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.