Equal Opportunities And Managing Diversity Approaches Social Work Essay Essay Example

Equal Opportunities And Managing Diversity Approaches Social Work Essay Essay Example Equal Opportunities And Managing Diversity Approaches Social Work Essay Essay Equal Opportunities And Managing Diversity Approaches Social Work Essay Essay Compare and contrast the strengths and failings of the equal chances and managing diverseness attacks. Equality policies emerged in the UK in the early 1980s, following the debut of the Equal Pay Act ( 1970 ) , Sex Discrimination Act ( 1975 ) and the Race Relations Act ( 1976 ) ( Moreau, Osgood and Halsall, 2008 ; Kirton and Greene, 2010 ) . To a big extent, Equal Opportunities ( EO ) attack is a merchandise of the civil rights motion of the sixtiess and the broad political doctrine ( Webb, 1997 in: Shen et al. , 2009:238 ) . It has now become portion of employment policy and criterion concern pattern for many administrations. Traditional equal chances attack concerns with societal justness and correcting instabilities, unfairnesss and errors from the yesteryear ( Thomas, 1990 ) . The cardinal intent of EO attack has been described as seeking for equality ( McDougall, 1996 ) . It aims to make an ambiance where people will be treated the same and will non be advantaged or disadvantaged because of their societal classs. It is assumed that the remotion of corporate obstructions to the look of single endowment will enable the best single to stand out ( Jewson and Mason, 1986: 314 ) . However, equality statute law and policies have long been criticised for showing strong in theory while weak in pattern ( Kirton and Greene, 2010 ) . Collinson et Al. ( 1990 ) and Cockburn ( 1991 ) have enumerated a battalion of illustrations where statute law was being ignored in day-to-day patterns and the incidence of favoritism in workplace remained unabated. Webb ( 1977 ) explains this spread as a consequence of missing political will underlying the policies, institutional failing of people who carry out equality policies and the absence of equality enterprises support from senior direction. In add-on, as EO attack is rooted in the societal and political docket of the sixtiess and 1970s ( Wilson and Iles, 1996:62 ) , some bookmans argue that this attack can no longer run into the demands for the new millenary ( Wilson and Iles, 1996 ; Lorbiecki, 2001 ) . Pull offing diverseness ( MD ) , as a motion off from or an alternate theoretical account to traditional EEO policies and patterns or the 2nd coevals of EEO has now acquiring more and more attending ( Thompson, 1997:195 ) . It was non until the in-between to late 1990s that MD attack came into manner. The rules and ends of MD have been defined as accepting the fact that the work force is made up of a diverse population ( Kandola and Fullerton, 1998 ) . The diverseness takes signifiers of seeable and non-visible, which includes differences like sex, age, background, race, disablement, personality and workstyle ( Kandola and Fullerton, 1998:8 ) . MD attack non merely acknowledges but besides values and harnesses these differences. It is believed that tackling these differences will make a productive environment in which everybody feels valued, where their endowments are being to the full utilized and in which organizational ends are met ( Kandola and Fullerton, 1998:8 ) . Existing literature on diverseness direction can be loosely divided into two groups. The first group position pull offing diverseness every bit merely being a new label instead than a new attack to equal chance ( Kirton and Greene, 2010:130 ) . Despite of their juxtaposed definition ( Kandola and Fullerton, 1998 ) , whether there is a clear theoretical or practical differentiation between them is problematic ( Kaler, 2001 ) . The 2nd literature group on the other manus, indicates important difference between EO and MD attack. EO attack starts externally and is forced through statute law, while MD attack starts internally and seeks to make an equal environment and a to the full inclusive organizational civilization ( Gordon, 1995 ) . In short, equal chances can be perceived as indicates do nt and favours the negative , while pull offing diverseness can be regarded as a construct that indicates do and favors the positive ( Mavin and Girling, 2000:423 ) . In other words, EO attack tends to protect minority groups and provinces clearly what should non been done in the workplace. MD attack, on the other manus, perceives diverseness and differences as positive properties instead than jobs to be solved ( Thompson, 1997 ) . It tends to foreground persons difference and even suggests that s the point worth observing ( Ross and Schneider, 1992 ) . Kossek et Al. ( 2005 ) conclude that MD attack includes a committedness to EO attack and have a batch broader range. Equal chances is typically perceived as approximately and for adult females, cultural minorities and handicapped people ( Thomas, 1990 ; Ross and Schneider, 1992 ; Kandola and Fullerton, 1998 ) . If one can non suit into one or more of these groups, it is so beyond the legal power of equal chances ( Kandola and Fullerton, 1998 ) . While diverseness direction tends to work out labour market segregation by turn toing all single differences caused inequality ( Horwirz, Bowmaker-Falconer and Searll, 1996 ) . Furthermore, MD attack emphasis that single differences should be valued and full utilized, which is beyond the legal compliance-oriented equal chance attack ( Shen, 2009:238 ) . The value of a diverse work force has been widely acknowledged. Lynch ( 1994:32 ) respects diverseness direction as the new future-orientated proportionalism , which helps concern harness this demographic fate by cleansing white male civilization ( In Kandola and Fullerton, 1998 ) . Cox and Blake ( 1991 ) besides claim that effectual diverseness direction can cut down organizational turnover, absenteeism and pull the best campaigners when the labor market psychiatrists. McLeod, Lobel and Cox ( 1996 ) and Wilson and Iles ( 1999 ) further contend that houses with diverse work force performs better in brainstorming undertakings and nowadayss more concerted behavior comparing to homogeneous groups, which will heighten the efficiency, effectivity and profitableness of the administration. In a similar vena, The European Institute for Managing Diversity ( 2000 ) asserts that effectual diverseness direction will increase organizational net incomes by creative a supportive clime for all e mployees to take portion in and lend, and hence achieve organizational aims. It is suggested that valuing diverseness may supply administration a beginning of competitory advantage and better the quality of organizational life ( Cassell, 1996 ) . Scholars propose that if managed decently, diverseness direction will be able to back up cardinal organizational development enterprises ( Agocs and Burr, 1996 ; Liff and Wajcman, 1996 ; Storey, 1999 ) . Research conducted by the Australian Centre for International Business confirms that workplace diverseness offers better-quality direction determinations, inventions and better solutions to organizational jobs ( ACIB, 2000 ) . Furthermore, administrations may be able to heighten marketing capablenesss to reflect and to be more antiphonal to client demographic alteration through workplace diverseness ( Shen, 2009:239 ) . Evidence indicates that houses with effectual diverseness direction continue profiting through bottom line returns. Merely like the equal chances attack, the managing diverseness attack has been criticised for promise more than it can present ( Kirton and Greene, 2010:130 ) . Kandola and Fullerton ( 1998 ) contend that the long list of presumed benefits are problematic and necessitate farther research to analyze whether the theoretical account is successful. Even to this twenty-four hours, there is still non solid grounds to turn out that diverseness attack is any more forward than the traditional equality attack ( Greene and Kirton, 2009 ) . In add-on, there have been some uncertainties about the basic premise of pull offing diverseness. Scholars worry that stressing the differences of employees may turn into a manner of confirming lower status and warranting exclusion ( Webb, 1997 ) . The thought of diverseness use has besides been challenged, saying that it might function to reenforce the stereotype of people with different societal background ( Kaler, 2001 ) . Furthermore, pull offing dive rseness attack has besides been criticised for neglecting to recognize the importance of issues of power. It is suggested that the sentiments of persons or groups who have ever been under-represented in the yesteryear may non be given full attending in the workplace ( Vince and Booth, 1996 ) . In general, both EO and MD attack has great part to employee public assistance. It is suggested that despite the battalion benefits of pull offing diverseness, equal chances should non be replaced by diverseness direction. Otherwise issues refering equal chances may be lost in the general hunt for valuing all facets of differences ( Mavin and Girling, 2000:424 ) . This point has been confirmed by Childs ( 1996 ) , saying that there are three pillars in IBM ( US ) diversity house : equal chances, affirmatory action and work and personal life balance plans. In this instance, EO ensures employees to acquire equal chances to be employed and remain in a harassment free working environment ; affirmatory action helps single to vie by extinguishing disadvantage ; the work and personal life balance plans seeks to extinguish any barriers relates to attitude, policy and pattern, which will act upon employee productiveness and their ability to equilibrate work and personal life ( in Mavin and Girling, 2000 ) . With the presence of both EO and MD attack can an administration recognize the upper limit of employees possible and hence achieve organizational aims. 2. Discourse what the equal chances and diversity attacks could each lend to the development of an organizational programme to antagonize disadvantages of members of sexual minority groups It is estimated that there are around 1.7 million homosexual people in the UK work force ( Stonewall, 2009 ) . Historically, people who were openly tribades, cheery work forces and bisexuals ( LGB ) normally suffered open favoritism from their employers based on their gender ( Kirton and Greene, 2010 ) . Harmonizing to the study consequences gathered in the 1990s, about 10 % to 14 % of LGB employees claimed that they have been either declined by a occupation offer or publicity because of their sexual orientation ( Palmer, 1993 ; Snape et al. , 1995 ) . Heterosexuals besides believed that homosexual people were less favourable to employers ( Snape et al. , 1995 ) . Furthermore, people with high income found it more hard to unwrap their sexual orientation at work ( Palmer, 1993 ) . In add-on, respondents asserted that it was unacceptable for people in certain profession Fieldss like instruction, military to be openly homophiles ( Snape et al. , 1995 ) . Many LGB persons have to pass bu lk of their lives isolated from other minority groups, as they live and work in a heteronormative environments ( Meyer, 1995 ; Waldo, 1999 ) . As the minority position of LGB persons are non that seeable as other minority groups do, many LGB employees tend to hide their sexual orientation to avoid favoritism or torment ( Oerton, 1996b ) . Even today, state of affairs has nt changed much. It is merely from the twelvemonth of 2003 that sapphic and cheery workers have been protected by jurisprudence from employment favoritism ( Kirton and Greene, 2010 ) . Harmonizing to the research carried out by Ryan-Flood s ( 2004 ) , tribades and cheery work forces employed in low degree of occupations tend to remain in the cupboard and alter employer when coming across troubles at work. Whereas those worked in higher echelons of the labor market are more likely to take callings in sectors which seem to hold a more tolerant environment ( Ryan-Flood s, 2004:4 ) . Stonewall ( 2009 ) suggests that there are still one-third of homosexual workers feel unable to unwrap their sexual orientation. From the position of sociology, employment favoritism and inequality forms occur as the consequence of the actions of administrations and persons, and hence are avoidable and surmountable ( Kirton and Greene, 2010 ) . Organizational policies tend to decide workplace inequality by implementing formal regulations and processs to handle all employees in the same manner regardless of their societal class. This policy attack is normally referred to as equal chance . Aiming at guaranting employers do non interrupt the jurisprudence, EO attack contributes small to really advance equality or diverseness ( Kirton and Greene, 2010 ) . Within traditional EO policies, some employers did nil more than produced an equality statements to bespeak their purposes ( Liff, 1995 ) . Others put frontward new policies with clearly stated purposes and aims. No affair what form it takes, EO attack has been widely criticised for neglecting to present equal results ( Kirton and Greene, 2010 ) . Most UK administrations are now in ownership of a formal equality and diverseness policy. However, literatures refering the advancement in UK administration equality and diverseness policy and pattern found low correspondence between equality policies and pattern ( Jewson and Mason, 1986 ; Cockburn, 1991 ; Young, 1992 ; Dickens, 2005 ) . Harmonizing to Colgan, et Al. ( 2007:591 ) , rating of advancement within the UK therefore far has pointed to the failing of anti-discrimination statute law and the uneven application over clip and within administrations of statements based entirely on the societal justness and concern instances . With a few noteworthy exclusions ( Cockburn, 1991 ; Kirton and Greene, 2000 ; Dickens, 2005 ; Cooper, 2006 ) , few advancements have been made refering the sexual minority class ( Colgan, et al. , 2007 ) . Ward and Winstanley ( 2006 ) summarize old literature refering inequality and favoritism in the workplace, conclude that sexual inequality and favoritism can take signifiers of verbal torment, belongings force and loss of credibleness or credence ( Zuckerman and Simons, 1996:40 ) , determinations non to advance ( Badgett and King, 1997 ) , to fire or non to engage ( Snape et al. , 1995 ) , or to pay less based on employees sexual orientation ( Badgett, 1995 ) . Missing consensus over the ethical worthiness of the homosexual rights, equality for homophiles is perceived as the most contested and debatable equality undertakings ( Cockburn, 1991 ) . EO attack enterprises to handle all employees every bit irrespective of their societal background. Equality of gender within EO context, hence, seeks to disregard the difference between heterosexual and non-heterosexual people and do certain they get the equal opportunity for enlisting, preparation, publicities, etc. From the position of equal chance, a series of policies are suggested to antagonize the disadvantage of sexual minority group: Formalize criterion processs for enlisting processs Harmonizing to Shen ( 2009 ) , despite of decennaries of equality statute law and declaration of committedness to equal chances, systematic favoritism still exists in the enlisting and choice procedure. ACAS ( undated ) proposes that administrations should develop formalized and standard processs for enlisting and choice and do it crystalline and justifiable ( in: Kirton and Greene, 2010 ) . In this instance, the possibility of non-heterosexual people being declined by a occupation may be greatly reduced. It is besides suggested that lodging to strict process can dispute or even halt the prolongation of negative stereotypes and myths ( Kirton and Greene, 2010:207 ) , cheery people therefore may acquire the opportunity of basking equal intervention as straight persons do. Offer benefits for partners to spouses of same sex LGB employees have long been enduring from unequal entree to certain employee benefits like particular leave agreement, pensions and partner benefits, etc ( Kirton and Greene, 2010 ) . As for particular leave, employees with same-sex spouses may either acquire declined or have to utilize one-year leave alternatively of original time-off to care for a ill spouse or compassionate leave following the decease of a spouse ( Kirton and Greene, 2010:40 ) . Furthermore, organizational pension strategies normally specify that widow s or widowman s pension can merely be offered to a married spouse, which besides rule out the opportunity for same-sex twosomes to acquiring dependent benefits ( EOR, 1997 ) . EO attack in this sense stresses that LGB employees and their spouses should be entitled to all employee benefits irrespective of their sexual orientation. Rather than handle all employees the same regardless of their societal background, diverseness attack seems to promote administration to acknowledge differences. It argues that such difference should be acknowledged, and responded to, instead than ignored ( Liff, 1996:13 ) . MD attack focuses on the recognition of one individual and intends to assist him or her to do the best of their endowments and eventually, to make their ain ends ( Liff, 1996 ) .Whether to unwrap their sexual orientation is considered as one of the most of import calling determinations for LGB workers and an indispensable portion of sapphic and cheery equality ( Lucas and Kaplan, 1994 ; Bowen and Blackmon, 2003 ; Kirton and Greene, 2010 ) . Van Den Bergh ( 1999:23 ) indicates that for tribades and cheery work forces to be the most productive at the workplace and the most involved within organisational civilizations, it is critical that they feel safe in non concealing their sexual orientation . It has besides been confirmed by Day and Schoenrade ( 1997, 2000 ) that out LGB employees are more committed to their administrations and are likely to be more duty pickings and do a better occupation. The procedure is less nerve-racking in administrations with homosexual-friendly environment ( Creed, 2006 ) . In this sense, a series of constabularies are suggested in the context of pull offing diverseness: Run diverseness consciousness developing mentioning specifically to gender With increasing focal point on gender issues in policy development and diverseness plans, there has been a turning involvement in larning about their direction ( Ward, 2003 ) . It is suggested that leaders and non-supervisory employees might necessitate the aid from HRD practicians to travel through the phases of consciousness development ( Kormanik, 2009 ) . A clear apprehension of gender may assist the administration to be a more gay-friendly environment and hence do it more easy for LGB employees to unwrap their sexual orientation. Establish a lead individual for gender issues at Board/Chief executive degree ( Stonewall, 2005 ) Huffman, Watrous-Rodriguez and Kind ( 2008 ) suggest that comparing to heterosexual coworkers, tribades, homosexual and bisexual workers many require different types of support from their supervisors, such as support for their gender. This has been confirmed by their research consequences of different types of support, viz. , supervisor support, coworker support and organizational support toward LGB workers. Research reveals that supervisor supports are more strongly related to occupation satisfaction. Therefore, offering functionary supervisor support can break function the demands for LGB employees and heighten their occupation satisfaction, and eventually increase the organizational efficiency. Outline workplace diverseness ( including sexual orientation ) as a company value Griffith and Hebl ( 2002 ) postulate that employees in LGB-friendly organizational are more likely to unwrap their sexual individuality than those who are non. A supportive environment encourages sexual orientation to be disclosed, hence enabling positive attitudes like occupation satisfaction and organizational committedness to happen ( Huffman, et al. , 2008 ) . With clearly stated company value, LGB workers may be more dedicated to administration, and hence enhance organizational efficiency and effectivity. As Day and Schoenrade ( 2000 ) indicate that administration should hold the proper policies and processs in topographic point to accomplish greater committedness from its LGB employees. It is believed that with these policies enforced, the deprived state of affairs faced by tribades, homosexual and bisexual employees will be eased.

Definition and Examples of Heuristics in Composition

Definition and Examples of Heuristics in Composition In rhetoric and composition studies, a heuristic is a strategy or set of strategies for exploring topics, constructing arguments, and discovering solutions to problems. Common discovery strategies include freewriting, listing, probing, brainstorming, clustering, and outlining. Other methods of discovery include research, the journalists questions, the interview, and the pentad. In Latin, the equivalent of heuristic is inventio, the first of the five canons of rhetoric. Etymology:Â  From the Greek, to find out. Examples and Observations [T]he heuristic function of discourse is that of discovery, whether of facts, insights, or even of self-awareness. The heuristic function of discourse is essential to the inventive processes, that is the ability to discover the means of expressing our thoughts and sentiments effectively to others.(James A. Herrick, The History and Theory of Rhetoric: An Introduction, 3rd ed. Pearson, 2005)A heuristic is a set of discovery procedures for systematic application or a set of topics for systematic consideration. Unlike the procedures in a set of instructions, the procedures of a heuristic do not need to be followed in any particular order, and there is no guarantee that using it will result in a single definitive explanation. A good heuristic draws on multiple theories rather than just one.(Christopher Eisenhart and Barbara Johnstone, Discourse Analysis and Rhetorical Studies. Rhetoric in Detail: Discourse Analyses of Rhetorical Talk and Text, ed. by B. Johnstone and C. Eisenhart. John Be njamins, 2008) Reconsideration of Aristotles notion of heuristic reveals both another dimension of classical invention and an important feature of Aristotles Rhetoric. Heuristic is not only an instrument for inventing techniques to articulate to others but is also a techne enabling the rhetor and audience to cocreate meaning.(Richard Leo Enos and Janice M. Lauer, The Meaning of Heuristic in Aristotles Rhetoric and Its Implications for Contemporary Rhetorical Theory. Landmark Essays on Aristotelian Rhetoric, ed. by Richard Leo Enos and Lois Peters Agnew. Lawrence Erlbaum, 1998) Teaching Heuristics [I]nstruction in heuristic strategies has been controversial. . . . Some have feared that heuristics will turn into rules or formulas, thereby overdetermining or mechanizing the rhetorical process. This danger was realized at times in rhetorical history when the arts of discourse were taught as inflexible steps for carrying out rhetorical acts rather than as arbitrary but effective guides. Another controversy has stemmed from false expectations about the efficacy of teaching heuristics as a panacea for all rhetorical problems. But they do not supply motivation or subject knowledge but rather depend upon them. Nor do they remedy grammatical problems or provide genre knowledge or syntactic fluency. Advocates of heuristics see them as part of a larger repertoire of rhetorical resources and argue that teaching heuristics shares with students insider knowledge of discourse strategies that can empower them in genuine, compelling rhetorical situations.(Janice M. Lauer, Heuristics. Encyclope dia of Rhetoric and Composition: Communication From Ancient Times to the Information Age, ed. by Theresa Enos. Routledge, 1996) Heuristic Procedures and Generative Rhetoric [H]euristic procedures can guide inquiry and stimulate memory and intuition. The imaginative act is not absolutely beyond the writers control; it can be nourished and encouraged.These generalizations about heuristics and the technical theory of art become clearer if we recall Francis Christensens generative rhetoric of the sentence, a technique that uses form to produce ideas. After a close examination of the practice of modern writers who have a knack for good proseHemingway, Steinbeck, Faulkner, and othersChristensen identified four principles operating in the production of what he called cumulative sentences. . . .Heuristic procedures enable the writer to bring principles such as these to bear in composing by translating them into questions or operations to be performed. If we were to invent a procedure based on these principles, it might look something like this: study what is being observed, write a base clause about it, and then try piling up at the end of the clause analogies, details, and qualities that serve to refine the original observation.(Richard E. Young, Concepts of Art and the Teaching of Writing. Landmark Essays on Rhetorical Invention in Writing, ed. by Richard E. Young and Yameng Liu. Hermagoras Press, 1994)

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

Narrative - Essay Example The group involved in the Creek War was composed of different branches of Indian stock namely Creeks or Muscogees proper of the Upper Creeks, the Hitchitees of the Lower Creeks, the Alibamos and Coshattees of the Alabama River, and the western branch Choctaws and Chickasaws (19-21). There are different causes of the war. One of the said causes is the different factions of invaders such as Spanish, English and French explorers (25). Prior to the war, settlers and the Indian inhabitants were having territorial issues but because of different forms of agreements coexistence for a period of time had been possible. Few years before the war though, there had been indications of difficulties and tensions with the relationship between the foreign settlers and the locals. Based on the increasing number of settlers as compared to the native population, the war was believed to be â€Å"a war upon the whites† but as more evidences had been gathered it had been concluded that the Creek War, though negative was considered as a â€Å"method to exterminate† the Indians of the locality

Broadcast and Film Business Plan Assignment Example | Topics and Well Written Essays - 1000 words

Broadcast and Film Business Plan - Assignment Example In this situation, I have been chosen to shoot a documentary which will basically consist of 4 interviews in 4 locations. Each of the interviews will last for 5-10 minutes so keeping that in mind, I have designed the budget accordingly. Yet later enhancements in Polaroid picture quality have limited the hole between the semi-professional Polaroid taking a toll  £4,500 and the show Polaroid fetching  £40,000. Thusly, consummately satisfactory presentations could be made with the shabbier supplies at a part of the past expense. However, in any case, you need to utilize talented experts to get great comes about so this may not be the right decision unless you are taking a shot at a quite little plan. A few shots will oblige unique areas, huge lighting apparatuses, Polaroid cranes and extra processing staff. Often the maker will twofold as the executive. Computerized supplies are much more generally accessible than customary 16mm and 35mm film Polaroids and there is an extensive number of nearby organizations that possess Polaroids that might be contracted – in some cases even obtained – by parts of general society. Guide into your neighborhood filmmaking group and you may be stunned by what is accessible for a quite ease and now and again actually for nothing. There's a heap of diverse Polaroids accessible, contingent upon which organize you are shooting. Furthermore the fundamental Polaroid, you may require a set of lenses, a zoom, a head, a tripod, and assuming that you are shooting ready for playback, possibly a movie help (permitting you to see what you have barely shot, as film necessities to be handled before it could be view

The effect of day care on their children Essay Example for Free

The effect of day care on their children Essay I would generally agree with the view that parental characteristics highly affect how the environment of their childs day care would be; indeed this will influence the social learning of the child. If a decision was made for the child to attend day care regularly, this obviously would be made by one, or both, of the primary caregivers/ parents. Therefore, it is their choice into which establishment their child will attend to. This extremely depends on the characteristics and lifestyles of the family unit, thus affecting the childs wellbeing in day care. The environment in which the child is raised in vastly affects how they view, and are viewed, later on in life. As a result, choosing the right day care for the earlier years in life would be beneficial for the parents, and especially the child. Since each family has a different wealth status, this has an effect on which major decisions are made in life. A family in which are highly wealthy would choose a higher status day care, while in comparison a family which is less than middle class would choose a poorer quality day care. Even if both the higher and poorer quality day care supports children while primary caregivers are away, the day cares differ in individual quality. Higher standards of day care obtain high health and safety requirements, responsive and warm interactions between children and staff, developmentally appropriate curriculum and adequate staff training. While poor quality care puts childrens development at risk: theyre likely to obtain lower language and cognitive scores, and lag on social development. Different quality day cares are chosen by parents who are correlated with different circumstances. For instance, single working mothers or low incomes are more likely to experience low quality care. Yet, according to the views of Scarr (1998), we cannot be sure whether its the quality of day care or the parental characteristics which influence childrens development. However, it is the parental characteristics which affect the quality of day care. If a family is sinking in debts, they could not afford an elite day care which has a high price. By choosing a high priced day care, this would consequently lower the familys wealth, since they already have balance which is due. As a result, this will have an effect on the child, as the child will notice stress occurring in the family. Therefore, higher quality day cares are not an option. In comparison, higher class families will choose the best day care for their offspring, since they have the money and time, for this approach. What I mean by time is that, they get involved in the childs day care, such as PTA, fundraising and volunteering. This would not be present in lower class families, as they are much more preoccupied with work, rather than spending more time with their child, which they keep in day care. In conclusion, I would agree parental characteristics highly affect the quality of a childs day care, and the childs life itself. Since it has been stated that childs attachment will highly affect how they will be attached later on in life, day care also inspires and implies this. Day care provides further attachments to be formed; therefore a childs social life would have more security and stability. Thus, choosing the wrong day care provides less of this comfort, and less of a childs desirability to learn efficiently.

Review of Research Paper on Insulin :: Biology Diabetes

Missing Graphs BACKGROUND: Let's go back to the 1920s, when diabetes was discovered and the study of glucose began. There was a scientist named Minkowsky, and he wondered what caused diabetes. So, he did something crazy: He took a urine sample from a normal patient and a sample from a diabetic patient, and tasted them! He observed that the sample from the diabetic patient was sweet, so he concluded that diabetes had something to do with high glucose levels (lots of sugar in the blood). In the same decade, two scientists named Benting and Best performed another experiment to see which chemically made pancreas would do the best job in lowering glucose levels. This led to the discovery of insulin. Moving on to the 1940s, scientists were curious about what exactly insulin had to do with glucose. Basically, insulin increases the amount of glucose that gets transported to the plasma membrane of every cell in your body, so the breakdown of glucose will be faster. Now, the question was quantity vs. quality: did insulin actually make the glucose transporters work better, or did insulin simply increase the number of glucose transporters within each cell? This is what this paper answers. PROCEDURES: When looking at the methods in this paper, it is easy to get lost and confused amidst all the scientific terms and complicated language. However, when broken down into simpler terms, the methods used in the experiment in the paper become much clearer and create a basis for understanding for the remainder of the paper. Following is a short and understandable explanation of the methods used in the paper and also an explanation of the experiment that was performed to reach to conclusions in the paper. * The first method mentioned in the paper is the collagenase method. This method refers to the collagen that holds the fat cells that were extracted from the rats together. * This method is simply the breaking down of the collagen between the cells in order to separate and isolate them. * Another method used in the paper is refereed to when talking about homogenizing the cells. * This method refers to mixing up and grinding of the fat cells to make into an evenly distributed soup like substance that can then be used in the experiment. # When the homogenized soup is prepared, it is them put into a centrifuge tube and centrifuged.

Romeo and Juliet: in Love or Hit with Infatuation

Romeo and Juliet: in love or hit with infatuation To the person that has these feelings infatuation and actual love are very difficult to differentiate. Even if these two emotions are very similar they have different effects on ones life. In infatuation usually develops to quickly such as â€Å"love at first sight†. On the other hand real love grows moderately and takes time, but the effects last longer. In my opinion this â€Å"star struck† couple was simply hit with infatuation not love.In this Shakespearean story feelings of love are portrayed, when actually most of the events that occur relate to infatuation such as Romeo and Juliet’s instant feelings toward each other. One of the signs of infatuation according to June Callwood, a writer from the Globe and Mail archives, is an instant feeling of affection, â€Å"love at first sight†. Romeo and Juliet experienced this when they met in the party held by the Capulets. Even On the balcony Juliet barely kno ws his name and already she was talking about her â€Å"love† for Romeo.Not only did this â€Å"love at first sight† occur quickly, but Romeo had this feeling after the incident with Rosaline. The fact that this event happened to Romeo after the event with Rosaline, only serves to further on support the definition of infatuation. When Romeo met Juliet he was as one would say â€Å"on the rebound†, which caused him to fall in the state of infatuation. These along with many other events could have been the cause of Romeo falling for Juliet. Their quick affection for each other didn't allow them to think things thru and caused them to rush into a relationship they were not ready for.Another sign of infatuation is the great feeling one has to marry the other person. Romeo and Juliet rushed into a marriage without knowing much about each other. Their quick marriage was an event that might have had a lot to do with their death. This rush into actions without thinking is a result of the effects of infatuation. Some might say that their marriage occurred because they â€Å"loved† each other, but research has shown that the relationships that last longest develop slowly.These long lasting marriages did not occur as quickly like Romeo and Juliet’s, instead they took their time to make sure one is ready. Romeo and Juliet not only married quickly, but most of the time they all they wanted was physical enjoyment. In act 2 scene 2, the balcony scene, Romeo says â€Å"O wilt thou leave me unsatisfied? †. Those who are in real love are patient and don’t just want sex. This dissatisfaction without physical enjoyment is one of the greatest signs of infatuation.

Compare/Contrast: Antigone and Creon

Compare / Contrast Antigone and Creon There is always going to be some kind of conflict in a family. It may happen often, and sometimes rarely. In the century-old story Antigone there is a huge conflict. Antigones brother, Polyneices, refuses to pass on the throne. Therefore, he and his brother Etheocles go to war, and they both end up killing each other. Therefore, it resulted in Polyneices death. When he died, Creon; the ruler of Thebes, refuses to let anyone bury him.So he will be left in public shame. Not regarding any of the laws Creon created, and ignoring what her family says, Antigone goes ahead and covers him with some dirt and â€Å"buries† him. To begin with, Antigone has gone through a hardship. She has lost her brother and her family is very mad with her, since they have also been brought into the conflict. Antigone is very strong; she does what she wants without thinking twice. She is also very sneaky. She buried her brother without anyone noticing.The blame was even put on her timid sister, Ismene. Who was later questioned by Creon, and also was held by him until she was found innocent. But Antigone already knows her consequences, so she is ready if she is caught. Antigone also follows the Gods law. She believes that manmade law must harmonize with the Gods law. She is lead by her emotions and what her heart tells her to do. Antigone strongly believes that both of her brothers deserve burial rights, therefore she fights for it.On the other hand, Creon differs somewhat. Creon inherited the throne after Oedipus was killed. He only honored Ethocles, and announced that no one would be allowed to bury Polyneices. As you can tell, Creon likes to go by the laws he created, not by the Gods. Creon doesn’t like to listen to others opinions about the situation. Haemon, his son, tries to convince Creon to not bury Antigone. Yet, he doesn’t even take a second to think about it. Haemon then mentions Creons ruling is tyranny, not government .

Due Process of Law in the US Constitution

Due Process of Law in the US Constitution How important did America’s Founding Fathers consider the concept of â€Å"due process of law?† Important enough that they made it the only right guaranteed twice by the U.S. Constitution. Due process  of law in government is a constitutional guarantee that actions of the government will not impact its citizens in an abusive manner. As applied today, due process dictates that all courts must operate under a clearly defined set of standards crafted to protect peoples’ personal liberty. Due Process of Law in the United States The Constitution’s Fifth Amendment adamantly commands that no person may be â€Å"deprived of life, liberty or property without due process of law† by any act of the federal government. Then, the Fourteenth Amendment, ratified in 1868, steps up to use exactly the same phrase, called the Due Process Clause, to extend the same requirement to the state governments.   In making due process of law a constitutional guarantee, America’s Founding Fathers drew on a key phrase in the English Magna Carta of 1215, providing that no citizen should be made to forfeit his or her property, rights, or freedom except â€Å"by the law of the land,† as applied by the court. The exact phrase â€Å"due process of law† first appeared as a substitute for Magna Carta’s â€Å"the law of the land† in a 1354 statute adopted under King Edward III that restated the Magna Carta’s guarantee of the liberty. The exact phrase from the 1354 statutory rendition of the Magna Carta referring to â€Å"due process of law† reads: â€Å"No man of what state or condition he be, shall be put out of his lands or tenements nor taken nor disinherited, nor put to death, without he be brought to answer by due process of law.† (emphasis added) At the time, â€Å"taken† was interpreted to mean being arrested or deprived of liberty by the government. ‘Due Process of Law’ and ‘Equal Protection of the Laws’ While the Fourteenth Amendment applied the Bill of Rights’ Fifth Amendment guarantee of due process of law to the states it also provides that the states may not deny any person within their jurisdiction â€Å"the equal protection of the laws.† That’s fine for the states, but does the Fourteenth Amendment’s â€Å"Equal Protection Clause† also apply to the federal government and to all U.S. citizens, regardless of where they live? The Equal Protection Clause was mainly intended to enforce the equality provision of the Civil Rights Act of 1866, which provided that all U.S. citizens (except  American Indians) should be given â€Å"full and equal benefit of all laws and proceedings for the security of person and property.† So, the Equal Protection Clause itself applies only to state and local governments. But, enter the U.S. Supreme Court and its interpretation the Due Process Clause. In its decision in the 1954 case of Bolling v. Sharpe, the U.S. Supreme Court ruled that the Fourteenth Amendment’s Equal Protection Clause requirements apply to the federal government through the Fifth Amendment’s Due Process Clause. The Court’s Bolling v. Sharpe decision illustrates one of the five â€Å"other† ways the Constitution has been amended over the years.   As the source of much debate, especially during the tumultuous days of school integration, the Equal Protection Clause gave rise to the wider legal tenet of â€Å"Equal Justice Under Law.† The term â€Å"Equal Justice Under Law† would soon become the foundation of the Supreme Court’s landmark decision in the 1954 case of Brown v. Board of Education, which led to the end of racial segregation in public schools, as well as dozens of laws prohibiting discrimination against persons belonging to various legally define protected groups. Key Rights and Protections Offered by Due Process of Law The basic rights and protections inherent in the Due Process of Law clause apply in all federal and state government proceedings that could result in a person’s â€Å"deprivation,† basically meaning the loss of â€Å"life, liberty† or property. The rights of due process apply in all state and federal criminal and civil proceedings from hearings and depositions to full-blown trials. These rights include: The right to an unbiased and speedy trialThe right to be provided with notice of the criminal charges or civil action involved and the legal grounds for those charges or actionsThe right present reasons why a proposed action should not be takenThe right to present evidence, including the right to call witnessesThe right to know the opposing evidence (disclosure)The right to cross-examine adverse witnessesThe right to a decision based solely on the evidence and testimony presentedThe right to be represented by a lawyerThe requirement that the court or other tribunal prepare a written record of the evidence and testimony presentedThe requirement that the court or other tribunal prepare written findings of fact and reasons for its decision Fundamental Rights and the Substantive Due Process Doctrine While court decisions like Brown v. Board of Education have established the Due Process Clause as sort of a proxy for a wide range of rights dealing with social equality, those rights were at least expressed in the Constitution. But what about those rights not mentioned in the Constitution, like the right to marry the person of your choice or the right to have children and raise them as you choose? Indeed, the thorniest constitutional debates over the last half century have involved those other rights of â€Å"personal privacy† like marriage, sexual preference, and reproductive rights. To justify the enactment of federal and state laws dealing with such issues, the courts have evolved the doctrine of â€Å"substantive due process of law.† As applied today, substantive due process holds that the Fifth and the Fourteenth Amendments requires that all laws restricting certain â€Å"fundamental rights† must be fair and reasonable and that the issue in question must be a legitimate concern of the government. Over the years, the Supreme Court has used substantive due process to emphasize the protections of the Fourth, Fifth and Sixth Amendments of the Constitution in cases dealing with the fundamental rights by constraining certain actions taken by police, legislatures, prosecutors, and judges. The Fundamental Rights The â€Å"fundamental rights† are defined as those having some relationship to the rights of autonomy or privacy. Fundamental rights, whether they are enumerated in the Constitution or not, are sometimes called â€Å"liberty interests.† Some examples of these rights recognized by the courts but not enumerated in the Constitution include, but are not limited to: The right to marry and procreateThe right to have custody of one’s own children and to raise then as one sees fitThe right to practice contraceptionThe right to identify as being of the gender of one’s choiceThe right work at the job of one’s choiceThe right to refuse medical treatment The fact that a certain law may restrict or even prohibit the practice of a fundamental right does not  in all cases mean that the law is unconstitutional under the Due Process Clause. Unless a court decides that it was unnecessary or inappropriate for the government to restrict the right in order to achieve some compelling governmental objective the law will be allowed to stand.

The Basics of Adult Learning

The Basics of Adult Learning Do you remember what it was like to sit in a classroom? Rows of desks and chairs faced the teacher at the front of the room. Your job as a student was to be quiet, listen to the teacher, and do what you were told. This is an example of teacher-centered learning, usually involving children, called pedagogy. Adult Learning Adult learners have a different approach to learning. By the time you reach adulthood, you’re most likely responsible for your own success and you’re perfectly capable of making your own decisions once you have the information you need. Adults learn best when learning is focused on adult students, not on the teacher. This is called andragogy, the process of helping adults learn. The Differences Malcolm Knowles, a pioneer in the study of adult learning, observed that adults learn best when: They understand why something is important to know or do.They have the freedom to learn in their own way.Learning is experiential.​The time is right for them to learn.The process is positive and encouraging. Continuing Education Continuing education is a broad term. In the most general sense, any time you return to a classroom of any kind to learn something new, you are continuing your education. As you can imagine, this encompasses everything from graduate degrees to listening to personal development CDs in your car. Common types of continuing education: Earning a GED, the equivalent of a high school diplomaPost-secondary degrees such as a bachelor’s, or graduate degrees such as a master’s or doctorateProfessional certificationOn-the-job trainingEnglish as a second languagePersonal development Where It All Happens The methods involved in achieving continuing education are just as diverse. Your school can be a traditional classroom or a conference center near a beach. You might start before dawn or study after a day of work. Programs can take months, even years, to complete, or last just a few hours. Your job can depend on completion, and sometimes, your happiness. Continuous learning, no matter how old you are, has clear benefits, from finding and keeping the job of your dreams to remaining fully engaged in life in your later years. It’s never too late. Should You Go Back to School? So what is it you want to learn or achieve? Have you been meaning to go back to school to earn your GED? Your bachelor’s degree? Is your professional certificate in danger of expiring? Do you feel the urge to grow personally, learn a new hobby, or advance in your company? Keeping in mind how adult learning differs from your childhood schooling, ask yourself some questions: Why am I thinking about school lately?What exactly do I want to achieve?Can I afford it?Can I afford not to?Is this the right time in my life?Do I have the discipline and the freedom right now to study?Can I find the right school, the one that will help me learn the way I learn best?How much encouragement will I need and can I get it? It’s a lot to think about, but remember, if you really want something, you’re likely capable of making it happen. And there are a lot of people available to help you.

Human Resources Cross Cultural Differences and Leadership with respect Essay

Human Resources Cross Cultural Differences and Leadership with respect to Motivation - Essay Example The study only endorsed prevailing scholarly position by the remarkable success stories of the case studies. So the present study concludes that training in cultural diversity can be incorporated in the development of global managerial skills. The face of workforce in the globalized setting is divergent. This can be area for conflict or an opportunity for growth. "Society today is a global ambiance where national cultures inevitably mingle together. The world of technological innovation, multinational organizations, international trade, and diplomatic conflict resolution creates a necessity for nations to come into contact with each other, to learn, work, and create together, as well as to exchange ideas and resources (human resources included). Organizations function because of people gathered together around a common goal. However, before an organization is formed, people belong to other settings and perform other roles that precede their organizational roles. Various disciplines differentiate culture based on numerous criteria born by the different scientific worldviews they hold." (Dimitrov 2005, p. 22) One definition of culture states that, "Culture is the collective programming of the mind which distinguishes the me mbers of one group or category of people from another" (Hofstede, 1997, p. 5). Adler (1997) defined culture as the "complex whole that includes knowledge, beliefs, art, law, morals, customs, capabilities and habits acquired by a man as a member of society" (p.14). This makes it a challenge for the global manager to motivate their employees from different cultural back rounds. Basically, ever since Psychology became an independent branch of enquiry, motivation came under the microscope of scientists and can be viewed as "the willingness to exert high levels of effort to reach goals, conditioned by the efforts' ability to satisfy individual needs." (Dimitrov 2005, p.38). However, the study of motivation in the cultural context is new, early theories form a good beginning. "People are by nature ethnocentric and believe that the way things are done in their culture is the best way" (Mendenhall, Punnett, & Ricks, 1995). Therefore this literature review focuses on the theory of motivation concerning the two topics cross-cultural differences and leadership from an international perspective. Purpose and Scope of the study General perception of the academia in the available literature across the world is in favour of the advantage of assimilation of cultural diversity as tool for the global managers. In order to ascertain the veracity of this position after identifying the key theoretical foundation establishing the efficacy of cultural diversity, an investigation was undertaken of five cases to find out whether cultural diversity really helped them to progress or some other factors were behind their success. The companies examined were IBM, McDonald, IKEA and Reebok. UAE, though not a company, as a unique case of cultural diversity was also studied. In all the case studies the advanatage