Wednesday, October 30, 2019

Beliefs and Attitudes about Light Cigarettes Essay - 1

Beliefs and Attitudes about Light Cigarettes - Essay Example The result of this misconception is due to tobacco selling companies, misguidance of people who smoke as well as a drawback of incapable government regulatory agencies. This essay evaluates which of the three is more at fault at promoting the increased usage of such cigarettes and which ones follow. Cigarette smoking has been romanticized by popular culture in the past. However, since the awareness about diseases such as lung cancer has increased, an increasing number of people have quit. Yet, the introduction of various brands of ‘Light’ and ‘Ultra-Light’ cigarettes during the 1960s has resulted in an increasing number of people instead of normal cigarettes. This is due to the fact that it is a common belief amongst people in the US that these cigarettes are less effective than the stronger cigarettes with a lesser amount of nicotine. In many researches that have taken place over the past few years, it has been discovered that smoking light or ultra-light cigarettes does not reduce the levels of tobacco and nicotine, nor does it reduce the risk of diseases posed by them. Often tobacco companies claim that it is due to the very concept that their products are sold. In their marketing campaigns and advertisements the companies show a machine test which claims that there are lower levels of tobacco and nicotine in light smokes. However, this may be due to a special type of filter used, which when passed through the machine lets more air pass than tobacco, thus the recorded levels appear to be influenced. Moreover, previous misleading researches have posed the concerns of misinforming the population in general about not only the nominal levels of tobacco in light and ultra-light cigarettes, but also in promoting the fact that they are a relatively healthier option than regular cigarettes, as is negated by the National Cancer Institute. These concerns point towards the fact that the â€Å"big tobacco† companies are increasingly

Monday, October 28, 2019

How Intervention Strategies Contribute to Change Essay Example for Free

How Intervention Strategies Contribute to Change Essay Anne-Marie van Oost, Master of commercial sciences and Innovation Management, InduTec asbl/vzw, avenue Nellie Melbalaan 73, 1070 Brussels, [emailprotected] Jacques Tichon, Dr. Ing., Haute Ecole Paul-Henri Spaak, rue Royale 150, 1000 Brussels, [emailprotected] Summary Change involves moving from one condition to another. Change is not necessarily innovation. But an organisation that finds a fundamentally new way to reach and serve its customers has achieved an innovation. Organisations are changing at a record pace to keep up with an environment that demands more performance. Some organisations are doing a good job of changing to meet new performance requirements. These organisations know that change is the rule and that they will need to master change to continue to thrive. Every manager who has tried to guide an organisational change has experienced the reality of having to run the business while changing the business.Running an organisation and changing an organisation are two different kind of jobs each requiring different mindsets and skill sets. That wouldn’t be a problem if changes didn’t come along often and an organisation could just keep doing what it had been doing and still satisfy customers and stakeholders. But today’s environment is very different than it was a few years ago, and change is now the rule and not the exception. Employees must be able to perform as well during the change as they perform when the organisation is not changing. Unfortunately most managers and employees have been overtrained to perform in a no change, and undertrained to perform during change. This article will give you some theoretical concepts you will need to better understand the need of mastering change. 1. How to make organisational change happen? What is the importance ‘to  intervene’ 2. Are all organisations having trouble changing? Lots of organisations are not changing well enough to avoid negative consequences. Change implies inevitably resistance. 3. It is leadership that focuses the organisation on its new direction, whether that direction comes first from the leader hi/herself or from the mind of others. It is leadership that must coordinate the processes of change so that the organisation does not lose its way. It is leadership that supplies the courage for continued change in the face of the inevitable resistance and disappointment along the way. 1. INTRODUCTION Change has to do with ‘learning oganisations’. The concept has found favour in organisational development and management studies through the work of Senge, Nonaka Takeuchi, and others. , who have highlighted the importance of building ‘learning organisations’. The thinking is that only organisations that can learn fast will be equipped for the period of rapid change. Heifetz and Lauria state firmly that: â€Å"Solutions to adaptive challenges reside not in the executive suite but in the collective intelligence of employees at all levels†1. In order to improve organisational performance, there must be recognition that change and the turbulence it generates will undoubtedely affects all parts of the system.That is why it is one of the fundamental tasks of leadership to balance attention to the management of performance with attention to the management of change and uncertainty Academic Education focuses on technical and mental competences and stresses the need to train skills required for executive functions and leadership. Public and private enterprise would very much welcome purposeful and efficient training for leadership skills, but very often cannot find properly trained applicants for managerial positions.2 Leading people means asking people to change. One has to learn how to change,  one has to really want change and go for it. If people don’t really want to learn and change, it will not happen. That is why changing is so difficult. With this paper some concepts and models are introduced from literature that offer some insight into the management of change. But keep in mind that models may offer some insight, but at the same time they show and conceal reality, because they are one-sided by definition. â€Å"If change really is of the essence, if you really wish to see change occur at the behaviour level, for example to see managers manage changes differently or to see a greater amount of teamwork, then you have to think of something that compels such behaviour† (Eric Van de Reed, P., Extraordinary leadership, creating strategies for change, Kogan Page, UK, 2001. Pfeiffer, J.W., voorwoord in , Situationeel leiding geven, Uitgeverij Business Contact, Amsterdam, 2006 2 1 Loo).3 This article deals with behaviour interventions, topics like resistance and power as important derivatives, as well as leadership in relation to change. 1.1 Intervening as a technique and phenomenon To intervene means that someone forces their way into an existing system of relationships, people, groups or objects with the aim of improving it. In processes of change intervening as a technique and phenomenon is an important topic. But keep in mind that models may offer some insight, but at the same time they show and conceal reality, because they are one-sided by definition. Aryris defines ‘to intervene’ as follows.4 â€Å"Organisations do not perform the actions that produce the learning. It is individuals acting as agents of organisations who produce the behaviour that leads to learning. Organisations can create conditions that may significantly influence what  individuals frame as the problem, design as a solution, and produce as action to solve a problem. Whenever an error is detected and corrected without questioning or altering the underlying values of the system (be it individual, group, intergroup, organisational or interorganisational), the learning is single-loop. The term is borrowed from electrical engineering: a thermostat is defined as a single-loop learner. The thermostat is ‘programmes’ to detect states of â€Å"too cold† or â€Å"too hot†, and to correct the situation by turning the heat on or off. If the thermostat asked itself such questions as why it was set at 68 degrees, ot why it was programmed as it was, then it would be a double-loop learner.† Single-loop learning occurs when matches are created, or when mismatches are corrected by changing actions. Double-loop learning occurs when mismatches are corrected by first examining and altering the governing variables and then the actions. Governing ariables are the preferred states that individuans strive to â€Å"satisfice† when they are acting. These governing variabes are not the underlying beliefs or values people espouse. They are the ten have, Steven en Wouter, Verandering,over het doordacht werken aan de organisatie, Uitgeverij Nieuwezijds, 2004 4 Argyris, C. ,On organisational learning, Blackwell Publishing, 2004 3 variables that can be inferred, by observing the actions of individuals acting as agents for the organisation, to drive and guide their actions. This is where intervention shows up. In case you don’t handle the double –loop thinking, you become a servant of the status quo!! In his â€Å"Intervention theory and method: a behavioral science view, Argyris presents 3 methods of intervention: 1. To rely on knowledge and know-how already present in an intervener. Success is pretty much guaranteed as the proven methods put a client at ease. 2. To use in a creative manner a combination of different sources of existing knowledge of an intervener from previous situations. This requires more time than the first approach. 3. A third approach builds on the first two methods: to combine sources of knowledge of an intervener with those of a client. In this way, an  intervention helps a client to understand a problem and the intervention contributes to the theoretical knowledge base of an intervener. This approach is less common, but should be preferred over the first 2 methods. The joint development of conceptual models not only helps the client, but is also useful for future cases an intervener has to deal with. In this way, an intervener tries to translate specific issues of a client to generally applicable rules and views the various interventions and strategies of change as complementary. Harrison, R.5 sees the different methods and strategies for change as complementary . He does not consider the methods as different ways of doing the same thing, but rather as different ways of doing different things. Harrison contends there is a need for a conceptual model that indicates which strategy is suitable for which problem. A distinction in this regard might be the depth of the intervention at an individual, emotional level. Harrison explains depth according to 5 strategies: 1. Operations analysis: this approach (very little depth) addresses the use of roles and functions within an organisation. The strategy is aimed at bringing about change in the relationship between the different roles. The assumption is that people are exchangeable to a significant degree. Thus, relevant skills, needs and values of people within an organisation should be discernable. Harrison, R. Choosing the depth of Organisational Intervention , Journal of applied Behavioral Science, 181-200 5 2. Management by objectives: (an approach with a little more depth) This approach addresses the individual results. The individual and the manager agree on the services to be provided. The process (how to achieve those results) remains latent. 3. Instrumental process analysis: This strategy does address the process: what is someone’s work style and what is its influence on others within an organisation? A particular person is the focus of attention: what stimulates and curbs someone’s performance and how can negotiations be conducted between groups and individuals in order to achieve better results through work behaviour and work relationships? 4. Interpersonal relationships: . (this approach exhibits a great deal of depth). The intervention focuses on feelings co-workers have vis-à  -vis each  other and is aimed at improving teamwork. 5. Intra-personal analysis: (deepest level of intervention). A person is hit in their core with the aim of gaining more insight into the inner self as well as into relationships with ‘significant others’. The level of depth has different effects on an organisation: The more depth a method has, the more difficult the intervention is. The more depth there is, the more personal the result is, the less transferable it is. As an intervention becomes more personal, the amount of available information shrinks. The predictability of the outcome of an intervention decreases as the depth of an intervention increases. Conclusion: there should not be more depth than necessary to obtain a long-lasting solution to the current problems. 1.2 Resistance Whenever there is talk of change or change is in the air, resistance is just around the corner. It is important to ascertain where exactly processes of change are bogged down and what the underlying dynamics are. Boonstra frequently attributes resistance to blocked relationship patterns. Van de Loo makes a slight differentiation and describes resistance as non-rational reactions and specifically relationships suffering from a non-open, safe and insular environment. Kotter Schlesinger6, Readings in Managerial Psychology, 1989, 664-678, lay out a strategic approach to organisation change. Major changes and a low tolerance level in coworkers cause resistance. Managers are aware of the role played by resistance but few take that into account in defining the approach. The 4 most common reasons for resistance are: 1. Parochial self-interest: employees believe they are losing something valuable. Self-interest is placed above the company’s interest. This type of resistance often is reflected in subtle, political behaviour that is  exhibited before and during a change if the interests of a co-worker or of a group of co-workers do not match the organisation’s interest. 2. Misunderstanding and lack of trust: If co-workers do not understand the consequences and believe there will be more downsides than upsides to a change, they may also fee resistance. It is therefore key to clarify ambiguities as quickly as possible and to inspire as much trust as possible. 3; Different assessments: This situation often is created when different groups have different information available. Employees may get the impression that a change will have more drawbacks than benefits, both for themselves and for the entire organisation. 4. Low tolerance for change: This type of resistance stems from uncertainty and fear over not meeting the demands in terms of new skills and behaviour, even as co-workers realise change will be beneficial. There is also the fear over loss of face if change is perceived as doubt over previous activities. Major changes and low tolerance for change on the part of co-workers breed resistance. Kotter Schlesinger identify roughly 6 ways of dealing with resistance (strategy): 1. education and communication: especially in cases where resistance is caused by wrong or insufficient information, education and communication in advance can help reduce the level of resistance as well as the amount of time and effort put in. 2. participation and involvement: involving potential opponents in change can help prevent resistance. Participation leads to commitment. 3. support (training, time off after a heavy period, listening and providing emotional support,..: if it is fear and concern that cause resistance, support is the best medicine. 4. negotiation and agreement: offering incentives to active or political opponents can also reduce resistance. This method is effective if co-workers are losing position. The drawbacks are the high costs and the fact that a manager weakens his position once it becomes apparent that he is open to negotiation. Kotter,J.P. Schlesinger L.A. , Choosing strategies for change, Readings in Managerial Psychology, 1989, 664-678 6 5. manipulation and co-optation: manipulation boils down to selective use of information; cooptation is to appoint a co-worker to an important post at the time of design or implementation. However, if co-workers feel like they  have been misled, this will give rise to even more resistance than had no action been taken. 6. explicit and implicit coercion: to coerce co-workers into accepting change, for instance by threatening dismissal or transfer. The selection of the method for implementing change depends on the desired speed, the level of planning in advance, the involvement of co-workers as well as the alternatives. To increase the level of success, a manager may do the following: 1. perform an organisation analysis representing the current situation, the problems and their causes. Also, such an analysis provides insight into the speed at which problems should be solved as well as the type of change needed. 2. draw up a list of factors that are important for the change needed. This will increase the insight into who may put up resistance, why and how much, who has the necessary information, whose cooperation is crucial for the implementation and what the relationship between initiators and co-workers is like. 3. select a strategy of change, based on the analyses set out above. This strategy determines the speed of change and the level of planning and participation. 4. monitor the process of change in order to anticipate unexpected events during the process of change in a timely and adequate manner. 1.3 Leadership It is becoming more and more evident that the way the human potential is made use of, is the standard to judge the success of an organisation. The outcome of our striving for excellency depends upon the way we manage to offer leadership. Our own staff and employees will decide if our organisation will prosper. It was Paul Hersey’s challenge to develop a model of leadership that is both practical and based on clear, universal and logical concepts. The model he has developed is called ‘Situational Leadership’7. 7 Hersey, P., The situational leader, Uitgeverij Business Contact Amsterdam, 2006 In this model first the dimensions ‘Guiding’ and ‘Supporting’ as instruments to influence people have been entered on the two-dimensional chart. By ‘Guiding’ Hersey means actions that instruct people what to do, how and when to do it, and who specifically has to do it. ‘Supporting’ contains listening, encouraging, creating conditions, showing appreciation and empathy. Then the 4 quadrants are entered into the model to show the 4 different styles or manners of leadership.

Saturday, October 26, 2019

Who Is A True Christian? :: essays research papers

It appears that Jane has had a strong belief in God, but she seems to have a more wholesome and wholehearted belief than some other characters in the novel. In the beginning of the novel young Jane is painfully rejected by her aunt, as well as her son and daughter.She is unable to alter the daily pattern of abuse and neglect. This makes it obvious that she did not live as a member of a truly Christian family, but she was mature enough to develop her own beliefs through daily prayers and biblical readings. Further in the story, she meets Mr. Brocklehurst for the first time and interviews Jane about sin, hell and the Bible. At one point in the conversation he asks her if she knows any psalms, she replies that "Psalms are not interesting (Bronte,490). This proves to Mr. Brocklehurst that she has a wicked heart, and must pray to God to change it and give her a new and clean one. Why must Mr. Brocklehurst be so harsh with such a young child? Would a truely Christian man ever be so quick to condemn someone he doesn’t know anything about? Eventually Jane moves to Lowood Institution, an old, drafty, dreary place. It is there that Jane comes to realize that although Mr. Brocklehurst was able to put on a good show at Gateshead Hall about his religious beliefs, he is lacking in basic human necessities. The meals that were served were meager portions; during some occasions it was burned. Her knowledge of the shortcomings at Lowood were supported when she over heard the teachers whisper "Abominable stuff! How Shameful!"(Bronte,499). This situation along with the dreadfully cold sleeping quarters show that Mr. Brocklehurst although knowledgeable in biblical psalms and parables had no concern with the conditions these children lived in. Also, when Jane accidentally breaks her slate he punishes her by making her stand on a high stool as punishment. From this point onward in the novel, it is clear that Mr. Brocklehurst symbolizes hypocrisy and insensitivity. In particular, Mr. Brocklehurst was complaining about holes in stockings and expounding the virtues of a good Christian, he is interrupted by his fashionably dressed wife and two daughters. Their ostrich plumes, beaver hats and false French curls contrast with the cold, underdressed children huddling over a fire to keep warm. Obviously most of the donated money is used to spoil his family, and not being used for what it was given for. Is this the behavior of a true Christian? Jane doesn’t not think so, but she is smart enough to disregard things she can not change and is able to find a few role models that influence her development.

Thursday, October 24, 2019

Power of Women in the Epic of Gilgamesh

Anthony Sales Ierfino The Power of Women Imagine a woman so beautiful she had the power to tame wild beasts with one look at her voluptuous body. In â€Å"The Epic of Gilgamesh†, Gilgamesh’s temple priestess has the power to do just that, she tames Enkidu. Ishtar, when denied by Gilgamesh, threatens to â€Å"let the dead go up and eat the living† (10). In this epic, women represent great power, wisdom and finally temptation and evil. In the epic, the woman symbolizes different things.One of these is how woman use the power of love (sex) and temptation to attain a certain goal or task. When the trapper’s son tells his father of Enkidu, his first and immediate instinct is to send for Gilgamesh’s temple priestess, Shamhat, so she can seduce him and â€Å"have her take off her robe and expose her sex† (3). Upon seeing Shamhat’s voluptuous body, Enkidu loses all his wild and animalistic instincts. He then makes love to her for six days and seven nights, as â€Å"she was not restrained, but took his energy† (4).Having had sex with the harlot, Enkidu is humanized and in turn is rejected by the animals he grew up with. Shamhat not only proves that sex and temptation are powerful tools (or weapons), but that the woman is even more powerful because she holds such â€Å"powers† (sex and temptation). Not only Are women powerful, but in the Epic, they are portrayed as evil. Ishtar, goddess of love and war, is portrayed as a selfish and uses her power of seduction for evil.Princess Ishtar asks Gilgamesh to marry her, telling Gilgamesh â€Å"Be you my husband, and I will be your wife†¦Ã¢â‚¬  (8). Gilgamesh replies by not only insulting the princess but by recounting her past lovers and how she has loved them only to turn on them, â€Å" You loved the colorful ‘little Sheperd’ [Tammuz] bird and then hit him, breaking his wing, so now he stands in the forest crying ‘My Wing’! † (9). He then, ends his reply by saying she loves him now, but she will only turn on him.Ishtar, embarrassed and deeply angered, goes up to the heavens going to her father Anu asking for him to let her unleash the Bull of Heaven so he go down and kill Gilgamesh. When Anu simply states that Gilgamesh did nothing wrong, Ishtar threatens that if she does not get what she wants she will â€Å"knock down the Gates of the Netherworld†¦and will let the dead go up to eat the living! † (10). Despite a warning from her father that no crops will grow for 7 years Ishtar is undeterred. This shows how, Ishtar, is selfish uses her power of seduction on Gilgamesh.But when rejected, she is blinded by her fury and willing to do anything to get revenge even if it means the deaths of innocent men. It is clear that women are portrayed in a certain way in the Epic of Gilgamesh. This is due to the position they held the social hierarchy of the day. They were portrayed as beings with the power of seduction whether they had good intentions or evil intentions were completely up to them. This is why they were treated as mere objects that must be controlled by man.The temple priestess, for example, held much power, she was the representative of God on earth, not only this but it is she who ensures there will be a good crop, whether or not the king will be successful in battle. In this instance the Temple Preistess, Shamhat, sent by Gilgamesh to tame and eliminate the threat that is Enkidu. Secondly how Ishtar, after attempts to seduce Gilgamesh and fails, blinded by rage and selfishness, wreaks havoc on the innocent people of Uruk as she attempts to get revenge on Gilgamesh.

Wednesday, October 23, 2019

Lab Report: Ph

Lab Report: pH Name: _________________________________________________________ Materials Needed You will need the following materials for this lab. †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ Red cabbage Coffee filter or paper towel Container for water (at least 250 ml or 1 / 2 pint) Three transparent cups (about 100 ml or 3 ounces) or other similar containers Hot water (e. g. , from a faucet, heated in a microwave oven, etc. ) Thermometer Vinegar Baking soda Safety goggles Tongs or fork Eyedropper or drinking straw Craft stick or toothpick Extra sticks or drinking straws for stirringHypothesis In this lab, you will compare the pH ranges of vinegar and a solution of water and baking soda. Do you think vinegar is an acid or a base? What about the baking soda? Write down your hypothesis now. Procedure Carry out the following steps to complete this lab. 1. Peel off several red cabbage leaves and tear them into pieces about 2. 5 cm (1 inch) square. Place the red cabbage pieces into the container. 2. Cover the cabbage pieces with hot water (not boiling water) and soak for about 30 minutes.As a safety precaution, use the thermometer to make sure that the temperature of the water is not higher than 50 degrees Celsius (about 125 degrees Fahrenheit).  ©Ã‚  KC  Distance  Learning 3. With tongs or a fork, remove and discard as many cabbage pieces from the container as you can. 4. Carefully pour the remaining cabbage water from the larger container through the coffee filter into the three smaller cups or other transparent containers. 5. Note the purplish or dark blue color.If the cabbage water has a pH of about 7. 0, which is typical for plain tap water, the color will be more purplish. If your water is treated by a water supply facility, it may have a pH around 8. 0, resulting in a dark blue color. This water color is your baseline. You will be comparing other colors to this as you proceed. 6. Use a drinkin g straw or eyedropper to transfer vinegar from its container to one cup of cabbage water, five drops at a time.Stir the cabbage water after each vinegar transfer. Note any color change. Continue transferring vinegar five drops at a time until the color of the cabbage water has changed to a color different from that of the original cabbage water. 7. Use a craft stick or toothpick to transfer baking soda from its container to another cup of cabbage water, just a few grains at a time. Stir the cabbage water after each baking soda transfer. Note any color change.Continue transferring baking soda a few grains at a time until the color of the cabbage water has changed to a color different from that of the original cabbage water. 8. The THIRD cup is your baseline cup. If you tap water is neutral, its color should be mostly purple, but it may be more bluish if your tap water has been treated by your county or city water supplier. 9. Record the color of the water after your final additions o f vinegar or baking soda. What pH does each color represent? Is vinegar an acid or a base?How about baking soda? Observations/Data Record the observations and/or data you collected here.  ©Ã‚  KC  Distance  Learning Lab Evaluation What strengths and weaknesses did you find in the experimental design? Is there anything you would do differently next time? How, if at all, would you do the experiment differently if you were to do it again? Discussion After you complete your lab, discuss your results in the course discussion board. Summarize the responses to your discussion here.  ©Ã‚  KC  Distance  Learning

Tuesday, October 22, 2019

Free Essays on The Flapper

The Flapper The idea of the fashion in the 1920’s causes the brain to think of wild women with their skirts shorter then ever before. This image did not actually appear until 1926. Between the years of 1916 and 1929 hemlines rose steadily. The skirt lengths first began to rise in the late 1918, where it was just below the calf length. Between 1920 and 1924 skirts were at calf length fluctuating one to two inches due to the style of the garment. The skirts were longer, but they were designed to confuse. The Basque dress was considered the compromise between the straight twenties figure and the old fashioned designs. This outfit was considered extremely popular for afternoon and eveningwear. It was 1925 when skirts rose 14 to 16 inches. This is the style that we associate with the era. By 1926 skirts were at their shortest in the Twenties decade. This type of clothing could be affordable for everyone. As the decade progressed it was a great deal faster and easier for the women to get dressed. They could even home sew their own clothing. The â€Å"one hour dress was designed in 1926 as well, it could be made in one hour. With all these innovations the eveningwear continued to follow the pattern. Women began wearing the dresses almost above the knee. This was a major change from growing up in a world that barely acknowledged knees. This fashion stayed this way until around 1928. By 1929 hemlines began to transition back to longer silhouette and waistlines began to make a tentative reappearance. The clothing was not the only reason in being a â€Å"flapper.† Appearance played a major role in the transition into a more dazzling age. The physical appearance of the women of the twenties changed from round figures and older faces to slender, flat-chested tanned bodies. The face of a 15 year old became the desired figure of the youths in the 1920’s. When the women started to show more leg skin, there became a nee... Free Essays on The Flapper Free Essays on The Flapper The Flapper The idea of the fashion in the 1920’s causes the brain to think of wild women with their skirts shorter then ever before. This image did not actually appear until 1926. Between the years of 1916 and 1929 hemlines rose steadily. The skirt lengths first began to rise in the late 1918, where it was just below the calf length. Between 1920 and 1924 skirts were at calf length fluctuating one to two inches due to the style of the garment. The skirts were longer, but they were designed to confuse. The Basque dress was considered the compromise between the straight twenties figure and the old fashioned designs. This outfit was considered extremely popular for afternoon and eveningwear. It was 1925 when skirts rose 14 to 16 inches. This is the style that we associate with the era. By 1926 skirts were at their shortest in the Twenties decade. This type of clothing could be affordable for everyone. As the decade progressed it was a great deal faster and easier for the women to get dressed. They could even home sew their own clothing. The â€Å"one hour dress was designed in 1926 as well, it could be made in one hour. With all these innovations the eveningwear continued to follow the pattern. Women began wearing the dresses almost above the knee. This was a major change from growing up in a world that barely acknowledged knees. This fashion stayed this way until around 1928. By 1929 hemlines began to transition back to longer silhouette and waistlines began to make a tentative reappearance. The clothing was not the only reason in being a â€Å"flapper.† Appearance played a major role in the transition into a more dazzling age. The physical appearance of the women of the twenties changed from round figures and older faces to slender, flat-chested tanned bodies. The face of a 15 year old became the desired figure of the youths in the 1920’s. When the women started to show more leg skin, there became a nee...

Monday, October 21, 2019

Free Essays on Brutus

Good or Bad? When people think of a hero, if they do not imagine Superman or Batman, they probably think of someone who does something heroic, like saving someone’s life. What is a tragic hero then? A tragic hero can be defined in many ways. It seems to be an oxymoron because the term tragic symbolizes bad and the term hero symbolizes good. Then is a tragic hero good or bad? The answer to this simple question is complicated. A tragic hero possesses both good and bad qualities. Most of the time a tragic hero does something bad to make something good happen. An example of this is shown in the well known Shakespearean play, The Tragedy of Julius Caesar, wherein Marcus Brutus is identified as a tragic hero. The rest of this paper explains why. Throughout the play, Brutus commits many crimes and wrong assumptions. The most obvious of these is when he takes part in the assassination of Caesar. While in his orchard, Brutus says to Lucius, â€Å"It must be by his death; and for my part,/ I know no personal cause to spurn at him,/ But for the general. He would be crowned./ How that might change his nature, there’s the question.† Even though Brutus cannot justify the murder of a friend who has yet to misuse the powers of his office, he believes that the citizens of Rome will approve of the assassination. Knowing this, we can say that Brutus does not make wise decisions and is not a man rich in morals. On the other hand, we cannot completely say that Brutus is a villain because he is not a very bright man. Brutus is naive, close-minded, and underestimating. He does not realize the things that Cassius, Casca, and Antony are capable of achieving, and he does not notice things that a perceptive man would. But most importantly, he underestimates the cleverness of Antony and allows him to convince the Roman citizens that the conspirators were wrong to murder Caesar. Therefore, I believe that Brutus, as a tragic hero, is nei... Free Essays on Brutus Free Essays on Brutus Good or Bad? When people think of a hero, if they do not imagine Superman or Batman, they probably think of someone who does something heroic, like saving someone’s life. What is a tragic hero then? A tragic hero can be defined in many ways. It seems to be an oxymoron because the term tragic symbolizes bad and the term hero symbolizes good. Then is a tragic hero good or bad? The answer to this simple question is complicated. A tragic hero possesses both good and bad qualities. Most of the time a tragic hero does something bad to make something good happen. An example of this is shown in the well known Shakespearean play, The Tragedy of Julius Caesar, wherein Marcus Brutus is identified as a tragic hero. The rest of this paper explains why. Throughout the play, Brutus commits many crimes and wrong assumptions. The most obvious of these is when he takes part in the assassination of Caesar. While in his orchard, Brutus says to Lucius, â€Å"It must be by his death; and for my part,/ I know no personal cause to spurn at him,/ But for the general. He would be crowned./ How that might change his nature, there’s the question.† Even though Brutus cannot justify the murder of a friend who has yet to misuse the powers of his office, he believes that the citizens of Rome will approve of the assassination. Knowing this, we can say that Brutus does not make wise decisions and is not a man rich in morals. On the other hand, we cannot completely say that Brutus is a villain because he is not a very bright man. Brutus is naive, close-minded, and underestimating. He does not realize the things that Cassius, Casca, and Antony are capable of achieving, and he does not notice things that a perceptive man would. But most importantly, he underestimates the cleverness of Antony and allows him to convince the Roman citizens that the conspirators were wrong to murder Caesar. Therefore, I believe that Brutus, as a tragic hero, is nei...

Sunday, October 20, 2019

KAISER Surname Meaning and Family History

KAISER Surname Meaning and Family History The Kaiser surname means king or ruler, from the Middle High German keiser, meaning emperor. Originating from the Latin name Caesar, this name was often given to individuals who played the part of King in local plays and pageants year after year - a popular pastime during the middle ages. The name may also have been given to one with a kingly appearance or manner. The phrase The Kaiser is considered synonymous with the Kaiser emperors of the Austrian Empire (1804–1835)- Franz I, Ferdinand I, Franz Joseph I, and Karl I- and emperors of the German empire (1871–1918)- Wilhelm I, Friedrich III and Wilhelm II. Surname Origin:  German Alternate Surname Spellings:  KEISER, KEYSER, KISER, KYSER, KIZER, KYZER Famous People with the KAISER Surname Henry J. Kaiser  - American industrialistFrederik Kaiser  - Dutch astronomerReinhard Keiser -  Ã‚  German composer Where is the KAISER Surname Most Common? According to surname distribution from Forebears, the  Kaiser surname is most common in Liechtenstein ranking as the countrys 25th most common surname. It is also popular in Germany (ranked 30th), Austria (50th) and Switzerland (89th).  WorldNames PublicProfiler  indicates the surname is especially common in the Ostschweiz region of Switzerland, particularly in Sankt Gallen. It is also prevalent throughout southern Germany, especially in the regions of Baden-Wà ¼rttemberg, Hessen and Rheinland-Pfalz. Surname maps from Verwandt.de  indicate the  Kaiser last name is most common in southwestern Germany and western Germany, especially in the counties or cities of Waldshut, Esslingen, Cologne, Offenbach, Stuttgard and Hochsauerlandkreis.   Genealogy Resources for the Surname KAISER Meanings of Common German SurnamesUncover the meaning of your German last name with this free guide to the meanings and origins of common German surnames. Kaiser Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Kaiser  family crest or coat of arms for the Kaiser surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted. The Kaiser DNA ProjectIndividuals with the  Kaiser surname, or variants such as Kizer, Kiser, Kyser, Kyzer, Keyser, or Keiser, are invited to join this DNA Project to work together to find their common heritage through DNA testing and sharing of information.  The website includes information on the project, the research done to date, and instructions on how to participate. KAISER  Family Genealogy ForumThis free message board is focused on descendants of Kaiser  ancestors around the world. FamilySearch - KAISER  GenealogyExplore over 1.3  million results from digitized  historical records and lineage-linked family trees related to the Kaiser surname on this free website hosted by the Church of Jesus Christ of Latter-day Saints. KAISER Surname Mailing ListFree mailing list for researchers of the Kaiser surname and its variations includes subscription details and a searchable archives of past messages. DistantCousin.com - KAISER Genealogy Family HistoryExplore free databases and genealogy links for the last name Kaiser. GeneaNet - Kaiser  RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Kaiser surname, with a concentration on records and families from France and other European countries. The Kaiser Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the Kaiser surname from the website of Genealogy Today.- References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997. Back to  Glossary of Surname Meanings Origins

Saturday, October 19, 2019

Alternative Energy Sources Essay Example | Topics and Well Written Essays - 1750 words

Alternative Energy Sources - Essay Example 74-75). In the result, there has been significant increment in researches related to the advancements of alternative energy sources and their impact on different aspects of human life (Simon, pp. 19-22). In specific, it is observation that until now, researchers (EIA, pp. 11-15) have focused primarily on the impact of alternative sources on business environment or global economies. However, the proposed research will go into a micro perspective while emphasizing on the impact of one of the alternative sources on the lives of average American people, and the effectiveness of such source in terms of its prices as compared to existing available sources. From this aspect, the proposed research will focus on the following research statement: Studies have shown that fossil fuels are playing a leading role in fulfilling majority of the energy’s requirements on global level. In specific, it fulfills more than seventy percent of the world’s energy demand (Ahmed & Anderson, pp. 240). However, analysis (Solarbuzz, 2009) has indicated that alternative energy sources are now heading toward competing with the fossil fuels in the form of solar, hydropower, nuclear, hydrogen fuel, ethanol, etc (World Bank, pp. 1-5). One of the major factors of increment in the demand of alternative energy sources is rapid reduction in fossil fuels. For instance, countries are now putting efforts to use solar energy sources to reduce the expensive costs related to the usage of fossil fuels, especially, oil that is an expensive energy source, as compared to the solar energy sources. In the United States, the government is currently depending on fossil fuels to fulfill more than eighty-five percent of its demand of energy; however, alternative energy sources are contributing to only ten percent of the requirement, and solar energy only five percent (SEA, 2007). Thus, it has now become very imperative to

Friday, October 18, 2019

The religious culture of the Yami Essay Example | Topics and Well Written Essays - 1250 words

The religious culture of the Yami - Essay Example The â€Å"Legend of Imulud† demonstrates explains why bamboo, fish, iron, and silver are considered by the people of the Yami tribe to be of great importance. Silver which is assumed to have been discovered by the Son of Bamboo, is frequently used by the Yami for purposes such as ornamentation of helmets for ancestral ceremonies as well as when performing religious rites. On the other hand, Iron, which is alleged to have been discovered by son of Stone, is considered insignificant. The myth demonstrates the importance of Bamboo. Yami as well as many Asian cultures use bamboo for several purposes such as a delicacy for many households. The creation story depicts a harmonious association between the Yami and the fish. This is because the Yami value maline food. Therefore, the Yami culture is greatly embedded in the Yami creation myth. Therefore, the â€Å"Legend of Imulud† is crucial in explaining the creation of man as well as clarifying the social mores observed by the Yami society. The â€Å"Legend of Imulud† clearly explains the history of the Yami and the reasons why they respect certain objects. However, it fails to explain the Yami cosmology. By this, I mean that the concept of how the gods came into being is lacking. However, the myth is quite similar to the creation story in the bible, which also fails to explain the origin of God. Therefore, the myth demonstrates that not everything can be explained (Yami Culture Web). The Belief System The Yami belief system comprises of cosmogony that is considered as underdeveloped. However, some researchers argue that the cosmogony could have been developed but has regressed. The belief system is based on belief in aspects such as demons. However, the belief has some features that are reflective of Christianity practiced by denominations such as Protestants and Catholics. The Yami describe a pantheon comprising of numerous divine layers inhabited by different deities. The firs layer is considered the habitat for the main god who is referred to as Simo-Rapao. This god is considered in charge of all other gods. The other gods are supposed to report to him on all matters regarding the Irala people. Ayami myth claims that Simo-Rapao was responsible of creating the first two people. As aforementioned, the first two people were created from stone and bamboo. Simo-Rapao follows instructions from other gods and punishes wrongdoers as advised by the other gods. The pun ishments could be in terms of calamities that are capable of affecting the entire tribe. The second layer in inhabited by Sio-Mima, who is considered in charge of the world comprising of islands of Japan, America, Formosa, Ivatan. Si-Toriao is considered the occupant of the third layer. He is responsible of bringing rain as well as lightning. Si-Lovolovoin is considered the messenger of the gods. The Yami invoke Si-Lovolovoin in their chants especially during the fishing season when the natives request for plenty of flying fish (Leeming 278; Kuang web). Other gods such as Si-Videy and Si-Pariod occupy the lowest layer. The Yami myth claims that these two gods plenty of yams and taro and leave the people with very little food to survive on. When caterpillar invade the Yami territory, they blame it on Si-Videy and Si-Pariod. Pina-Langalangao and Sinan-Maniray are two female supernatural being that the Yami believe in. Although the two female gods are not considered part of the deities , the Yami believe that the two control the birth as well as the lifetime of the humans. According the Yima, the two female supernatural entities crack a coconut during birth and measure the juice that outpours. Additionally, the entities can assess the water-containing capacity and use it to determine the lifetime of an

SERVICES MARKETING Essay Example | Topics and Well Written Essays - 750 words

SERVICES MARKETING - Essay Example At this time also, they have incorporated the business, and gave the store a name. They decided on the bee as it symbolizes a busy creature and added jolly because owner said they are always happy people. So the name Jollibee was born. The owner of the company, Mr. Tony Tan Caktiong, always believed in giving added value to their customers. He wanted to satisfy the customers always, so in serving ice cream, he saw to it that it was served in big bowls and that it should be overflowing with ice cream. Jollibee has been considered by the Far Eastern Review in 2003 as the Best Company in the Philippines. It has reached the system wide sales of P28.8 billion and a net income rising to 20.8 percent in 2003. Jollibee remained settled and was not threatened with the coming of MacDonalds in 1982. MacDonalds is known in the US, and it is an entirely new concept in the Philippines. The burger houses that they established were big and attractive. The introduction of new products and recipes were simple in the beginning. The members of the family just sat down and discuss. The Caktiong family members are good cooks, their father was a chef and their mother was a good cook. The spaghetti is a recipe of Tony’ s sister who experimented on it, and then started serving the dish on the store. The fried chicken recipe was likewise an experiment of mix that the family tried. There was no formal structure and yet customers came in with their families to line up in the store, whether it is for a sit-down or take out food. Filipinos have an inherent love for sweet tasting good food. According to Mr. Caktiong, a lot of their consultants were amazed with the sweet side food preference of Filipinos. Aside from taste, Filipinos are attracted to the smell of food. Filipinos believed that if it smells good – it will taste good. Jollibee today. The set up is different today, as

Thursday, October 17, 2019

Leadership in the Field of Criminal Justice Term Paper

Leadership in the Field of Criminal Justice - Term Paper Example The following questions will be asked, discussed, and analyzed: What does it take to become an authentic leader who people want to follow, does every manager need to be a leader, why is leadership portrayed in terms of how managers manage people, why is leadership portrayed in terms of how managers manage people, how can you be said to lead people when you have the authority to tell them what to do, and what does it take to become an authentic leader who people want to follow?   Although the answers to each of these questions vary with relation to the individual, form of management, particular leadership style, and setting in which it is put into practice, broad and overarching implications can be drawn from the applications of the answers to the above questions as will be demonstrated in this brief analysis.  As the report declares the terms have clear connotation and denotation in written and spoken language, when they are put into practice and a firm definition of which one le ads to another can be a bit troublesome.   For this purpose, this brief analysis will work to scrutinize leadership and management as they relate to the field of criminal justice.   It is additionally important to note that each of the questions that this analysis will work to scrutinize have strong interconnected dependence and relationships between one another whereby by answering and analyzing one of the questions parallels and strong inference as well as development can be drawn on the other questions which are analyzed.

Impact of information technology on a career Essay

Impact of information technology on a career - Essay Example At the same time, fundamental changes in lifestyle of people and nutrition have reflective an impact on the life length and quality of daily life. The expenses for healthcare are significant portion of domestic yields in developed nations. Increased life duration has provided much importance on preserving high quality healthcare services. Presently, the sophisticated medical technology has added to the increasing tendencies in healthcare expenditures of people. The progression in telecommunication and computer science has resulted in indispensable alteration in healthcare professions. IT has generated great prospects regarding increased cost-effectiveness and quality of services in healthcare. IT opens the door for assuring appropriate healthcare quality which can be acquired within reasonable price (Duplaga, â€Å"The Impact of Information Technology on Quality of Healthcare Services†). Thesis Statement In present days, enhanced healthcare services are a key concern for any p erson. The information about patient and security & competency in the procedure of healthcare is believed to be important aspects for people as they prefer those healthcare organizations which provide quality services. Thus, technological advancements have become a prerequisite for providing good healthcare services. IT in healthcare profession helps to improve the procedures such as patient identification, records management, prescription creation, pathology workroom administration, appointment planning, clinical case examination among other tasks. The paper attempts to recognize the impact of IT on healthcare profession and services. ... The paper attempts to recognize the impact of IT on healthcare profession and services. The objective of the paper is to understand the application of IT in several health facilities, know the significance of IT in providing better health services, recognize the implication of IT in healthcare facilities and realize the future of IT for enhancement of healthcare. Application of IT in Current Health Facilities Healthcare is always regarded as information based activity. From the perspective of business, healthcare professionals generally undertake two types of activities. The first one is medical procedures which are used for supporting patient analysis, treatment and disease prevention and the second one is procurement, communication and management of data. Thus, it is quite reasonable to assume that the changes in availability and ubiquity of information through IT have excessively large impact on healthcare professions. From the perspective of healthcare, information are those key facts and notes which are learnt through certain procedures such as analysis of statistical value of blood pressure or measurement of heartbeat. The information in healthcare helps to inform the consequence of certain examinations or activities such as analysis of hypertension or calculation of diabetes. Consecutively, information can be scientifically structured and examined to generate knowledge, which is the amassed understanding of real world matters and thoughts. In this context, it can be said that knowledge is the basis on which healthcare professionals develop their decisions regarding patients by comparing person based information. In healthcare industry, better management of

Wednesday, October 16, 2019

Leadership in the Field of Criminal Justice Term Paper

Leadership in the Field of Criminal Justice - Term Paper Example The following questions will be asked, discussed, and analyzed: What does it take to become an authentic leader who people want to follow, does every manager need to be a leader, why is leadership portrayed in terms of how managers manage people, why is leadership portrayed in terms of how managers manage people, how can you be said to lead people when you have the authority to tell them what to do, and what does it take to become an authentic leader who people want to follow?   Although the answers to each of these questions vary with relation to the individual, form of management, particular leadership style, and setting in which it is put into practice, broad and overarching implications can be drawn from the applications of the answers to the above questions as will be demonstrated in this brief analysis.  As the report declares the terms have clear connotation and denotation in written and spoken language, when they are put into practice and a firm definition of which one le ads to another can be a bit troublesome.   For this purpose, this brief analysis will work to scrutinize leadership and management as they relate to the field of criminal justice.   It is additionally important to note that each of the questions that this analysis will work to scrutinize have strong interconnected dependence and relationships between one another whereby by answering and analyzing one of the questions parallels and strong inference as well as development can be drawn on the other questions which are analyzed.

Tuesday, October 15, 2019

Religion Essay Example | Topics and Well Written Essays - 500 words - 2

Religion - Essay Example Many Indians also died while being forced to relocate, a sanitized way to refer to the ethnic cleansing of tribes which were formerly located in the area east of the Mississippi River. The Indian Removal Act of 1830 mandated the relocation of many tribes, predominantly the Cherokee Nation which allowed for a ‘whites only’ America in what constituted the majority of what was the U.S. at that time. The Indian Removal Act was a priority of the President Andrew Jackson administration but was passed only following a contentious four month congressional debate. The Act gave Jackson the authority to negotiate treaties with eastern Indians who wished to retain their sovereignty and relocate west of the Mississippi. However, the Act also allowed those Indians wanting to stay in their home land in the east full U.S. citizenship rights. At that time, most Americans could not conceive the country ever extending west of the Mississippi. According to the Act, relocation was meant to be on a voluntary basis, no individual or tribe was to be forced from their home. The Indian Nations in the southeast did not want to be citizens or leave consequently Jackson used military force against these tribes. Much of the general public assumed that removing Indians was beneficial to them. â€Å"Removal would save Indian people from the depredations of whites and would resettle them in an area where t hey could govern themselves in peace† (â€Å"Indian Removal†, 2007). However, some believed the removal policy was just another excuse for Jackson to exercise his long-standing sadistic and inhumane treatment of the native people and vocally objected against this policy. Among those opposed to the Removal Act were Daniel Webster of dictionary fame, many ministers and Davy Crockett whose passionate opposition to this government policy and his support of the Cherokee Nation cost him his Congressional seat. According to Crockett in response to his

Monday, October 14, 2019

Journal Article on Juvenile Delinquency Essay Example for Free

Journal Article on Juvenile Delinquency Essay The study made by Kaplan and Johnson corresponds to the value of how people and corresponding social institutions perceive juvenile delinquency. In particular, it tackled the capacity of creating punishments and sanctions as an ideal norm that needs to be pursued. Such direction then fostered better means of analyzing the response of different social institutions towards these actions. Similarly, the aspect of labeling within the social model was also studied. In particular, it takes into consideration how this process corresponds to how individuals ascertain relationships and function towards functioning effectively within the specific standards established (Kaplan and Howard, p. 99). To achieve this perspective, the process of labeling was studied and determined by its capacity to promote deterrence. Similarly, careful study was also made in how a relationship may exist between the processes of social sanctions and the application of appropriate standards related to a model of deviant behavior (Kaplan and Johnson, p. 100). Through this, the study was able to establish specific patterns that allow the labeling process during deviant behavior to explain the motivation and resistance towards engagement. Such actions then help explain the manner on how people relate with social institutions and others accordingly. After careful analysis, the study then illustrated the value of utilizing labeling within the deviant behavior. Here, the principle is used to create better means of fostering distinctions between responses among individuals and social institutions (Kaplan and Johnson, p. 116). Seeing this, the idea then of labeling becomes both constructive in its capacity to motivate a change in behavior and deterrence of deviance. On the other hand, it also brings about a negative outcome that it promotes biased views and alienation among individuals who engage in such actions. Due to this, the principle then opens up greater opportunities to correlate in the process of role development and the creation of identity and behavior according to specific norms and establish specific responses due to negative social sanctions especially in the formulation of deviance. Reflecting on the article, it can be seen that the process of labeling remains to be an important component shaping perceptions among individuals concerning deviant behavior. It carries along the principle of facilitating norms and maintenance of status quo especially within different social institutions. Due to this, it both serves as deterrence for those who try to engage in such actions and hampers the relationship among peers. Such action then ensures the validity of ensuring stability among individuals and the manner they act and react to their specific environments. Similarly, the idea then of social controls provided towards deviant behavior remains to be innate in social norms. Analyzing these realities, it can be surmised that it functions towards establishing better means for people to act. By setting up these rules and standards, the manner of relationships and functions among people becomes effective and viable. Overall, the usefulness of this article revolves around its capacity to effectively understand the relationships surrounding deviance, social control, and social sanctions. It also tries to support the tenets of deviance theory by providing specific principles shaping and supplementing both its development and application of control. Such actions then increase the likelihood of establishing concrete definition and analysis. Lastly, this direction then opens up the capacity to understand the process of deviant behavior in the lens of sociology; as it tries to understand how it creates specific roles, develops relationship, and maintenance of control.

Sunday, October 13, 2019

Marks and Spencers Recruitment Process

Marks and Spencers Recruitment Process Abstract- Marks Spencer (MS) is UK based one of the biggest retailers in the world, Over 895 store in more than 40 territories around the world are being operated by the Company. Plan A that consists of 100 commitments such as climate change, waste, sustainable raw materials, and fair partnership has been announced by MS to become a world first environmental friendly retailer of the world by 2015. Company believes that it will= Become carbon neutral Send no waste to landfill Extend sustainable sourcing Help improve the lives of people in their supply chain Help customers and employees live a healthier life-style In January 2008, Marks and Spencer share price has fallen down by 18% following publication of their trading statement. Though it was a serious set back for their target to become a first environmental friendly retailer but in February 2010 MS reconfirm that due to moral reason they will continue their project Plan A but it will be fully completed by 2015 instead of 2012. The now iconic brown, reusable, environmental friendly bag was first introduced in 2007 as an early part of this plan. It is hope that this will reduce the use of plastic carrier bags over the next few years. Importance of project planning: Project planning is first and very important phase in project management which determines what the project is based on and what requirement does a project need to complete the project efficiently and timely. But it is understood that MS has failed to get its target that were supposed to be completed by 2012. Though project planning is very important and it has to be made before starting a project but it is mostly to bring some changes during the course of project. So, it is essential to update constantly and regularly. If a project plan has been done on the basis of inadequate resources and information and if any inefficient person plans any project than that project will most likely to fail. A project needs a team to do its entire task and tasks have to be specified on the project plan. Project planner has to provide formula for both to plan and to communicate what needs project has to done. Project manager must be able to provide outline of the project both to plan and to communicate and necessary task of the project. Apart from structure, several unrelated tasks have to be done according to needs. So, it is essential to confirm that project must have work breakdown. Priority of works has been explained below- Work Breakdown Structure Area- MS is a large company. Their project such as Plan A is a large retailer too where the company is investing  £200 million. Therefore the project has to be dealt by an efficient and experienced project manager. Project Leadership- Selection of Project manager is very vital stage to get success for a project. Project manager must be self-discipline. He/she must be able handle any good or bad situation such as coaching, technical difficulties, political pressure. He must have project management experience. He has to set his communicate goals clearly, manage the project team as a group, build relationship through communication and consideration. Staffing Plan- Staffing plan is pre-requisite stage to get success for a project. Determine the level of skills, identify experience requirements are two critical factor for a successful project. Project organization- Project roles and responsibilities documentation such as map Organizational Breakdown Structure (OBS) is one of the key stage for planning a project. Publish and maintain organization chart; address conflicting goals and loyalities; promote team ownership of integrated solutions Project Team Building- Articulate a team building vision, objectives, and strategy; provide goals, supportive resources and tools, and meaningful measures of success; develop team ownership of this process Identify criteria for successful team performance; articulate strategy and plan for achieving team goals; develop metrics and monitor status; invest to improve team dynamics and cohesiveness. Conduct team sessions to improve communications and facilitate issue identification and resolution; build team identity; solicit and address team concerns Recruitment, selection and training of personnel Marks Spencer has been Developing a long-running strategy / Evolving a family-friendly strategy for a large and diverse workforce. MS recruitment, selection training of personnel has been made on the basis some key factors. MS human resource management issues can be analysed in terms of legal, moral and business consideration. With reference to the stated aims of recruitment, this consideration could be said to be: Legal- To complies with anti-discrimination legislation. Moral- To avoids unfair discrimination for moral reasons as well as obedience to the law. Business- To ensures that all efforts are directed towards achieving corporate and not personal goal. Marks and spacer believes in a systematic approach to conduct their recruitment and selection process on the basis of company human resource strategy and equal opportunities goal. Equality of Opportunity for Everyone MS always emphasis on ensuring equality of opportunity for every member of MS team. Promoting a working environment free from discrimination, harasement and victimisation. on the basis of: gender, sexual orientation, marital or civil partnership status, gender reassignment race, colour, nationality, ethnic or national origin, hours of work religious or political beliefs disability age Raise staff awareness by designing and delivering training programmes that support the Equal Opportunities aims. Comply with the law and communicate to our stakeholders the responsibility to protect both individuals and the company. Personal effectiveness: MS personal effectiveness programmes consists of several things such as communication skills, confidence building, conflict management, creativity and innovation, personal presentation, presentation skills, time and pressure management. Organizational change: Efficiency and professional approach of the MS staffs towards their work is making the company success. Dedicated human resources of the major source of competitive advantage. The case with MS is a scenario of rapid organisational transformation, which was based on a vision imposed on the company in a mainly directive fashion, down from the top, by its management and CEO, but which could potentially lead to a widespread change of attitudes and behaviours in the company. This change in the middle of the trading period was a risky action and would bring a big confusion for the staff, putting a high pressure on their performance. Source- www.ivoryresearch.com Power politics- Though marks and spencers believes in equal oppoturnaities and fair trade they are trying to keep political connection. M S recruited their new CEO who is an active and influential conservative leader. It is assumed that Convervative party is most likely to come to the power. Conflict resolution- Usually conflict is the result of poor communication which can be resolved with openness and mutual trust. MS staffs always been trained to increase interpersonal communication skills. Recruiting MS employed around 71,000 people in the UK, 75,000 worldwide. The company has the lowest employee turnover rates in UK retail, at 27% for customer assistants and 12% for management. Around 40% of our people have been with us for over 5 years and 22% for more than ten years. Staff recruitment can become a major proposal task for any project. The project manager may need to utitilize member of his own staff or HR department to handle the many aspects of recruitment. But it can be a good idea to have a processs in place and a perhaps a few checklists to help organizing recruitment efforts. MS has been using different types of techniques to recruit its staff. Some of the techniques are explained below- The scale and scope of the opportunities on offer at Marks Spencer is really higher than others competitors. Trainee management scheme: MS claimed that their trainee management program is one of the pretty unique recruitment systems. Under this program trainee managers enables to reach commercial manager level within two years. On top of that those managers are getting best salary on the high street. Graduate management trainee scheme: Graduate Management Trainee scheme is one of the best in retail industry. This scheme has been recognised by TARGETjobs National Graduate Recruitment Awards 2009 which has been published in The Times. Graduate Events- MS is regularly attending graduate events such as Cambridge career fair, leeds career fair, national graduate recruitment fair Olympia, National Graduate recruitment fair NEC. Apart from that regular scheme MS recruit their staff with a highly professional online recruitment process. Selection Procedure- Retailers like Marks and Spencer have complex recruitment needs and have to deal with high volumes of applications to fill a large number of similar positions. Marks and Spencer manages all applications for store jobs via WCNs Applicant Tracking System. The system is based on complex two way integration with the Marks and Spencer HR system. The system now allows candidates who are successful after applying and completing online tests, to book their own interview within an hour of completing their application. Stores input vacancies and give available assessment times on the Marks and Spencer HR system, this data is then transferred to the WCN system and displayed to candidates online. The functionality was launched in July 2006 and over 42,000 candidates were able to schedule their own interviews for Christmas vacancies that year. It should be mentioned here that MS e-recruitment software, which was innovated by WCN Plc, has been awarded 2007 winners of the Onrec.com Award for Best Technical Innovation in Online Recruitment. That award was their second achievement since introduce their recruitment software. Training of personnel- Marks and Spencers believe that en extra ordinary strategy must be made to get competitive advantages over the competitors. And this led to a need for change. The focus of change was on core areas These include quality, value and service. Customers also expect innovation (bringing in new ideas) and a shop they can trust. Any innovative changes can be brought by the trained and creative staffs. Marks and Spencers trained its staff are at three levels. Trainee managers who have just passed A-level University student who have just passed their degree. Experienced maangers from other areas. Each manager requires a number of skills. These include team working, financial skills or leadership. Marks and Spencer is able to spot skills gaps. It matches current skills against those required for the job. Where these do not match, training can take place. At the end of every six months, an appraisal takes place. This is a discussion between manager and staff. It highlights where staff have improved. It also shows where more training is needed. This helps staff to construct a career path. This process creates a cycle of improvement. Part-3 of the assignment Teamwork, discussion of relevant concepts and theories Teamwork is the joint effort by a group of people to achieve a common goal. MS has been maintaining some kind of performance indicator to measure its achievement. Interpersonal behaviour is more important than interpersonal relationship to do a good teamwork. MS measures their teamwork with applying the principles of performance management to the groups behaviour. The emphasized on group performance rather than individual. They have set their reward system for group basis. Some basic steps involves with group behaviour, these are explained below- Team work- Identifying what teamwork behaviours will lead to better performance. One way to identify target teamwork behaviours is to complete the ITPQ(TM) (Ideal Team Profile Questionnaire(TM)) instrument. This can be completed by the team, peer groups, staff, customers, senior management and others to provide a wide range of views of what would make the team successful. Identifying and manage conflicting expectation of them between, say, management and customers. Ask a wide perspective when setting behavioura goals for themselves, which should prove the quality of those goals. Facilitate a dialogue within the team and with others outside the team on how to mprove performance. Take a wide perspective when setting behavioural goals for themselves, which whould improve the quality of those goals. Current behavior Assessing which teamwork behaviors are currently being used. It is understood current behaviors may be influenced by some key factors, such as: The Organizational structure The performance of team members Current circumstances Feedback from people outside the team. Many other factors One way to identify current behaviours is to complete the MTRi (Management Team Roles-indicator (TM) instrument. This is completed by the individuals within the team, and it indentifies the roles they are currently performing which can be aggregated to show the collective team behaviours. However, MS have built trust and engagement and a shared sense of common purpose over time are reaping the reward in terms of motivated employees willing to go the extra mile, despite the tough environment. Some of the M S staff s have been interviewed to get some information about M S in regards to managing staff. Most of the employees feel a strong sense of family within their teams, but some of them said managers attitude towards their staff is not appropriate. About 9 of 10 male and female colleagues believe their colleagues care about each other. Working together gives them a buzz and almost every staff believes teammates are very fun. Staffs are working at Marks and Spencer as their own business but they believe that company does care very little about that. Though some kind of reward has been given by the company but colleagues believe that reward is not adequate. Everyone believes that dedicated staffs can make difference in the organization with reaching their goals and direction. Marks and spencer always try to bring theory but in real life they are not practicing it properly. Some of the managers are very keen to empower their manager to achieve their target but some of them like to run their store with a dictatorship attitude. Half of the interviewed staff says their managers are not open and honest in regards to work. Very few of them said they are getting appreciation for their good job. Everyone said that senior managers are visiting their premises very often even work on the sales floor. Senior managers attitude showing that they want to connect with the teams, Leadership The term ‘Leadership is easy to explain, In a practical field leadership is a very tough task. Behavioral attitude is first quality for a leader than skills. A good leaders are trusted and respected by his/her followers. Leadership is little bit different from the management. Planning, organization and communication skills are main responsibilities for management. Though leadership relies on management skills too, but more so on qualities such as integrity, honesty, humility, courage, commitment, sincerity, passion, confidence, positivity, wisdom, determination, compassion, sensitivity and a degree of personal charisma. Leadership can be performed with different styles. Some leaders have one style, which is right for certain, situations and wrong for others. Some leaders can adapt and use different leadership styles for given situations. The Greening of Marks and Spencer: An example of creative leadership Stuart Rose, CEO of the MS announced a policy document that will make MS a first green retailer of world by 2015. It commits the retailer to a range of specific actions at an estimated cost of some  £200 million over the next five years. The plan has been welcomed by a range of commentators. Yet, closer inspection suggests it is a shrewd concession to corporate responsibility rather than a radical move that might frighten traditional commercial investors. It can also be seen as an example of creative leadership. In a flurry of personal interviews, Stuart Rose announced a hundred-point, five year plan for MS that aims at re-engineering the companys activities to meet a range of socially responsible goals from carbon neutrality, ethical-trading, sustainable-sourcing, and health-promoting products and projects. He told the BBC that the company has estimated five year-costs of the plan to be in the region of  £200 million pounds. In one interview, Green in his show and tell mode had brought along plastic bottles and a coat (purporting to ) incorporate the plastic from similar bottles after recycling. MS Leadership: Dictatorial leaderships history in MS MS leadership has been dominating by men. Micheal Marks founder of MS had the traits of an entrepreneur. As the leadership was passed on through the family, increased competition within the heirs led to emergence of stronger characters. Micheals son Simon Marks and later Simons brother in law Israel Sieff changed the leadership style towards a stronger dictatorial influence. 1998-99 period was a underperforming duration for MS. About 40% of MS share price has fallen down. As the Zara and Next took market share from the top end of the market while the same time value offering were attached by the supermarkets who were increasingly entering the same market. Rose leadership- In 2004 performance was poor, with customer defecting to competitors. Investors were uneasy and showing sighns of losing confidence. Its leadership team does not encompass the right mix of skills, knowledge and experience to enable the company to regain its long-held position as a market leader. This was the scenario which Stuart Rose stepped into, when he became CEO of UK retail giant, MS, in May 2004. Rose was determined to: Make fundamental changes Change from bureaucratic old fashioned organization into a modern dynamic force. Implement the missing ‘Shared values to complete the transformational leadership model. Roses leadership strategy- Engaging employees at all levels: Before 2004, A major side effect of the loss of confidence in MS was low employee morals. Rose focused on re-building employee pride and commitment. But he was also ruthless in removing some long-term employee perks which had grown to become rights. He introduced more professional, performance based contracts for staff which were desighend to reinforce and reward behaviours whicch support organizational performance. Though Mr. Rose has been running the company with some dictatorial attitude but the results were striking. But above all, the success of these changes are founded on confidence and belief in Rtuart Rose as a leader. MS leadership- In-house practice MS has developed its leadership strategy with some extra ordinary key features to implement it through leadership training, coaching and development. Tanith Dodghe, group HR director of Marks and Spencer mentioned this strategy as ‘this is not just leadership, its MS leadership Motivation Employee Motivation: Giving power to the people Frederick Herzberg Two Factor theory In 1957, Herzberg devised his motivation hygiene theory which stated that two groups of factors affect employee motivation. Herzberg said that certain elements in a job motivate people to do better. He called these elements Satisfiers. They include: Achievement Recognition Responsibility Advancement Personal growth Actual work itself Other elements do not motivate people to work harder. These are referred to as hygiene factors. They are: Pay and conditions Status within the company Job security Benefits Relationships with fellow workers Quality of the companys managers Frederic Taylor- Scientific Management Taylor worked as a factorysuperintendent in a locomotive factory in the USA. From carrying outstudies of how people worked making axles, he concluded that: Employees were successful in getting jobs there because they knew the managers, not because they were good at the job. Employees did not work hard enough for fear of their friends losing their job Employers paid their employees aslittleas they could possibly get away with Employees were given little instruction of how to do their job and it was often done badly. The amount and quality of products produced was very poor. Taylor said that his ideas would improve matters: Money was the only thing that motivated employees to work hard. If the workers were paid per item made, they would want to make more and would work harder. Trained managers should run the company and supervise employees with firm but fair discipline procedures. Employees must be properly trained to do their job Employee should be properly and fairly selected for jobs through tests and interviews. This is to make sure that the right person gets the job. How Marks and Spencers performance management/training and development systems have been influenced by the motivational theories MS use Maslows theory by helping staff set and reach their goals at work, they encourage their staff and praise them when they are doing well and staff also receive rewards for good work. MS use Herzbergs two factor theory by treated their employees well by giving them a good salary, good working conditions and by giving them sick pays and pensions schemes, they also give their staff responsibilities to make them feel like there are important to the company and motivate them. MS use Mcgregors theory by having managers who have trust in the workers and help them improve and do their best and also by giving managers bonuses to motivate them. Marks and Spencers also use Taylors Scientific Management theory by paying its employees in order to work and by having able managers control the staff. Cross cultural Issues in MS- MS diversity MS has a diverse range of employee and they are maintaining a active equal opportunities policy. This not just to cover the recruitment and selection procedures but runs through training and development, apraisal, promostion opportunities and eventually to retirement. We promote an environment free from discrimination, harassment and victimisation and work hard to ensure everyone is offered equality of opportunity to achieve their full potential. All the decisions we make relating to employment practices are objective, free from bias and based solely upon work criteria and individual merit.

Saturday, October 12, 2019

Names in Shirley Jacksons The Lottery :: Shirley Jackson Lottery Essays

One of the leaders and important man of the town is Mr. Summers.   Summer is a   season of the year.   It is the season of growing, the season of life.   His name   represents partly the old pagan fertility ritual because the harvest that is being sacrificed to is being grown in the summer.   This is supposedly, according to Old Man Warner, what the lottery held each year was all about.   But, in this case, the harvest should be fine because the setting of the story tells us that â€Å"the flowers were blossoming profusely and the grass was richly green† (74).   Mr. Summers did many things to slowly ween the old tradition, the old harshness, out of the ordeal.   He had the wooden chips replaced with more convienent slips of paper.   He also â€Å"spoke frequently...about making a new box† (75), so, therefore, he also represented new ideas as well as old.   The new ideas that the close-minded village people would not accept.   If given the chance, Mr.   Summers would have more than likely accepted and backed the motion to cease the   lottery and stop the sacrifice.   Even though he conducted the lottery which someone was sacrificed (murdered) he is seen as one of the most innocent characters because of his â€Å"new† ideas and wishes for something better.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Mr. Summers, with all of his importance, had someone over him though.   Mr. Graves, the postmaster, must have been of more importance and power than he   because Mr. Summers had to be sworn in by Mr. Graves before he could have the right to be the official of the lottery.   As the reader might easily derrive, Mr. Graves symbolizes the sacrificial killing being caused by the lottery.   His superiority over Mr. Summers is also symbolic.   It shows how the sacrifice and the lottery in itself is more important than the new ideas presented by Mr. Summers and a few other villagers.   But, Mr. Graves has many more villagers behind him sharing his views.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One of these is Old Man Warner.   Mr. Warner is the oldest man in town and, therefore, having the most knowledge of what the original tradition was all about.   He lets us know that there has â€Å"always been a lottery† (77).   He is repetadly shown â€Å"warning† the younger parents and the younger generation of what they are in for if they do away with the lottery.

Friday, October 11, 2019

Religious Discrimination Essay

Religious discrimination under Title VII as defined by the U. S. Equal Employment Opportunity Commission (EEOC) involves treating a person unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions but also others who have sincerely held religious, ethical or moral beliefs. The law forbids discrimination on the basis of religion in any and all aspects of employment. This includes hiring, firing, pay, job assignments, promotions, layoff, training, and benefits. Title VII also prohibits workplace segregation based on religion, such as assigning an employee to a non-customer contact position because of actual or presumed customer preference. Title VII also addresses reasonable accommodation in relation to religion. The law requires that the employer must reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the employers business. For example, if an employee needs to be off work on Sunday mornings to regularly attend church services it would be the responsibility of the employer to reasonably attempt to accommodate this need. An accommodation for this could include paying another employee to cover the Sunday morning shift, even if it requires paying overtime. Or the employer could hire an additional employee to be able to cover the shift. Since Title 7 of the United States Civil Rights Act was passed in 1964 there have been several judicial decisions that have molded the way this law in interpreted and applied. The first such court case that I came across was the case of Welsh V. United States which brought into question what types of beliefs can be used to obtain conscientious objector status when being selected to go to war. In this case the prosecutor was convicted of refusing to accept induction into the armed forces; he did claim conscientious objector status but did not base this decision off religion. He did not claim to believe in a deity that would morally keep him from fighting in a war, he instead asserted his own personal moral opposition to any conflict in which people are being killed. He alleged that the sincerity of his belief should qualify him for exemption from military duty under the Universal Military Training and Service Act. The Act allowed only those people whose opposition to the war was based on religious beliefs to be declared conscientious objectors. However in a 5-3 decision the court allowed Welsh to be declared a conscientious objector even though his opposition was not based on religious convictions. The implication this case has on Human Resources Management is that HR personnel must be aware of the broad scope of beliefs that will be protected under Title 7. Whereas before this case only majorly defined religions such as Judaism and Catholicism would be protected you now see religions such as scientology seeking protection under the law. Another relevant case would be Seshadri v. Kasraian which established that an employee bringing a religious discrimination claim does not need to belong to an established church. Another case that has shaped this law and impacted human resource management was Campos v. City of Blue Springs. In April 1996 Campos was hired as a crisis counselor for the Blue Springs Police Department’s Youth Outreach Program (YOU). At the time she did not have the advanced degree as required by the written job description, but her supervisor told her that she would have until February 1997 to obtain her degree and guarantee her position. She was also guaranteed via verbal contract that she would be paid an extra $10,000 per year for support group work, she would be a team leader within three months, and she would be an assistant director within six months of starting her full-time employment. She began working in October 1996, enjoying her job until she disclosed to her supervisor that she observes tenets of Native American Spirituality, not Christianity. Campos claimed that immediately her supervisor’s behavior towards her changed; she was unfriendly and critical, excluded her from employee meetings, and told her that she may not have been a good fit for the job. After failing to show up to work due to attending a mandatory meeting to obtain her dissertation, which was required by her employer, Campos received so much scrutiny from her supervisor that she resigned. After her resignation, Campos filed suit against the City, alleging that she suffered from employment discrimination based upon her religion, sex, and national origin. The charges of sex and national origin discrimination were eliminated, and the case was submitted to the jury on the theory that Campos was constructively discharged because of her religion. On April 13, 2001, the jury awarded Campos $79,200 for back pay and compensatory damages. The district court denied the City’s Motion for Judgment as a Matter of Law, or in the Alternative, for a New Trial, and awarded Campos’s attorneys 90,556. 20 in fees and $11,825. 41 in expenses. This case has implications on Human Resources Management today because it establishes that employment decisions cannot be made based on whether or not an employee or potential employee agrees or disagrees with the employers religious views. One relevant business that comes to mind is Chik Fil A and their openly Christian beliefs. Even though they include Christian values in the core content of their mission statement and business plan they know that they cannot make any employment decisions based on religious affiliation. In Eatman V.  United Parcel Service in 2002 the company’s policy of requiring its drivers that had unconventional hairstyles to wear hats was called into question. The plaintiff was required by the company to wear a hat while on the clock because his hairstyle of choice was dreadlocks, a hairstyle where sections of hair are hand-rolled together in tight, interwoven spirals. After putting â€Å"a lot of thought† into the decision, Eatman, who is black, began wearing locks in February 1995 as â€Å"an outward expression of an internal commitment to his Protestant faith as well as his Nubian belief system. At this same time he also became enlightened about locked hair and its connection to African identity and heritage. The position that his supervisor at UPS took on his hair was that the company uses common sense to determine which hairstyles are not businesslike; he finds ponytails, Mohawks, green hair, â€Å"carved† shapes, and locked hair—short or long—unacceptable. And there were currently 19 other drivers at this particular UPS that were required to wear hats to cover their unconventional hairstyles, including others that had dreadlocks. Even though Eatman claimed that the policy was discriminatory the jury did not rule in his favor. It was ruled that Eatman’s hairstyle was dictated by a personal choice. Nowhere in his religious texts did it dictate in any way that followers of the faith must wear their hair uncovered in dreadlocks. The implications of this case are actually pro employer and pro Human Resource Manager. It shows that not every claim that an employee makes based off of religious need has to be immediately catered to. There are cases where the request can be frivolous and off topic of religion, in which case the employer does not need to go out of their way to make accommodations. Another very interesting court case that I came across was EEOC v. Union Independiete De La Autoridad De Acueductos y Alcantarillados De Puerto Rico. I found this case to be very interesting because it stipulates that employees cannot pick and choose which parts of their religion they wish to follow and which ones they do not. In this case the issue was whether or not a Seventh – day Adventist’s objection to union membership was the product of a sincerely held belief. Although the religious foundation of the Seventh – day Adventist faith’s opposition to union membership has long been recognized, there was evidence that this employee often acted in a manner inconsistent with his professed religious beliefs. He was divorced, took an oath before a notary upon becoming a public employee, worked five days a week (instead of the six days required by his faith), and there was some evidence that the alleged conflict between his beliefs and union membership was a moving target. This case seemed important because is forces the employee to prove that religion is vital part of their life. It keeps them from claiming that they are Christian for the sole purpose of being off on Christmas, or from claiming that they are Catholic only to be off on Easter. It not only keeps people from faking being religious but it also helps to ensure the sanctity of those who actually are as religious as they claim to be. And the final court case that I found addresses sincerely held beliefs that have not always been there but can conceivably come about. In the case of E. E. O. C. v. Ilona of Hungary, Inc. an employee sincerely believed that she should refrain from working on the Jewish holiday of Yom Kippur even though she had not frequently celebrated Jewish holidays in the past. Her rise in faith was brought on by recent family events such as the passing of her mother-in-law and father, the birth of her son, and her husband’s rising faith. The court decided that these were significant enough to have caused a change in lifestyle and that she did believably have a real change of faith. After reviewing all of the cases mentioned above, along with numerous others, I have found that the topic of religion isn’t nearly as â€Å"black and white† as most would assume. There are many grey areas: What constitutes religion, how do you know if someone legitimately believes in their religion, and what aspects of someone’s lifestyle are pertinent to their claimed religion are just a few examples of where courts have to make a decision that will affect the way this topic is viewed for years to come. With the world become more and more diversified every day the topic of religion and all others under title 7 will continue to be tested and pushed to their limits. It is the job of the Human Resources Management team to be on high alert of potential discrimination cases and have all employees properly trained on these matters to ensure it does not happen at their company.

Thursday, October 10, 2019

“Words Can Hurt You!”

Have you ever been hurt by someone’s words? Words can’t hurt is a controversial statement. Being criticized for your intelligence, race or even where you live, can hurt you physically or emotionally. When I was little, people would tell me I was fat and ugly. I often felt like a symbol (word, sound or visual device that represents an object, sound, concept, or experience) trapped around referent (thing that a symbol represents). I didn’t feel welcome around a certain group of kids. However, my teachers and family would tell me the exact opposite and say words cannot hurt me, but in reality, they did.I thought (mental process of creating an image, sound, concept, or experience triggered by a referent or symbol) everyday would be a better day at school because some people would be positive towards me, but before I changed my lifestyle it was wishful thinking. Going to school every day was fun most of the time until someone had to say something cruel. I disagree wit h the statement words can’t hurt, because they do. Why do people say words don’t hurt, and how exactly are people hurt by those negative remarks? If words don’t hurt, then why do African-Americans get mad when called â€Å"negro†?All through middle school, I was called â€Å"rat boy† for some odd reason. One person told me it didn’t matter because I didn’t have to listen to them. It was hard to do this through my middle school life. It aggravated me and I wanted to move away and go into a deep state of isolation. Finally in eighth grade, most of my peers saw that it made me angry and they quit. It doesn’t matter the type of person you are, I was a three sport athlete that had good grades and still got made fun of. Over the years, my peers have changed. I got into my college classes and my life became pleasant once again.I met a guy at my best friend’s house that thought I was funny and we connected. Being African America n, he is known as a â€Å"Negro† and knew how I felt when I was called â€Å"rat boy†. I grew up being told negative thoughts about my size. This guy not only makes me feel good about myself on the outside, but has helped me find the little girl who was still lost inside a body full of happiness. I would use profanity (words considered obscene, blasphemous, irreverent, rude, or insensitive) to get other's attention, and not realize it how uglier I sounded.I did it to try and fit in and only made it worse. Since words can hurt people, who started the whole false idea about how they don’t hurt? Words can upset you physically or emotionally or you’ll never forget what the bully said to you. I remember back when I was in first grade, one of the other kids at recess called me small fry; he was older than me and thus bigger. I was angry towards him that whole school year, and it still makes me mad when people call me small fry or short.I was around seven when i t happened, I’m twenty-one now, and I still get disgusted by that kid. In my case I was injured emotionally and I never forgot how much it hurt me. Since then my size has changed, but it is very unbalanced. People now are different and don’t vilify me anymore. All through my education at public schools, I have been ridiculed about my size. Being a junior in college and five foot seven inches, I’m considered average. This time in life I can honestly say, I haven’t encountered bullies near as much.It may have been because I took what was being thrown in my face and changed myself. I try to have a healthier lifestyle, by eating healthier and exercising more frequently. Out of all the names I was called, the two previously mentioned made me upset the most. I’m writing about this to show that I have struggled with my self-esteem because of the names I was labeled. People need to change in order for the remarks to stop completely. To conclude this writin g assignment, I myself disagree with words can’t hurt you because in truth they do. â€Å"Words Can Hurt You!† Have you ever been hurt by someone’s words? Words can’t hurt is a controversial statement. Being criticized for your intelligence, race or even where you live, can hurt you physically or emotionally. When I was little, people would tell me I was fat and ugly. I often felt like a symbol (word, sound or visual device that represents an object, sound, concept, or experience) trapped around referent (thing that a symbol represents). I didn’t feel welcome around a certain group of kids. However, my teachers and family would tell me the exact opposite and say words cannot hurt me, but in reality, they did.I thought (mental process of creating an image, sound, concept, or experience triggered by a referent or symbol) everyday would be a better day at school because some people would be positive towards me, but before I changed my lifestyle it was wishful thinking. Going to school every day was fun most of the time until someone had to say something cruel. I disagree wit h the statement words can’t hurt, because they do. Why do people say words don’t hurt, and how exactly are people hurt by those negative remarks? If words don’t hurt, then why do African-Americans get mad when called â€Å"negro†?All through middle school, I was called â€Å"rat boy† for some odd reason. One person told me it didn’t matter because I didn’t have to listen to them. It was hard to do this through my middle school life. It aggravated me and I wanted to move away and go into a deep state of isolation. Finally in eighth grade, most of my peers saw that it made me angry and they quit. It doesn’t matter the type of person you are, I was a three sport athlete that had good grades and still got made fun of. Over the years, my peers have changed. I got into my college classes and my life became pleasant once again.I met a guy at my best friend’s house that thought I was funny and we connected. Being African America n, he is known as a â€Å"Negro† and knew how I felt when I was called â€Å"rat boy†. I grew up being told negative thoughts about my size. This guy not only makes me feel good about myself on the outside, but has helped me find the little girl who was still lost inside a body full of happiness. I would use profanity (words considered obscene, blasphemous, irreverent, rude, or insensitive) to get other's attention, and not realize it how uglier I sounded.I did it to try and fit in and only made it worse. Since words can hurt people, who started the whole false idea about how they don’t hurt? Words can upset you physically or emotionally or you’ll never forget what the bully said to you. I remember back when I was in first grade, one of the other kids at recess called me small fry; he was older than me and thus bigger. I was angry towards him that whole school year, and it still makes me mad when people call me small fry or short.I was around seven when i t happened, I’m twenty-one now, and I still get disgusted by that kid. In my case I was injured emotionally and I never forgot how much it hurt me. Since then my size has changed, but it is very unbalanced. People now are different and don’t vilify me anymore. All through my education at public schools, I have been ridiculed about my size. Being a junior in college and five foot seven inches, I’m considered average. This time in life I can honestly say, I haven’t encountered bullies near as much.It may have been because I took what was being thrown in my face and changed myself. I try to have a healthier lifestyle, by eating healthier and exercising more frequently. Out of all the names I was called, the two previously mentioned made me upset the most. I’m writing about this to show that I have struggled with my self-esteem because of the names I was labeled. People need to change in order for the remarks to stop completely. To conclude this writin g assignment, I myself disagree with words can’t hurt you because in truth they do.