Do You Like the Ending of the A Question of Dowry or Cat in the Rain

Do you like the ending of the â€Å"a question of dowry† or â€Å"cat in the rain†. Give reasons to support your answer. What do you think will happen to Sivasothie or the American girl. I like the ending of the â€Å"a question of dowry† because Sivasothie shouldn’t marry to such a materialistic man like Thirulchelvam even though she liked him so much. Thirulchelvam only wanted the dowry that had promised by Mr and Mrs Ramachandran which were a piece of land and gold necklace. If Sivasothie married with such man, she was definitely couldn’t own a blissful marriage.Sivasothie might be very sad when she knew that Thirulchelvam don’t want to marry with her. But, she should feel lucky that she could know the true face of Thirulchelvam before they get marry because he would not be the guy who can give a blissful marriage to her. Besides that, Sivasothie should strengthen her self-esteem and not be a subservient woman anymore. She should have the power to choose the guy that she really feels that are suitable for her until the rest of her life and not compliance with her parents’ choice.This is because her parents are too realistic and just care about the status of their future son-in-law. They had ignored the most important part which is the true heart of the man towards their daughter. Therefore, Sivasothie should broaden her circle of life to get know more of friends and increase her self-esteem as well as her communication skills. Indirectly, these might help her to voice out her opinion and not to be a subservient woman anymore. If she can improve herself, sure she will find a better man to marry to. (251 words)

Education Is Not the Key to Success Essay

Unfortunately, as the years went by, the idea of â€Å"Education is the key to success† got more, and more  enforced. People eventually started to believe that education was the single way to succeed, and the  only thing needed for success. Despite the fact, many Americans believe a college degree will lead  them to be successful, in reality, education is not the solitary way to succeed. Not everybody can receive an education, or even an excellent education from a â€Å"decent academic† college/university. There are many students who have no desire to attend college and who  would be much better off if they received training that would qualify them for a better- paid job with  just a high school diploma† (Finneran, 22). Many students today that are receiving a secondary  education are either doing it because they think it is the right thing to do, or because their parents told  them that the only way to succeed in today’s world was through a c ollege degree. Parents put a lot of  pressure on their children when it comes to college, and receiving an education. Some students are so  overly pressured that they believe that in order to be somebody n life, he/she must both attend college,  and receive a college degree; if it is possible go beyond bachelors. What many students and parents fail  to comprehend is that book learning is not the only thing needed to succeed. Success is made up of many skills; sure education is a building block of it, but it is not the key  to it. Success can be different for everybody. There are many careers out there that pay a good amount  of money and do not require a college degree. Some examples of careers that do not require a college  degree are: Police men, Dental Hygienist, Online Advertising Manager, Web Developer, Insurance agent,  Mechanic, hair stylist, construction, electrical technician, etc. If a person wants to be a police all he or she  needs to do is obtain 60 credits in any courses and go on to learn the skills he or she really needs for his or her  career. Education or book learning had nothing to do with the success of those people that chose to take  another path rather than the typical one (education). People can be successful in any field with the right  skills. Book learning has a lot to do with the knowledge a person has, but not with the skills a person  has. There are many A+ graduates out there that cannot get a job, or are stuck working at a place that had  nothing to do with their degree. A numerous amount of students in college care more about grades  than knowledge; some graduate having forgotten everything they ever learned. So there goes a college  graduate with little knowledge and no skills. Can a person like that succeed? No. That’s why education  is not the key to success. People cannot just go to college and expect that passing classes will get them  to succeed. The main thing a person needs in order to succeed is drive, motivation and passion. He/she has  to know what their end goal is and what they need to do to get it. â€Å"Commit to the achievement of the  elusive goal in your life† (Arcement, 101). The person has to go about learning what skills will take her  or him to be successful. One of the main skills a person should have is persistence. A person must  always keep going after his or her goal even if it takes years to reach. â€Å"Persistence takes discipline. Discipline is doing what you need to do, even though you don’t feel like doing it† (Lyman, 4). Two other  skills a person needs, is to be friendly, and kind. Being nice and friendly is significant. Like Lyman said,  being kind is important because it will beothers that will help a person be successful. Other people will  help a person get to where he or she wants to be. They will help the person envision what they want  and obtain a job. They will also help a person gain opportunity. People like to help others, but only if  the person is nice and friendly. Others want to have people with those qualities around them. Besides persistence and being nice and friendly a person also needs to have other life skills in order  to succeed. One of the skills a person needs is public speaking. A person needs to be able to express  themselves clearly in front of a group of people. â€Å"People who are effective speakers come across as  more comfortable with themselves, more confident, and more attractive to be around† (Wax, #1). Another skill is self-management, and the skills needed to obtain self-management are: strong sense of  discipline, sturdy organizational skills, and impressive productivity habits. A person needs to keep him  or herself on track. A third skill that a person needs is to know how to network. Knowing how to  network can build relationships nd those relationships can help a person land a job or career and take  them one step forward at being successful. These skills are really important to have. There are more skills that are really important to have in order to be successful in life, in a job,  or in a career. A person needs to know how to make effective decision making. â€Å"Being able to take  over the scene and respond quickly and effectively is what separates the doers from the  wannabes† (Wax, #6). Another skill that a person will need is time management. A person needs to  show that he or she is hungry for success and that he or she wants to be where he or he is at. What  employer would want to hire a person that will always be late? None. People should not be pressured to do something that they don’t want to do; parents should not  pressure their children into receiving a college education and obtaining a college degree. As it was  shown and proved, having a college education and obtaining a college degree can help you succeed, but  is not the key to success. In order for a person to succeed, he or she needs to have more than just bookà ‚  learning. A person needs to have skills to go with his or her career, job or education.

Langston Hughes Research Proposal Example | Topics and Well Written Essays - 2000 words

Langston Hughes - Research Proposal Example (Biography book, 1969, 43) It could be noted that through this, Langston Hughes was bale to become one of the most remarkable writers to note the possibility of reaching the American dream of being untied as one particular community that is able to live together peacefully amidst the daunting challenges brought about by living in a diverse community today. Most of the written works of Hughes deal with social inequality. From the birth of slavery to the development of social stratification procedures and the existence of social and racial discrimination in the human society today, Hughes was able to describe how it actually feels to be different. As someone who was able to experience the effects of such differences and social stratification systems, it could be observed that Hughes is one of the most reliable sources of explanation as to how discrimination and racial differences could actually affect a person's growth. Hence, through his writings, Hughes aims to create a considerable call to each individual being affected by the said situation as well as to each authority who could be expected to give a least some considerable solutions to the matter, to give attention to these primary situations in the human society today. ... A change on the treatment that the oppressed communities or individuals are receiving should be well considered for making a better human society. Understanding the Thoughts of Hughes Equality amidst differences. This is the primary thought that Hughes himself aims to portray in his written works like that of the poem entitled "Let America Be America Again". In this reading, he further notes that amidst diversity, America could still be recognized as one particular community of united people again as per taken into consideration based from the possible adjustments that the people of the said society could do to at least answer the need of living together as one within a community of their own. To the said author, differences need not hinder a certain community from becoming united in terms of dreams and aspirations towards the future. Hence, in this case, his poem further identifies the elemental factors that divide America and later on proposes a possible plausible change that could assist in refining the American society towards a more progressive community living in a united state. The Realities of Present Human Life and Hughes' Ideas (A) Langston Hughes and the Issues of Slavery According to the study of Baldwin and Toplin (2006), the written works of Hughes actually notes the existence of the author's desire for the idealism of survival. To the said author, life is a gift of hope wrapped around several ribbons of challenges that if one is able to unwrap it, then he realizes his own worth as a person. (Baldwin, et al, 2006, 17). The very idealistic and positive nature of a society that is desired and dreamed by many is that it is to be founded in accordance to the values of equality and liberty. (Baldwin, et al, 2006, 22) This is the utopian model of

Un Membership Research Paper Example | Topics and Well Written Essays - 500 words

Un Membership - Research Paper Example Charter (Weiss and Daws, 126). Firstly, the state seeking UN membership must submit a formal application to the secretary general of the United Nations. Usually, the head of state of that country writes and submits the application on behalf of the state. The application submitted must contain a clearly stated declaration that the state in question is in full acceptance of the obligations spelt out in the UN Charter. The Secretary General then submits the application to the President of the Security Council, who presents it to a sitting of the Security Council for deliberation by its members. The Security Council reviews the application, and its members vote on whether to accept or reject it. The Security Council comprises 15 member states, including five states that are permanent members. These permanent members are Russia, France, China, the United States, and the United Kingdom. Recommendation for admission must receive nine affirmative votes out of the possible 15, provided that none of the permanent member st ates votes against it. The Security Council then recommends the applicant state to the UN General Assembly for membership (UN News Center, www.un.org). The General Assembly is the deliberative organ of the United Nations. It comprises all the member states of the UN and meets in regular annual sessions to deliberate on various issues. The General Assembly reviews the application and considers the human rights and political record of the applicant state to determine if it is a peace-loving state. In addition, the General Assembly considers whether the Applicant State is fully willing and able to fulfill the obligations contained in the UN Charter. Finally, the members of the General Assembly present at the session take a vote regarding the application. The applicant state acquires membership if at least two-thirds of the member states vote in the affirmative. Following voting by the General Assembly, the Secretary

Motivaing Essay Example | Topics and Well Written Essays - 2000 words

Motivaing - Essay Example This means that most furniture is not assembled by IKEA and the customer goes home to assemble it for themselves. There is a certain fulfillment in taking part in the creation of something. IKEA’s goal to mobilize customers â€Å"to do easily certain things they have never done before. Put another way, IKEA invents value by enabling customers’ own value-creating activities† (Normann & Ramirez, 1993). The appeal of â€Å"do-it-yourself† furniture has attracted troops of customers to IKEA, in all their branches the world over, necessitating the employment of highly skilled workers to meet their needs. These workers need to be trained to meet customers in accordance to IKEA’s values and with the competence expected of the company. Training people involves motivating them to perform at their best. How does IKEA do that? Alexander Kjerulf (n.d.) relates how in 2004, IKEA in Denmark took the initiative to give their entire checkout staff a 25% raise. IKEA has more of them than any other group and it meant a sizeable increase in total monthly overhead expenses. However, it was a business decision that made the checkout staff happy, and happy employees create results such as the following: (Kjerulf, n.d.) Although IKEA incurred a humongous expense with the implementation of the raise, it paid itself within six months. Analyzing why this worked for IKEA, Kjerulf gives three reasons. The first is that the raise obviously gave the staff a significant improvement in their standard of living. The recipients were the least paid in the company, so a 25% raise made a huge difference in terms of their quality of life. Secondly, the salary increase gave people recognition. IKEA acknowledged that they were the most important group of employees since they are the only employees customers are likely to talk to at the end of the sale because customers help themselves with the products anyway. This

Hoffman Essay Example | Topics and Well Written Essays - 250 words

Hoffman - Essay Example may be broadly defined as any articulate course of action either physical or otherwise, taken by a person or a group of persons who are dissatisfied by various issues in the society. The articulated course of action mostly aims at causing wreck and havoc to express dissatisfaction. However, terrorism is synonymous with leadership and politics where terrorists react violently in response to issues within government or leadership. Actions of terror qualify as terrorism whether the course action causes harm or not. The actions still qualify as terrorism whether the course of action was legitimate or not. Certainly, terrorism has changed dramatically with time. Terrorism was first taken positively as a medium of change from bad governance. It was seen as revolution and was synonymous with democracy and virtue (Hoffman 3). It then changed to â€Å"propaganda by deed† (Hoffman 5) whereby wholesome bloodshed targeted to specific groups or communities that failed to follow the conventional ways of terror perpetrators. It then changed to assassination and kidnapping of political leaders or their close relatives within the society who failed to address requirements and demands of extremist groups (Hoffman 11). Terrorism then changed to target of inanimate objects such as important, monumental, and valuable buildings. Terrorism also changed to religious based terror actions in response to unaddressed religious issues. However, a combination of these transitions has also been

Case study Essay Example | Topics and Well Written Essays - 1000 words - 35

Case study - Essay Example Among those players, the most notable and renowned name was of the Next Step Herbal Health, which was also regarded as one of the fastest establishing companies in the US by Forbes. She decided to accept the invitation of joining the company for a ‘Get to Know Us session’. While she was leaving to join the session, she conducted some internet research about the company owing to which she was able to know that the company and its operational effectiveness in an efficient manner. However, some of the internet materials also depicted the malpractices of the company within their business operations. She received a warm welcome when reached the company. She interacted with the recruiters and enquired about the reality of the articles she read on the internet about the ethical practical practices of the company. She also attended a small event where the CEO of the company described the mission and vision of the business in precise. Subsequently, she was offered a contract by t he management after which she would need to join an orientation program in the Atlanta office of the company. It is apparent that Ramona was offered employment with an attractive contract by one of the top companies of the US. However, there are certain ethical practices and situations that need to be considered by Ramona while signing the contract with the company. Since Ramona was Christian in terms of religion there are also certain spiritual aspects that must be taken into consideration. Notably, as per some of the stanza in the Bible, ethics is an important part to be practiced by individuals towards ensuring their inner satisfaction. As per a particular excerpt from the Bible, â€Å"You shall not steal; you shall not deal falsely; you shall not lie to one another.† The excerpt primarily means that one should not be involved in stealing or appreciating falsely and must not lie to one another. Contextually, it has been noted from the provided case study that the

Global Strategy at General Electric Essay Example | Topics and Well Written Essays - 500 words

Global Strategy at General Electric - Essay Example One of the most important concepts for General Electric is its commitment to integrity, values, and diversity. Integrity is at the center of each and every established relationship they participate in throughout the globe. (GE). Furthermore, the employees at General Electric are very proud of the company's solid commitment and reputation for integrity. General Electric thus has become the grounds for a very ethical and moral company, and has earned the reputation most companies can only dream of. This focus on integrity has allowed General Electric to build a solid foundation around the world. Another important focus of General Electric is the diversity the company so steadily believes in. General Electric believes that diversity is important for a company's future, because diverse employment population will allow the company to reach out to its very diverse customers found throughout the world. Working at General Electric can be defined working in an environment, which is diverse an d global (GE). General Electric, on a yearly average, recruits around 1,000 college graduates every year within the United States.

Potential impacts of climate change on food security Essay

Potential impacts of climate change on food security - Essay Example This is in either temperature or a decrease, as well as in precipitation since climate change does not affect certain areas in the same way. Current Trends A look at the production of food following the changes in climate, thanks to increased levels of carbon dioxide in the atmosphere, reveals that food production is bound to increase based on a number of factors. This is especially so in the case of regions that grow ice, maize and wheat, as carbon dioxide increases yields of these crops, but that implies that other regions not growing these crops as set to be left out in the bumper harvest (Parry et al, 2004). As per research, the most adversely affected regions are those found in sub-Saharan Africa, with the largest variation in cereal production, in a negative level. As for most of Asia, and all of Australia, increases in food production will be increased. As a result, Africa is the only region to suffer from reduced food security, whilst areas close to the north pole suffer seco nd, and the rest of the world experiences improved food security. Carbon and climate change All across the globe, one of the most common causes of climate change is carbon emission that leads to increases in temperature, which begs the question what are the effects of this gas on the climate. This has been concluded that carbon dioxide is a chief contributor to global warming, which is part of why the climate is changing to be warmer in some areas, while others get cooler. As a result, the use of alternative sources of energy that do not entail then emission of carbon into the atmosphere should be encouraged and can be encouraged by use of statistical or empirical data obtained from environmental studies on climate change. One of the ways in which climate change can be mitigated by application of natural resources and sustainability option is through use of renewable resources that have minimal impact on the environment. Those that contain trace amounts of carbon can be used as they do not release any carbon into the atmosphere and temperatures remain stable. Implications of this are that food production remains the same throughout time, and in spite of economic and agricultural activities. Resource sustainability Although there are studies that are indicative of food sustainability through climate change, the larger percentage of the human population is bound to remain in poor nutrition due to food insecurity owing to poor distribution of food resources. The use of renewable resources such as wind power are bound to mitigate these climate changes in that African regions experiencing drastic changes in reduced food production, all thanks to carbon emissions, get to enjoy similar food distribution trends. In addition, climate change can be mitigated to ensure food security by using soil conservation measures, where soil is a renewable resource, and its conservation is a guarantee for agricultural productivity. Because of these conservation efforts maintaining m oisture in the soil adds up to conservation efforts that are a largely required to ensure that soil as a renewable resource is kept intact and highly productive. This then highlights the need for water conservation, as water is a renewable resource, and one that requires the extended use of conservation to balance many other aspects such as maintain

History of Indian art Research Paper Example | Topics and Well Written Essays - 1250 words

History of Indian art - Research Paper Example 2000 years ago the Indian sub continent came under the rule of the Kushans and during this period we see the first images of Buddha in stone and plaster. These sculptures were made for shrines and monasteries in the Gandhara region and the city of Mathura in Uttar Pradesh. The sculptures particularly from Gandhara show a distinct Hellenistic influence which involves naturalistic depiction of human body, rich draperies that define the rounded shape of the body, symbolic postures, use of Halo behind the head and clear hand gestures like meditating, teaching and protecting. Buddha’s face is shown with expressions of tranquility and inner satisfaction. He has clearly modeled fish shaped eyes, straight nose, elongated earlobes and curly hair tied in a bun. Gandhara region also shows sculptures of Buddha as a royal figure with moustache, flowing hair, adorned with jewelry, dressesd in robes and sandals with clarity of facial expression. Apart from free standing sculptures of Buddha, we also find reliefs showing Buddha along with his devotees in meditation, scenes of sermon, and stories from the life of young Buddha, female Yakshi figures along with Buddha. 3 Central Indian temples are also known for their depictions of sexual scenes in sculptural reliefs of couples known as Mithunas. We often find these Mithunas in various Indian temples showing love making scenes since it was regarded as a divine practice. The women are always shown with full breasts, narrow waist and ample hips adorned with bangles and necklaces. 3Short essay on the Sculpture of Gupta age One of the most prominent sculptures of North India is the Lion Capital of Ashoka, Sarnath and it gives a hint of the grandeur of Mauryan Empire. The Kushana kings encourage the gandhara artists to make sculptures of Buddha’s life and jatakas. Excavations also show mythical figures and animals like atlantes, tritons, dragons and sea serpents. Sculptures are also decorated with acanthus, laurel and vi ne, Indian motifs, lion heads and lotus petals. Though we now see representation of Buddha in human form but still him symbolic interpretation was used alongside in the form of white elephant, boddhi tree, lotus flower, bull, chakra etc. We also find many sculptures of the highly adorned Bodhisattvas or Buddha as a prince before Nirvana. Gupta style: The Gupta style is said to have no foreign influence but is purely Indian in nature and existed during the time of Gupta dynasty 4th century AD. During this period sculptures flourished in aesthetics and accuracy. The prominent names sites for Gupta sculptures

Dystopian Disaster Essay Example for Free

Dystopian Disaster Essay A Dystopian Masterpiece In his short story, â€Å"Harrison Bergeron†, author Kurt Vonnegut, Jr. tells about a society, or America, in the future being ruled by a totalitarian government, whose number one law, is equality. Everyone is treated equally by law; no one is smarter, faster, stronger or more beautiful than another. The people of the society are forced to conform to handicaps by wearing weights around their neck or masks to hide a beautiful face. Vonnegut shows how far people are willing to go for equality and putting people in degrading situations just to make them equal. Is someone truly equal in a dystopian society, where being above average is not normal and being almost dumb is almost completely normal? In order to demonstrate Harrison Bergeron is living under dystopian society, the reader must examine a society were there are too many laws, in which is the public is being regulated by the state, everyone being forced to conform. One of the qualities of a dystopian society is being regulated by the state; every move made by the public is being watched, making sure that no one is above equality. Equality is taken very seriously, so serious that it became â€Å"the 211th, 212th and the 213th amendment to the Constitution† (1). This shows that at least a few centuries ago when the constitution was written there were just enough amendments but now in 2081 there is more then two hundred. So many amendments, each time a new amendment is added little of equality is taken away. Anyone who was of above average intelligence, beauty, or strength was required to wear a handicap, weights around their neck or an earpiece tuned to the government. Tampering with these weights would automatically give â€Å"two years in prison and a two thousand dollar fine† (2). These weights weighed over forty-five pounds, who would not want to rid that, but is that the price they must pay for equality. Vonnegut character Harrison Bergeron who was above average intelligence, physical strength and beauty was required to wear a handicap, by the state. Harrison wore scrap metal around his neck and â€Å"rubber nose† to hide his beauty. People weren’t allowed to do anything without the government being involved, not even a train of thought. They had to bare those heavy weights, all day for their rest of their lives. Vonnegut short story takes equality a step up from the stairs of equality, putting the public in dehumanized and degrading situation. Hazel being of average intelligence was considered normal although she â€Å"couldn’t think about anything but in short bursts† (1) which goes to show she is to dumb to pose a threat to the handicap generals. While Harrison on the other hand, was above average, had to wear heavy handicaps such as â€Å"tremendous pair of head phones and spectacles with thick lenses† (3 Vonnegut). This was all to weigh him down because he posed a threat with his above average intelligence and physical strength. The state was so afraid of people like him they made him wear those handicaps, now is that really fair. Someone is slightly larger slightly beautiful they have to hide it. Where does that put people, making them dumber rather then helping them, or keeping someone caged up to the point he will rebel. Then there’s the ballerina how had to wear a â€Å"hideous mask† (1 Vonnegut) to hide her above average beauty, had to apologize for her voice. When she spoke it was with â€Å"a very unfair voice for a woman† (3). If your voice is lovely or soothing you cannot use it, it is unfair and possibly punishable by law. Equality is taken a bit too extreme when someone has to apologize for tone of voice. In a utopian society there are not many laws, in â€Å"Harrison Bergeron†, there are too many laws with all those amendments. George Bergeron being above average intelligence is â€Å"required by law to wear it at all times† (1) to wear an ear piece, it is tuned to the government so they’d and goes off â€Å"every twenty seconds† (1) forbidding him to have a train of thought. George cant even remember his son or think about something without a noise going off in his ear. How can someone have a proper conversation with a noise going off in the ear every twenty seconds? This shows a dystopian quality, independent thought being limited or restricted. In this society breaking the law can even cause death. By the time Harrison removed his weights and escaped and took over a television broad cast to dance with a ballerina, at that point â€Å"Diana Glump Handicapper General came in to the studio with a double barrel gun and shot twice†(3). They dies instantly, a world with no jurisdiction or chances, the ballerina did not even have a say in it, it could have been handled differently. Instead, the situation is handled with violence, yet another dystopian quality. A dystopian society has laws, and is ruled by the government, Harrison Bergeron shows this, in no way is it utopian. This goes on to show that Harrison Bergeron is indeed a dystopian society. Its is controlled by a totalitarian government, and their behaviors are regulated by the state. Vonnegut wanted to show American in the future as a dystopia society, showing that America will go overboard for equality. Also by making people lead a dehumanized live by being handicapped forever. This short story contains all the qualities of a dystopian society, not being able to think or under watch of the state, but everyone is used to it. Vonnegut showed that people can let things get out of hand and be taken to extreme levels. One by one, tweak this hear tweak that there, when will it stop.

What Are the Benefits of Workplace Diversity?

What Are the Benefits of Workplace Diversity? As the whole world market changed into globalization, the diversity management becomes a major issue to manage. So diversity management plays an important role in the successful running of the operation in an organization. Basically the diversity term refers to the difference in the peoples value which makes them unique. These differences includes their gender, race, religion, culture, physical or cognitive ability, national origin, age or family structure. Diversity is defined as an aggregate team-level construct that represents differences among members of an interdependent work group with respect to a specific personal attribute. (Joshi, A., Roh, H.(2009)) In a diverse environment people can benefit and learn more from others ideas. Many organizations found that recognition of these differences as prerequisites for high performance and continuous improvement, and this could lead towards the effectiveness and creativity of the organization. So these companies always encourage a culture that supports and inspires personal growth both within the workplace and beyond. Mentoring, training, career mobility, and work-life balance programs are just a little of the initiatives that bring to life the forward-thinking approach. On the other hand there might be some drawback of the diverse environments like having much disorganization between different groups could cause lack of productivity and promote few well-built relationships. Diversity Management: Diversity Management is the key issue especially for HR department of an organization because if they run it very well they can increase the profitability of the organization or the vice versa. Actually differences between people persuade about how they feel or behave on an action. And of course these differences also influence the way people work. If the organization takes these differences into account, it helps them to make optimal use of all capacities or capabilities in their employees, and thus have an optimistic influence on both the quality and amount of work that gets done. This is the utmost aim of Diversity Management. In the text book, Beyond Race and Gender, R. Roosevelt Thomas defines managing diversity as a comprehensive managerial process for developing an environment that works for all employees. A successful strategic diversity plan also directs to increased profits and lowered operating cost. In an organization, we have to be aware and sensitive to the differences among employees. What can be unpleasant to one group may be fine for another. For example, showing the base of shoes is not a massive deal in the United States. However, in other countries its an unlikable gesture. If youre aware of that, you might not want to offend someone by allowing the bottom of your shoes to show while in his presence. Thats a minor example, but when these kinds of offends occurs at larger, may caused significant problems. Productivity can also be suffered, people could get hurt and a toxic work atmosphere may result. A process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an organizations strategic goals and objectives. (U.S. Department of Veterans Affairs, Office of Diversity and Inclusion) How diversity management program runs in an organization through HR department could be well explained through below diagram Europe has an increasingly diverse working population, with people of many different backgrounds playing a greater role in the European labour market. This diversity reflects not only population changes due to immigration and mobility between regions and EU member states, but also an increasing recognition of the problems and issues facing a range of marginalised groups in the labour force, such as women, people with disabilities and older workers. International Journal of Human Resource Management, Feb2009, Vol. 20 Issue 2, p235-251, 17p, 1 Diagram Diagram; found on p245 At conclusion Diversity management means recognizing that people are different and using that difference to enhance the profitability and/or effectiveness of your organization. The successful management diversity allows organizations to: Attract and retain talent Increase productivity by reducing the hours wasted on dealing with internal disputes Develop a competitive edge. Encourage creative thinking by valuing the diversity within teams. What Are the Benefits of Workplace Diversity? By Neal Litherland, eHow Contributor .I want to do this! Whats This? .. Ever since John Kennedy was the president of the United States, the concept of workplace discrimination, and the flip side of that coin which is workplace diversity, has been a common issue. However, workplace diversity offers many positives for employers and employees. .Perspectives Having a mix of cultures, ethnicities and ages in the workplace can bring a variety of points of view to any project. As such, problems can be thought out and viewed from fresh eyes. Tolerance Working with people who come from different backgrounds and walks of life enhances the personal tolerance levels of every individual employee. Fairness A more diverse workplace is viewed, from an outside perspective, as being more open to accepting qualified applicants. Often an employer is seen as color blind, hiring purely on the merit of its employees. Skill Set When a workplace has a number of different demographics it gives the company a much broader skill set to draw upon, including cultural understanding and foreign language. Legal Protection One of the clearest, though not as often quoted, benefits of a diverse workplace is that it is less likely that an employer will be the subject of discrimination claims. Building the Case Since the early 1990s evidence has been mounting to suggest that there are numerous benefits associated with the adoption of sound diversity management programmes by employers. You will need to understand the benefits for adopting such an approach, if and when you decide to start building the case for implementing a diversity management programme within your organisation. Over the last number of years, a variety of researchers have detailed the benefits of adopting a diversity management approach such as: Improved performance/productivity (Agocs and Burr, 1996; Richard, 2000) Increased creativity/flexibility (Cox and Blake, 1991; Robinson and Dechant, 1997) Higher quality problem-solving (Cox and Blake, 1991; Hubbard, 1999) Improved understanding/penetration of markets (Cox and Blake, 1991; Robinson and Dechant, 1997) Increased staff morale and job satisfaction (Agocs and Burr, 1996) Improvements in staff retention/less absenteeism (Agocs and Burr, 1996; Robinson and Dechant, 1997) Less law suits (Robinson and Dechant, 1997) Human Resource associations have also identified benefits of diversity management. According to the Society for Human Resource Management, the following are five key factors that make diversity initiatives important to businesses: Diversity initiatives can: Improve the quality of your organisations workforce and can be a catalyst for a better return on your investment in human capital. Capitalize on new markets since customer bases are becoming more diverse. Attract the best and the brightest employees to a company. Increase creativity. Increase flexibility, ensuring survival. Source:  http://www.shrm.org/diversity/businesscase.asp In 2000 and 2001, Mi.st [ Diversity Consulting conducted a survey of business leaders throughout Europe and found that the four benefits of diversity most often mentioned were: Improved team effectiveness and cooperation (interpersonal) Increased productivity (individual) Improved customer intimacy (consumers and markets) Broader access to labour markets (recruitment) Results from this survey were analysed and all the benefits of Diversity and Diversity Management were summarised in the following table: Results Externally Internally Consumers/Markets Increased market share Ease of entry into new markets Improved customer intimacy Individual Increased productivity Improved morale and commitment Shareholders Enhanced rating Improved attractiveness Interpersonal Improved team effectiveness and cooperation Easier integration of new staff Labour markets Broader access to labour markets Improved employer image Organisational More openness to change Enhanced effectiveness of complex organization Community Improved public image Source: Michael Stubor (2002): Corporate Best Practice: What some European Organizations are Doing Well to Manage Culture and Diversity. In G. Simmons (Ed.), Eurodiversity: A Business Guide to Managing Difference, Butterworth-Heinemann, London Alongside the benefits outlined above there are other background forces that drive the adoption of a diversity management approach by employers. Two common forces are described below: Labour Force Supply Issues The composition of the labour force in the EU is changing on an ongoing basis. Two of the most important changes in recent years are: The ageing of the workforce The enlargement of the EU giving rise to a larger presence of ethnic minorities As a result, employers need to be able to successfully accommodate a more diverse range of employees.   Costs of Discrimination Cases Although, anti-discrimination legislation has now been introduced in a number of European countries, employees are still facing prejudices that circulate in the workplace. This gives rise to employees taking discrimination cases against their employer, which can be damaging for the employer in terms of negative public opinion and high costs. An effective diversity management approach should give rise to an environment that benefits all employees, where they feel valued and empowered and are enabled to reach their full potential. In such a positive environment it is highly unlikely that an employee would bring a discrimination case against their employer. Footnote: References   Agocs C. and Burr C. (1996):  Employment equity, affirmative action and managing diversity: assessing the differences, International Journal of manpower, Vol. 17, No. 4, pp30-45. Cox T. and Blake S. (1991);  Managing Cultural Diversity: implications for organizational competitivenes  s, Academy of Management Executive, Vol. 5, No. 3, pp45-56. Hubbard E. (1999):  Diversity and the Bottom Line: Facts, Figures and Financials, Diversity Factor, Vol. 7, No. 4, pp29-33. Richard O. (2000):  Racial diversity, business strategy, and firm performance: A resource-based view,  Academy of Management Journal, Vol. 43, pp164-177. Robinson G. and Dechant K. (1997):  Building a Business Case for Diversity, Academy of management Executive, Vol. 11, No. 3, pp21-31. Implementing Diversity Management A major aim of this website is to support the development and implementation of diversity management programmes in the workplace. This is achieved in two main ways: Providing general information to users about diversity management issues, policy and practice   this is achieved through the main areas of website which provide information on: What is diversity management Building the case Policy and legislation Diversity management themes Case studies Awards Links to useful websites   Providing support to the process of design and implementation of diversity management in enterprises   this is achieved through two main applications:   The diversity management toolkit The e-learning course on diversity management If you wish to implement a diversity management programme, the diversity management toolkit provides support in two main ways: It describes a  5 stage process  of how to implement a diversity management programme in your workplace It provides  tool support  for each of the activities you must undertake when implementing a diversity management programme in your workplace The e-learning course on diversity management is designed to raise awareness of diversity management amongst the participants in a diversity management programme. A major task in implementing diversity management is to ensure that all employees affected by the programme are fully aware of diversity issues and the approach which is being taken to them. The e-learning course is designed to inform employees of the basic issues and approaches to diversity management and to justify the need for an active diversity management policy in your organisation. Madison Co. à ¢Ã¢â€š ¬Ã‚ ¢Fortune Small Business Magazine recently had an article about a small company in Connecticut, Madison Co., that had an employee go through a major change. Over the course of time, one of its supervisors, Ann Ferraiolo had altered her look, and, then one day, came to work after an operation and was now Tony, a male. As a manufacturing company, the company president, Steve Schickler, understood what could happen. Instead, he decided to intercede early to make things more comfortable for his supervisor, and let other employees know the company position. He and his human resources director made sure every employee knew to treat Ferraiolo with respect, both before and after the operation. They decided to support the supervisors sex change, and the company has never missed a beat. Xerox Mentoring Programs à ¢Ã¢â€š ¬Ã‚ ¢Xerox was ranked No. 35 in 2009 by DiversityInc. It was one of the first international organizations to publicly make diversity a center of their mission back in the 1970s. This led to many mentoring and fast-track programs, and now minorities make up around 20 percent of its management staff, women make up nearly one-third, and black women, a group Xerox has worked with the most, recognizing their disadvantage in many organizations, makes up 20 percent of that group. This is a case where a subgroup of an already disadvantaged group might need to be addressed more thoroughly when looking at diversity issues overall. Why the Toolkit is important It is best to view the development and implementation of diversity management policy in your organisation as a project. This means that it should be treated in the same way as you would any other project. You will need to build support for the project, analyse the needs and opportunities, develop your own solutions and then implement and monitor the project as it progresses. This implies the need for effective project management tools and techniques. The DiManT toolkit provides you with a set of information, methods and techniques, which have been specifically designed to ease the process of implementing a diversity management project. The way that you use the toolkit is up to you. You may pick and choose only what is relevant for your purposes. You will find a search facility to help you locate the tools that you need. However, if you want to begin the process of diversity management programme implementation from the beginning, you are advised to use the follow the process outlined in the toolkit. There you will find a complete guide to the activities you should undertake. The process is described in terms of a set of phases of activities, each of which has specific aims and each of which is supported by a number of tools. Click on the diagram for more information. Policy and Legislation There is an increasing amount of policy and legislation initiatives in relation to diversity management at both EU and national levels. In this section you will find short descriptions of and reference to the main legislative and policy actions at both of these levels. Initiatives in the area of equality, disability, employment, ageing, gender and others are relevant here. They provide the backdrop for the development of diversity management programmes at workplace level. EU Legislation National Legislation Themes Age Disability Ethnicity and Race Gender Religion Case Studies This section provides a set of real life case studies of a range of diversity management issues. Two types of cases are presented: Company case studies Legal case studies The legal case studies section gives brief overviews of a range of legal cases which relate to diversity management. In the main, they relate to court judgements taken under antidiscrimination, disability and employment law, and they illustrate the ways in which violations of these laws are treated. The company case studies present a best practice view of how a range of organizations have developed and implemented diversity management programmes. They provide insight into what are the elements of good practice and into how diversity management programmes evolve in practice. Diversity management has become one of the primary challenges for HRM as organizations become diversity worldwide. (Benshchop, 2001: 1166; DNetto Sohal, 1999: 530) Resistance to  diversity programs may not only come from the majority but also minority groups. Diversity planners may be failing to include or consider the majority groups in their strategies and this is one of the reasons of backlash and discrimination. (Frase-Blunt, 2003: 138) Ireland Degraded Employee Wins Case Mr Gabriele Piazza had claimed that the Clarion Hotel had directly discriminated against him due to the fact that he was gay. He said he was harassed in relation to his conditions of employment, in particular on three occasions. He said that there had been a number of incidents when reference was made to his sexual orientation in a degrading manner. The incidents had happened in front of various staff members who had found the situation funny, however he had not, he said. Mr Piazza said that in one incident, it came to his attention that emails from his manager were being sent to the human resources manager. He found the mails personally offensive and degrading. In one, he was referred to as just a bloody woman and a spoilt child. When he challenged the HR manager about the emails, she ripped them up dismissively in front of him. In another incident, an employee made a comment of a sexual nature which Mr Piazza found offensive and degrading. He asked the person in question to stop making the comments, however the level of harassment increased. Mr Piazza insisted that in the six months of his employment, he received no help or assistance from his manager or any member of the hotels management team. Following an investigation by the Equality Tribunal, Mr Piazza was found to have been discriminated against by the hotel on the grounds of his sexual orientation. He was awarded à ¢Ã¢â‚¬Å¡Ã‚ ¬10,000 compensation for harassment, distress and a breach of his rights under the Employment Equality Act, 1998. The hotel was also ordered to provide an equality training seminar to all staff, including management, within three months. Source: http://www.irishhealth.com/?level=4id=6159 Council Employee Wins Race Case A council housing department worker has been awarded more than  £44,000 after winning a racial discrimination case. Surveyor Lakhbir Rihal complained four years ago that less-qualified white colleagues were promoted over him at the London Borough of Ealing. The council lost an employment tribunal case but appealed to the Court of Appeal, which upheld the decision. The tribunal found a glass ceiling prevented ethnic minority staff from securing senior management roles. Paul Kenny, a senior official of the GMB union, which supported Mr Rihal, said: The leader of the council should do the decent thing and resign. Because the council failed to act, they have cost Ealing ratepayers hundreds of thousands of pounds. The union said it wanted the Commission for Racial Equality (CRE) to conduct an investigation into race relations in the councils housing department. Ealing Councils interim head of legal services, Chris Hughes, described the Court of Appeals decision as disappointing. He said: We pursued this case because we believed the original employment tribunal had erred in law in its decision. The council remains committed to equal opportunities for all its staff, a fact which is reflected in the current statistics of black and ethnic minority staff in the housing department. At present 38% of senior staff working in the housing department are black or ethnic minority, which clearly reflects the population trends in the borough as a whole, a fact which was not before the Court of Appeal. Culture of White Elitism Tom Dent, director of Housing and Environmental Health, added: The background to this case is now over four years old. Since then we have been improving our services in housing and were encouraged by last years external auditors report which found that we were compliant with the Commission for Racial Equalitys code of practice in the rented housing sector in both service delivery and employment. But Lord Justice Sedley said the lack of ethnic minority managers suggested a clear possibility there was a culture of white elitism in the upper echelon of the housing department. Mr Rihal, who has worked for Ealing Council for 12 years, told BBC London: I would like the council to take notice of these things and to at least give a fair chance to Sikh people like myself who are highly qualified. He still works for the council and is applying for promotion. Source: BBC NEWS http://news.bbc.co.uk/go/pr/fr/-/1/hi/england/london/3771403.stm Business Case for Diversity and Equality Todays business environment is changing. The average age of the workforce is rising steadily and women now make up nearly half the workforce in the UK, double the numbers of 25 years ago. Projections show that in less than ten years time there will be two million more jobs in the economy 80% of which will be filled by women. McJobs for all the Family 05-02-2005 McDonalds is pioneering a scheme that allows employees to share their job with family members. The Family Contract allows husbands, wives, grandparents and children over 16 to job-share and swap shifts without notifying management. The concept of diversity not only values and respects individuals, but recognises that everyone has different needs. Under the contract, which is the first of its kind in Britain, each worker clocks on and is paid separately through his or her own bank account. It is being tried in six cities around Britain. Co-habiting partners and same-sex partners can apply and, if it proves successful, McDonalds said it would expand it to include friends and extended family such as cousins. David Fairhurst, the head of McDonalds UK human resources operation, said: A lot of our staff wanted more flexibility. Many are youngsters at college who have very different term hours and holiday hours. Many older staff have children, with all the demands that entails; many look after relatives. So we decided to offer them the flexibility in a family context. McDonalds, which has 67,000 staff in 1,250 British restaurants, said flexible working reduced the number of sick days. It said the scheme was supported by the Department of Trade and Industry. The first family to sign up for a Family Contract were Rita Cross, 42, and her two daughters Laura, 18, and Natalie, 16, in Cardiff. Laura said the main advantage of the arrangement was its flexibility. We get up in the morning and decide which of us really wants to go to work, she said. Mrs Cross said it helped the whole family. We get a better work and life balance. Id love my husband to join up too, so that we can all plan our work and family life as one unit. BIBILIOGRAPHY Mor Barak, Michalle E. : Managing diversity: towards a globally inclusive workplace 2nd edition ( Sage Publication ) page 140. International Journal of Human Resource Management, Feb2009, Vol. 20 Issue 2, p235-251, 17p, 1 Diagram Diagram; found on p245 U.S. Department of Veterans Affairs, Office of Diversity and Inclusion. (n.d.). Diversity management. In Glossary. Retrieved May 8, 2009, from http://www.diversity.hr.va.gov/glossary.htm http://www.irishhealth.com/?level=4id=6159

Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay

Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay Job satisfaction is a state whereby an employee is content with the situation around him/her. Satisfaction occurred when you get everything you desire from your work. The achievement of one desire to work leads to job satisfaction. The desire may be financial, prestige, social recognition or just to find something to do or somewhere to go, etc. Locke (1976) defined job satisfaction as a pleasurable emotional state resulting from the perception of ones job as fulfilling ones important job values, provided these values are compatible with ones needs. www.4u-2.com//HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeesjobHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeessatisfactionHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-of-call-center-employees Bram Steijn (2000) cited (Hackman Oldman 1980) that believed a higher job satisfaction is associated with increased productivity, lower absenteeism and lower employee turnover. A lot of research or studies had been carried out on job satisfaction. Many of them are carried out to establish the level of job satisfaction among a group of employees or a profession, many establishes the relationship between job satisfaction and constructs like commitment to work, motivation at work, managerial approaches, productivity etc. This chapter will discuss the strengths and weaknesses of many of these studies and also highlight how this present research will contribute to them. 2:1 Job satisfaction among the professionals Roberto Jon, (2003) analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. They made use of an excellent job satisfaction scale called the Minnesota Satisfaction Questionnaires to collect the data from the 240 samples around the country, 138 questionnaires were returned among which only 31% were young employees. The one way analysis plus post hoc which were perfect were used to analyzed the data. The percentage of the young employees used for the analysis was low. In these present studies 100% of the samples will be young employees in order to establish the factors affecting job satisfaction among them. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-H YPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsathleticHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionstrainersHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfactio n-among-athletic-trainers-ncaa-division-iaa-institutionsncaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsdivisionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsiaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsinstitutions The findings or the results of analysis found that there is significant difference (p less than 0.05) in trainers job satisfaction and their various employment positions. While those in high/upper position(which assume to be among the old employees) were most satisfied with their jobs, those in low post were not and these are mainly the assistant trainers and graduate assistant( mainly young employees). Even though the study did not mention the theory used, it was established that the older trainers experience greater job satisfaction than young trainers. This present study will consider using some established theories to buttress its findings. The above study was supported by K. Chandraiah et al (2003)s study that investigated the effect of Age on Occupational stress and job satisfaction among managers of different age groups. They made use of the Occupational Stress Index and Job Descriptive Index to gather data from the 105 samples out of which 35 were young employees. One of the results of the findings found that the young employees/managers are more stressful due to the load of work and thereby job unsatisfied. http://medind.nic.in/iay/t03/i2/iayt03i2p6.pdf. The scales used were good, the samples were well selected in and around Calcutta city but the number of the young employees involved were few. This research aims to concentrate on the young employees who happen to be the future strength of any organisation. Patrick Manuel, (2007) also supported the above in their study that investigated job satisfaction among practising pharmacy. They made use of Rasch Rating Scale Model, gathered data from 5000 samples throughout the United States but finally made use of 840 for the purpose of data analysis. One of their findings which I am very much interested in found that the older, higher-wage earning pharmacists working at independence practice sites experience greater amount of job satisfaction. http://ijahsp.nova.edu/articles/vol5num4/pdf/hardigan.pdf .This meant that the young pharmacists/employees in this study were less job satisfied. Ibrahim et al, (2005) investigated job satisfaction of primary health care physician at capital health region discovered that age affect job satisfaction and that the higher the age the higher the job satisfaction. This result indicated that the young employees are not job satisfied. Ibrahim et al (2005) did a very good job but the numbers of young employees used were few. This study will use 100% of young employees as its samples. www.HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfmejfm.comHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfjournalHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/July05/PDFs/JobSatisfaction.pdf Sharon and Zhan, (2003) made use of bottom-up theory as on one of the theories and questionnaires with high reliability and validity values in their survey of job satisfaction of recent graduates in financial service . One of the results of the findings indicated that graduates were fairly satisfied with their jobs and not extremely satisfied. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. The use of young graduates which I can classify as young employees was excellent but the study focused on a particular professional. This study will make use of the bottom-up theory as they did but will include young employees from other professional fields such as teaching, nursing, call center, care workers, transport etc. A.O. Okaro et al (2010) evaluated the job satisfaction level of Nigeria radiographers working in the South-Eastern, Nigeria. Using 28 item self-completion questionnaires and later analysed the data with Statistical Package for Social Sciences(SPSS), concluded that Nigeria radiographer working in the South Eastern are not job satisfied with their job and would prefer another job if given a choice. www.euroHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdfjournalsHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdf.com/ejsr_39_3_13.pdf Susan J Linz (2002) analyzed the nature and scope of job satisfaction among the Russian workers. The study was in four different folds, among them was the use of survey data to identify level of job satisfaction by 1200 survey participant; investigate the variation in job satisfaction explained by differences in worker characteristics e.g. age. Sex. Her findings found that respondents were generally satisfied with their own job and the kind of work they do in their job. It was also revealed that the older workers (born before 1965) were significantly more satisfied with their job and work more than young workers and older workers also thought less frequently about quitting. The concentration will be on the young employees in this study and will involve only those in the city. http://HYPERLINK http://deepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdfdeepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdf. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) investigate the level of job satisfaction and intent to leave among Malaysian nurses. The results of the study found that the nurses were moderately satisfied with their job in all six facets of job satisfaction i.e. satisfaction with supervisors, job variety, closure, compensation, co- workers and HRM/ management policies. They also found that the nurses perceived a lower level of intention to leave. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf In support of the above research and some others, Bram Steijn (2002) cited Reiner and Zhao (1999) who reported only a significant effect of age and Ting (1997) who reported mixed results with significant effects for age and race but not for education and gender. http://soc.kuleuven.be/io/egpa/HYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdfHRMHYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdf/potsdam/steijn.pdf Contrary to the above findings and some others Sariye Gaziolu and Aysit Tansel (2002) observed a non-linear relationship between age and the four measures of job satisfaction. This non-linearity showed a U- shaped relationship. Sariye Gaziolu and Aysit Tansel (2002) cited the study of Clarks (1996) and Clarks et al (1996) that also reported significantly U shaped pattern in age for several job satisfaction measures. www.erc.metu.edu.tr/menu/series03/0303.pdf Safdar Rehman Gehazi and Umar Ali Khan (2007) conducted a study to measure the general and facet specific job satisfaction of the head teachers and the influence of gender and school location on their job satisfaction. They made use of Minnesota Satisfaction Questionnaires (MSQ) and self developed Individual Data Sheet (IDS) to collect data from the respondents. Using the SPSS-10, the findings of the study showed that; head teachers were generally satisfied with their posts; the female head teachers were more satisfied that the male head teachers and that the head teachers located in the urban areas were more satisfied than those located in the rural areas. This study will establish among other things the relationship between the job satisfaction and city life using 100% of city based young employees. www.usindh.edu.pk/suje//Issue%202007/Dr_Umar_Ali.pdf 2:2 Job satisfaction in relation to other constructs Many research works had been done to establish the relationship between the job satisfactions and other constructs such as organisational commitment, life satisfaction, compensation, managerial styles, working condition, personality, etc. 2:2:1 Organizational commitment Stranglen (2009) defined an organizational commitment as how employee identifies him/herself with the organization. L.K. Stranglen (2009) carried out a research to determine whether job satisfaction correlates with organisational commitment. 76 nursing home foodservice employees were the participants. Job satisfaction and organisational commitment survey were used to collect the data. The findings of the research indicated that satisfaction with work itself correlates to organisational commitment and to other three subcategories: organisational identification, involvement in the organisation and loyalty. According to the study, satisfaction with work did not correlate with satisfaction with pay, benefit or operational procedures. It was also found that the years employed did not correlate with identification, involvement or loyalty for the organisational commitment survey. www.minds.winsconsin.edu. Stranglen (2009) cited the study of Sneed and Herman (1990) that found hospital food service employees 29 years old and younger were less committed to the organization than were employees over 30 years. Stranglen (2009) also cited Shen, Pitt-Catsouphes and Smyer (2007), they reported that older employees are more likely to report high commitment to employer than either young employees or employees at the mid life. . www.minds.winsconsin.edu Stranglen (2009) also indicated that young employees scored lower on loyalty which was one aspect of commitment. Stranglen (2009) cited Feinstein and Vondrasek (2001) who found that employees could be more committed to the organization by increasing compensation, working conditions and improving policies. All the above research works indicated that young employees have less organizational commitment. This I think may be as a result of job dissatisfaction. This study will investigate the factors that actually influence job satisfaction among city based young employees and also analyses the possible correlation between job satisfaction and city life, managerial approaches and opportunity gained at work. The study will make use of 100% young employees as the participants. Adeyinka, et al (2007) investigated work motivation, job satisfaction and organizational commitment of library personnel in academic and research libraries in Oyo State, Nigeria. They used a modified questionnaire tagged Work motivation, Job satisfaction and Commitment (WMJSCS) to collect the data from 200 library personnel. The instrument consisted of 3 parts namely motivation, job satisfaction and commitment. The results of the study found that there is a correlation between perceived motivation, job satisfaction and commitment although the correlation between motivation and commitment was negative. In other case, motivation is seen as an ingredient that increases employees performance and job satisfaction. The findings also confirmed that there is a relationship between the organization commitment and job satisfaction. This indicated that those employees who are job satisfied may be committed to the organization. www.webpages.uidaho.edu/~mbolin/tella2.pdf 2:2:2 Life satisfaction Andrew J Wefald et al (2008) studied the relationship of life and job satisfaction to emerging attitude, using 532 participants of 62% males and 37% females. They made used of self developed questionnaires and many others surveys such as Life Satisfaction (Diener, Emmons, Larsen Griffing, 1985). The study found a correlation between life satisfaction and job satisfaction was significant at 0.36 (p less than 0.01). Their hierarchical regression analysis revealed that, after controlling for demographic variables, job attitude predicted both life satisfaction and job satisfaction however the relationship was stronger for job satisfaction. www.midwestacademy.org/Proceedings//Wefald,Smith,etal_33.pdf. This study will analyse a possible correlation between job satisfaction and city life among the young employees. 2:2:3 Training and Workplace performance Melanie K. Jones et al (2008) in their paper analysed the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS) found that workers who receive very short amount of training (less than one day) in the previous year are actually less satisfied on several dimensions than those who received no training at all. They also considered an interaction between age and training and discovered a significant à ¢Ã¢â€š ¬Ã‚ ¦. for workers in their thirties. The interaction terms used were also significant for those whose tenure is either 2 or less than 5 or 5 to less than 10 years. This study will analyse a possible correlation between job satisfaction and opportunity (training, pay etc) gained from the job among the young employees http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf. Melanie K. Jones et.al (2008) cited the study of Siebern-Thomas (2005), who found that job satisfaction tended to be greater where there was availability of work training. Also cited Hersch (1991), he found that over educated workers were less satisfied than adequately educated workers. http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf 2:2:4 Job stress Nilufar Ahsan, et al (2009) investigated the relationship between job stress and job satisfaction among university staff in Malaysia; the aim of the study was to identify stressor issues that will influence the academy staffs job satisfaction. They made use of 300 respondents from the public university in Klang Valley and also use cross sectional analysis, descriptive analysis and regression analysis to analyse the data collected. The following are some of the findings of the study- there was a relationship between management role and job stress; the association between relationship with others and job stress was not significant; the relationship between role ambiguity and job stress is significant; the relationship between the job stress and job satisfaction is significant. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf Nilufar Ahsan, et al (2009) cited the UK study of (Townley 2000) that indicated that the majority of the workers were unhappy with the current culture where they were required to work extended hours and cope with large workloads while simultaneously meeting production targets and deadlines. They also cited (Alexandros-Stamatios et al, (2003) that concluded that management role of an organisation is one of the aspects that affect work related stress among workers. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf 2:2:5 Individual and job related factors Sariye Gaziolu and Aysit (2002) observed the job satisfaction in Britain considering individual and job related factors. The four measures of job satisfaction considered were; satisfaction with influence over job, satisfaction with the amount of pay, satisfaction with sense of achievement and job satisfaction with respect from supervisors. The paper analysed the above measures of job satisfaction using a data of 28240 British employees Workplace Employee Relations Survey (WERS97) and investigated their relationship to individual and job characteristics. The findings of the study indicated that women were more satisfied with various aspects of their job compared to men. They also observed that satisfaction with the sense of achievement and satisfaction with respect from the supervisor reached a minimum at the ages of 22 and 28 years respectively. They observed that those with higher levels of education have lower satisfaction than those with low level of education. They also observed that training opportunity in the past year led to job satisfaction as compared to no training. A non-linear relationship between establishment size and the four measures of satisfaction was also observed.www.erc.metu.edu.tr/menu/series03/0303.pdf 2:2:6 Personality Jennifer S. Skibba (2002) evaluated how personality and job satisfaction affect job performance in employees at a Central Wisconsin fire department. The main objective of her study was to see if there was any relationship between job performance, personality and job satisfaction. Among other scales used were Cattells 16 Personality Factors and the participants were all the 38 fire fighters in a local fire department. She found that most of the employees were generally satisfied with the job, work on present job and people on present job. The study also pointed out that most of the employees were unsatisfied with pay, supervision and opportunity for promotion. The results of the 16 Personality Factors scale used indicated Warmth and Sensitivity factor as the lowest while the highest mean was found for the Self-Reliance factor. Job satisfaction was positively correlated with the personality factors of liveliness, leadership potential and self-esteem but was negatively correlated with dominance, tension and independence. Jennifer S. Skibba (2002) cited Abraham (2000) that found that personality cynicism was the best predictor of job satisfaction. http://www2.uwstout.edu/content/lib/thesis/2002/2002skibbaj.pdf Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) cited Purani and Sahadev (2007) who argued that while issues like supervisory behaviour and compensation form a part of the micro issues regarding a sales persons engagement with the organization, the overall policies and strategies regarding the personnel is associated with a macro perspective with regard to the persons evaluation of the organization. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) saw compensation as one of the most extrinsic indicators of job satisfaction and argued that this dimension determines the level of job satisfaction of employees by knowing how much they are satisfied with the pay or compensation or any other security their jobs have provided to them. They cited Churchill et al (1974) that considered compensation as one among the dimensions of job satisfaction among sales people. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf 2:3:0 JOB SATISFACTION THEORIES 2:3:1 Bottom-up theory and the top-down theory. Sharon and Zhan, (2003) conducted a research to explain how two social theories compete to explain what determines job satisfaction: the bottom-up theory and the top-down theory. The bottom-up theory basically indicates that persons have desires and they will be glad if their desires are met or satisfied. The total of positive and negative effects is used to establish happiness. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. If the positive effects are larger than the negative effects, individuals will judge their life as happy. Sharon and Zhan, (2003) explained that top-down theory indicates that there is a global propensity to experience things in a positive way. In other words, all individuals have a desire to be happy and this attitude will be the major influence on their lives. Thus, feelings about job satisfaction are generated in one of two ways: from the bottom up by adding positive effects and subtracting negative ones, or from the top down by the diffusion of ones desire to be happy. (Sharon and Zhan, 2003) http://www.bls.gov/opub/cwc/cm20030522ar01p1.htm 2:3:2 Maslows Hierarchy of Needs Stranglend (2009) cited and explained Maslows Hierarchy of Needs as the theory that is based on a hierarchy of needs. Also cited Bor, Kraft and Sjunnesson, 2007) that indicated that the theory can be showed as a pyramid that has five levels starting from physiological, safety, love/belonging, esteem and then self-actualisation which are grouped as deficiency needs. Maslow believed that to motivate an individual he/she must meet the basic needs of food, shelter and warmth, and then move to the next level until he/she reached the highest level self-actualisation, a level where one purses inner talent, creativity and seeks fulfilment. www.minds.winsconsin.edu. 2:3:3 Herzbergs Two Factor Theory Stranglend (2009), also Herzbergs Two Factor Theory that was developed by Frederick Herzberg. The theory suggested Satisfaction and Dissatisfaction are influences upon employees from two factors known as Motivators (intrinsic factors) and Hygiene (extrinsic factors). (Allen, 1998). http://www.imdb.com/title/tt0120533/. The factors affect motivation at workplace. It was further explained that Dissatisfaction is related to circumstances close to the work environment such as working conditions, security, pays, quality of supervision and relationship with co-workers rather than from the job itself. Deficiency of any of these conditions could cause dissatisfaction but has little effect on long-term satisfaction. These factors are referred to as hygiene or maintenance factors by Herzberg. Satisfaction is the relationship to the job itself or aspect from it. This includes the nature of job, recognition, achievement, personal growth and advancement. Herzberg regards them as motivators. www.minds.winsconsin.edu. 2:3:4 Lockes Value Theory Stranglend (2009) also cited and explained Lockes Value Theory. A part of the theory indicated that satisfaction is achieved when job results the employees receive matche those outcomes they desire. It also indicated that the more results people value and receive from the job, the more they are satisfied and vice versa. Stranglend (2009) also cited (Greenberg and Baron, 1997) who stated that the main purpose of Lockes theory is understanding the discrepancy between what one desires in a job and what one has in a job that affects satisfaction. For example, if one desires to be recognised in a job and that same employee received recognition, he/she will be satisfied. If such an employee was not recognised, he/she may be dissatisfied. www.minds.winsconsin.edu. 2:3:5 Expectancy Theory Expectancy Theory emphasised that employees are motivated to do their jobs when they achieve what they want or actually expected from the job. It also explains the role of motivation in the overall work environment. Stranglend (2009) also cited (Greenberg and Baron, 1977) who stated that an important part of expectancy theory is motivation coupled with an employees expertise and capabilities, role perception and opportunity which influence job performance. There are managerial methods of expectancy theory that can help to motivate employees. According to them, good managers will inform the employee what is expected from and will help them to reach the desired level of performance. www.minds.winsconsin.edu. 2:3:6 Equity theory A.O. Okaro et al (2010) cited the equity theory which views motivation as reliant upon the need for fair treatment (Porter, 1961) and the goal or intention theory which postulates that performance is determine by the goal to which an employee is committed (Vroom, 1964) Stranglend (2009) the theory explains that the employee is satisfied if the input (challenging work, qualification) is equal to the outputs (pays, benefits). This is what its referred to as equality. www.minds.winsconsin.edu. 2:3:7 Job Characteristic Model Rajah (2009) cited Hackman and Oldham that proposed the Job Characteristic Model, which states that there are five core job characteristic which impact three critical psychological states. The five core job characteristic skills variety, task identity, task significance, autonomy and feedback. All these are combined together to form a motivating potential score. The three critical psychological states are experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results. All these influence work outcomes (job satisfaction, absenteeism, etc). (Rajah, 2009) http://www.slideshare.net/roadies_virus/job-satisfaction-1881481 2:4:0 Job satisfaction The scales In measuring job satisfaction of the employees, the most common means of data collection is Likert Scale. Others are yes/no questions, true/false questions, points systems, checklist, and forces choice answers. (Rajah, 2009) The major and common scales used for measuring job satisfaction apart from the self developed questionnaires are: 2:4:1 The job descriptive index (JDI): Stranglen (2009) explained that the scale or questionnaire is based on yes, no or a question mark answers. The questions are based on how satisfied the employees are about their jobs and not on how they feel about it. The scale consists of five facet of job satisfaction which are; satisfaction with co-workers, satisfaction with the work itself, satisfaction with the pay, satisfaction with the opportunity for promotion and satisfaction with supervision. (Greenberg and Baron, 1997) as cited by Stranglen (2009). Many researchers had made use of this scale. www.minds.winsconsin.edu. This study will make use of this scale to investigate the factors that actually influence job satisfaction among city based young employees. 2:4:2 The Minnesota satisfaction questionnaires (MSQ) Strangled (2009) explained MSQ as a scale that is developed into two forms. The short form that contains twenty items measure overall satisfaction. The long form contains one hundred items and measures twenty facets. According to (Greenberg and Baron, 1997) in (Strangled, 2009), the scales allow the employees to rate their dissatisfaction to satisfaction about various aspects of facets of the job. Also according to them, the higher the score on the Likert scale the higher the satisfaction. www.minds.winsconsin.edu. MSQ have been used by lots of researchers. For example, Safdar Rehman Gehazi and Umar Ali Khan (2007) cited McCann (2001) who made use of MSQ in his study to measure the job satisfaction of directors in California and Dutka (2002) also use the same questionnaires in his study on job satisfaction and organizational climate relationship for female administrators of higher education institution. Roberto Jon, (2003) also made use MSQ to analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org/..

Macbeth - Shakespeare :: essays research papers

Act One 1.) Macbeth’s reaction to the witches prophecy is one of surprise, and interest. He also wants to be told more, and know how the witches know these things. Banquo however, is more cautious, and not sure. Banquo also questions if the witches were even real; he is much more sceptical. 2.) Macbeth finds out in scene 4 that Malcolm, not him is chosen by the King to be his successor, this makes Macbeth decide that â€Å"chance† will not make him King, and to be King, he must do something about it. 3.) Lady Macbeth’s reaction to the letter is one of joy for Macbeth, and fear that Macbeth is too good a person to seize the opportunity and kill the King. â€Å"†¦I fear thy nature, It is too full o’ th’ milk of human kindness To catch the nearest way.†(p29) Lady Macbeth also â€Å"speaks† with â€Å"demons† to give her the courage and fill her with evil to allow her to carry out the murder of the King. â€Å"†¦fill me from the crown to the toe top-full Of direst cruelty†¦Ã¢â‚¬ (p30) 4.) This speech tells us that Macbeth does not wholly want to proceed with the murder of the King, and that the very idea scares Macbeth, and seems impossible to commit. â€Å"†¦Doth unfix my hair†¦murder yet is but fantastical†¦Ã¢â‚¬ (p19) Act Two 1.) At first Macbeth sees a dagger floating, leading him to Duncan’s room, which existence he questions. After having murdered Duncan, Macbeth is jumpy and nervous, he imagines he hears things when they are owls. He also is afraid that he is damned to go to hell when he cannot say ‘amen’. He is afraid he will not be able to sleep in peace. 2.) At the end of scene two, Macbeth does show remorse that he has killed the King. When he hears the knocking at the south entry, he says; â€Å"Wake Duncan with thy knocking. I would thou couldst.†(p59) 3.) Malcolm and Donalbain leave Scotland because they suspect whoever killed their father, will be targeting them next. 4.) The strange occurrences that have taken place on the night of the murder are; it is dark when the sun should have come up, a falcon was killed by an owl and Duncan’s horses turning wild and turning on the humans and then eating each other. Act Three 1.) Banquo’s attitude at the beginning to Macbeth having become King, is one of suspicion. He suspects Macbeth had something to do with it.

Modernism and Postmodernism in Shakespeares Othello Essay -- GCSE Eng

Othello teaches us much about our current postmodern culture. The play connects to our ideas of sexism, male-bonding, racism and capitalism. Shakespeare uses these universal and timeless flaws in humanity along with our use of language and truth to tell his tale. Iago, over a period of about three days, uses these facets of humanity to turn Othello against his wife Desdemona and his friend Cassio. Othello reveals both the struggle of the British people of the early 1600's and Americans in the late 1900's with sexism, capitalism and racism. In Othello men see women as objects to control, first by their father, and then by their husband. When Iago yells to Brabantio, telling him his daughter has gone off to marry Othello, he yells "Thieves, thieves! / Look to your house, your daughter, and your bags! / Thieves, thieves!" (Othello I.i.79-80). Othello has taken away Brabantio's property, his daughter, and is called a thief because of it. Desdemona refuses to be treated like property, however and makes "A gross revolt, / tying her duty, beauty, wit and fortunes" (Othello I.i.134-135) to Othello. Her marriage to Othello is not an act of a free woman, but a revolt by Brabantio's property. Desdemona is also incapable of independent feelings or thoughts. Othello must have "Enchanted her" (Othello I.ii.63), "In chains of magic" (Othello I.ii.65), because she could never make such a choice on her own. In Brabantio's mind, only he can know what is in Desdemona's best interest and then choose it for her. Brabantio tries to guard he r, but Desdemona has "Run from her guardage" (Othello I.ii.70). In Othello the culture of the time treats women as objects to be guarded and watched over, too tender and gentle to fend for themselves in a dang... ...hooses for her, this taking of a different role is similar to Othello's efforts to fit into the European world. Othello's lack of definitive truth is postmodern. Othello does have an emphasis of characters over environment. Although the characters represent different aspects of society, Shakespeare takes great care in developing them and their internal traits. The lack of definitive truth in Othello's world creates chaos, but Othello refuses to just accept this chaos, he chooses Iago over Desdemona's version of events. Othello combines modernism and postmodernism in its discussion of language and truth. Although Othello contains many elements from both periods, it is mostly modern, due to it's setting and need for characters. The characters decide to fight the chaos inside themselves and in the world. This fight leads to the tragic ending of the play. Â  

Agricultural Genetic Engineering Essay -- Genes Farming Science Agricu

Agricultural Genetic Engineering The ability to directly modify living organisms is a novel human technology. Since the discovery of the DNA molecule the field of genetics has grown at an astounding rate. We now have the ability to alter organisms to fit our needs. This prospect offers the possibility of solving problems that have plagued humanity for thousands of years. In recent years genetically modified organisms have found many practical applications, particularly in the agricultural sector. Genetically modified organisms in this area, called transgenic crops (TC) are already being implemented on a considerably large scale. The possible benefits of utilizing TC has caused us avoid addressing important moral and ethical issues; commercialization of genetic technology is allowing premature mainstream adoption. It is imperative that we ask ourselves, is it ethical to implement TCs? Background: Some foundational understanding of the technology underlying TC production is necessary to adequately consider the issues at hand. To modify crops biologist use recombinant DNA (rDNA). This consists of extracting a gene producing a desirable trait from one organism and inserting it into the organism to be modified. Taking a gene for a desirable trait from a plant and amplifying its effect is also a method of genetic engineering using rDNA. The sources of genetic material to insert are almost boundless, crossing bounds between species and even forms of life. (1) Production of TC is similar to the practice of hybridization by selective breeding. This method of selecting desirable crop traits has been practiced since the domestication of plants to improve yields. (15p62) TC is a significantly more efficient way to achieve a s... .... Accepts Labeling Rules" Wall Street Journal 10/8/2001 <http://www.biotech-info.net/lift_moratorium.html> (12) "FDA'S Policy for Foods Developed by Biotechnology ", U. S. Food and Drug Administration, 1995 <http://vm.cfsan.fda.gov/~lrd/biopolcy.html#label> (13a) " Monsant vs Schmeiser" 5/22/2002 <http://www.percyschmeiser.com/> (13b) Court Transcript , "Monsanto Canada inc. and Monsanto Company vs Percy schmeiser and Schmeiser enterprises Ltd." 2001 <http://www.percyschmeiser.com/T1593-98-%20Decision.pdf> (14) Lambrecht, Bill , Dinner At the New Gene Cafe St. Martins Press, 2001 (15) McHughen, Alean, Pandora's Picnic Basket Ocford University Press, 2000 (p1)<http://www.colostate.edu/programs/lifesciences/TransgenicCrops/animation.html> (p2)<http://www.colostate.edu/programs/lifesciences/TransgenicCrops/images/cotton.jpg>

Giant Pool of Money

In the story presented on the thematically. Org describes the process and the behavior patterns of parties involved. Mike Francis, Moody, and Standard and Poor represent the lending or investors side. When Mike Francis devised the mortgage backed securities which gave birth to Cods Investors jumped onto these securities based on AAA ratings given to these securities by rating agencies such as Moody, and Standard and Poor. These rating agencies did collect lot of data which were barely few years old. They did not have enough relevant and good quality data and collected data was simply to enough.These rating agencies used their preexisting theory – houses don't lose value In America – to Interpret the evidences that the performance of these securities were AAA (Heath, et al. 1998). Individuals use their preexisting theories to Interpret the evidence (Heath, et al. 1998) is a bias which played a major role here. The investors from the global pool of money jumped in with al l guns for these securities. As demand grew more and more these mortgages were bought and more and more securities were created to investors. The entire process showed a confirmation bias.People who took risky adjustable loans to buy houses which they really could not afford were essentially following other people. Since most of the people were buying houses by taking these loans, it made sense for other to replicate the act. Calling explains, In his book Influence Since and Practice (5th edition), this behavior as â€Å"the principle of social proof†. This principle states that we determine what Is correct by finding out what other people this Is correct (Lund et al. , 2007). Before 2000 most of people with low Income and low credit score were not able to afford buying the kind f house they bought during the period after 2000.In the radio program â€Å"Giant Pool of Money†, case of Clarence Nathan is presented. Clarence works 3 jobs, did not made good income and had b ad credit rating. â€Å"l wouldn't lend to myself† said Clarence. Even then he took the loan because everyone else was talking these kinds of loans and in fact the loan was made available to him. Even the behavior of investors, banks, and Wall Street followed the same pattern. Early on, investment banks were not interested in risky mortgages but when one bank started buying hose supreme mortgages others Jumped in. It was acceptable to invest in supreme mortgages.

Chinease theory of discovery of America Essay

There are many theories or ideas on who discovered America first. Many people believe it was Christopher Columbus, the Vikings, or in my case some believe that the Chinese arrived here before Columbus. It is believed by some people that Chinese sailors beat Columbus to America by more than 70 years. Anthropologists, archaeologists, historians and linguists have debunked or out ruled much of the evidence that has been gathered over the years to support this theory. It has been named the 1421 Theory. It is said that sometime 10,000 years ago, the people from China are believed to have crossed over the Bering land bridge from Siberia to what is now Alaska. From there, they are believed to have spread out over the course of millennia. Once they got here they started diverging genetically and populating North and South America. The problem is that the only real evidence they have is maps and some artifacts, which from carbon dating trace back to 2200 B. C. These generally have been found on the coasts of Florida, South Carolina, New York and Canada. Many people believe this theory due to evidence found, like artifacts and maps. Also many people were convinced by books written by scientists, archeologists, and historians. One of these books is 1421: The Year China Discovered America, by Gavin Menzies. It is said that he tells and describes the theory so well. I do believe that it could be possible that China arrived here before Columbus but there are many holes in the theory according to some historians. But over all I do not believe that they beat columbus to the Americas. There just isn’t enough proof and any kind of written or physical evidence to show or prove to me in any way that they were for sure here about 70 years before Christopher Columbus. So I would have to turn down this theory due to the lack of proof given. Citations â€Å"Chinese cartography: China beat Columbus to it, perhaps | The Economist. † The Economist – World News, Politics, Economics, Business & Finance. N. p. , n. d. Web. 10 Sept. 2013. . Clark, Josh. â€Å"HowStuffWorks â€Å"Did the Chinese beat Columbus to America? â€Å". † HowStuffWorks â€Å"History†. N. p. , n. d. Web. 10 Sept. 2013. . Kolesnikov-Jessop, Sonia. â€Å"Did Chinese beat out Columbus? – The New York Times. † The New York Times – Breaking News, World News & Multimedia. N. p. , n. d. Web. 10 Sept. 2013. .