Essay about The American Civil War Was Inevitable

America’s transformation into the country we live in today has been formed through numerous events during its short history but the event that will split the United States into North versus South is truly one of the most defining events in American history. Through numerous events leading up to the start of the Civil War, I will attempt to show how the United States was destined for conflict and that the Civil War was inevitable. The first way I will show how the war could not be avoided will deal with the issue of slavery. Slavery should be the first mentioned because many conflicts within the United States leading up to the Civil War and the division of the United States dealt with slavery. The Missouri Compromise should also be talked†¦show more content†¦Many of the people in the North that were of the Protestant faith believed in a different set of moral codes than the people of the South. In an excerpt taken from the textbook American Promise, the authors sum up what it was to be a Protestant at the time. â€Å"Not content with individual perfection, many of these people sought to perfect society as well, by defining excessive alcohol consumption, non-martial sex, and slavery as three major evils of modern life in need of correction† (page 376). The Protestant ideal helped form many groups that fought for the abolishment of slavery, among them the abolitionist movement. The Protestants felt that all men were created equal and this was in direct conflict with many Southern people. Many of the Northern reform groups â€Å"found their initial inspiration in Protestantism’s dual message: Salvation was open to all, and society needed to be perfected† (page 385). The North’s economy was based on textiles, shipping, and skilled trades. Their climate was not suited for the same type of agricultural products that the South produced like cotton, sugar, rice and tobacco. Northern states like New England manufactured and shipped goods like guns, clocks, plows and axes (page 399). One reason for the South’s dependence on slavery is because their economy relied on the existence of slave labor. For example, the cultivation of cotton depended largely on slave labor, with 75% of the crop grown on plantations,Show MoreRelatedWas The American Civil War An Inevitable?1390 Words   |  6 PagesSabrina Scovino Was the American Civil War an inevitable consequence of the American Revolution? The American Revolution marked significant changes in the political, social, and economic status of the Americans. For a long, time the lives of the Americans were darkened by the British colonial rule. The British government passed several intolerable Acts. For instance, the Massachusetts Government Act was a restriction to town meetings. As a result, the American opponents began collective actionsRead MoreThe American Civil War Was Inevitable1975 Words   |  8 Pagesitself cannot stand were the words of Abraham Lincoln in a republican convention on June 17,1858 in Illinois. The inevitable debate over slavery, popular sovereignty, the publishing of Uncle Toms Cabin, and Lincolns election would eventually have brothers versus brothers fighting each other in a bloody war. Religion, economics and the lost of power made the civil war an inevitable one. Popular sovereignty is the ideal that people could choose their laws such ideal Lewis Cass first broughtRead MoreWas the American Civil War Inevitable?2559 Words   |  11 PagesWas the American civil war inevitable? The civil war was inevitable, only however, after one key event; the cotton gin made the civil war inevitable. The invention of the cotton gin in 1793 was the key element which enabled the south to have sufficient vested interest in their traditional lifestyle in order to feel the need to defend it at all costs even from their Northern countrymen. The core argument of this essay centres around the evidence which clearly defines their being in existence twoRead MoreThe American Civil War Was Inevitable Essay1641 Words   |  7 PagesThe Civil War was inevitable in many reasons. The economic and industrial evolution was mainly in the North side of the United States while the South was just a cotton kingdom, Slave Empire. Also both were completely opposites of one another when it was about freeing the slaves or hiring more. With many debates there has to be sides that would be separated especially if the president has so much hate from the people. With that being said, since many want opposing ideas, the Civil War becomes muchRead MoreEssay on The American Civil War Was Inevitable1930 Words   |  8 PagesThe Civil War: one of the most pivotal and significant moments in the history of the United States of America. The dividing of a newly birthed nation upon itself - the turmoil created threatened to collapse a unified yearning for independence. A nation once united by the solace of solidarity, once tread on by the tyranny of a motherland, once triumphant in a fight for freedom, became segregated by principle. Power and greed fueled a dichotomy between color and people which repercussions lingeredRead MoreThe American Civil War Was Inevitable Essay1653 Words   |  7 PagesThe Civil War between the North and South was the result of two cultures that economically, morally, and legally clashed on almost all levels. The steadily growing conflict between the two parts of the union makes it hard to pinpoint the origin or the cause of the resulting war. The conflict a rose from a nation thats geographical areas had slowly grown apart in their ideals and also their source of income, which is often the cause of strife between battling regions. This rift driven between the twoRead MoreThe War Of The American Civil War960 Words   |  4 Pagesslavery even if it meant war caused peace in this nation. Slavery was the vital cause of the American Civil War. The north and the south both had their differences on how to run the country. People in the North believed in unity and that slavery should not exist because â€Å"all men are created equally.† On the other hand, the South believed in continuing slavery. People tried to talk it out and come to a middle ground after both sides compromising, however that didn’t work and caused war. Ideological differencesRead MoreSlavery as the Cause of the American Civil War Essay1733 Words   |  7 PagesThe American Civil War was the bloodiest military conflict in American history leaving over 500 tho usand dead and over 300 thousand wounded (Roark 543-543). One might ask, what caused such internal tension within the most powerful nation in the world? During the nineteenth century, America was an infant nation, but toppling the entire world with its social, political, and economic innovations. In addition, immigrants were migrating from their native land to live the American dream (Roark 405-407)Read MoreThe Civil War Was Inevitable1399 Words   |  6 PagesThe American Civil War took place from April 12, 1861 to May 9, 1865. The simple answer is yes: the Civil War was completely inevitable, but there were many events, documents and people before its beginning that certainly had a large bearing on the war itself. The most divisive political issue in the United States in the mid-1800s was the expansion of slavery, and slavery is certainly the common denominator of the events leading up to the Civil War. People from the North were abolitionists, lookingRead MoreThe American Revolu tion And The Civil War1567 Words   |  7 Pages In the eyes of most, the American Revolution was a momentous event that shaped not only what would now be the America we know today but the whole world as well. However, this event had ramifications that affected the history of America for many years to come. In fact, many of those same ramifications led to what we know as the American Civil War. While it may be difficult to distinguish whether or not the Civil War was an inevitable consequence of the American Revolution due to lack of correlating

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Diversity Management for Domestically- MyAssignmenthelp.com

Question: Discuss about theDiversity Management for Domestically and Internationally. Answer: Introduction: The change in the environment of competitive market is witnessing the evolvement in the role of the Human Resource Manager who is playing a strategic role in the organizational success. The increase in competition, both domestically and internationally, requires organizations to be more flexible, responsive, pliant and customer oriented for their success. For an organizations success, the HR needs to be the business driven role with the proper understanding of the bigger picture that lies ahead in the organization along with the ability to influence important policies and decisions. In the recent business scenario, a HRs main role is to retain and develop the talent, motivation the existing employees and training the new ones for better performance (Harvey and Allard 2015). This paper would be highlighting the best practices of the diversity Management within modern organizations and the diversity management focus on CERA. It is important to know whether HRM has the ability to meet t he challenges of diversity management. Diversity Management Late in the 1980s, diversity Management got developed in North America and the concept gained immense popularity as a tool of new management in the UK and continued to be the same for the unrelenting economic and social climate. In the current business scenario, it is important to have thriving strategies at workplace for the competitive anxiety on the organizations for sustaining and developing the economic feat and the societys changing and objectives and prospects. Peoples thinking of diversity revolves around the thought of customs and race followed by gender, though diversity is a much bigger concept than that. Diversity dimensions takes into account the facts of ancestry, ethnicity, age, race, physical ability, educational background and the work experience. From an organizations perspective it is significant in understanding the ways these dimensions influence motivation, success, performance and the interactions with others. The basic notion of handling diversity at workforce takes in the diversified population of people. Diversity comprises of certain visible and non-visible diversifications that includes the factor of race disability, style of work and age (Lauring 2013). It is being established on the principle of exploiting these differences that would in turn generate a prolific environment where everybody associated feels valued, where their talent gets full exposure and is being utilized in the best way for meeting the goals of the organization.Evaluation of Diversity Management: In todays active and ever changing social structure, diversity has knocked the door of every large and small organization across the globe. The constant shrinkage of the society along with the modernity that is being infused within such organizations have supplemented of the ways these diverse population can be managed efficiently at the work place (Richard, Roh and Pieper 2013). Some of the researchers have put forward the speedy changing of the demographics as the main reason for concerns related to diversity and the awareness of its management in general. On the other hand, the diversity management perception and the amount of significance it has depends on the specific country in which the organization is operating. Studies on the initiatives of diversity in the multicultural organizations existing in Canada discloses that around 50 per cent of the organizations there do not consider diversity to be a management issue, or in simple sense not even a general issue. The reason behin d such a phenomenon is Canadas ability in accommodating and promoting the matter of cultural differences in both the small and large associations, thereby, any initiatives related to diversity management in Canada is not required (Gotsis and Kortezi 2013). The organizations seek the benefit of a diversified workforce that comprises of the factors like attaining of skilled personnel and at relatively lower rates, though managing of the same might pose a threat to the managers. Two factors should be taken into consideration by the managers while dealing with a diversified workforce; one being that every employee should be treated fairly and the other being certifying efficient management of the workforce in promoting bigger rewards for the company giving it a competitive edge. Moreover, advantages related to cost achieved through lower cost on training is also being depicted while supervising the assessment in appreciating diversity. Certain other researchers have been praising the benefits in mentioning that companies with the best principles administering diversity having better prospective of drawing best possible talent from various backgrounds, subsequently promoting a rich course of innovative ideas and standpoint across the organi zation (Sabharwal 2014). An important focus in the hypothetical and realistic perspectives related to the diversity management at the organization has been the cultural persuasion of their initiatives. Clashes in the culture and globalization are parallel in nature with the former being a major focus of various researchers for better understanding of the matter causative to it. It has been stated that employees do learn most of culture related issues of the organization from their seniors, while being on the individual level the learning comes from the parents. Moreover, the difference in the culture that exists at a typical work place considers various forms of cultures. This takes into account the culture of the workers, the culture related to managerial system, and the culture of the organization itself. These differences in the cross-cultural issues can encompass an overall new dimension set for the values of work and beliefs that exist about the success of the work, communication persisting among staffs , making of decisions and the authoritative power. Diversity management is bout promoting values and believes and appreciating of the same, countering of the chauvinism and the discrimination and streamlining of the different constructive attributes of diversity for the better output of the workforce. Managing of such a thing can be an issue for the managers and the managers hold key in guiding the workforce towards attaining of the professional goals. Another big challenge for the managers in the implementation of the diversity management have been their reliance on limited research data that is available over the database. The lack of experience of the manager might be another factor that might jeopardize the overall process of the diversity management factor. Gender diversity and the efficient management is another challenge that has played a vital role in the management of corporate diversity. The current socialized world and subsequently, the women indicate the eminence of the gender aspect in the architecture of culture. It has been stated that women does possess different views and perspectives from their male counterparts, agreeing to the fact that women display better suppleness and talent to tackle with uncertainty and have proven to better managers than men (Dover, Major and Kaiser 2014). This have been the biggest factor in raising several concerns related to insecurity in jobs, lowering of the self-esteem, jealousy, work related depression and negative competition for the fact that the female employees are receiving fair and equal opportunities in showcasing their talent like men. Therefore, a major question that might crop up is the ways that the organizations have come up with about managing the gender related diversity. A pot ential answer to this question would be because for the fact that it influences the total performance, efficiency in operation and the image of the organization in general sense, all these factors are crucial in considering the organizational success (Barak 2016). Best Practices of Diversity Management: The best practices in the field of diversity management are often being imitative from the careful and methodical reflection of the practical experience and hard work related to it. As per Canas and Sondak (2013), top leadership commitment is one of the factors or practices of diversity management where the top-level executives communicate the organizational vision in the best possible manner. Through this diversity is being incorporated as an organizational priority. Diversity has often been the strategic plan of an organization that gets developed and united with the strategies of the company. It has often been linked to performance as well. It takes into account a work environment that is more diversified having the ability to yield superior productivity and assisting in improving the performance related to individual level and organizational. Diversity has been more than just a moral necessary- it is more of an opportunity in business. This is the message that needs to be properly communicated through the organizational departments and should reach every employee. A review of the demographic shifts in the population of U.S. and the market place offers sufficient rationale favouring diversity. However, it is significant from the organizations perspective to investigate and share data relevant to the current and proposed demographics within their precise market or the community. Implementing diversity is never the job of a single person. For it to be effective and efficient, the responsibility of diversity needs to be shared across the organization with its managers and leaders being held accountable for the diversity objectives and goals along with the measurable outcomes. Organizations need to make it a priority in augmenting their number of under-represented population across different levels of the organization. Mostly, this refers to expansion in the number of the ethnic and racial minorities, female executives and the people having some sort of disability. It should be remembered that a diversified workforce serves better a customer base that is diversified too, enhancing innovation, making the organization more malleable and often increasing performance related to financial matters. Lastly, an organization would do well if it sets up a diversity community that is mostly instrumental in appealing the employees in taking active role in the initiatives related to diversity management (Knights and Omanovi? 2016). The committee can take enough initiative in planning events that aware employees of diversity, disseminating the information relevant to diversity education and materials, serving in an advisory capacity to the senior leaders. Employees should be given a proper platform where they would be able to converse their concerns or their level of satisfaction related to diversity issues. Presence of open and honest dialogues can work wonders for the individuals and the organizations on whole, but they must be contained through safe and supportive environments for sensitive dialogues (Harvey and Allard 2015). CERA Case Study: CERA is an organization that needs to focus on the diversity management and the innovative use in connecting its people with the global clients and on the local front. The firm supports the executive goals with the development of a personal scorecard that needs to take in one of the two global transformational priorities. The compensation that is prevalent within the organization takes in the ethnicity and the snapshots inclusive of gender related factors that tracks around 20 metrics on the progression being made by the women, Asians, Australians and the American Indians. Metrics includes the promotion, retention, selection, arrangements for work flexibility, and active participation in the high probable growth programs, survey scores and the assignments of the client. The company has been continuing its stronger talent enlargement with the best possible programs related to mentoring including the career watch, CERA excellence program. Programs related to diversity management and ot her cultural associations can work wonders for the company. Mark French needs to understand that diversity management is an important facet within the organizational environment. Just because the company has a diversified workforce, diversity management should not be waste of money, but something that would put things back on track for the company. The employee resource is one of the most important assets of CERA. More employees need to participate with the CERA management needing to focus on identifying and nurturing the talent and have fo long being involved in the boarding process of the employees that are new. The resource of employee group is being measured in various ways like retention, engagement contribution and promotion of the work force and their responsibilities. Each of the group needs to have an executive sponsor who would be accountable for exhibiting the contribution made by the group in the business. Major Discussion: There is enough evidence of the workforce diversity developing the efficiency in organization through increased creativity level both from the perspective of an individual or an organization. CERA would do well if the diversity management of the company improves the decision making and problem solving though provision of the work teams with various diversified perspectives. For CERA, diversity management can be an important strategic organizational goal that would be interacting with the other business aspects like the management practices, leadership, and development of products, financial projections and global communications. Just comprising of diversity would not help the cause of the business being successful; neither has it guaranteed that it would create improvement. Research has proved the fact that meagre changing of the workforce structure would not bring success to the organization. There are certain cases where the workforce diversity has undermined the performance of the business. Certain such factors can be low on morale, problems related to communication, confusion and ambiguity. CERA if not focuses properly in the matters of diversity management, might generate discomfort for the few members in the workforce, resulting in lower organizational connection and incorporation. There is enough possibility that if diversity is capable enough of leading to better performance, the cost of synchronizing the diversified workforce can block certain advantages. Diversity if not managed properly by the CERA management can produce internal processes that has the ability in causing delay in the process of ma king decisions and keep the employees at bay from being concentrating on the task in hand. The team that is being formed of individuals having different thought process might find it difficult in developing a shared principle and an efficient group process. Conclusion: The Human Resource Manager role must run parallel to the changing organizational needs of the organization. Successful organizations are have been becoming more resilient and customer centric in their work process. Organizations can be strengthened through the leveraging differences that reflect the employee diversity. Surveys have been proving to be a positive impact on the superior performance where the team of the senior management takes in the diversity in ages, gender, ethnicity and gender. A diversified workforce has the ability to develop the organizational ingenuity and efficiency. Handling a workforce that is diversified in nature can be a challenge, people forming a group having different thoughts has the potential to accomplish bigger things, though it can also give rise to conflict. Organizations need to adopt certain strategies of the organizations that have seen the light of success in the area of diversity management. Reference: Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Canas, K. and Sondak, H., 2013.Opportunities and challenges of workplace diversity. Pearson Higher Ed. Choi, S. and Rainey, H.G., 2014. Organizational fairness and diversity management in public organizations: Does fairness matter in managing diversity?.Review of Public Personnel Administration,34(4), pp.307-331. Dover, T.L., Major, B. and Kaiser, C.R., 2014. Diversity initiatives, status, and system-justifying beliefs: When and how diversity efforts de-legitimize discrimination claims.Group Processes Intergroup Relations,17(4), pp.485-493. Gotsis, G. and Kortezi, Z., 2013. Ethical paradigms as potential foundations of diversity management initiatives in business organizations.Journal of Organizational Change Management,26(6), pp.948-976. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity. Pearson. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity. Pearson. Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices fostering ethnic equality at work.Scandinavian Journal of Management,30(3), pp.317-331. Kirton, G. and Greene, A.M., 2015.The dynamics of managing diversity: A critical approach. Routledge. Knights, D. and Omanovi?, V., 2016. (Mis) managing diversity: exploring the dangers of diversity management orthodoxy.Equality, Diversity and Inclusion: An International Journal,35(1), pp.5-16. Lauring, J., 2013. International diversity management: Global ideals and local responses.British Journal of Management,24(2), pp.211-224. Richard, O.C., Roh, H. and Pieper, J.R., 2013. The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter?.Human Resource Management,52(2), pp.215-242. Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), pp.197-217. Trittin, H. and Schoeneborn, D., 2015. Diversity as polyphony: Reconceptualizing diversity Management from a communication-centered perspective.Journal of Business Ethics, pp.1-18.

Seminar on Challenges in Human Resource Management in 21st Century Essay Example

Seminar on Challenges in Human Resource Management in 21st Century Essay Mrinal Jyoti Deka Chandan Kalita Sonam Doloi Barnali Devi Reemamoni Sarma Pranjit Choudhury INTRODUCTION Uncertainty and complexity characterize the greatest challenges todays world for managers at all organizational levels. Responding to shifts in the external environment requires ever-vigilant managers. These managers must be agile themselves in order to effectively promote agility in their environments. Agility is required in numerous areas for managerial success. These areas include flexibility in managing employees, flexibility in rewarding employees, ability to flexibly plan, flexibility in solving problems, technological agility and flexibility in addressing organizational politics. Another challenge in worker motivation is the growing diversity in the workforce. The multi-cultural workforce will continue to grow at the both sector domestic level and an international level. A diverse workforce results from a global economy. This diversity reflects the need for managers to be more flexible. All facets of managing people must be re-thought with a broader mix of workers. All jobs no longer must be performed in exactly the same way, at the same time, or even in the same location. Managers cannot llow themselves to be constrained by the past, but instead they must approach management to from an entirely new perspective with an entirely new workforce. CHALLENGES OF WORKER MOTIVATION IN 21st CENTURY 1. INNOVATIVE OF TECHNOLOGY: Due to the emergence of innovative technology, the worker those who are not familiar with the technology find it difficult to perform their jobs as they do not adapt to this. So by providing proper training it can be made familiar with the tech nology and they will motivate to perform their task. 2. WORKERS DIVERSIFICATION: Today’s workforce is very much wide. We will write a custom essay sample on Seminar on Challenges in Human Resource Management in 21st Century specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Seminar on Challenges in Human Resource Management in 21st Century specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Seminar on Challenges in Human Resource Management in 21st Century specifically for you FOR ONLY $16.38 $13.9/page Hire Writer So organization should take deep insight about the behavior of the employee and accordingly device the strategies to motivate the worker is a major challenges. 3. EMERGENCE OF KNOWLEDGE WORKER: Nowadays the new employees who have joined organization are better educated, more carrier-oriented and relatively less ideologically committed. This breed employee seeks more meaning from their work instead of traditional return of employment. Importance of Workers’ Motivation †¢Proper utilization of human resource: Human resource is of paramount importance for the success of any organization. It is a source of strength and aid. Human resources are the wealth of an organization, which can help it in achieving its goal. Through proper utilization of human resource management can get and use the skill, knowledge, ability etc. by development of skills, tapping and utilizing them again and again. Hence, human resource has become the focus of attention of every progressive organization to motivate its workers. †¢Better organizational image: Enterprises which offer better monetary and non-monetary facilities to their employees have a better image among them. Such concerns are successful in attracting better qualified and experienced persons. Since, there is a better man-power to development programmed; the employees are likely to join such organization. †¢Better industrial relationship: A good motivational system will create job satisfaction among employees. The employment will offer those better service conditions and various other incentives. Proper motivation create an atmosphere of confidence among the employee and employers and cordial relationship will create a healthy working environment. So, motivation among employee will lead to better industrial relationship. †¢Acceptability to change: The changing social and industrial situations will require changes and improvements in the working of enterprises. Employees resist changes for fear of an adverse effect on their employment. When the employees are given various opportunities of development then they can easily adapt to new situation. Thus, motivation will ensure the acceptability of new changes by the employees. †¢Reinforcement: It is a very powerful motivational tool. It is not only used for motivating the employees but also for enhancing organizational effectiveness. Organizations, now-a-days are making use of various technique for modifying the behavior of organization members, so that they are engaged in desirable behavior. How to Motivate the Workers A. Financial incentives: Financial incentives are the monetary reward. In the form of more wages and salaries, bonus, company paid insurance for their performance. According to Gellemen â€Å"Money is actually used to retain good person in the organization†. Some of such incentives are: 1. Bonus 2. Free insurance 3. Medical re- imbursement 4. Profit sharing. B. Non Financial Incentives: Non financial incentives Full fill the higher order needs for status recognition and ego in the society emerge. Some non financial incentives are: 1. People Mission: Organization should committed to investing their employers and ensuring that they work in safe and fair work environment in which everyone equipped with learning and tools to achieved in their job and fulfill their potential regardless of their age, gender, race, sexual, orientation etc. This mission attracts people with the talent to thrive in a fast moving and challenging global environment. 2. Mentoring: It is a program to help employers to raise their potential and manage their career effectively. This strongly support talent management initiative is to attract, develop and retain the best and enable the better understand the taken with the organization. 3. Strengths best Approach: This philosophy focuses on weakness and gives highest potential for the performance and personal growths are where employee is most talented. This development process focuses on helping employee understand their talent, built them in to strength. 4. Talent Management: Managing talent is just as important as attracting it. Talent management focuses on development and encourages employee to seek opportunities which enable them to stretch their talent, build their strength as well as keep them motivated throughout. HOW A LEADER CAN MOTIVATES THE WORKER Since 21st century cannot be remain static, so the organization so it much constantly respond to dynamic environment. In this situation organization need a good leadership and forceful employee. Leaders do nothing more important than get result. But leader cannot get result him or herself. He need to help employee and the best way to have other people get results is not by ordering but motivate them. THE APPROACH ADOPTED BY A LEADER TO MOTIVATE THE WORKER 1. PHYSICAL ACTION: An essential feature of motivation is not about what people think or feel but what they physically do. Leadership must have believe in him and take action to follow him through the proper physical action. . MOTIVATION DRIVEN BY EMOTION: In any strategic management, a leader must make sure that people have strong emotional commitments towards their goal. A leader must make a decision in such a way that all the level of employees are benefited out of it. Impact of workers motivation: 1. High Productivity: When the workers are motivated for the satisfaction of their lower and higher level of need, they put in all their efforts to s atisfy the organizational need also. This increase the efficiency in organizational activities. 2. Create Suitable Work Environment: Motivation help create a suitable environment or work culture in an organization where worker can work feel promoted to work for the organization goal. Congenial working condition with harmonious superior and subordinate relationship. 3. Combine Ability with Willingness: Sometimes workers posses the ability but not willing to perform a Particular task. In this situation, Effective Motivation combines the ability of the workers with their willingness to do the job and extract maximum out of them.

Wayside and Waste Side

Wayside and Waste Side Wayside and Waste Side Wayside and Waste Side By Maeve Maddox One of the many meanings of the English noun way is, â€Å"a thoroughfare used or designed for traveling or transportation from place to place.† Roman legions travelled along the Appian Way. Shakespeare’s Autolycus sang, Jog on, jog on, the foot-path way, And merrily hent the stile-a: A merry heart goes all the day, Your sad tires in a mile-a. The Winter’s Tale, IV.3. Even now we drive along highways and perhaps hike along byways. The land that runs along these â€Å"ways† is called the wayside. The expression â€Å"to fall by the wayside† probably came into English from the parable of the sower: A sower went out to sow his seed: and as he sowed, some fell by the way side; and it was trodden down, and the fowls of the air devoured it. Luke 8:5, KJV. The idea is that anyone or anything that â€Å"falls by the wayside† has failed to accomplish its purpose. Nowadays, speakers who don’t seem to know the word wayside talk about â€Å"falling by the waste side.† Like those who still say wayside, they are referring to the area along a road or highway, butdoubtless because of all the litter that accumulates therethe eggcorn â€Å"waste side† makes sense to them. The expression has made its appearance in pop lyrics: When you got big dreams, keep your eyes on the prize Dont fall to the waste side, reach for the sky Dont bother wasting my time, you’re falling down by the waste side. Falling down by the waste side It’s not just songwriters who are mixed up: Senator [Royce] West added that, It was not his intent or those members who have coauthored SB 1419 and those who lent their efforts to the creation of this bill, to attempt to maintain or increase the pool of eligible applicants for admissions, admit them, and then have them fall by the waste side. From the Office of State Senator Royce West, District 23 (Texas). Note: Carpenters aptly talk about the â€Å"waste side† of a saw blade. It’s the side away from a section of wood being cut. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:16 Substitutes for â€Å"Because† or â€Å"Because Of†Does "Mr" Take a Period?The Difference Between "Un-" and "Dis-"

The Creation of a Homeschool Transcript

The Creation of a Homeschool Transcript As homeschool programs continue to grow in popularity, more and more questions arise about how to ensure that the educational experience of the child is valid respected by future educational institutions, such as colleges or secondary schools. This often means that the validity of the homeschool transcript, in particular, can come into question, and parents who are creating the programs need to make sure that their transcripts contain the necessary information to accurately reflect their child’s mastery of the material. While homeschool transcripts are, according to state law, considered to be equal to transcripts from public and private institutions, that doesn’t mean that any old transcript will do. Homeschool programs also need to properly address the state requirements for education. If you’re not completing the appropriate course of study, then your transcript isn’t going to help you. It’s important to be able to accurately reflect the course of study taken by your student, as well as how the student performed in her studies. While this all may seem confusing, it doesn’t have to be. Check out these helpful tips for creating a solid course of study and how to create a formal homeschool transcript. State Requirements for High School Graduation Whether you are considering a traditional classroom experience for middle school, high school, or college, it’s important that you know what your state’s requirements are for graduation. Your program of study should work towards meeting those goals and may even provide the opportunity for a student to progress within their studies more quickly than a traditional classroom.  The transcript is how you will document the fulfillment of these requirements. Start by making a list of the courses your child needs to take and create a plan for when and how these courses will be taught. This list can be used to start building your transcript. By addressing these core courses early, you have more flexibility when it comes to designing your program. If your child is excelling in math, for example, this could be an opportunity to provide high school level math courses earlier on, starting in middle school. This can be very helpful if you’re looking to transfer into a public or private high school in the future, or even just in preparation for college. It’s important to regularly check your state’s requirements, as there can be changes year to year, and you don’t want any surprises. If you move, you may find that your new home state doesnt have the same requirements as your previous one. Things you need to determine to include: Years of English (typically 4)Years of math (typically 3 to 4)Years of science (typically 2 to 3)Years of history/social studies (typically 3 to 4)Years of a second language (typically 3 to 4)Years of art (varies)Years of physical education and/or health (varies) You also need to determine if there are core courses that your child is expected take, such as U.S. History, World History, Algebra, and Geometry. Literature and composition courses are often required as well. Determining Grades With Assessments Your transcript needs to include grades, and how you determine those grades is important. As you teach, the program must address the core course requirements, and you should keep accurate records of student performance. By regularly giving quizzes, tests, and graded assignments, you have a way to assess your child’s performance quantitatively, and use those scores to create an average grade that will be used on your transcript. This helps you ensure that you’re adequately assessing skills and mastery, and gives you a way to benchmark progress against performance on standardized tests. If your child takes the SSAT or ISEE or the PSAT, you can compare her grades to the scores. If your student is achieving only average scores on the standardized test but is receiving all As, educational institutions might see this as a discrepancy or a red flag.   Middle School vs High School Transcripts When creating a middle school transcript for the purpose of applying to a traditional secondary school, you likely have a little more flexibility than you might with a high school transcript. In some instances, comments can be used, and can even replace having the standard grades, though some schools may be resistant to comment-only transcripts. For private schools, a comment transcript without grades may be accepted, provided that the student excels on the standardized tests for admission, such as the SSAT or ISEE. Showing grades and/or comments for the past 2 to 3 years may be appropriate, but check with the secondary or middle school you’re applying to, just to be sure, as some may require more than four years of results. But, when it comes to high school, your format needs to be a bit more official. Be sure to include all the courses the student has taken, credits earned from each and the grades received. Stick to the high school studies; many parents believe that adding in high-achieving results from all courses taken in middle school can be a bonus, but the truth is, colleges only want to see high school level courses. If there are high school level courses taken in the middle school years, you should include them to show that the course was fulfilled appropriately, but only include high school level courses. Include the Relevant Facts In general, your transcript should include the following information: Student’s nameDate of birthHome addressPhone numberDate of graduationThe name of your homeschoolCourses taken and credits earned for each along with the grades receivedTotal credits and GPAA grading scaleA place for you to sign and date the transcript It’s important to note that you should not use the transcript as a place to add details or explanations about grade changes or to explain difficulties in a former school. There is often a place within the school’s application for the parent and/or the student to reflect on past challenges, obstacles they have overcome, and why there may be significant jumps in performance within the transcript. As for your transcript, try to focus on data.   Creating an official transcript can be a lot of work, but if you are organized when it comes to your program offerings and diligently track and record your students progress year to year, creating an effective transcript for your child is easy.

Breast cancer Assignment Example | Topics and Well Written Essays - 750 words

Breast cancer - Assignment Example 1). It is the common cause of death from cancer for NSW women, 862 deaths in 2001 (ibid.). In Victoria, figures for 2007 showed an incidence of 3,188 new cases per 100,000 population with 708 deaths (www.cancervic.org.au, 2007, p. 12). One in eleven women will be diagnosed with breast cancer before the age of 75 (www.cancerscreening.gov.au). It is a leading cause of death among women in 45-55 age bracket (www.imaginis.com, 2010, p. 1). The lifetime chance of ever developing breast cancer is 4.8% in developed Western countries (due to higher hormone use) but only 1.8% in poorer countries. By age groups, those below 20 years old have the lowest prevalence (1 in 1,985). Those in older age groups have higher prevalence rates of 1 in 37 by age 50; 1 in 26 by age 60 and 1 in 24 by age 70. The greatest risk factors for breast cancer are gender (being a woman) and age (by simply growing older) with about 90% of cases due to the ageing process and not due to heredity (www.breastcancer.org, 2010, p. 1). Some 14,000 women will be diagnosed with the disease this year; this makes it the most common cancer among Australian women (BCNA, 2010, p. 1). There is hope, however, as latest statistics indicated a 5-year survival rate of 88%. The average age of a first diagnosis is 60 years old but 75% of new cases develop in women who are 50 years old or older; while women with higher incomes have a higher incidence rate compared to lower-income women (134 vs. 110 but 21.1 overall deaths per 100,000 population). Over 70% of cases diagnosed occur in women aged 50 or older but those women aged 50-69 can reduce chances of dying by 30% if they opt to have a breast screen once every two years (www.bcig.org.au, 2009, p. 1). About 95% of all breast cancer cases occurred in women aged 40 or older but there is an observed decrease in women aged 80 and above

Helth, Safety and Environment in the Petroleum Industry Research Paper

Helth, Safety and Environment in the Petroleum Industry - Research Paper Example Contextually, petroleum organisations are currently learnt as well aware about its importance for economic developments as well as the requirements for reduction of environmental and safety risks in the workplace through numerous measures. Acknowledging, understanding and implying appropriate measures of those risks in timely manner are also crucial for petroleum organisations in order to ensure safety of the employees and the community members. By promoting training facilities as well, petroleum organisations can enhance the knowledge of staffs about better and efficient utilisation of the equipments and tools. The experience of staffs about various good practices in the workplace can also be quite beneficial for ensuring safety and avoiding accidents to a larger extent. Table of Contents Abstract 2 Introduction 4 Overview of Petroleum Industry 5 Health, Safety and Environment in Petroleum Industry 6 Health Issues in Petroleum Industry 7 Safety Issues in Petroleum Industry 8 Environ mental Issues of Petroleum Industry 9 Major Contributions of Oil and Gas Industry toward Heath, Safety and Environment 9 Recommendations 11 Conclusion 12 References 13 Introduction In petroleum industry maintaining a healthy and safe environment is regarded to be quite essential, not only because of intrinsic protection risks but also due to absolute quarantine of hazardous materials associated in every oil and gas organization. Since petroleum industry is experiencing a rapid development within the context of current phenomenon, it is quite likely to face possible health and safety problems along with environmental risks in upcoming days owing to its expansion, both in terms of production and organisational size (Petroleum Exploration and Production Association of New Zealand, 2011). Considering these aspects, the discussion will concentrate on health, safety and environmental issues associated with the petroleum industry. Thereby, the objective of the discussion will be to apprais e different articles and literatures from a generalized perspective illustrating the requirement of safety performances in the oil and gas sector. The discussion will also consider different factors causing such risks to recommend on the safe operations of equipment and tools utilized in the petroleum industry internationally. Overview of Petroleum Industry Petroleum industry is often considered to be one of major sources for income generation that in turn attempts to render greater support for enhancing the economic condition of a nation. In the international context, petroleum industry represents a significant percentage of the aggregate power consumption. For instance, in the year 1995, the petroleum industry accounted for the consumption of almost 63% of global power supply in comparison to coal mining, nuclear energy and hydroelectric energy which represented only 27%, 7% and 3% respectively of worldwide energy generation (International Association of Oil & Gas Products, 1997). Consequently, after the increase in global economic prosperity, the world’s demand for oil consumption has been augmenting with rapidity. For instance, in the year 2002, the international usage of oil and gas amounted to almost 220 cubic feet a day which is further expected to increase rapidly in the near future.

The audience respond to these changes Essay Example for Free

The audience respond to these changes Essay Task: How does Shakespeare present the changes which occur in Capulet throughout the play and how do the audience respond to these changes? From analysing Romeo and Juliet as an audience I have seen Capulet in many different ways. I have seen him as the caring father, the ruler and the person in charge. In some scenes as an audience I have been quite sympathetic towards Capulet but then in other scenes I have felt that he has been rather harsh to members of his family and other characters in the play. From looking at Act 1 Scene 1 I saw that Capulet was a very irresponsible character. When he saw that there was a brawl between the Capulets and the Montagues, he wanted to get involved. His wife, Lady Capulet, told him that it was the wrong thing to do but he dismissed this. So from the first scene, it has already made us aware, that he has control over the family and that he does not like to be told what to do. This scene links with scene 5 because again Tybalt questions his authority and he becomes very angry with him and says some very rude, arrogant things, in his concealing conversation with him. The other side of Capulet, which we as audience see is his caring, considerate side. He shows us this in a variety of scenes. The first time that this side of his character is illustrated is in Act 1 scene 1. He is willing to lose a good, kind, considerate husband for her daughter because of her happiness. This portrays to us that he is willing to put his daughters feelings first, although it may mean losing an eligible husband for her daughter. This is also shown in a similar way in Act 1 scene 5 at his old accustomed feast. In this scene he acts very warm and hospitable towards his guests. In this scene he shows fairness towards Romeo, although Tybalt does not agree. He shows fairness towards Romeo because he does not want to cause a commotion at the feast that he has organised. The next time that we meet we are in act 3 scene 1 Capulet Shakespeare has deliberately not allowed Capulet to speak. As the audience this is very significant because normally Capulet takes charge in situations like this but, in this situation he has stepped back and let his wife say what she feels. At the beginning of act 3 scene 5 Capulet is very worried about his daughter he used beautiful imagery he says that hes daughters tears were like a river, her body was like a boat and her sighs were like the wind. This is then completely contrasted because he becomes very sarcastic, abusive and harsh, towards hi wife, daughter and lady Capulet. The reverse in his attitude came around when Juliet refused to get married to Paris. In Elizabethan times daughters were like possessions and daughters were supposed to do what there parents told them to. Capulet said some very harsh things including: Hang thee young baggage, disobedient wretch This shows to us that his attitude towards his family can change very easily depending on the situation. Then he begins to think about resorting to physical violence and exclaims My fingers itch this implies that he could of hit his daughter. When Juliet then agrees to the marriage (under false pretences) Capulet then admires his daughter and is put back into his element. He again is focused on in control, organising his daughters grand wedding. His mood is again totally reversed he says My heart is wondrous light, but the dramatic irony of this is that we know that Juliet is going to appear dead so that she doesnt have to go through with her arranged marriage. In the concluding scenes in the play Capulets behaviour and mood change from being joyous and delighted to being in despair and shock. When Capulet Is arranging the wedding he is full of delight and excitement. His girl has been reclaimed. Again he is control of the situation, her id making the decisions and is giving out the orders. Again he is showing his status towards his servants by using crude language and showing them there place. Capulets feelings then again changed to despair when he realised that his daughter was dead. Capulet used elaborate imagery he exclaims that Death lies on her like an untimely frost Upon the sweetest flower of all the field This illustrates that hes daughter was not supposed to die. Also he says Ties up my tongue and will not let me speak this portrays what he actually felt for his daughter. Finally Capulet shows generosity towards the Montagues he makes the first move to bring happiness out of all the evil that has took place. This illustrates to us as an audience that really capulet can be very considerate and emotionalyly when tradgic things happen. He tries to make amends with people that were enemies and at the end of the play we realise that he doesnt want to bear anymore grudges against other people. To conclude from analysing the scene I have come to the conclusion that Capulets mood and behaviour changed repeatedly through the play. He can be a kind, considerate, caring, emotionally character in some situations. But ion other situations when hes authority is questioned he can lose his temper and say things that are very harsh and un -thoughtful.

Essay example --

Learning to read and becoming a fluent, confident reader can be a very daunting task for young children. There are many reading intervention strategies that can be used with children of any age. However, one strategy that seems affective is the use of reading poetry. â€Å"Poetry is a good choice for teaching fluency because of its rich and playful language† (Faver, 2008, pg. 351). How can repeated reading of poetry increase fluency, word-recognition, and confidence in young readers? Two articles, â€Å"Repeated Reading of Poetry Can Enhance Reading Fluency† by Sherri Faver and, â€Å"Building Fluency, Word-Recognition Ability, and Confidence in Struggling Readers: The Poetry Academy† by Lori G. Wilfong, through different strategies, prove how poetry can help struggling readers. The research strategies used in these articles were different. However, many of their methods were similar, and their results were the same. The reading methods used in both articles included repeated reading, listening-while-reading, assisted reading, and modeling. Before going into detail of these studies, fluent and non-fluent readers must be defined. According to Rasinski (2004), a fluent reader is defines as â€Å"one who accurately decodes words while automatically recognizing them and using the appropriate oral expression while reading† (Faver, 2008, pg. 350). A good and fluent reader should be able to read, or decode, words and comprehend what they have read. On the other hand, a non-fluent reader reads slowly and pays more attention to the decoding of words, and therefore their comprehension is greatly affected (Faver, 2008). The article â€Å"Repeated Reading of Poetry Can Enhance Reading Fluency† involves Sherri Faver and her second-grade classroom. Faver believes ... ...ntion strategy can increase fluency, word-recognition, and comprehension in young readers. â€Å"The use of poetry in the classroom can help build student confidence and improve their reading skills and attitudes† (Wilfong, 2008, p. 11). In the Poetry Academy, teachers saw an increase in fluency, improvements in student attitude towards reading, and increased family involvement. Wilfong encouraged teachers and parents to read one-on-one to students and children (Wilfong 2008, p. 11). Faver concluded that as a result of repeated reading and performing poetry, she saw growth in reading fluency, comprehension, and self-confidence. Faver also advised teachers to try and implement poetry into their class, saying, â€Å"it is not time consuming and does not require expensive materials, all it requires is time, patience, and the willingness to try new things† (Faver, 2008, p. 352).

The Beginner Nurse

CHAPTER 1 PREPARATION TO THE JOB A. Transition from beginner to Professional Before a nurse can become effective as a health care provider he or she should be psychologically and physically prepared for the job. Psychological preparedness means that the mental set and emotional state of the nurse must be ready for the everyday routines and stressors in the job. Psychological preparedness requires assessment of the self or awareness of the self. The nurse should know own strengths and limitations as a beginner. The nurse strengths include the academic theories and trainings in the BSN degree. This will require the new nurse to refresh self about those principles, fundamentals, and theories learned from the study. Limitations include lack of expert skills and dexterity (speed and efficiency in the use of hands) of nursing procedures as hospital trainings as a BSN student were not enough to encounter those specific procedures. Expert nurses in the workplace shall serve as source of the skills not encountered in academic trainings. Proper and appropriate attitude must be adopted in adjusting into working with colleagues who had earned skills and knowledge by their tenure in their job and the environment they are used to. The beginner nurse must use therapeutic self to gain confidence and trust with existing staff in the hospital. B. Hospital Policies The beginner nurse, if not given the opportunity to have job orientation, should strive to know the existing policies of the hospital. Policies which pertains to absences, tardiness, documentations, and safety of the clients should be given due attention. The beginner nurse cannot put the safety of the patient by sudden absence or tardiness from the job. The nurse should put to mind that the welfare and safety of the patients are his or her main concerns. C. Personal matters A beginner nurse and until such time he or she had become a professional should never allow personal matters to interfere in their responsibilities in the work. This is part of the emotional preparedness of the nurse in order to maintain therapeutic use of the self. CHAPTER 2 THE ROUTINE WORK OF A GENERAL NURSE PRACTITIONER There are areas in the hospitals that have common routines. Routines are nature of works or responsibilities that are normally done and repeated throughout succeeding shifts of the work. The routine works in departments like Surgical, Medical, Pediatrics, Isolation, and some critical care units such as the ICU and CCU may have some similarities. But special areas like Operating Theater, Delivery Room, OPD, Emergency, and ambulatory units may have their own unique routines. Routines in the special areas in the hospital are not taken into consideration in this handbook but individual items may be applicable to such areas. A. First Endorsement of the Shift First endorsement is defined as an endorsement of an outgoing nurse in a shift to an incoming nurse. The main purpose of this endorsement is to ensure continuity of care and avoid errors as well as missing vital interventions to the patient such as medications and special instructions. Endorsement will also safeguard personal safety of the incoming nurse of cases that are infectious that deserves special infection precautions. Below is the table for chronological items for endorsement. Table 1. Relevant Chronological Data for Patient Endorsement Patient’s name and Bed Number Diagnosis (medical) Attending Physician Age of the patient Medications Special InstructionsOngoing Interventions Laboratories and Diagnostics Special Needs of the Patient Latest Vital Signs THE PATIENT’S NAME and BED NUMBER Knowing your patient is an indispensible part of safety of care. This is to avoid mix up in the identification and documentation of the right patient. Though merely knowing the name of the patient is not enough this has to be validated by the incoming nurse when the nurse performs his or her own rounds. The endorsement shall give the name and the bed number of the patient. DIAGNOSIS Knowledge of the diagnosis or diagnoses are both for the safety of the nurse and the client as well. What is endorsed is the medical diagnosis as determined by the attending physician. With knowledge of the medical diagnosis, a nurse can immediately provide appropriate independent and dependent interventions per clinical judgment as he or she performs the nurse rounds. ATTENDING PHYSICIAN Endorsing the name of the attending physician will alert the nurse who to immediately refer to in the event of emergency or urgent situation arises. There should be an established system of how to reach attending physician or an alternate physician in case of emergent situation. One such system is the permanent list of telephone number to which the physician can be reached. If there is special consultant/s assigned to the patient it might as well be included too in the endorsement. AGE OF THE PATIENT Age of the patient is necessary for endorsement information so that the incoming nurse can anticipate what nursing approach to implement. MEDICATIONS As a matter of principle, errors in medication are never tolerated. However, no matter we desire for perfection, the chance and occurrence of an error may always be present. Errors in medication have different aspects. See Table 2 for types of medication errors. Wrong medication administered once absorbed by the body may have from nil to serious effects. We cannot afford to wait for a serious incident before becoming conscious of the proper medication. Table 2. Some Types of Medication Error 1. Failure to properly document medication. 2. Missing to carry out medication advice such as new prescription, modification of medicine, and discontinuance of medicine. 3. Mistake in the correct name, dosage, route, and timing of the medication. 4. Missed or interrupted medication. 5. Failure to observe Rights to Medication 6. Failure to maintain asepsis in medication administration. 7. Failure to validate doubts to medication. 8. Inappropriate nursing assessment of the client prior to medication administration. SPECIAL INSTRUCTIONS Special instructions are instructions coming the principal care provider of the patient such his or her attending physician, specialist, consultant, or from a senior house officer (SNO) Table 3. Some Lists of Special Instructions 1. Complete bed rest without bathroom privileges (CBR w/o BP) 2. On NPO 3. On clear or liquid diet only 4. No dark colored diet5. Gluten free diet 6. Turn to side q certain hours 7. Instructions to known allergies of the patient such as aspirin or a kind of antibiotic 8. For breath retraining Note: the nurse should also exercise clinical judgment to implement independent nursing intervention without the instruction of professional advice. Table 4. Some List of Independent Nursing Interventions 1. Nursing assessment 2. Turning the patient 3. Deep breathing and coughing 4. Checking of gag or swallowing reflex 5. Vital signs as PRN or stat 6. Referral to head and physician 7. Infection control and safety 8. Splinting of abdominal surgery9. ROM exercise 10. Providing comfort and massage 11. TSB 12. Early safe ambulation 13. Oxygen therapy 14. Positioning of HOB or head of bed 15. Oral suctioning 16. Termination of infiltrated IV access ONGOING and TO BE- CARRIED-OUT INTERVENTION Ongoing intervention is a nursing implementation of an advice that is currently being administered and is attached to the patient when the nurse who initiated it is to leave from work or bound for home. The safety of the client is primary purpose of the importance of this endorsement; secondly to avoid miscommunication or confusion to the ingoing process on the patient; and finally to ensure continuity of care. It is best to include in this aspect of endorsement relevant data to obtain accurate fluid intake and output monitoring such as the present volume of current IV, all volumes of catheter bags, level of serous fluids in water seal bottles, level of fluids in drainage bag, syringe pump, and all other similar procedures. Ongoing lood transfusion endorsement shall include the number of bags required, the current number of bag, number of remaining bag, date and time started, blood and Rh type, Serial number, and date of expiration. It is important that pending or to be-carried- out advice such as diagnostics and laboratory studies and fluid therapy be included as well. Missing out the advice and costly redundancy will be avoided through this way. Important attention should be given to blood transfusion advice. To be carried-out blood transfusion or BT should have result of cross-matching before implementation. Blood and Rh type for the right patient should be checked three 3 times with the last time to be confirmed by another staff. Table below lists some common intervention that may be having medium or long term intervention. Table 5. Some Medium and Long-Term Interventions 1. IVF therapy 2. Blood transfusion 3. Bladder irrigation 4. CTT with water seal bottle 5. Machine Ventilator 6. Lavage 7. Central Venous catheter 8. Urinary catheterization9. Phototherapy 10. Wound drainage 11. Hemovac 12. Skin or skeletal traction 13. Infusion pump 14. Syringe pump 15. Antithrombotic device By Dennis D. Monte, University of Sirte, Libya

Cultures in Conflict Essay

The pleadings of the Duncc-za and Cree Indians on a fiduciary claim on January 12th 1987, which is known as â€Å"Aspassin versus the Queen†, basically evolved from Robin Riddington’s (1988) case presentation. In this regard, the article, Cultures in Conflict: the Problem of Discourse, laid down the question as to whether the court should resolve the case or just reproduce it. Basically, this paper will examine and analyze the underlying circumstances in the presented case. Review of Literature The Aspassin v. The Queen lawsuit was a legal claim from the Government of Canada by two Indian Chiefs, Joseph Aspassin and Gerry Attachie, who served as representatives of Blueberry River and Doig River bands of the Duncc-za and Cree Indian tribes. The claim historically referred to the Indian Act, Treaty No. 8 of 1899 (Riddington, 1988). The claimant’s counsel pleaded the Court to merit the fiduciary obligation emanating from the September 22nd 1945 meeting proceedings of authenticated documents from British Columbia to corroborate the evidence that suggested that the Department of Indian Affairs deviated from the proper transferring of title to the legal claimants and instead was awarded by the Veterans Land Administration to the soldier’s settlement program. Based on the decision of Justice Dixon of the Supreme Court of Canada, it was concurred that a breach of fiduciary obligation of the Federal Crown has resulted in the failure the granting of the estate to its legal claimants and real heirs. The claim was incorporated with the legal claimant’s and heirs’ uncompromised land use of the estate wherein the Indians’ primitive economic sourcing are fishing, hunting, and trapping only. In effect, a surrendering requirement for the land use must be enjoined and be recognized by the Court. However, on November 4th 1987, the claim became futile by the Court’s dismissal for the reasons that the Indians were grossly handicapped to be able develop the estate for a progressive and sustainable economic base. Testimonial Findings The September 1945 occupancy of the IR-72, Indians’ land, which called as a place where happiness dwells, was purposely for exploration of mineral resources, wherein the band of Indians area were promised by the government to be compensated with a initially payment of $10 each. The governments has then continuously engaged in oil and gas mining and expanded areas of exploration all throughout Fort St. John by encouraging Indian families to sell their landholdings. Moreover, the trial has extensively addressed the pleadings on the problem of discourse as it may affect to the Court’s interpretation of the issue. In addition, the cross-examination of the witnesses, involving elders of the Duncc-za and Cree Indians, have supported and merited the articulation of their counsel. In effect, the Supreme Court has derived its decision together with its recognition on the breach of fiduciary obligation by the Federal Crown, as likewise addressed to the Canadian Government being the liable government entity in the transition of estate’s the transfer to the questioned beneficiaries. Merits of Articulation The merits of articulation of the claimant’s counsels, Leslie Pinder and Arthur Pape, was supplemented in the case proceeding and substantiated the Supreme Court decision, which was acknowledged as a matter of legal inquiry and argument on the fiduciary obligation of the Federal Crown, so that the Canadian Government would recognize the â€Å"surrender requirement† in the Indian Act in order to prevent further mediation and meddling with the claimant. In other words, the Federal Crown has duly surrendered the claim without compromise of conveyance and meddling over the claimant’s disposition for the use of the estate that has been re-claimed. Further implied on the merits of articulation by the claimant’s counsels was their presumption that a problem of discourse was â€Å"central† to the case. It implied that the discourse, as a matter of understanding, traverses with different recognition, interpretation and way of thinking from cultural perspectives. In this connection, the Supreme Court has interpreted and understood the merits of articulation on the land use with inadequate consideration to the cultural life of the Indians. In other words, the Supreme Court’s decisions was solely meant for the Indians to able live their economic lives in what they called â€Å"the place where happiness dwells†, as referred to the estate being an economic base for fishing, hunting, and trapping. Adverse Claim The Supreme Court decision in dismissing the claim favors the government’s occupancy to landholdings of ancestral domain. It may be noted that the estate, upon deviation of land transfer to the soldiers land program by the Veterans Land Administration, has had oil reserve dated back from 1950’s to 1960’s. In which case, the merits of articulation on surrendering the land without prejudice to claimants has an adverse claim on Supreme Courts decision in dismissing the case that was causal to the reason of Indian’s inability to develop the being claimed estate. Obviously, meriting the â€Å"surrendering requirement† could isolate the chances of pre-disposal to government’s exploration of land resources. Furthermore, a conflict of interest may result from the adverse claim of the Supreme Court. The litany of the claimant’s counsels, Pinder and Pape, on the issue of â€Å"discourse† has long been acknowledged by the Supreme Court as a matter of pleading and interpellation of various witnesses and has exposed the conflict of cultures from the social lives of Indians as they were found to be unable defend themselves in legal disputes being illiterates. In short, this exposition may have further given the Court a leeway to recognize the problem of discourse and therefore discovered the incapability of Indians. The adverse claim of the Court may be interpreted in both legal and moral perceptions in social perspective. On the first ground, acknowledging the plea of breach in fiduciary obligation of the Federal Crown, which was a disadvantage of the Canadian Government, has basically merited the claim. On the succeeding legal argument, the plea may have been in accordance to the jurisprudential aspects of claim on the issue of discourse, but upon recognition, it has resulted in the adverse claim. It may be perceived that the Court studied well the merits of articulation—from the day the trial ended on March 27th 1987 until the Court rendered decision on November 4th 1987— which is about 8 months. To give contrast to the adverse claim, as previously presumed above, the moral obligation of the Court may have contested the issue of discourse for the reason that the Indians may be imposed with challenges on their capability to promulgate stewardship of the land, in which the witnesses have found the ability to recall or remember events then may determine how far the ability to acquire skills of making the land more productive is possible. With this pretext, the merits of articulation may have gone far from treatise on issue of discourse. Conclusion The case of ancestral domain reclamation is a continuing issue in most countries where governments insatiably and constantly expand economic occupancy, political jurisdiction, exploration of land resources and nationalizing the overall geopolitical system. These ancestral domains are descendants of communities that have outlived the inhabitants of present societies. The tribal communities and indigenous culture pose the problem of discourse specifically brought about by conflicts of cultural heritage. Throughout the overall discussion on this paper, the problem of discourse is presented in a complex environment of representation as it evolved in a court proceeding. The testimony of characters, as depictive of their roles, has long argued the issue of discourse, and yet the bottom line was the long struggle of the native Indians to have their place of happiness in a land taken away from them in 1945. Being native and indigenous people who have been drenched by the Whiteman’s conquest, the native Indians likewise seek their cultural identity in a land they only borrowed from their children. Because it is the children that will continuously dwell in their place of happiness. What the trial resolve is the merit of articulation on the issue of discourse. It was conclusive that the adverse claim of the Supreme Court has been founded upon the exposition of the articulation, with so much evidence that the Indians were incapable of tilling and giving welfare for their land. The stewardship of the land may oppose the preservation of ecology—in which the Indians’ source of living depended on fishing, hunting and trapping. Thus, it may be perceived from the Court’s decision was its moral authority that may however lie beneath the advantage of the Whiteman. Upon resolving the issue of discourse, the merit of articulation was judged by the historical struggle of the Indians in pursuit of the place where their happiness dwells. References Riddington, R. (1988). Cultures in Conflict: The Problem of Discourse. Page 273-289, International Summer Institute for Structural and Semiotic Studies (ISISSS), University of British Columbia.

The name of the film is The Crucible Essays

The name of the film is The Crucible Essays The name of the film is The Crucible Paper The name of the film is The Crucible Paper The name of the film is The Crucible. The prominent stars of the film are Abigail Williams, whose cries of witchcraft led to the destruction of an entire village. John Proctor, a farmer whose conscience was tested during the witch trails. And Elizabeth Proctor, whose relationships with her husband is characterized by a powerful mix of love, guilt and courage; she too was a victim by Abigail. This drama based on the witch trials in the Salem Village during the 1950s. The Crucible is a mirror that the author of this movie uses to reflect on historical people and events. It is a cruel suspenseful drama of evil and personal conscience. A gang of teenage girls, stifled by the pressure from their elders, held a meeting and dance naked in the woods. One girl, Abigail Williams, her affair with John Proctor caused her to drinks a charm to kill his wife. And suddenly, the Devil is loose in Salem. The girls were discovered. Led and threatened by Abigail, claimed they were overtaken by the Devil, naming various citizens as witches without any evidence. By their terrified accusations, the entire village was consumed by cries of witchcraft. John Proctors reject on Abigail worsen the situation, Abigail was more determine on the witchcraft and her love for John. Deputy Governor, Judges and citizens all fooled by the lies and act of the girls and joined the excitement of witch-hunt. One by one, the blameless victims are torn from their homes. Abigails vengeance turned to Proctors wife. And both John Proctor and his wife are put on trial. Probably the most important element in the success of The Crucible is the costume design and set design in the filmmaking. This movie was beautifully filmed with attention to period costumes, even as far as the hand stitching in the collars. By just looking at the costumes and set design, the audiences can tell approximately the setting. The impressive costumes along with the aged buildings bring the past and ancient feeling out in the film. The costumes for each main character has each style, like John Proctor, his costume brings out his character of a tough man. Elizabeth Proctors costume appeared her as a gracious and kind woman. The costumes really are great and they brought out the first impression to the audience. The acting of this movie are great too, John Proctor brought just the right amount of sexual undertone to his role as the adulterer, yet still believable as an unselfish man. On the other hand, Abigail Williams who seemed as a young helpless girl here fought again the Justice by the lies, hypocrisy, and desire overcome her. In a passionate role, she won the match. With subtle a characterization that built slowly to an overwhelming intensity by the end of the movie. John Proctor and Abigail Williams share a sense of timing and delivery together on screen that makes their relation and love seemed real. It makes the modern audiences to feel the emotions of each character throughout the movie. The film did a great job on the characters personalities, while watching the movie, I can feel the emotion inside me. It is really good for the film to be able to portray a personality. My personal impression of this movie is great. Its not an easy movie to connect with emotion, and keep the audience interested. Good use script, and good acting, filming and picturesque costumes. Historic dramas are always a little boring to those of us who are used to the action movie. However, this drama has none of that, it is suitable to anyone who want to see another style of the modern movie, especially to those who are bored with modern movies.

St. Johns, Capital of Newfoundland and Labrador

St. John's, Capital of Newfoundland and Labrador St. Johns, the capital city of the province of Newfoundland and Labrador, is Canadas oldest city. The first visitors from Europe arrived at the start of the 1500s and it grew as a prominent location for fisheries for the French, Spanish, Basques, Portuguese and English. Britain became the dominant European power in St. Johns by the end of the 1500s, and the first permanent British settlers put down roots in the 1600s, around the same time that the first English settlements occurred in what is now Massachusetts in the U.S. Near the harbor is Water Street, which St. Johns claims is the oldest street in North America. The city shows its Old World charm in winding, hilly streets lined with colorful buildings and row houses. St. Johns sits on a deepwater harbor connected by the Narrows, a long inlet, to the Atlantic Ocean. Seat of Government In 1832, St. Johns became the seat of government of Newfoundland, an English colony at the  time,  when Newfoundland was granted a colonial legislature by Britain. St. Johns became the capital city of the province of Newfoundland when Newfoundland joined  Canadian Confederation  in 1949.   St. John covers 446.06 square  kilometers or 172.22 square  miles. Its population as of the 2011 Canadian census was 196,966, making it Canadas 20th largest city and the second largest in Atlantic Canada; Halifax, Nova Scotia is the largest.   The population of Newfoundland and Labrador was 528,448 as of 2016. The local economy, depressed by the collapse of the cod fishery in the early 1990s, has been brought back to prosperity with  petrodollars  from off-shore oil projects.   St. Johns Climate Despite the fact that St. Johns is in Canada, a relatively cold country, the city has a moderate climate. Winters are relatively mild and the summers cool. However, Environment Canada rates St. Johns more extreme in other aspects of its weather: Its the foggiest and windiest Canadian city, and it has the greatest number of days of  freezing rain  per year. Winter temperatures in St. Johns average around -1 degree Celsius, or 30 degrees Fahrenheit, while summer days have an average temperature around 20 degrees Celsius, or 68 degrees Fahrenheit. Attractions This easternmost city in North America   situated on the east side of the Avalon Peninsula in southeast Newfoundland is home to several interesting attractions. Of special note is Signal Hill, the site of the first transatlantic wireless communication in 1901 at Cabot Tower, which is named for John Cabot, who discovered Newfoundland. The Memorial University of Newfoundland Botanical Garden in St. Johns is a designated All-American Selections Garden, with beds of award-winning plants bred in the U.S. The garden offers visitors beautiful viewing, with more than 2,500 plant varieties. It has a superb collection of rhododendrons, with 250 types, and nearly 100 hosta cultivars. Its alpine collection displays plants from mountain ranges around the world. Cape Spear Lighthouse is where the sun first comes up in North America- it sits on a cliff jutting out into the Atlantic on the easternmost point on the continent. It was built in 1836 and is the oldest lighthouse in existence in Newfoundland. Go there at dawn so you can say you saw the sun before anyone else in North America, a true bucket list item.

Multicultural organization Research Paper Example | Topics and Well Written Essays - 1500 words

Multicultural organization - Research Paper Example This research paper studies the various characteristics of the multicultural organizations that practice diversity principles and how they contribute to the competitive advantage of the organizations. Which characteristics comprise a multicultural organization? Globalization has brought together people from different countries in a single platform especially through the use of the internet. The concepts and the dimensions of Multicultural organizations have been reflected in the works of Milton Gordon. There are mainly various dimensions from which the facets of multicultural organizations should undergo analysis (Gordon, 1964). The aim for any organization should be contributing to the integration of the society by and large. Every multicultural organization by the process of acculturation would bring in the dominant culture of the organization in tune with the other cultures which may not be so prominent. Due to the presence of different types of people in the organization cultural conflicts is to some extent inevitable. An ideal multicultural organization would aim at integration of the cultural norms of both the minority and the majority at the same level so that the employees maintain a uniform code of conduct. At the same time all the cultural groups should be able to maintain their own identities. In other words there would be coexistence of all the cultural practices. Along with this the organizations should also aim for a structural integration in which people from different cultural backgrounds can work under the same roof in a healthy atmosphere. There should be uniform and equal growth and promotion policies for all the employees irrespective of their nationality, race, religion or gender. This diversity and equal opportunity measures should exist not only in the top hierarchy but also across the different lower or middle levels of the organization pyramid. Not only during the course of the daily work but also outside the predefined work hours shoul d this integration be a practice. This informal process of integration would make it possible for the employees to develop the social and business relationships beyond the premises of the office. If the people from one background participate in the social events of people of another culture, it would make them behave in a bounder less fashion and new ideas would be generated. Thus the unofficial channels of communication between the employees should also be developed and nurtured in multicultural organizations (Cox, 2001). A multicultural organization should not have any bias towards a particular culture. Any kind of discrimination should be banned and if any employee is found to be exhibiting such behavior legal measures should be taken against that entity. Cultural prejudices should also not be encouraged. Conflicts may arise due to such prejudices which would hamper the equilibrium of the organization which in turn would have an adverse effect on the productivity of the employees . This conflict may take the form of interpersonal conflict or intergroup conflict. In case of intergroup conflict the problem is accentuated and it gives rise to an atmosphere of intolerance and hatred. This kind of attitude should not persist in any organization that has much higher goals to achieve. Thus the human resources department especially has to take a