists to their artworks (Taylor 172). Fairey campaigned for a copyright law to be passed in the United States that is applicable in the present era. Fairey’s campaign is a manifestation of artists’ â€Å"anxiety† over copyright infringement (Taylor 172; Sullivan 41). The present media culture suggests it being an â€Å"open-source† of anything that can be stored and retrieved in there (Boomen et al. 271). Fairey fought for artists’ rights over their own work. He understood that there must be some acknowledgement of originality among breakthrough artists in the digital field. With this in mind, Fairey understands â€Å"new spatial heterotopias,† which suggest that there is actually a difficulty in delineating space and physical landscape in art (Boomen et al. 272). Sherrie Levine. Rephotography is her

How can a healthy balance of occupations be defined Dissertation

How can a healthy balance of occupations be defined - Dissertation Example The following proposal will provide a background and rationale for the intended research. The problem will be discussed so that the intended research can be understood for its purpose. The second section of the proposal will provide aims and objectives for the intended research Finally, the third part of the proposal will provide an intended methodology from which the study will be conducted in order to provide some resolutions for the objectives. The overall proposal is intended to provide a framework for the intended dissertation on the topic of defining balance through healthy occupations. Background Occupational choices are defined by Turner, Foster, and Johnson as either a â€Å"deliberate commitment to enter an occupational role, acquire a new habit, or undertake a personal project† (27). They further the discussion about the definition of an occupational role through disclosure that these roles are not always defined by an active choice, but are sometimes imposed upon a n individual. An example of this can be the role of head of the family. Occupations are most often seen as long term endeavors which are separate from the concept of an activity which is more often seen in a short term devotion to a task or purpose (Sumsion). Occupations are concerned with long term concepts that require diligence and effort towards goals which may be finite, but are more often sets of goals that continue forward through the occupational effort (Edmons). Creating a healthy balance of occupations concerns balancing the different elements of the roles that a person undertakes in order to assure that in pursuing these roles, a balance is essential in sustaining health and preventing illness. The World Health Organization or WHO suggests that in order to define well being one must look at â€Å"the total universe of human life domains including physical, mental, and social aspects† (Wilcock 310). In order to achieve harmony and balance, all aspects of human exper ience must be examined and assessed in order to provide the clarity that supports well-being (Lundy and Janes 546). A very important distinction that must be made during the study of balance of occupations is that between health and wellness. Health is defined by activities that lead toward well-being. While the terms can be overlapped, more often health is considered a state of physical being that is a part of the balance of a â€Å"dynamic integration of mind, body, spirit, emotions, and environment† (Velde and Wittman 69). Therefore in studying the balance of healthy occupations, the state of well-being must be taken into consideration. How roles are chosen and how they affect the aspects of the five aspects of wellness are relevant to the overall balance of those roles of occupation. The following factors should be taken into consideration when discussing balancing occupations: a concern with a person as a physical, thinking, emotional, spiritual, and social being who has a past, present and future, and who functions within physical and social environments; a belief in intrinsic motivation - an innate predisposition to explore and act on the environment and to use one’s capacities; a recognition of each person’

Mary Shelleys Frankenstein Essay Example for Free

Mary Shelleys Frankenstein Essay The Birth of a Monster Frankenstein can be [home-3. tiscali. nl] read as a tale of what happens when a man tries to create a child without a woman. It can, however, also be read as an account of a womans anxieties and insecurities about her own creative and reproductive capabilities. Among the deviations from the original book is the creation of the monster bride. In the book, the creation asks Victor Frankenstein to fashion a monster woman for him. He reluctantly agrees, but destroys the creature right before he is about to breathe life into it. However, in the film he goes through with his plan only after the monster murders Elizabeth on their wedding night by thrusting his hand into her chest and ripping out her heart [home-3. tiscali. nl]. Victor then takes Elizabeths body back to his laboratory, where he attaches her head to the exhumed body of Justine, the nanny. He then galvanizes this new body and brings Elizabeth back as a horrific bride. When the monster approaches thinking that the bride is meant for him, a stand-off occurs before the bride kills herself by fire [home-3. tiscali. nl]. Male Friendship in Jamess Short Stories Jamess short stories focus on the theme of male friendship [glbtq. com]. Texts like The Pupil (1890) portray relationships between older men and their proteges associations. The Beast in the Jungle (1903) comprises a case study of homosexual panic. Moreover, stories like The Jolly Corner (1908), which involves a protagonist who confronts himself as he might have been, had he not left America for a solitary existence in Europe. It dramatizes the ways in which the protagonist comes to embrace heterosexual love. This might suggest that Jamess portrayals of women suffer as a result of the privileged male relationships in his short stories. To a certain extent, this is true at the same time Jamess [glbtq. com]treatment of women is also skillful. This has led many feminist critics to applaud his representations of femininity. James did not support womens rights and was frequently quite dismissive of female writers but his female characters are among the most positively represented in British and American literature. In turn, although Jamess ambivalence toward gay love and lifestyles propels his fiction, his portrayals of male friendships are provocative and powerful. Indeed, the fated nature of these relationships testifies not only to Jamess inability to conceive of a space wherein homosexual love might be dramatized, it also points to the pall cast by the Wilde trials, wherein the specter of Oscar shadowed the comportment of many gay men of his age. James, caught within a myriad of conflicting cultural positionsan American living in Europe, a gay man living in a normative heterosexual worldwas able to channel his own marginality into literary texts that document the anxieties of his age, be they social, sexual, or cultural [glbtq. com]. Conclusion The Queer theory is a theory of sociology (or philosophy), which criticizes mainly the concept of gender, feminism, and the preconceived idea of genetic determinism in the sexual preference. Although homosexuality and queer practices are nothing new, the association between queer practices and deviancy is taking on new meaning in the modern world as queer community and queer culture becomes more apparent. Queer culture is not limited to queer sex. Queer culture, from an ideological standpoint, represents the queer community and its arts, lifestyles, institutions, writings, politics, relationships and everything else encompassed in culture. Queer culture in general is intertwining with the common normative culture, with people being exposed to the ideas of â€Å"gay pride† and becoming more educated about queer studies in schools and society. Reference: Barris, S[24/07/2007 ] GAINING THE RIGHT TO SPEAK AT THE UN http://www. ilga. org/news_results. asp? LanguageID=1FileID=1090FileCategory=44ZoneID=7 Coming Out as Transgender http://www. hrc. org/Content/NavigationMenu/Coming_Out/Get_Informed4/Coming_Out_as_Transgender/Coming_Out_as_Transgender.htm Commentaries on Seidman, Meeks and Traschen: `Beyond the Closet? : After the Closet Bech Sexualities. 1999; 2: 343-346 http://sexualities. sagepub. com/cgi/content/refs/2/3/343. â€Å"Epistemology of the closet†, Eve Kosofsky Sedgwick, in â€Å"The Lesbian and Gay Studies Reader†, Routledge, New York, London, 1993 [italico da autora, sublinhados e gordos nossos] http://branconolilas. no. sapo. pt/sedgwick. htm Foucault: The History of Sexuality http://www. ipce. info/ipceweb/Library/history_of_sexuality. htm.

Dantes Inferno :: essays research papers

The Divine Comedy was a key element to the development of European literature. By writing the epic style poem in the vernacular, he enabled all people of general literacy (ie, the commoner) with the liberty to read his work of art. This was such a landmark event because scholars of the past had always written in Latin including two of the most influential people in his life, the epic poets Virgil and Homer. Latin was the language of the Roman Empire and the Catholic Church therefore no one ever thought Dante’s use of the vernacular was capable of such poetic expression. From a mere literal perspective, The Divine Comedy can then be viewed as a pioneer in the defiance of Catholicism. Through the mere title â€Å"The Divine Comedy†, one can further unearth many significant aspects of the poem. A true comedy refers to two classical modes of composition. The tragedy was the first of these styles where the plot flowed from a high and pleasant beginning to an extremely low and destructive conclusion. The second technique is a classic comedy where the plot elevates from depressing beginning to an elevated and triumphant ending. In canto 1 it describes the 1st part of the journey vividly crossing the mtn. He keeps falling and cant quite make it. When the book ends Dante has surpassed a great deal and had learned a lot from his journey.Dante’s work is not solely dependent on either of the two styles rather it incorporates aspects of both approaches. The plot of The Inferno mirrors a classic comedy for it progresses from the horrors of Hell to the joys of Heaven, nevertheless it is constantly presenting the reader with individual situations of tragedy. EX-alive b4 jesus(virgil,limbo),suicides†¦those who are good, gays. The Divine Comedy is a truly universal work for it deals with the most significant question of humanity, the existence of an afterlife and the consequences of our lives on Earth. His convo w Virgil, Dante asks why we are here. this Dante was so confident in his abilities as a poet that he attempted to answer such questions through the voice of the vernacular.

How you act affects what grade you get Essay

The Impact of Student Behavior on Student Learning is an important subject. There are varying issues that affect student behavior, and a students ability to learn and perform efficiently. This paper will discuss some of the behaviors that are commonly demonstrated when students face one of the most common symptoms; stress. It will also cover how stress, a symptom of student behavior can affect student learning. Student behavior can be categorized two different ways. A determining factor is if the behavior is negative or positive. These behaviors can be overt or covert and can play a big part in determining a student grade in a particular class. Students demonstrating poor behavior have a tendency to get lower grades. Poor behavior, which is a symptom of stress, can be linked to lack of sleep. According to The Franklin Institute Online, â€Å"Disrupting routines and interrupting sleep-all have a cumulative effect on your brain, especially its ability to remember and learn† (Franklin, 2004). The brain is a precious organism and if it is stressed it will not perform to capacity. Stress can cause ones behavior to fluctuate in a manner that can be destructive to productivity. If a student’s behavior fluctuates and causes them to react poorly in a class room setting they may not be able to retain the information needed to qualify for the grades necessary to complete their degree (K. White, personal communication, June 29, 2011). According to the Webster online dictionary, the definition of behavior is â€Å"the manner of conducting oneself; anything that an organism does involving action and response to stimulation† (Webster, 2011). Human beings have the capability to conduct themselves in a manner that may or may not help their capacity for learning. The wrong type of stimulation can alter the student’s ability to perform simple tasks that under normal circumstances would be easy for the student to perform. The behavior displayed by students affects the outcome of the amount of information the student retains. The more information a student can retain the better the grades that student is likely to receive. By definition, behavior is ‘the manner in which one conducts oneself’, and cannot be measured as good or bad because it is a matter of opinion (K. White, personal communication, June 29, 2011). Behaviors can be changed or altered to fit the mood of the person. â€Å"The term â€Å"stress† is short for distress, a word evolved from Latin that means â€Å"to draw or pull apart.† The Romans even used the term ‘districtia’ to describe â€Å"a being torn asunder† (Franklin, 2004). To be torn from your normal routine of good study habits, exams, and team work would be understandable in the case of a stressed student. Since the student has limited, or no control over the stressors in their life; they cannot always be held responsible for their behavior. A behavior can be harmful to the outcome of a situation but does not have to mean that the person with the behavior is bad or good (K. White, personal communication, June 29, 2011). In the same since that negative and positive behavior don’t equate to bad or good. Negative behavior is any behavior that harms the student’s learning ability (K. White, personal communication, June 29, 2011). An example would be a student that shows signs of stress. That student may be edgy or not seem like a team player. The student may grasp the main concepts during class but not seem to put the effort forth to get good grades where tests are involved. This student may understand concepts and be able to explain to others with ease how they work. This student may also miss deadlines, or not post assignments on time. This negative behavior is harmful to the student, but due to stress the student is not able to control the negative behavior. The student may not be aware of the way their behavior is disrupting their school life and will not recognize the affect on their grades (K. White, personal communication, June 29, 2011). â€Å"Overt behaviors are more open and observable and would include students talking during class, using their cellular phones, or eating or drinking noisily. Covert behaviors are more passive and include sleeping during class, arriving to class late, leaving class early, or generally acting bored and disengaged.† (Seidman, 2005) Demonstration of these behaviors may be done together or separately. A student can demonstrate just covert behavior and still seem defiant. Both covert and overt behaviors can be a sign of stress. The student who demonstrates these behaviors may not recognize that they are being a distraction to the class or to themselves. They can also attribute to poor or no study habits. Both behaviors can cause problems for the student because they can hinder the student’s ability to perform in a class setting. For example: A student can understand the concepts in a course but have trouble staying awake during class and miss important notes or assignment deadlines. When this student post an assignment too late to receive full credit their grade is affected. The student has shown signs of overt behavior but did not intend to be seen as disruptive. Often students have no idea that the outcome of their behavior can lead to poor grades. Some students are able to correct their poor grades with good grades by a change in their behavior. The symptom that will show in lieu of stress would be happiness or a since of calm. Students who demonstrate negative behavior will have a hard time retaining information or keeping up with their courses. Students with positive behavior will have a better chance of retaining the maximum amount of information possible. Positive behavior helps the student to create an environment within themselves that is conducive to learning (K. White, personal communication, June 29, 2011). Students who are stress free in mind, body, and soul are free to work at full capacity to achieve their academic goals. When a student feels comfortable with their surroundings and is freed from worrying about the outside world, the student will have a higher level of concentration on school work as all other distractions have been managed or eliminated. They will be able to focus their energy on studying , and processing the information studied. (K. White, personal communication, June 29, 2011). Behaviors can be changed or altered with help of others. Most schools have an academic advisor who is able to handle student issues. They may not be able to completely assist in matters of home life but may have some good suggestions and or referrals that may help the student get back on track. A change in student behavior for the good can impact student learning in a positive way. â€Å"Bear in mind that an appropriate stress response is a healthy and necessary part of life. It improves mood. Problems feel more like challenges, which encourages creative thinking that stimulates your brain to grow new connections within it.† (Franklin, 2004). In conclusion, student behavior can be a symptom of underlying issues that can affect student learning for different reasons and in many different ways. Poor behavior, which is a symptom of stress, can be linked to lack of sleep. The wrong type of stimulation can alter the student’s ability to perform simple task that under normal circumstances would be easy for the student to perform. Since the student has limited to no control over the stress in their life they cannot always be held responsible for their behavior. The student may not be aware of the way their behavior is disrupting their school life and will not recognize the affect on their grades. A happy, content students mind, body, and soul are free to work at full capacity to achieve the goal of good paper writing, testing, and team work. Both behaviors can cause problems for the student because they can hinder the student’s ability to perform in a class setting. Some students are able to correct their poor grades with good grades by a change in their behavior. A change in student behavior for the good can impact student learning in a positive way. References The Franklin Institute Online. Retrieved on June 29, 2011 at 7:47 PM from Web stream at http://www.fi.edu/learn/brain/stress.html#how The Learning Killer: Disruptive Student Behavior in the Classroom. Journal article by Alan Seidman; Reading Improvement, Vol. 42, 2005 Webster Dictionary online. Retrieved on June 29, 2011 at 3:43 PM from website http://www.merriam-webster.com/dictionary/behavior, Merriam-Webster, Incorporated

On the legacy of Elliot Liebow and Carol Stack: Context-driven fieldwork and the need for continuous ethnography Essay

Ethnographic Research Introduction Reading response            The study reveals that ethnographic research is used to study people’s culture in different geographical locations and or occupations. Most research are concerned with the studies of people in either schools or communities. Hence, it can be concluded that ethnographic research are the major approach to the study groups of people. The studies also revealed that ethnographic studies obtain data using two main research methodologies, which include observations and interviews. Some studies combine both interviews and observations as the tools of data collection for example Duener, (2007). Few studies rely on only one type of data collection tool where interviews dominate. However, the two data collection tools are inseparable in most studies.            Ethnographic research involves studying a group of people or their cultures that can be done in schools or other fields. For example, it can involve studying of the performance of students in school and how they interact during their studies or communities interactions (Valenzuela, 2005; Fine, Centrie, & Roberts, 2000).The study is one of the most preferred research approaches since it allows observe and record data in an interactive session with participants (Gilmore, & McDermott, 2006). As a result, the study generates detailed and accurate data about the study subjects. The research approach is simple and cheap and thus it is suitable to study wide variety of populations and geographical locations.            Ethnographic research involves interactions between participants and researchers. During these interactions, the researchers use various methodologies to obtain data from the participants. Observations and interviews forms the major methodologies used to carry ethnographic research. For example, Heath, (1983) Flowers, (2000) and Fine et al., (2000) uses interviews to obtain information from the study populations. Interviews help the researcher to obtain data from the participant through question and answer session. Duneier, (2007) used observations to obtain data about how kinsmen are brought up during their childhood. According to the observations, the study revealed that family members and not their mothers kept at least one-third of the target subjects, kinsmen. Reflection            The data collected from ethnographic studies may give descriptions of how people lived in the past or in day-to-day life and how explains their behavioural interactions. Hence, it makes it easier to study people in the different communities and their behaviour. The results obtained from these studies gives insight or deeper understanding of the people of a given community. For example, ethnographic study carried out by Duneier, (2007) gave insight on how families and parents relates with their kinsmen. This helps to give broader understanding how the society brings up their relatives. In addition, the data obtained from ethnographic studies can be used to give insights on various social processes in a given field. For example, a number of studies involved data collection from schools and helped the research to understand how various performances are related to other factors that children interacts with for example repeating of classes.            In addition, the ethnographic studies help one to have a deeper understanding of the societies in terms of what they do, how they behave, and how they interact socially. Understanding of such issues is an important factor in developing an area of interest in any field of study. For example, since most ethnographic studies involve groups of people in either school and out of schools field, it would be appropriate adopt ethnographic studies in the field of education and study how children interacts and perform in school. In addition, the interactions between teachers and children may be studied to understand whether there is relationship with their performances. This is because, in a group of people, it would be easier to carry out observations when they are interacting together. Moreover, it would be appropriate to carry out interviews. Description of the final topic            The topic of the final paper will be how children’ behaviour impacts on their academic performance in local schools. The study will involve studying children’s behaviour at school and home and then relating it to the academic performances. Some studies argue that bad behaviour detracts children from academic activities and thus affecting their performances negatively. On the other hand, studies argue that children behaviour has no impact on their academic performance in schools. Hence, the study will try to establish whether there is a correlation of behaviour and academic performance.            The study will involve observations of children in school and homes and their behaviours recorded as good or bad. Some features such as how they interact with other children in schools and homes, obedience, and respect to adults and their teachers will be used as major observational characteristics. In addition, interviews will be conducted to both parents and teachers top evaluate the behaviour of their children. Academic performance will be retrieved from the schools’ achieve databases. This will then be related with the performance of the children and conclusion reached.            The study will help to prove the current contentious findings on the impacts of children’s behaviour on the academic performance. The information obtained from this study will help parents and teachers to understand whether children’s behaviour affects their performances in school. As a result, they will be able to make appropriate decisions and implement appropriate measures. Reference Duneier, M. (2007). On the legacy of Elliot Liebow and Carol Stack: Context-driven fieldwork and the need for continuous ethnography. Focus, 25(1), 33-38. Fine, M., Weis, L., Centrie, C., & Roberts, R. (2000). Educating beyond the borders of schooling. Anthropology & Education Quarterly, 31(2), 131-151. Flowers, D. A. (2000). Codeswitching and Ebonics in Urban Adult Basic Education Classrooms. Education and Urban Society, 32(2), 221-36.Gilmore, P., & McDermott, R. (2006). † And This Is How You Shall Ask†: Linguistics, Anthropology, and Education in the Work of David Smith. Anthropology & education quarterly, 37(2), 199-211.Heath, S. B. (1983). Ways with words: Language, life and work in communities and classrooms. cambridge university Press. Valenzuela, A. (2005). Subtractive schooling, caring relations, and social capital in the schooling of US-Mexican youth. Beyond silenced voices: Class, race, and gender in United States schools, 83-94. Source document

On A Role essays

On A Role essays The savage persona, the war paint, the feathers and the beating drums are just some of the stereotypical images and attributes associated with Native American culture. The casting of Native Americans into villainous roles of early film and television has perpetuated a false perception of Native Americans that is still tied to their culture today. For centuries, Native Americans have been defined by stereotypical perceptions of Indian culture. These preconceived notions of Native culture are amplified if not derived from, the racially biased portrayal of Native Americans in the mass media and film throughout history. Though some of the modern depictions of Native Americans today are more positive and historically accurate, Indian culture still carries the stigma of the stereotypes and images established in early film and media. Though historical ignorance was partially at fault for allowing society to subscribe to such immense cultural misconceptions, it was film and television that immortalized these images and made them an acceptable part of the American way. Preying on the publics limited knowledge of traditional Indian culture, early filmmakers created the Hollywood Indian, an inaccurate depiction of Native Americans confining them to either an image of a savage warrior or that of the wise medicine man. Michael Hilger describes these representations as the development of Noble to Savage Red Man. (1). Hilger continues to analyze this development by pointing out that both representations were subconsciously laced with racism and miscegenation. For example, even when an Indian is portrayed as a secondary hero he is still deemed inferior to his white counter part and is usually the brunt of racist humor by providing comedy relief which is demeaning to his intelligence and importance in the plot. Also, any interracial romances occurring between Native and non-Native persons were never d...

Litigation, Censures, and Fines Essay Example | Topics and Well Written Essays - 750 words

Litigation, Censures, and Fines - Essay Example In an argument by Mills (2003), ethical responsibilities in accounting cannot be assured without the implementation of litigations, censures and fines. This ensures that organizations and auditors are responsible when handling the accounts of the organization. Conan, Chad & Mark (2011) also point out that minus litigations, censures and fines investors and creditors would be exposed to greater risks involved in fraud cases created by management teams and auditors. This paper will analyze the possible causes at which legislations, fines and censures can be imposed on an organization. The analysis will be done by reviewing the case of Phar-Mor case of 1992. In 1992, the United States saw the closure of one of the most promising retail outlets in the country. Phar-Mor was cited to be the next Wal-Mart as it recorded great numbers in its sales. In an argument by Conan, Chad & Mark (2011) Phar-Mor had a great future in the United States market if only its accounts recordings were legit. T he organization had contracted Coopers & Lybrand as their auditors. In the Phar-Mor case the top management team confessed to financial statement fraud after creditors and investors in the organization filled cases challenging the legibility of their financial statements after a massive loss was recorded. ... ary issue on the case against Coopers and Lybrand was under the crux that they recklessly made confirmation and representations of financial statements without confirming if they were true or false. According to Conan, Chad & Mark (2011) this gives the plaintiffs the opportunity to file a strong case under the statutory and common law. In terms of litigation and fines, both Coopers & Lybrand and the mangers of Phar-Mor received hefty fines. Coopers & Lybrand had to pay claims to creditors and investors worth more that $1 billion. Phar-Mor mangers collectively received a fine of 41 million as two of its mangers received prison sentences. The $ 500 million fraud however, led to bankruptcy of Phar-Mor leading to its closure. Numerous internal controls and accounting principles were breached in this particular incident. In an argument by Conan, Chad & Mark (2011), it is the duty of the management team to provide accurate representation of financial statements to investors and creditors. The breach of this duty is liable to fines and litigation on the organization. Providing false financial statements to investors is punishable by labor laws in the United States. In this situation, it is the duty of the auditing company to ensure financial representations are accurate and reflect the real financial situation in the organization (Conan, Chad & Mark, 2011). Failure to this, an auditing company is liable and should be fines and pay up all claims by plaintiffs in terms of incurred loss (Hoffman, 1996). The approval of these accounting issues were based on the breach and disregard of leadership and accounting ethics. Hoffman (1996) points out that any organization that depends on investors and creditors for funds has to ensure clarity, accuracy and transparency of their

Finance 1750 3day Essay Example | Topics and Well Written Essays - 1750 words

Finance 1750 3day - Essay Example Close follow up shows that China’s economy has slightly outdone Japan’s, in terms of the GDP. This achievement suggests that in a few years to come China will only be a step behind the United States in terms of the largest economy. According to Lai and Yang’s (2009) report, after the two main stock exchanges Shenzhen Stock Exchange and Shanghai Stock Exchange that were launched in 1990, the state owned enterprises have been developed and supported by this two markets financially to a great extent. Taking a closer look at China’s stock markets and real estate it is not clear whether this two components are correlated or not. In this paper, we use volatility models to compare results between the two markets and finally establish whether the two are correlated as we further establish their potential variation effects. In this case we monthly data sets ranging from the year 2005 to 2010. From the data, several statistical test is applied to measure the rate of return on the correlation between the two markets, stock markets, and real estate. Stock Investment In general, investors purchase common stock from the stock market in terms of stock investments, which generate dividends that earn those profits or capital gain because of positive shift in the stocks’, selling price. ... The second advantage is that it is possible to minimize the risk on a portfolio greatly by having diversification where several types of stocks are held (Bodie, et al., 2009). The third important advantage is that it is now very possible to sell common stock on secondary markets with minimum transaction costs. This is possible due to the high liquidity of stocks. The other important advantage is that, when compared to other investments, the pricing of common stock is not only affected by shifts in interest rates but is also affected by performance of the firm and earning prospects. Stock Market Stock markets are also referred to as equity markets. They normally provide a platform where shares can be issued, and many investors can come and trade their shares and securities. The markets are divided into two depending on how they carry out transactions. The first is exchange market, and it is usually physical where investors can come and freely trade with their securities. The second on e is referred to as over the counter market. In this case, transactions are normally carried out over the phone or through the internet on the computer. The markets are also divided into two main parts, and these are primary and secondary. The primary market issues new securities such as initial public offering (IPO) while secondary markets offer securities that were previously offered and are being presented subsequently for trade. Returns and Risks of Stock Investment The first thing we need to understand is as an investor, there are two ways in which one can gain from their investment, and this is through dividends and capital gains. A capital gain is achieved because of an increase in the value of a capital asset such as stocks