Free Essays on The Weekend

Today’s American society is working more, only to have less leisure time. There seems to be an increasing trend to work an increasing amount of hours. People are not valuing there leisure time like they should. American families are evolving around what Juliet Schor calls, the work and spend cycle. This is an idea of working, not to save money, but only to spend it on material goods. Americans are mass consuming goods at an increasing rate. Many American households consume as much as three to four times as what a European family household might consume. I believe the United States may have a waste management problem that will not be able to be solved. With all this consumption of goods, I would like to think that Americans would put a higher degree of importance on their leisure time. This is not the case; American families seem to be enjoying the television a lot more than any other culture. Is watching television really a form of leisure? People all around the glo be work day after day waiting for that two day period of time which is called the weekend. This is when the real ideal of mass consumption takes place. From the ideals of Juliet Schor’s â€Å"The Overworked American† to Witold Rybczynski’s â€Å"Waiting for the Weekend† today’s families are working longer hours only to mass consume. The mass consumption of goods mostly takes place during a two-day increment, The Weekend. According to Schor (1992), â€Å"Americans report that they only have sixteen and a half hours of leisure a week, after the obligations of job and household are taken care of†(p.1). Americans really need to start putting a higher degree of importance on their leisure time. The rise of capitalism has made many Americans extremely greedy. American families are consuming so many material goods, if productivity doesn’t increase, prices will have to fall. The trend of buying goods only to keep up with a status quo (The Jones’) will kee... Free Essays on The Weekend Free Essays on The Weekend Today’s American society is working more, only to have less leisure time. There seems to be an increasing trend to work an increasing amount of hours. People are not valuing there leisure time like they should. American families are evolving around what Juliet Schor calls, the work and spend cycle. This is an idea of working, not to save money, but only to spend it on material goods. Americans are mass consuming goods at an increasing rate. Many American households consume as much as three to four times as what a European family household might consume. I believe the United States may have a waste management problem that will not be able to be solved. With all this consumption of goods, I would like to think that Americans would put a higher degree of importance on their leisure time. This is not the case; American families seem to be enjoying the television a lot more than any other culture. Is watching television really a form of leisure? People all around the glo be work day after day waiting for that two day period of time which is called the weekend. This is when the real ideal of mass consumption takes place. From the ideals of Juliet Schor’s â€Å"The Overworked American† to Witold Rybczynski’s â€Å"Waiting for the Weekend† today’s families are working longer hours only to mass consume. The mass consumption of goods mostly takes place during a two-day increment, The Weekend. According to Schor (1992), â€Å"Americans report that they only have sixteen and a half hours of leisure a week, after the obligations of job and household are taken care of†(p.1). Americans really need to start putting a higher degree of importance on their leisure time. The rise of capitalism has made many Americans extremely greedy. American families are consuming so many material goods, if productivity doesn’t increase, prices will have to fall. The trend of buying goods only to keep up with a status quo (The Jones’) will kee...

Private School Uniforms and Dress Codes

Private School Uniforms and Dress Codes When you think of a dress code or uniform, what comes to mind? Most people will call to mind the stereotypical images we see in media: pressed and proper uniforms at military academies, the navy blazers or sports coats with ties and slacks at boys schools, and the plaid skirts and white shirts with knee socks and dress shoes at girls schools. But is this attire actually the norm at private schools? Many private schools attribute most of their uniform traditions and dress codes back to their British public school roots. The formal starched collars and tails worn by Eton College boys are world-famous, but they are hardly typical of a normal school uniform these days. Much more common is a looser dress code consisting of the ubiquitous blazer, white shirt, school tie, slacks, socks and black shoes; or the option of wearing dresses, or a blazer and blouse with slacks or skirts  are pretty much standard for girls. What is the difference between a uniform and dress code? The very word uniform suggests the raison detre for unis as some of the private school crowd calls them. It is one specific and standard style of dress that every student wears. Some school uniforms allow for optional additions, such as sweaters or vests to wear over the uniforms. While the rules at every school will differ, some will allow students to add their own personal flair, dressing up their standard attire with scarves and other accessories, but there are typically limitations to how much can be added to the uniform. A dress code is a strict outline of acceptable attire that isnt limited to one or two options. It serves as more of a guideline rather than a rigid rule, and provides more flexibility for students. Many view dress code as an attempt to create conformity as opposed to uniformity. Dress codes can vary by school and range from more formal dress codes requiring specific colors and limited choices of attire, to more flexible options that may simply prohibit certain forms of attire.   Why Do Schools Have Uniforms and Dress Codes? Many schools have implemented uniforms and dress codes for both practical and social reasons. Practically speaking, a standardized uniform allows a child to get by with a minimum amount of clothing. You have your everyday wear and then a Sunday best outfit for more formal occasions. A uniform often serves as a marvelous equalizer of social status. It matters not whether you are the Earl of Snowdon or the son of the local green grocer  when you don that uniform. Everybody looks the same. Uniformity rules. Do uniforms improve test scores and enhance discipline? Long Beach Unified School District, back in the 90s, instituted a dress code policy for its students. Proponents of the policy claimed that the dress code created a climate for education which led to improved test scores and better discipline. Research may vary on this, and responses from parents often differs from teachers, with parents (and students) arguing for more flexibility for personal style and expression, while teachers are often largely supportive of uniforms and dress codes because of the perceived improvements in both student performance and behavior. That said, private schools generally create a climate for learning more consistently than public schools do, to begin with. Uniforms and dress codes are just one part of the formula for success. The real secret to success is consistently enforcing rules and regulations. Hold students accountable and you will see results. What About Teachers Dress Codes? Most private schools also have dress codes for teachers. While the guidelines for adults may not mirror that of students, they are often similar, engaging faculty members in modeling good behavior and dressing best practices.   What Happens When You Disregard the Uniform or Dress Code? Now, we all know that students of any age have their ways of getting around dress code requirements. The slacks have a way of becoming a bit baggier than the school regulations intended. The shirts tend to hang out below the oversize jacket. Skirts seem to shrink overnight. This can be difficult for schools to enforce, and infractions can result in varying responses, ranging from verbal reminders to detention and even formal disciplinary action for repeated offenders.

Nursing research Essay Example | Topics and Well Written Essays - 250 words - 58

Nursing research - Essay Example Nonetheless, staff should always ensure that they remained updated on the changes in technology and standards in order to adjust their practice in line with the new technology and standards, which effectively improves the quality of care. I consider poster presentations as an important way of communicating information. In line with this, posters are  an important aid to present the essence of a topic. Importantly, a combination of visual aids and a verbal presentation smooth the progress of communicating scientific ideas in a poster. However, the graphics, which is the poster presentation’s visual aid, attracts my attention. Consequently, I use graphics in a poster presentation to ensure that I drew the attention of people to the poster. However, I have to ensure that the graphics are unique in order attract the attention while also holding the attention. Moreover, I ensure that the graphics on the poster are relevant and increase the understanding of the message

Discussion and reply to a discussion Essay Example | Topics and Well Written Essays - 500 words

Discussion and reply to a discussion - Essay Example The family's capacity to deal with these challenges is determined by the family's patterns of communication, problem-solving skills, degree of cohesion within the family, interfacing with the external world, and conflict resolution abilities. According to the literature on the topic, the involvement of families in critical care settings has a positive effect on the effective service to the needs of families and patients during a medical crisis. "The challenges for the critical care nurse are to (1) understand how the medical crisis affects family functioning and dynamics, (2) understand the emotional intensity often experienced by families, and (3) determine the appropriate level of family involvement in the patient's holistic care during the hospitalization." (Leon and Knapp, 2008, p 256). Therefore, family nursing is an essential reality of the health care system of the day and the importance of holistic nursing cannot be ignored by the schools of nursing.

Reinforcement and Employees Essay Example for Free

Reinforcement and Employees Essay Q3. What tools does Walmart use to motivate employees? How might a lack of motivation affect associates and how should managers respond? Give me a W! Give me an A! Give me an L! Give me a squiggly! Give me an M! Give an A! Give me an R! Give me a T! What’s that spell? Walmart! Whose Walmart is it? It’s my Walmart ! Who’s number one? The customer! Always! The good times continue at Walmart, and so do hard work and achievement. For many employees, seeing peers rewarded for a job well done proves highly motivational. Executives at Walmart refer to the company as one big family. There are no grunts or gophers –no employee, no matter how new, is thought of as low person on the totem. According to the company’s â€Å"open door† policy, all associates are encouraged to speak freely, share concerns, and express ideas for improving daily operations. In return, they can expect managers to treat all discussions fairly with an open mind. The policy is right out of Walton’s playbook. â€Å"Listen to your associates,† Walton urged. â€Å"They’re the best idea generators.† The founder’s wisdom is routinely reaffirmed through the oft-repeated quote that â€Å"nothing constructive happens in Bentonville† – a reference to Walton headquarters. In Walton’s grass – roots ethic, local employees are the ones most likely to produce fresh ideas. One significant way managers can meet higher motivational needs is to shift power down from the top of organization and share it with employees to enable them to achieve goals. Empowerment is power sharing, the delegation of power or authority to subordinates in an organization. Increasing employee motivation for task accomplishment because people improve their own effectiveness, choosing how to do a task and using their creativity. Empowerment is one way managers promote self- reinforcement and self- efficacy, as defined in the discussion of social learning. Empowering employees involves giving them four elements that enable them to act more freely accomplish their jobs: information knowledge, power, and rewards. First of all, employees receive information about company performance. In companies where employees are fully empowered, all employees have access to all financial and operational information. Secondly, employees have knowledge and skills to contribute to company goals. Companies use training programs and other development tools to help people acquire the knowledge and skills they need to contribute to organizational performance. The third motivation is employees have the power to make substantive decision. Empowered employees have the authority to directly influence work procedures and organizational performance, such as through quality circles or self- directed work teams. And last but not least, employees are rewarded based on company performance. Organizations that empower workers often reward them based on the results shown in the company’s bottom line. Organizations may also use other motivational compensation programs described in Exhibit 16.8 to tie employee efforts to company performance. Exhibit 16.8 Many of today’s organizations are implementing empowerment programs, but they are empowering workers to varying degrees. At some companies, empowerment means encouraging workers’ idea while managers retain final authority for decisions; at others it means giving employees almost complete freedom and power to make decisions and exercise initiative and imagination. Current methods of empowerment fall along a continuum, as illustrated in exhibit 16.9 . The continuum runs from situation in which front- line workers have almost no discretion, such as on a traditional assembly line, to full empowerment, where workers even participate in formulating organizational strategy. Exhibit 16.9 Perhaps the most important things managers can do to enhance organizational communication and dialogue can encourage people to communicate honestly with one another. Subordinates will feel free to transmit negative as well as positive message to managers without fear of retribution. Efforts to develop interpersonal skills among employees can also foster openness, honesty, and trust. Second, managers should develop and use formal communication channels in all direction. Scandinavian Designs uses two newsletters to reach employees. Dana Holding Corporation developed the â€Å"Here a Thought† board- called a HAT rack- to get ideas and feedback from workers. Other techniques include direct mail, bulletin boards, blogs, and employee surveys. Third, managers should encourage the use of multiple channels including both formal and informal communications. Multiple communication channels include written directives, face- to- face discussions, and the grapevine. For example, managers at GM’s Packard Electric plant use multimedia, including a monthly newspaper, frequent meeting of employees’ teams and an electronic news display in the cafeteria. Sending messages through multiple channels increases the likelihood that they will be properly received. Fourth, the structure should fit communication needs. An organization can be designed to use teams, task forces, project managers, or matrix structure as needed to facilitate the horizontal flow of information for coordination and problem solving. Structure should also reflect information need. When team or department task are difficult, a decentralized structure should be implemented to encourage discussion and participation. Empowerment is the process of distributing decision-making power throughout an organization. It is a process which enables employees to set personal work goals, make minor decisions and to solve conflicts by using their personal authority. Team Bonuses, in situations in which employees should cooperate with each other and isolating employee performance is more difficult, companies are increasingly resorting to tying employee pay to team performance. For example, in 2007, Wal-Mart gave bonuses to around 80% of their associates based on store performance. If empl oyees have a reasonable ability to influence their team’s performance level, these programs may be effective. One way Wal-Mart facilitates respect for an individual is through an open-door policy that allows employees of all levels to communicate with managers in higher levels of the company. This open-door policy is also a way of keeping unions from forming in the company. The philosophy is that when employees have avenues for expressing their complaints and problems, there will be no reason to have union representatives (Cray, 2000; Slater, 2003). However, people may question how effective this policy is, because employees still attempt to form unions. Walton also believed in the importance of having a clear flow of communication with his workers, claiming that the more information they received the harder they would work for him. â€Å"The more they know, the more they’ll understand,† he said. â€Å"The more they understand, the more they’ll care. Once they care, there’s no stopping them.† To Walton, the free flow of information between him and his worke rs demonstrated the trust and respect he had for them. Without that trust, Walton felt he could not succeed. â€Å"Information is power, and the gain you get from empowering your associates more than offsets the risk of informing your competitor,† he said. For Walton, the bottom line was to appreciate his workers and to make them feel valued. He knew that a paycheck and stock options alone would not guarantee loyalty or hard work. Instead, he realized the importance of making sure his workers knew they were appreciated. â€Å"Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise,† he said. â€Å"They’re absolutely free – and worth a fortune.† By having motivated and loyal employees, Walton could then use them as his secret weapon. â€Å"The folks on the front lines – the ones who actually talk to the customer – are the only ones who really know what’s going on out there,† he said. By listening to his workers and their ideas, Walton could stay on top of his game; â€Å"This really is what total quality is about.† Listen to everyone in your practice/team. Obviously your team is a lot smaller than Wal-Mart, but Sams tactic of figuring out ways to get â€Å"front line† people talking holds true for advisors. You can gain a lot of insight into your clients, and it will help strengthen relationships with support personnel. And yes, listen to your clients too. continuous communication is the most important thing to remember. Change usually causes fear about different things. Communication must be very open, honest and encouraging. It also has to cover all the parties involved in the change. Happy employees mean happy customers. Walton admitted that initially he was so stingy and did not give good pay to his employees. But eventually he realized that he should give a larger payment to his employees because they are considered as â€Å"business partners†. According to Walton, who treated the way management is the same business partner in a way that applied to the consumer. If the business partner treats their customers well then the consumer will come again and again therein lies the advantage and business success. Walton also often visited his shop and asked for their opinions, especially employees who are on the front lines, those who actually faced and talking with customers, as people who know the real situation on the ground. Management’s number one goal with their employees is to make working at Wal-Mart fun and rewarding. They even have their own cheer to boost associates morale and organizational spirit (Wal-Mart, 2008). â€Å"Who’s Wal-Mart? It is my Wal-Mart† (Wal-Mart, 2008). This is the type of leadership styles that all organizations need to use. This style makes employees want to come to work everyday and they feel secure knowing that they are working for a great organization. Wal-Mart is like one big family and like to make their associates feel like they are an important part of keeping the doors open for everyone. If Walmart this organization are lack of motivation itll affects associates also called employees. Lack of motivation equates to less work being accomplished. Productivity does not disappear; it is usually transferred to aspects not related to the organizations work. Things like personal conversations, Internet surfing or taking longer lunches cost the organization time and money. Reduced productivity can be detrimental to an organizations performance and future success. Low employee motivation could be due to decreased success of the organization, negative effects from the economy or drastic changes or uncertainty within the organization. No matter what the cause, having the reputation of having an unpleasant work environment due to low employee motivation will ultimately impact how existing and potential clients or partners view working with an organization. A reputation can precede an organization and dictate its future in the industry. The reinforcement approach employee motivation sidesteps the issue of employee needs and thinking processes described in the content and process theories. Reinforcement theory simply looks at the relationship between behavior and its consequences. It focuses on changing or modifying employees’ on –the-job behavior through the appropriate use of immediate rewards and punishments. Behavior modification is the name given to the set of techniques by which reinforcement theory is used to modify human behavior. The basic assumption underlying behavior modification is the law of effect, which states that behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated. Reinforcement is defined as anything that causes a certain behavior to be repeated or inhibited. The four reinforcement tools are positive reinforcement, avoidance learning, punishment, and extinction, as summarized in exhibit16.6 Positive reinforcement is the administration of a pleasant and rewarding consequence following a desired behavior, such as praise for an employee who arrives on time or does a little extra work. Research shows that positive reinforcement does help to improve performance. Moreover, nonfinancial reinforcement such as positive feedback, social recognition, and attention are just as effective as financial incentives. One study of employees at fast- food drive- thru windows, for example, found that performance feedback and supervisor recognition had a significant effect on increasing the incidence of â€Å"up- selling† or asking customers to increase their order. Montage Hotels resorts, known for its culture of gracious yet humble service, uses a variety of employee recognition programs to positively reinforce employees for providing exceptional service. CEO Alan J. Fuerstman says â€Å"it’s simple psychology. People commit more acts of kindness when they are appreciated fo r them.† Avoidance learning is the removal of an unpleasant consequence once a behavior is improved, theory encouraging and strengthening the desired behavior. Avoidance learning is sometimes called negative reinforcement. The idea is that people will change a specific behavior to avoid the undesired result that behavior provokes. As a simple example, a supervisor who constantly reminds or nags an employee who is goofing off on the factory floor and stops the nagging when the employee stops goofing off is applying avoidance learning. Punishment is the imposition of unpleasant outcomes on an employee. Punishment typically occurs following undesirable behavior. For example, a supervisor may berate an employee for performing a task incorrectly. The supervisor expects that the negative outcome will serve as a punishment and reduce the likelihood of the behavior recurring. The use of punishment in organization is controversial and often criticized because it fails to indicate the correct behavior. However, almost all managers report that they find it necessary to occasionally impose forms of punishment ranging from verbal reprimands to employee suspensions or firings. Extinction is the withholding of a positive reward. Whereas with punishment, the supervisor imposes an unpleasant outcome such as a reprimand, extinction involves withholding praise or other positive outcomes. With extinction, undesirable behavior is essentially ignored. The idea is that behavior that is not positively reinforced will gradually disappear A New York Times reporter wrote a humorous article about how she learned to stop nagging and instead use reinforcement theory to shape her husband’s behavior after studying how professionals train animals. When her husband did something she liked such as throw a dirty shirt in the hamper, she would use positive reinforcement, thanking him or giving him a hug and a kiss. Undesirable behaviors, such as throwing dirty clothes on the floor, on the other hand, were simply ignored, applying the principle of extinction. Reward and punishment motivational practices based on the reinforcement theory dominate organizations. According to the Society for Human Resource Management, 84 percent of all companies in the United States offer some type of monetary or non- monetary reward system, and 69 percent offer incentive pay, such as bonuses, bases on an employee’s performance. However, in other studies, more than 80 percent of employers with incentive programs have reported that their programs are only somewhat successful or working at all. Despite the testimonies of organizations that enjoy successful incentive programs, criticism of these â€Å"carrot- and- stick† methods is growing, as discussed in the Manager’s Shoptalk. If rewards and motivation are failed to fulfill the employees the manager of Walmart should apply some positive reinforcement in order to safe the situation. Positive reinforcement is the practice of rewarding desirable employee behavior in order to strengthen that behavior. For example, when you praise an employee for doing a good job, you increase the likelihood of him/her doing that job very well again. Positive reinforcement both shapes behavior and enhances an employee’s self-image. Recognizing and rewarding desirable employee behavior is the essential key to motivating employees to work more productively. This method will reap many benefits, first it clearly defines and communicates expected behaviors and strengthens the connection between high performance and rewards. It reinforces an employee’s behavior immediately after learning a new technique and promotes quick, thorough learning. It motivates effective workers to continue to do good work. Lack of reinforcement leads to job dissatisfaction. It increases productivity by rewarding workers who conserve time and materials. Employees who are rewarded after they successfully perform feel self-confident and become eager to learn new techniques, take advanced training, and accept more re sponsibility. Rewarding employees who suggest improved work procedures will produce more innovation – if you create a relaxed work environment, reward new ideas and tolerate innovative failures. Employees who receive recognition for their achievements are more enthusiastic about their work, more cooperative, and more open to change. Besides that, when you show appreciation and reward employees for good work, youll be able to increase their job commitment and organizational loyalty. In conclusion, giving positive reinforcement does not mean that what is done incorrectly by an employee is to be ignored. Instead, it means to recognize what portion of the work was done correctly first, then follow-up with what can be done better the next time and why the performance or work result was not quite what was expected. If this means the manager must take some of the blame for not giving detailed instructions for the desired behavior or result, they should do so in an apologetic manner and then proceed to explain how the manager personally will try to do better. This is an excellent time for the manager to let the employee know they still have faith in them but need their help and cooperation by their asking questions if the managers instructions are not clear. This allows both the employee and manager to get better at communication, which results in improved task completion. Remember mangers need to give positive results first, then follow-up with what improvements are needed, apologize if necessary, and then reinforce what was done right again. When working the improvement or follow-up statement do not use the word but as this word often negates anything said before it and the employee may stop listening as they know a negative is coming next.

edgar allan poe :: essays research papers

American poet, a master of the horror tale, credited with practically inventing the detective story. Edgar Allan Poe was born on January 19, 1809 in Boston, Massachusetts, to parents who were itinerant actors. His father David Poe Jr. died probably in 1810 and his mother Elizabeth Hopkins Poe in 1811. Edgar was taken into the home of a Richmond merchant John Allan and brought up partly in England (1815-20), where he attended Manor School at Stoke Newington. Never legally adopted, Poe took Allan's name for his middle name. Poe attended the University of Virginia (1826), but was expelled for not paying his gambling debts. This led to a quarrel with Allan, who later disowned him. In 1827 Poe joined the U.S. Army as a common soldier under assumed name and age. In 1830 Poe entered West Point and was dishonorably discharged next year, for intentional neglect of his duties. Little is known about his life in this time, but in 1833 he lived in Baltimore with his father's sister. After winning a prize of $50 for the short story "MS Found in a Bottle," he started a career as a staff member of various magazines, among others the Southern Literary Messenger in Richmond (1835-37), Burton's Gentleman's Magazine in Philadelphia (1839-40), and Graham's Magazine (1842-43). During these years he wrote some of his best-known stories. In 1836 Poe married his 13-year-old cousin Virginia Clemm. She burst a blood vessel in 1842, and remained a virtual invalid until her death from tuberculosis five years later. After the death of his wife, Poe began to lose his struggle with drinking and drugs. He addressed the famous poem "Annabel Lee" (1849) to her. Poe's first collection, Tales of the Grotesque and Arabesque, appeared in 1840. It contained one of his most famous works, "The Fall of the House of Usher." During the early 1840s Poe's best-selling work was The Conchologist's First Book (1839). The dark poem of lost love, "The Raven," brought Poe national fame, when it appeared in 1845. The Murders in the Rue Morgue(1841) and The Purloined Letter are among Poe's most famous detective stories.

Midnight In The Garden Of Good And Evil Archetypal Project

Midnight in the garden of good and evil archetypal project. Summary 1, November 10, Pages 1-25: Midnight in the Garden of Good and Evil starts with the main character, John Berendt as the Narrator. He first introduces the book by speaking of a man by the name of Jim Williams, the home owner of the Mercer house in Savannah Georgia. This intelligent yet cocky man is an antique dealer and is quite rich, owning many houses and valuable antiques. He spends most of his time restoring antiques and â€Å"living like an aristocrat, but not actually being one. His assistant, Danny Hansford is very rowdy, he intrudes on Berendt's interview of Williams by storming into Mercer house cursing a certain â€Å"Bonnie† and insists that he get â€Å"jacked up† on drugs. Summary2, November 11, Pages 25-50: In the second chapter of Midnight in the Garden of Good and Evil, we are introduced to yet another character by the name of Mary Harty, and elderly woman who has lived in Savannah for m ost of her life. Miss Harty is the mentor archetype, she drags Berendt all through Savannah, giving him information that only locals could tell you.Once the tour was finished, Berendt decided he would like to stay longer in the grand town of Savannah, and booked a room in the second floor of a carriage house. From here we meet the temptress Mandy Nichols and the trickster Joe Odom. Joe is the permanent host of an everlasting party, he steals electricity from the next door neighbors and swindles people out of their money, yet everyone loves him to death. Mandy is his fourth wife in waiting, she’s won several pageants and is quite beautiful. Summary 3, November 12, Pages 50-75:Into the 4th chapter of the novel, Berendt takes us to a junk shop to shop for necessities for his new living space in Savannah. He describes a Buddha-like owner and an â€Å"expressionless man in his mid-thirties, with mousy brown hair and one eye made up in purple eye shadow. † The man with one e ye made-up is referred to as Jack-the-one-eyed-Jill, according to his boss. Afterwards, Berendt comes across a strange man who has the same morning routine as himself, and orders the same meal every single day; this man isLuther Driggers the inventor. This man is the outsider archetype, no one particularly enjoys his company, and rumors spread that he has a poison stronger than arsenic, and plans to one day dump it into Savannah’s water supply. Summary 4, November 13, pages 75-100 Berendt;s journey is beginning to unfold and the â€Å"small world† philosophy is starting to show, everybody seems to be connected to everybody in Savannah now that Berendt is getting to know more and more locals.In Joe Odom's house he meets Emma Kelly a pianist who hardly ever sleeps, music is her entire life. Joe describes the aspects of Emma's life to Berendt and he is throughly pleased to listen. Later on, Berendt is driving home and spots a woman staring him down, her name is Chablis, s he is a drag queen. Chablis is a temptress, Berendt describes her as â€Å"having no masculine features† at all and being quite beautiful and feminine. Summary 5, November 14, pages 100-125

Job Discrimination

Job Discrimination in organization Definition Discrimination can be define as the wrongful act of distinguishing illicitly or illegally among people not on the basis of individual merit, but on the basis of prejudice or some invidious, unpleasant or morally reprehensible or wrong attitude. The main economic definition of â€Å"employment discrimination† implies that it is efficient and leads to unusual and narrow empirical methods. From a legal perspective one can note that this definition does not advance equality.Other such definitions relate discrimination to specific market failures. This paper argues that economic theory could base its definition on the fundamental theorem of welfare economics and market functionality. Since society constitutes markets by use of law, this definition indicates some additional legal means to address problems of discrimination. Gary Becker defined employment discrimination as different pay for equally productive individuals (based upon membe rship in a certain group). Becker’s definition cited the cause for unequal pay as discriminatory tastes.Others argued that there may be another cause at times: some information problems that are correlated with the said social groups. Description The discrimination in employment must involve 3 elements. First, it is a decision against one or more employees/prospective employees that is not based on individual merits (ability to perform job,) or other morally legitimate qualifications. Second, the decision derives solely or in part from racial or sexual prejudice, false stereotypes, or some other kind of morally unjustified attitude against members of the class to which the employee belongs.Third, the decision has a harmful or negative impact on the interests of the employees, (no job, no promotion or pay rise) Reference (Business Ethics 7th edition by Manuel G. Velasquez 2012) EMPLOYMENT DISCRIMINATION: SOME ECONOMIC DEFINITIONS, CRITIQUE AND LEGAL IMPLICATIONS by GARY S. BEC KER. Milton Friedman ed. , 2nd ed. 1971 Becker, Gary S. 1971, the Economics of Discrimination, 2nd ed. Chicago: University of Chicago Press.

Why Bacon Smells So Good

Why Bacon Smells So Good Bacon is the king of food. You can savor it slice by slice, enjoy it in sandwiches, indulge in bacon-laced chocolate, or smear on bacon-flavored lip balm. Theres no mistaking the odor of bacon frying. You can smell it cooking anywhere in a building and when it gone, its lingering scent remains. Why does bacon smell so good? Science has the answer to the question. Chemistry explains its potent scent, while biology rationalizes a bacon craving. Chemistry of How Bacon Smells When bacon hits a hot frying pan, several processes occur. The amino acids in the meaty part of bacon react with carbohydrates used to flavor it, browning and flavoring bacon via the Maillard reaction. The Maillard reaction is the same process that makes toast toasty and seared meat mouth-wateringly delicious. This reaction contributes the most to the characteristic bacon aroma. Volatile organic compounds from the Maillard reaction are released, so smell of sizzling bacon drifts through the air. Sugars added to bacon  carmelize.  The fat melts and volatile hydrocarbons vaporize, although nitrites found in bacon limit hydrocarbon release, compared with pork loin or other meats. The aroma of frying bacon has its own unique chemical signature. Approximately 35% of the volatile organic compounds in the vapor released by bacon consist of hydrocarbons. Another 31% are aldehydes, with 18% alcohols, 10% ketones, and the balance made up of nitrogen-containing aromatics, oxygen-containing aromatics, and other organic compounds. Scientists believe the meaty smell of bacon is due to  pyrazines, pyridines and furans. Why People Like Bacon If someone asks why you like bacon, the answer, because its awesome! ought to be sufficient. Yet, there is a physiological reason why we love bacon. Its high in energy-rich fat and loaded with salt two substances our ancestors would have considered luxurious treats. We need fat and salt in order to live, so foods the contain them taste good to us. However, we dont need the parasites that could accompany raw meat. At some point, the human body made the connection between cooked (safe) meat and its smell. The odor of cooking meat is, to us, like blood in the water for a shark. Good food is near! Reference: Study of the Aroma of Bacon and Fried Pork Loin. M. Timon,  A. Carrapiso,  A Jurado  and J  Lagemaat.  2004. J. Sci. Food Agriculture.

Definition and Examples of Visual Euphemisms

Definition and Examples of Visual Euphemisms Visual euphemism is the use of a pleasing or inoffensive image to represent an object, concept, or experience thats considered unpleasant, distasteful, or distressingly explicit. In  Forbidden Words: Taboo and the Censoring of Language (2006),  Keith Allan and Kate Burridge point out that visual euphemisms are commonplace; for example,  low-calorie salad dressing (usually  oil-free) is presented in shapely, slender-waisted bottles. The shape, the cleverly altered spelling and reversed coloring on some of the packaging sends out the message non-fattening loud and clear. Examples and Observations Good  visual euphemisms are  to be found in advertisements concerned with false teeth- something that no one wants to see. An advertisement for one fixative simply shows two beautiful slim blue cylinders fitting together perfectly, as a voice  Ã‚  praises the efficiency and salubriousness of the product.(Toni-Lee Capossela,  Language Matters. Harcourt Brace,  1995) Visual Euphemisms in Everyday Life: Romance in the Toilet Bowl CleanerSociety has many instances of visual euphemisms. Bald men wear toupees. Both sexes wear contact lenses. Fig leaves hide the genitals of statues. Pubic hair was airbrushed out of soft-porn photographs until the 1960s. The Society for Indecency to Naked Animals designed boxer shorts, knickers, and petticoats to cover the sex organs of animals during the 1960s (cf. Fryer 1963:19). Frilled pantalettes modestly hid the limbs (legs could not properly be mentioned, especially in America, see Read 1934:265) of the table and the pianoforte during the V ictorian era. . . .Attractive packaging itself is a kind of euphemism: emphasis on appearance instead of the product contrasts strikingly with the old-time grocer who displayed items in bulk. Lighting effects that redden meat, the waxing of fruit, and the attractive packaging are cosmetic; and like verbal euphemism, they create a positive illusion. Still photography, film, and television are superb media for deceptive euphemisms. . . . These media present a world of perfected forms in which there is romance in the toilet bowl cleaner, poetry in the sanitary napkin, temptation in the tampon, and beauty in a glass of dentures.(Keith Allan and Kate Burridge, Euphemism and Dysphemism: Language Used as a Shield and Weapon. Oxford University Press, 1991) SharksAs trash-happy and ridiculous as it sounds, the movie [Spring Break Shark Attack] isnt just another load of tired old beach bunk. For one thing, the scary parts really are scary, enough so that little kids should be sent to their roomswhere, presumably, they can watch the less menacing aquatic antics of SpongeBob SquarePants. . . .When a partly eaten shark victim washes up onshore, for example, he really looks like a partly eaten shark victim, not the scrubbed-up visual euphemism of TV times gone by. Is this progress? Wellkinda?(Tom Shales, Cue the Shark Music and Prepare to Be Scared. The Washington Post, March 19, 2005) Sexual EncountersVictorian novels and pictures frequently feature a woman enthroned on a gentlemans knee as a visual euphemism for sexual encounter. Although William Holman Hunts famous picture The Awakening Conscience (1854) indicated that the fallen woman regained her moral conviction by showing her in the act of rising from her lovers knee, many pictures a nd stories celebrated the happy wife, held by her husband on his knee as both sweetheart and child.(Judith Farr, The Passion of Emily Dickinson. Harvard University Press, 1992) Deception and SecrecyThere is no doubt that some euphemism adds dimensions of deception and secrecy. And in the case of the visual euphemism the illusion is very effective. Its always much harder to prove misrepresentation when a claim is expressed non-verbally; in other words, not in propositional language with actual nouns and verbs. The visual euphemism can be a lot more sneaky.(Kate Burridge, Weeds in the Garden of Words: Further Observations on the Tangled History of the English Language. Cambridge University Press, 2005)

Creation of a paper on how you would research a business sector and Assignment

Creation of a paper on how you would research a business sector and how you would structure a project report - Assignment Example ournemouth, Solar Simple Ltd in Worcester, Rain Wind Sun in Swindon, Green and Co Renewables in Rushden, Solar Power UK Ltd in Braintree, Impact Renewables in Leeds and numerous others scattered all over the United Kingdom’s geography. (UK Renewable Energy Companies, 2012). These companies provide energy solutions to replace conventional energy forms, solar , nuclear and wind energy being a popular choices due to convenience. The Government has also taken an active interest in this sector due to gravity of the environmental threats currently facing the planet and thus the Government has committed itself to help businesses in this sector develop successfully. Their goal for 2020 is to achieve 15% of their total energy from renewable resources. Another reason why the Government is especially interested in the development of this sector is because it has generated great interest from foreign investors. In additional to the investment that this will bring into the UK, it will create a multitude of job opportunities. The UK however needs to improve its infrastructure to be able to deal with and reap the benefits of this investment. (The UK Renewable Energy Sectors, 2012). Research has shown that the UK will be able to reduce almost $17 billion of its per annum energy costs if it sticks to its renewable energy plan. Soon the Government will introduce a bill that will detail the fine print of this energy saving plan. (Hussain, 2012). It becomes quite clear that due to the immense foreign investment and jobs this sector is generating, it has a large scope in the business world. The size of the sector is also expected to grow into the foreseeable future as demand for alternative energy forms increase in the face of depleting resources of conventional energy forms and a growing awareness of the damage they have caused to the earth and its environment and how usage of clean, renewable energy is better for the planet and its people. Carbon emissions are expected to

ASEAN a vision of economic integration Essay Example | Topics and Well Written Essays - 2500 words

ASEAN a vision of economic integration - Essay Example In as much as ASEAN is a regional economic powerhouse, the organization has a number of challenges, and these challenges include disputes amongst its members concerning the South China Sea maritime region. Experts in international relations claim that ASEAN lacks the necessary diplomatic coherence, and its member countries have different strategic priorities, and this makes it difficult for the alliance to make any meaningful negotiation with China, which is responsible for creating animosity in the region, with its claim of various territories. This has resulted in the creation of diplomatic tensions within the region (Jones, 2012). In as much as this territorial tension arises, ASEAN is a useful ally of United States. The United States on most occasions uses the alliance to expand its influence into the region, and to limit the influence of China into the region. Cooperation between United States and ASEAN has been strengthened, through the treaty referred to as Amity and Cooperation. This treaty allows the United States to attend any summit sponsored by ASEAN, and creates an annual U.S-ASEAN summit (Blizkovsky, 2013). This paper argues that ASEAN plays a great role in promoting economic integration within the region. In defending this thesis, the researcher will use the three levels of analysis that are used to analyze relations amongst the states in International relations (Blizkovsky, 2013). The three levels of analysis are individual, domestic, and systematic levels of analysis (Dunne, Kurki and Smith, 2010). The individual level of analysis involves the analysis of the character traits of individual leaders, and those responsible for making policies within a given state (Dunne, Kurki and Smith, 2010). This level focuses on the human actors in the international relations, and their process of making decisions. For example, the World War 1 is attributed to the personal character of Kaiser Wilhelm II (Dunne, Kurki and Smith, 2010).