AIDS 3rd revision

Acquired Immunodeficiency Syndrome or AIDS as we commonly know it, is a life threatening condition a person wouldn’t want to be caught into. It was discovered in the United States way back in 1981.   Since then, it has been a major problem of the world.Until now, there is no known cure for AIDS, a very alarming fact because anyone could get infected. AIDS is caused by a virus know to kill or damage cells of the body’s immune system.That virus is what we commonly know as HIV (human immunodeficiency virus). Because of its destructive behavior against the cells of the immune system, HIV disables the body’s capability to fight infections and cancer causing agents.When a person has AIDS, he or she is prone to getting life-threatening ailments because their bodies cannot fight the build-up of infections (â€Å"Women, Children and HIV†, 2006).Reports show that dating back to 1981, there has been more than a million cases of AIDS recorded. Statistics show that 2 5% of these people are unaware of the HIV infection. Because of this, they are likely to infect other people and transmit the virus (â€Å"HIV infections†, 2006).Symptoms of HIV InfectionIf not diagnosed early, HIV is hard to detect. Upon infection, you will not experience any symptoms. But it is possible to feel a flu-like ailment after 1-2 months of exposure to HIV. It could include fever, headache, enlarged lymph nodes and a certain feeling of tiredness.These symptoms are gone after one week to one month and are usually associated with other diseases. At this time, people can easily infect others, and the virus is greatly concentrated in the genital fluids. This is a very critical time for infecting other people because you don’t know that you have the disease.And when you have multiple sexual partners, it is likely to infect them with the virus. This is the period where you need to wear protection, in order not to infect others. The next set of symptoms may not sur face for 10 years or more after you first got infected with the virus. This is varying for some people.Some may experience these symptoms just after a few months while others may not and continue living normally for more than 10 years. This is known as the asymptomatic period.During the asymptomatic period,   the cells of the immune system are slowly being killed by the rapid multiplying and infecting of the virus.   Infected cells serve as hiding places of the HIV and lays there for some period of dormancy.The most evident outcome of the viral infection is a decrease in a component of the blood, the number of CD4 positive T cells drastically decreases. These cells are the immune system’s infection fighters. These cells are destroyed slowly without any symptoms. Because of this, the situation of the immune system gets worse, where various complications begin to surface.The primary signs of infection are swollen lymph nodes all over the body lasting for about three months. Other symptoms that occur before the onset of AIDS include lack of energy, weight loss, frequent fevers and sweats, rashes, flaky skin, memory loss and inflammation of the pelvis in women.   Others could develop sores in their mouth, sex organs or in their anus.Raising Doubts against AIDS and HIVNot everyone is convinced about the HIV/AIDS theory. The explanation was HIV is a virus that attacks the immune system and then matures into AIDS, thus further destroying the immune system until there is nothing left to destroy.Some researchers question the credibility of this theory on many accounts. One of them is Peter Duesberg, a professor at the University of California at Berkeley. He is concerns are on the field of virology and wrote about HIV/AIDS in 1987. As these issues continued to shock and amaze the world, Duesberg was unmoved.He accepts the fact that HIV is real, but poses no real harm on people, and that AIDS is caused by some other factors which are not infectious and cann ot be contacted to other people. There are also other people that rebuke the theory about HIV/AIDS. They are known as denialists by their enemies.These people include a group of medical scientists and researchers from Australia known as the Perth Group. They claim that nobody has yet discovered any proof for the existence of HIV, so there is basically no foundation on claims that HIV causes AIDS.Defining AIDS: What is and what is notAIDS doesn’t show specific symptoms. There is only a distinct characteristic of the human body when it has AIDS. It lacks a certain type of white blood cells, which is very important in order to live a healthy life. These white blood cells are the ones responsible in fighting infections off the body.Normal people usually have around 600 to 1,500 CD4+ Cells, or the helper T cells, per cubic millimeter of blood. People with AIDS have much lower levels of these helper T cells in their blood, causing immune deficiency, responsible for their vulnerabil ity to ailments.Way back in the 80’s, no one knows what really caused AIDS. They based their definition on the findings of one of 13 diseases of high rarity, which is connected to immune deficiency.As years passed, the definition was sharpened by thousands of similar occurrences that have been recorded, though sometimes it involves other ailments, but are related thru the same immune deficiency.

Positive and Negative Reinforcements

Positive and Negative Reinforcement Positive Reinforcement Positive and Negative Reinforcement What are Positive Reinforcement and Negative Reinforcemens? Positive and negative reinforcement are used in most of the three theories. Negative reinforcement is used in behaviorism, where it involves the removal of an unpleasant stimulus when a desired behavior occurs. Positive Reinforcement is a technique used to increase desired behavior and is used in operant conditioning.Positive reinforcement is offering of desirable effects or consequences for a behavior with the intention of increasing desired behavior. Positive and Negative reinforcement are used or used in the theories of learning whether it is innate or learned behavior (King 2010). Positive Reinforcement and Skinners experiment Skinner experimented using positive reinforcement, with a rat and came to the conclusion that with a stimulus or positive reinforcement a rat can learn to receive food by pressing a bar. With Skinners exp eriments with the rat he discovered law of effect.Skinners approach to operant conditioning involved the â€Å"Law of Effect† stating that behavior followed by positive outcomes is strengthened and that behaviors followed by negative outcomes are weakened. This means that positive outcomes for behaviors are strengthening to an individual and negative outcomes weaken the behavior of the individual, therefore receiving a positive reinforcement or reward will increase the likelihood of the behavior occurring (King, 2010). Shaping Shaping is one of the first steps of operant conditioning, which is rewarding approximations of a desired behavior.An example the book gives is a rat can be shaped or trained to press a bar to eat. It is not likely for the rat to receive food when being placed in the â€Å"Skinner box†. The experimenter began to give the rat food pellets when the rat is close to the bar. The rat begins to gain the reward and continues to press the bar, which is P ositive reinforcement. Later the experimenter only rewards the rat with a pellet when rat is 2inches from the bar. After rewarding for being within 2inches the rat will have to touch the bar for reward, leading to the rat, pressing he bar and receiving food. When the rat presses bar that’s where reinforcement comes in, which is the process by which a rewarding stimulus or event following a particular behavior increases the probability that the behavior will happen again, the rat now sees that if it presses the bar it receives food, therefore the rat continues to press the bar to receive food. The behavior continues to happen due to the stimulus of food, which is reinforcement (King, 2010). Positive and Negative Reinforcement There is positive and negative reinforcement within operant conditioning.Positive reinforcement is getting a positive result from the stimulus; in turn a negative reinforcement is a behavior of doing something due to a negative stimulus. There are two typ es of reinforcement primary and secondary reinforcement. Primary reinforcement is innate which is not learned or conditioned Secondary reinforcement (King, 2010). Generalization, Discrimination, and Extinction The next 3 key concept of classical conditioning is generalization, discrimination, and extinction. First is generalization which is performing a positive reinforced behavior in a different situation.An example of generalization is having three classes and deciding to study for one of the classes every night. Eventually an individual will begin to study every night in all three of their classes. The second discrimination is responding appropriately to stimuli that signal that a behavior will or will not be reinforced. The book gives an example of a restaurant that gives student discounts if the student shows there student identification card and how if someone who is not a student shows their identification card might get a puzzled look.The last is extinction, which is a decre ase in the frequency of a behavior when the behavior is no longer reinforced. Extinction is without the same stimuli and the reinforcement ceases to exist (King, 2010). Schedules of Positive and Negative Reinforcement The patterns that determine when a behavior will be reinforced positively or negatively are schedules of reinforcement, which can be negative and positive reinforcement. The four different types of schedules are; variable interval, fixed interval, variable ratio, and fixed ratio. Variable-interval is a timetable where behavior is reinforced after a certain amount of time has went by.A fixed interval applies to procrastination which is when the first behavior is reinforced after a fixed amount of time has passed. An example of fixed interval is a kindergartener that does not get a bad check mark all week receives candy at the end of the week. A fixed ratio reinforces a behavior after a set number of behaviors. Fixed ratio can be applied to the lottery, because you never know when you will win. The last is variable ratio that is when behaviors are rewarded an average number of times but on an unpredictable basis (King, 2010). Punishment Punishment is a consequence that decreases the likelihood that a behavior will occur.Operant Conditioning consists of two types of punishment positive and negative. Positive punishment is presentation of an unpleasant stimulus following a given behavior in order to decrease the frequency of that behavior. Yelling at your child until they clean their room would be an example of positive punishment, because if they clean their room the yelling will stop. Negative punishment is the opposite the removal of a positive stimulus following a given behavior in order to decrease the frequency of that behavior. Negative reinforcement can be telling your child if you don’t clean your room I will be taking your phone away.You will be removing the cell phone if they don’t clean their room, therefore it is more likel y for that child to clean their room. Both positive and negative reinforcement are used in punishment (King, 2010). Positive, Negative Reinforcement, and Timing Whether positive reinforcement or negative reinforcement timing is an important aspect in reinforcement and punishment. Immediate reinforcement is better than delayed reinforcement because delayed reinforcement means that an individual has to wait for their reward (reinforcement) and for young children that can be hard to comprehend.Immediate punishment is more effective with young children because if you delay their punishment the child is more likely to act that behavior again. The last type is immediate with delayed reinforcement and punishment. The book Experience Psychology gives an example of the three; â€Å"an individual putting off going to the dentist to avoid a punisher, such as pain, but waiting could contribute to greater pain later. Applied behavior analysis is applying operant conditioning to change human beh avior. This analysis looks for rewards that are creating bad behavior and enhances rewards to gain good behavior. King, 2010). † Three Theories Together Behaviorism, operant conditioning, and classical conditioning are different theories on how individuals learn and use positive or negative reinforcement. Behaviorism focuses on observable behavior solely, uses negative reinforcement and that is what makes it different from the other theories. Classical conditioning has two stimuli; (King, 2010) an example of classical conditioning is a child smelling a beautiful flower and is stung by a bee within the flower.Classical conditioning uses negative reinforcement, because it teaches the child that that flower caused the pain and they are more likely not to touch the flower again. The child associates the pain with the flower and is now fearful of the flower. Each theory has good and bad points, but my thought is behavior is learned with rewards, therefore human behavior is better w ith some sort of reward such as positive or negative (reinforcement) (King, 2010). Conclusion Positive and Negative Reinforcement Positive and negative reinforcement are used in behaviorism, classical conditioning, and operant conditioning.Many believe one works better than the other, but it depends on the situation whether negative or positive reinforcement will be used. I believe that Positive reinforcement is the best, because getting a reward makes an individual more likely to increase the desired behavior. Negative reinforcement to me can be stressful to an individual, because if they don’t do what they are supposed to do something could be taken from them (King, 2010). References King, L. (2010) Experience psychology: McGraw-Hill, Avenue of Americas. New York, NY 10020. (p. 167-177).

Proposal Essay Example | Topics and Well Written Essays - 2500 words - 1

Proposal - Essay Example These retention strategies make them be retained in the firm and perform their jobs at optimum levels. Retention of employees is a complex and a multi-faceted challenge, which can negatively impact on an organization’s profit margins and productivity if it is not addressed effectively. An improved incentive system raises the performance orientation and retention of an employee. Retention is used by many firms so as to reduce the turnover costs. Employee retention is also very crucial since it prevents talented staff from being poached. Therefore, for the long-term success of a company it is a must that the firm develops and retains talented, satisfied and performance-oriented. Employee retention is very crucial to any organization, and it is very demanding for the employees. In the current world, attracting and retaining young and skilled employees is often difficult but equally important. Many employers are faced with the problem of searching for a younger workforce that has different attitudes concerning work, coupled with an increasing population of older workers who are heading towards retirement. Majority of organizations have resolved to retain their good managers and employees. In that perspective, retention of employees needs to be examined in the most comprehensive manner since it impacts both negatively and positively on the business. That is the research paper will examine the impact of retention strategies on employee motivation. Sandya and Kumar (2011:1778) defined employee retention as a process by which workers are encouraged to stay with their current employers for the maximum possible time. Although it is a difficult job, it is beneficial to both the employer and employee. On the other hand, Sandya and Kumar (2011) added that employee retention is the process by which employee are encouraged to remain with the organization they are working with currently for a long time. Employees

Weber's and Marx Capitalism Essay Example | Topics and Well Written Essays - 1500 words

Weber's and Marx Capitalism - Essay Example This so-called Protestant ethic was the primary impulse for an almost accidental massive social phenomenon that led to the emergence of capitalism. Weber postulates that the unique characteristics of Protestantism and Calvinism were responsible for enabling society to absorb and embrace the capitalistic economic model. In his introduction he writes, A glance at the occupational statistics of any country of mixed religious composition brings to light with remarkable frequency a situation which has several times provoked discussion in the Catholic press and literature, and in Catholic congresses in Germany, namely, the fact that business leaders and owners of capital, as well as the higher grades of skilled labor, and even more the higher technically and commercially trained personnel of modern enterprises, are overwhelmingly Protestant. This is true not only in cases where the difference in religion coincides with one of nationality, and thus of cultural development, as in Eastern Germany between Germans and Poles. The same thing is shown in the figures of religious affiliation almost wherever capitalism, at t he time of its great expansion, has had a free hand to alter the social distribution of the population in accordance with its needs, and to determine its occupational structure. The more freedom it has had, the more clearly is the effect shown. It is true that the greater relative participation of Protestants in the ownership of capital, in management, and the upper ranks of labor in great modern industrial and commercial enterprises, may in part be explained in terms of historical circumstances, which extend far back into the past, and in which religious affiliation is not a cause of the economic conditions, but to a certain extent appears to be a result of them. Participation in the above economic functions usually involves some previous ownership of capital, and generally an expensive education; often both (1). This thesis (convincingly dubbed 'The Weber Thesis'), based on observations as to the distribution of Protestants in the capitalist world, essentially submits the enterprising and comparatively risky Protestant nature (perhaps a product of the then-fresh Protestant revolution) translated from the religious to the economic world, responsible for the development of the capitalistic economic model. This analysis has met with criticism from a number of academic minds. R. H. Tawney, one distinctive and well-known critic, agreed that capitalism and Protestantism were linked; however, in Religion and the Rise of Capitalism Tawney writes that Protestantism adopted the risk-taking, profit-making model from capitalism, and not that capitalism adopted these traits from Protestantism (Tawney, 1926). Sandra Pierotti continues, "The strongest connection that Tawney saw between capitalism and Protestantism was rationality. Protestantism was a revolt against traditionalism and as such advocated rationality as an approach to life and business. Tawney proposed that the rationality inherent in capitalism became a tenet of Protestantism because rationality was diametrically opposed to the traditionalism of Catholicism. Early Protestant leaders recognized that hard work and rational organization of time were capitalist virtues which fit very nicely into the concept of living one's life in the service of God. Tawney saw the capitalist concepts of division of labor and planned accumulation as being reflected in the dogma of Protestantism which urged its followers to use one's calling on earth for the greater glory of God.

Overview of the conflicts Essay Example | Topics and Well Written Essays - 500 words

Overview of the conflicts - Essay Example s necessary to have a clear understanding of both of their arguments and the possible solutions they put forward, to recognize the actual reason of the conflict. Chua begins her essay by explaining how Aunt Leona, her father’s twin sister who was murdered by her driver in Philippines and how no action was taken by the Philippines police because her aunt was Chinese. This was nothing shocking for the people as hundreds of Chinese in Philippines were kidnapped every year and brutally murdered by the Ethnic Filipinos. . The minority Chinese dominated the whole of industry and commerce in the country whereas all menial jobs were done by the Filipinos. Chua cites this example to show how the market-dominated minority of Chinese are despised and taken revenge by the majority of Filipinos and how the government supports it. For Chua, the conflict lies in the relationship among three factors- markets, democracy and ethnic hatred. She believes that Americans today are perceived as the world’s market- dominant minority and this has obviously resulted in the September 11 World Trade Center episode. According to her, the global spread of m arkets and democracy is the major reason for group hatred and ethnic violence throughout the Non- Western world. This results in three kinds of violence: a) violence against markets that target the market dominant minorities’ wealth, b) attack against democracy by forces favorable to the market dominant minority, and c) violence directed against the market dominant minority itself .Thus she considers the working of market dominant minority against the wishes of the impoverished majority as the major factor behind the conflict and possible changes in the prevalent system can bring about a difference. Huntington, on the other hand, believes that the fundamental source of conflict is not primarily ideological or economic but cultural. Clashes occur when people divide themselves based on their common cultural identity such as language,

Human Resources and Performance Management via Reward Systems Essay

Human Resources and Performance Management via Reward Systems - Essay Example The paper tells that in a business environment that has become increasingly globalized with a wide array of customer services demands and fierce competition between markets, organization performance and productivity has become the central focus of many organizations. Thus the objectives of the modern business organization are inevitably to improve performance with a view to remaining and or becoming competitive. In order to remain or become competitive, organizations are persistently seeking ways to enhance performance. This report intends to demonstrate how performance management via a rewards system can enhance organizational performance. It is first necessary to establish how a performance management can be structured so as to include a rewards system. Thus three of the main components of performance management systems will be evaluated. Ideally, a performance management system begins with performance planning, and branches off into performance appraisal/reviewing followed by feed back/counseling and performance facilitation which is in turn followed by rewarding, performance improvement plans, and potential appraisal. Together these components of performance management systems signify an organization driven by high performance systems if managed effectively and efficiently. Thus activities, practices and policies of any performance management system must be comprised of each of these components. ... Three major components of performance management systems will be evaluated. This will be followed by an evaluation of the link between motivation and performance management. The final part of this report sets out a description and evaluation of a total rewards system linked to performance management. Performance Management Systems In a business environment that has become increasingly globalized with a wide array of customer services demands and fierce competition between markets, organization performance and productivity has become the central focus of many organizations (Becker & Gerhart, 1996). Thus the objectives of the modern business organization are inevitably to improve performance with a view to remaining and or becoming competitive. In order to remain or become competitive, organizations are persistently seeking ways to enhance performance (Becker & Gerhart, 1996). This report intends to demonstrate how performance management via a rewards system can enhance organizational performance. It is first necessary to establish how a performance management can be structured so as to include a rewards system. Thus three of the main components of performance management systems will be evaluated. Ideally, a performance management system begins with performance planning, and branches off into performance appraisal/reviewing followed by feedback/counseling and performance facilitation which is in turn followed by rewarding, performance improvement plans, and potential appraisal (Armstrong, 2005). Together these components of performance management systems signify an organization driven by high performance systems if managed

The History and the Future of GPS Research Paper

The History and the Future of GPS - Research Paper Example The GPS IIF is the expanded version of GPS IIR (M) which will be consisting of 12 satellites altogether the third of which is launched in the current year. Another series of GPS Block III is under development process which would be able to give more powerful signals and better (PNT). The Global Positioning System provides information related to time and location. It is a satellite navigation system which works well in all weather conditions on and close to the earth (Global Positioning System). It is owned and maintained by the United States of America and serves in the PNT i.e. positioning, navigation and timing. GPS has played vital role in modernizing the Air Traffic System and it has benefitted the military, army, civil and commercial users all around the world. The whole system is basically divided into three major segments including Space segment, Control segment and User segment. The first two are developed and operated by the US Air Force (GPS overview). The space segment con sists of a group of satellites which form a particular shape in the space and transmit radio signals to the users. At least 24 satellites are available in the space 95% of the time (Space segment). The control segment represents all the ground facilities that monitor the satellites, analyze their data and keep a check on their performance (control segment). The user segment is used to calculate the user’s three dimensional position and time by GPS receiver equipment which receives the information from the satellites and transmit it to the GPS receiver device (user segment). HISTORICAL CONTEXT GPS was developed by the US Department of Defense (DoD) and started its operations in 1994. The previous navigation systems had some limitations and drawbacks which actually gave rise to the creation of GPS. The project was developed in 1973 by the unification of ideas from the previously working navigation systems (National Research Council U.S.). Originally it ran with 24 satellites. T he first experimental GPS I satellite was launched in 1978 and by 1985 ten more satellites were launched. GPS was widely used in the Gulf War of 1990-91 (The Global Positioning System: Assessing National Policies ). In 1993, GPS had the initial operational capability (IOC) and was proving the Standard Positioning Service (SPS). In 1995, full operational capability was declared to the GPS since Precise Positioning Service was fully available. GPS III was launched in 1998 later in 2005 the modernized version of GPS was launched with civilian signal (L2C). In 2010, software incompatibility was caused because of the ground control system (ELLIOTT). On October 12, 2012 the GPS IIF-3 was launched. Satellite Orbits Each satellite completes the circle of the earth in 12 hours i.e. twice in a day. It flies in the middle Earth orbit (MEO). The satellites are arranged in 24-slot arrangement in a way that they can be viewed from anywhere on the earth. Normally 24 satellites keep on flying in th e space monitored by the Air Force. In 2011, the 24-slot arrangement was modified to 27-slot arrangement which increased the coverage efficiency of GPS (Space segment). Applications of GPS There are various applications of GPS in the civil and military sectors. Apart from them it is also used in hundreds of apps in cell phones, wristwatches, shipping containers and ATM’s hence it has become an important part of the space infrastructure.

Social Psychology Paper Essay Example | Topics and Well Written Essays - 1000 words

Social Psychology Paper - Essay Example We are to define the terms, map the terms to excerpts from the examples, and then correlate the reasons we selected those excerpts to those definitions. Terms to define and understand Confirmation Bias Balez (2008) defines confirmation bias as something that occurs when people project their expectations on one another and the other reacts in the way that person is projecting. This is commonly referred to as the "Pygmalion effect" (Overview section, para. 1). If one expects the best from another that is what one will receive. Conversely, if one expects the worst treatment, this is what one will receive. In the second scenario it was stated, â€Å"Though disappointed, he tried to hide it because at least she seemed to care for the students and it wasn’t really her fault that so many students showed up at the same time† (Example 2, 2011). Because Jonathan believed the best in Dr. Jones, he looked for ways to defend her behavior in cutting the advising sessions short. Addit ionally, Jonathan thought, â€Å"at least she seemed to care for the students† and â€Å"Dr. Jones was impressed with Jonathan’s maturity† (Example 2, 2011). External Locus of Control A person's perception of the source of his or her fate is termed locus of control. Those with an internal locus of control believe they are in control of their destiny or what may or may not occur in their environment. Treven & Treven (2011) describe those guided by an external locus of control as being guided by something outside him or herself. Externals faced with a stressor are more likely to be stressed, passive, and defensive. â€Å"She tried to disguise her disappointment and anger because her advisor cared too little for his students to allow enough time to meet every student for the time they needed† (Example 1, 2011). If Jessica had given much thought to the timing of their sessions, late in the term, a long wait, she may have realized that there would be concerns with the time frame. Both students were affected by the timing of the session being shortened and in being disappointed. However, Jessica was affected from an external standpoint and became angry and appeared â€Å"rude and incompetent† to her advisor (Example 1, 2011). Fundamental Attribution Error Per Changingminds.org (2011), the ability humans have to attribute the cause of events to one thing or another exists because humans have a need to explain the world, in their own mind and to those around them. This helps each of us to feel like we have some sense of control. When explaining behavior, it can affect the standing of people within a group. When another person has erred, we will often use internal attribution, saying it is due to personality factors. When we have erred, we will more likely use external attribution, attributing causes to situational factors rather than blaming ourselves. Antello, Prilipko, & Sheridan-Pereira (2010) define fundamental attribution error aaccording to Heider from 1958 as "observers attribute characteristics to actors on the basis of the actor's behavior" (Literature Review, para. 4). â€Å"Upon entering the room he was disappointed to hear Dr. Jones say she was running late with his student meetings and would have to get done in 10 minutes and there was only time for last minute checks of her schedule† (Example 1, 2011). â€Å"Because her advisor cared too little for his students† (Example 1, 2011). Jessica refused to take responsibility for her situation by getting angry. She

Dr. Tyrone Hayes lecture Movie Review Example | Topics and Well Written Essays - 250 words

Dr. Tyrone Hayes lecture - Movie Review Example I find this part of the video interesting when testing the role steroid hormone in the testing amphibian development in comparison with human beings. The metamorphosis and the sex differentiation of these animals in this part of the video is quite amazing and logical in our environmental studies as students. 3. Discuss the pros and cons of toxicity testing on animals do you think that animals testing is justified? Do you think it gives accurate results that can be related to human beings? Support your reasoning. The toxicity testing in animals to some extent is justified especially towards the environmental studies. The pro of these studies revolves around human beings welfare especially in relation to the pet animals which they could contact various disease through. This will give an answer and control measures to various infections shared between human beings and animals. Cons on the other hand are concerning the results arrived at via these research works. Example is the Dr Hayes induction of mammary and prostate cancer in the research laboratory rodents to highpoint on the atrazine as a possible course of reproductive cancer in humans. This research work to some extent was never justified. We can generate interest in the regulation of the environmentally harmful chemicals through the reduction of various chemically related diseases such as cancers. This is because the chemicals induced in the environment contain a larger quantity of heavy metals. These heavy metals when human beings are exposed to, are the causative agents of various deadly infection

Discussion #2 Essay Example | Topics and Well Written Essays - 500 words - 1

Discussion #2 - Essay Example While operating a business, you won’t be surprised learning that in places like Mexico, the presence of religious images such as the Guadalupe Virgin is the fundamental motivation in work areas. Similarly in Brazil, accomplishing a task is not a priority as people rely on â€Å"Jogo de cintura.† People here believe in last minute rush and therefore, having plans does not work with them. Truly indicating how culture influences the practices & styles of work in the Latin America. Corporate training is essential for the general success of a business and so is its conduct in Latin American countries. Training here is not based on professionalism but rather on traditions, and when done contrary, it draws significant internal conflicts. When the employees here realize, that management techniques do not fit well with their local tradition, some practices are rejected. Traditionally, Latin companies devote little part of the budget for training. The result is a shortage of the technical workforce and skilled personnel in the Latin region. Human resource operations in the Latin America, especially recruitment and personnel management are defined from a cultural perspective and embraces nepotism widely. In the recruitment of new employees, priority is given to family members and close relatives of the current employees. Similarly for promotion, family ties play a central role and workers put the well-being of their families ahead of Professionalism. Nepotism is influential in these regions, for instance, in Chilean corporate, selection of executives and promotions focuses mainly on age, contacts, appearance, birth-place among other factors. To establish stable and solid labor relations, personal contacts as well as friendship and social interaction are major considerations. Following the study by professor Anabella, Latin Americans have their way of confrontation during conflicts. For instance, Argentines prefer mediation

Obesity and Calories Essay Example for Free

Obesity and Calories Essay But you also know that most diets and quick weight-loss plans have about as much substance as a politician’s campaign pledges. You’re better off finding several simple things you can do on a daily basis — along with following the cardinal rules of eating more vegetables and less fat and getting more physical activity. Together, they should send the scale numbers in the right direction: down. 1. Once a week, indulge in a high-calorie-tasting, but low-calorie, treat. This should help keep you from feeling deprived and binging on higher-calorie foods. For instance: †¢ Lobster. Just 83 calories in 3 ounces. †¢ Shrimp. Just 60 calories in 12 large. †¢ Smoked salmon. Just 66 calories in two ounces. Sprinkle with capers for an even more elegant treat. †¢ Whipped cream. Just 8 calories in one tablespoon. Drop a dollop over a bowl of fresh fruit for dessert. 2. Treat high-calorie foods as jewels in the crown. Make a spoonful of ice cream the jewel and a bowl of fruit the crown. Cut down on the chips by pairing each bite with lots of chunky, filling fresh salsa, suggests Jeff Novick, director of nutrition at the Pritikin Longevity Center Spa in Florida. Balance a little cheese with a lot of salad. 3. After breakfast, make water your primary drink. At breakfast, go ahead and drink orange juice. But throughout the rest of the day, focus on water instead of juice or soda. The average American consumes an extra 245 calories a day from soft drinks. That’s nearly 90,000 calories a year — or 25 pounds! And research shows that despite the calories, sugary drinks don’t trigger a sense of fullness the way that food does. . Carry a palm-size notebook everywhere you go for one week. Write down every single morsel that enters your lips — even water. Studies have found that people who maintain food diaries wind up eating about 15 percent less food than those who don’t. Plus: 8 Kitchen Cabinet Makeovers for Weight Loss 5. Buy a pedometer , clip it to your belt, and aim for an extra 1,000 steps a day. On average, sedentary people take only 2,000 to 3,000 steps a day. Adding 2,000 steps will help you maintain your current weight and stop gaining weight; adding more than that will help you lose weight. 6. Add 10 percent to the amount of daily calories you think you’re eating, then adjust your eating habits accordingly. If you think you’re consuming 1,700 calories a day and don’t understand why you’re not losing weight, add another 170 calories to your guesstimate. Chances are, the new number is more accurate. 7. Eat five or six small meals or snacks a day instead of three large meals. A 1999 South African study found that when men ate parts of their morning meal at intervals over five hours, they consumed almost 30 percent fewer calories at lunch than when they ate a single breakfast. Other studies show that even if you eat the same number of calories distributed this way, your body releases less insulin, which keeps blood sugar steady and helps control hunger. 8. Walk for 45 minutes a day. The reason we’re suggesting 45 minutes instead of the typical 30 is that a Duke University study found that while 30 minutes of daily walking is enough to prevent weight gain in most relatively sedentary people, exercise beyond 30 minutes results in weight and fat loss. Burning an additional 300 calories a day with three miles of brisk walking (45 minutes should do it) could help you lose 30 pounds in a year without even changing how much you’re eating. 9. Find an online weight-loss buddy. A University of Vermont study found that online weight-loss buddies help you keep the weight off. The researchers followed volunteers for 18 months. Those assigned to an Internet-based weight maintenance program sustained their weight loss better than those who met face-to-face in a support group. Plus: 15 Foods You Should Never Buy Again 0. Bring the color blue into your life more often. There’s a good reason you won’t see many fast-food restaurants decorated in blue: Believe it or not, the color blue functions as an appetite suppressant. So serve up dinner on blue plates, dress in blue while you eat, and cover your table with a blue tablecloth. Conversely, avoid red, yellow, and orange in your dining areas. Studies find they encourage eating . 11. Clean your closet of the â€Å"fat† clothes. Once you’ve reached your target weight, throw out or give away every piece of clothing that doesn’t fit. The idea of having to buy a whole new wardrobe if you gain the weight back will serve as a strong incentive to maintain your new figure. 12. Downsize your dinner plates. Studies find that the less food put in front of you, the less food you’ll eat. Conversely, the more food in front of you, the more you’ll eat — regardless of how hungry you are. So instead of using regular dinner plates that range these days from 10-14 inches (making them look forlornly empty if they’re not heaped with food), serve your main course on salad plates (about 7-9 inches wide).

Case Study - An Ethical Dilemma Essay Example for Free

Case Study An Ethical Dilemma Essay Jackie, a young star with a prominent voice who gets picked up by a professional recording label after performing at a national talent competition. Overwhelmed with excitement, thinks it is a dream come true to start a career with a lucrative contract. Meets and has an intimate encounter with her soon to be manager, Kevin. Months go by as their relationship begins to flourish but soon she starts to hear rumors that Kevin has helped a new girl in the legal department get her position threw their own personal relations. Jackie has suspicions that Kevin may be having other deeper interactions with this new girl. Jackie’s suspicions turn out to be true and she is devastated. She obviously breaks off the relationship with Kevin but cannot afford to lose him as her manager. Time goes by with awkward silence between the two but eventually Jackie decides to be professional with her career and continues to keep Kevin on as her manager. This lasts awhile until Kevin starts to make inappropriate sexual advances towards her. She tries to laugh it off but as he continues she threatens to make a formal complaint to legal. He does eventually stop but has stopped all efforts to promote her music thus making it very difficult for her to continue on with her success. She eventually does decide to make a complaint with legal, there is where she runs into Leslie, the girl that Kevin had got the position for in legal. She tells her, â€Å"even I believed you, you didn’t report this relationship which goes against our superior-employee ethics code†. So either she had the choice to let the matter go or to make a complaint which would in turn have her also reprimanded. She is forced with  an ultimate decision and eventually decides to do nothing. Summarized Ethical Issue at Heart The unethical issue at heart is the manager, Kevin, making inappropriate gestures towards Jackie after they had broken up. Doing so with Jackie’s vulnerable position of whether or not to report the issue which would do more harm than good. Or to leave the matter alone and just hope that Kevin would leave her alone. Neither option are better suited for Jackie who in this case is the victim, which leads to the question of appropriate ethical responsibility of the company. Details that are missing in the case A 3rd party perspective on the details of both parties. More detail as to what accusations were being made towards Kevin and Jackie. Whether Kevin had proper ethical training. List of all stakeholders who would be involved with this ethical dilemma. Employees Other artists Board of Trustees Investors Legal Department Customers Community Media Three stakeholders and the concerns they may have. Employees Don’t like how they are working for an unethically sound company. Thinking how it could happen to them if they were put in the same situation If the  problem was ever made public how would my job security look? Would this company’s name stain my resume? Investors How will my portfolio look if this artist is to become successful with another producer? Will this story become public? Will my shares plummet from this company’s bad publicity? What would happen to the company outlook if the entire company was to go thru proper corporate ethical training? Could it be a success? Board of Trustees This will look bad if the story was to made public How must will it cost to perform proper corporate training on proper ethical behavior? Do the managerial levels need to be reevaluated? Could the company be looking at a lawsuit? Five solutions. Perform corporate training at all levels reviewing proper ethical conduct Fire the manager Workout an undisclosed settlement See if another manager is available to take her on Leave and try to find successes elsewhere Top three solutions with possible consequences. 1. Perform corporate training at all levels, monitor it and have employees sign off on regulating polices that are being implemented regarding superior-employee relations as well as all other common ethical practices. Doesn’t really solve the problem at hand, may be good for the future but doesn’t help Jackie Company sets public perception that their ethical standards are in question Very timely and costly Risk of employees losing interest/possible turnover of employees 2. Fire and Replace the Manager May get sued by Kevin for wrongful termination Jackie’s verbal threats may continue Incident is likely to be made public Board of Trustees would have to look over all management positions Loss of all positive profits that Kevin may have acquired 3. Workout an undisclosed settlement Costly Sets a standard for future wrong doings May not stay quiet Fellow employees and/or artist may exercise more scrutiny as they mature on with their job Three Stakeholders and Top Three Solutions with two pros and two cons effects on the Stakeholder. Make company employees take corporate training on proper ethical behavior Will benefit the company’s overall performance Give the media something different to talk about with regards to the company Very costly Employees may decline to take it/possible employee turnover Fire and Replace the Manager Jackie would be satisfied The company would have a bad employee released Fellow artists may lose that label Manager could sue for wrongful termination Workout an undisclosed amount Jackie would be happy and the problem would be resolved Stays quiet Costly Solves no future problems Two ethical principles upheld or violated by the top three solutions. Make company employees take corporate training on proper ethical behavior Provides positive integrity to the company As long as the training provided was paid hours it shouldn’t be seen in any way of being unethical Trust and Communication Fire and Replace the Manager Fails to meet ethical standards simply because not enough information is known Unethical towards the employees as some could suddenly be put into a disadvantage Work out an undisclosed amount Completely unethical from the rest of the company’s standpoint as this option would be odd and serve no purpose towards the rest of the company Financially unethical to use funds to serve as a settlement rather than other purposes of the company Performing corporate training at all levels, monitoring it and have employees sign off on regulating polices that are being implemented regarding superior-employee relations as well as all other common ethical practices will provide positive integrity to the company. If the training hours were paid and it didn’t have an effect on daily routine then it doesn’t seem to be unethical to request training hours. Firing the manager Kevin would solve Jackie’s problem but only hers alone. To be fair which is a principle of  ethics would be to implement a code that would benefit the company as a whole. Although what Kevin is accused of doing is warranted of being fired there just isn’t enough information for the company to let him go. Her words against his wouldn’t be enough to fire him. This is why a revamp of full corporate training probably stands to be the best possible solution for this situation. Decision and Implementation Identify the best solution. Implementing corporate training throughout the entire staff of the company maybe specializing in specific areas would be most likely to be the best possible solution. There are a lot more benefits to educating employees on proper ethics. A workplace in which an ethics code has been instilled is a naturally pleasant place. Employee morale rises in an atmosphere that promotes good behavior and honest interactions. Reasons why this is the best solution. It creates a better atmosphere in the workplace, teaches an office how to work as a team, promotes personal responsibility, and has always shown to boost staff morale. A work ethics training program promotes teamwork by instilling trust in co-workers. People are more likely to be amenable to working together when they appreciate and respect one another. Why the other solutions were rejected Firing the manager Kevin as well as making an undisclosed settlement were found to be unethical towards other members of the company. It would not be a good example to set if the company were to single out an incident and act in an irregular way towards that issue. There also wasn’t enough facts to the case to make the decision to fire the manager, Kevin. Especially doing so knowing full well it would affect other stakeholders. Possible objections to the solution The company may find that employee may complain that they do not need to take part in training. A mandatory requirement may need to be implemented for all employees. A turnover rate within the employees may be seen. Investors or Board of Trustees will look at all avenues of the cheapest method of implementing training. How would you overcome these objections? Make it a requirement to attain a certain number of ethics training hours. Find other avenues of funding that can contribute to the program to make sure that employees are receiving the best training. Self-inflicted training from the managerial level is a cheaper method to instruct employees. References Ethical Dilemma. (n.d.). Forbes. Retrieved , from http://www.forbes.com/2004/06/23/cx_da_0623topnews.html Advantages of Training Employees About Work Ethics. (n.d.). Small Business. Retrieved , from http://smallbusiness.chron.com/advantages-training-employees-work-ethics-44472.html Ethics Training in the Workplace. (n.d.). Ethics Training. Retrieved , from http://www.rctm.com/ethics.htm Institute For Ethical Awareness. (n.d.). Institute For Ethical Awareness. Retrieved , from http://www.instituteforethicalawareness.org The Online Business Ethics Training Program | Ethics Training Guide. (n.d.). Ethics Training Guide. Retrieved , from http://ethicstrainingguide.org/

Project Based Organization (PBO) Analysis

Project Based Organization (PBO) Analysis In todays turbulent market, a lot of organizations is still seeking for a strategic advantage over others and a lot of them has actually seek Project Based Organization (PBO) as a way to propel them for greater height and thus, gain a strategic advantage over other companies. However, there are still questions how they can best make use of this new organization structure approach to create a synergy between company business mission, strategy, and project as well as portfolio management PBOs refer to organizational forms that involve the creation of temporary systems for the performance of project tasks or activities. PBOs are gaining increased attention as an emerging organizational form, but there is very little knowledge on how PBO function in practice and what value or benefits in adopting the practice of PBOs. Needless to say, there are not many findings on how the extensive use of unique and temporary endeavors like projects can help influence the strategy and organizations design. By making using of project management best practices, PBO will help organization to become more dynamic, flexible and responsive when dealing with a turbulent environment. This PBO approach will ensure organization to be more creative and innovative when coping and responding quickly to the ever changing market demand. EMPLOYING PROJECT BASED ORGANIZATIONS In order to deploy project based management more effectively and efficiently, organization need to engage the top management to recognize this new approach of embracing project management best practices. They need to engage the right attitudes throughout the organization. In doing so, it will help the organization to fully reap the benefits of this new formidable and competitive weapon so as to fight for continue business growth and making sure the corporate will gain a better chance to survive in todays highly competitive market. Establishing executive ownership and responsibility for project based management with the organization is equated with authority in organization structures, the closer something is to the top, the higher its level of authority, acceptance, adoption and autonomy is perceived to be by the organization. It has to be a top-down approach whereby we need to engaged CEO, senior management of the company and sell them the ideas of how PBOs concept is able to propel the company to greater height. Positioning the project based management function at the top in a hierarchical organizational structure establishes its autonomy and thus ownership of the responsibility for setting up, distributing, supporting, and managing the application of project management best practices. Enterprise-wide adoption of project based management best management called for single ownership of the function. Establishing common practices across an organization at all levels is difficult, if not impossible, without a clearly established sole ownership. We do believe, however that establishing a PBO is the right thing to do, because global competition in the marketplace will continue to increase. Therefore, project based management is one of the best answers for surviving global competition. We need to first identify the roles, responsibilities of senior management team and their business function when structuring the PBO. Once we have identified their function focus and agreed upon their roles, we will then need to proceed to clarify relationships between these functions, like who is leading, supporting and following. This will help to ensure clarification on how these units can work or function together in a team. For example, typical teams in IT might include a strategic management team, an innovation management team, a project/program management team and a product management team. Each team is comprised of more than one unit and there are overlaps between the teams. The objective of this structure is to create team accountability. TRADITIONAL AND PROJECT BASED ORGANIZATION STRUCTURE AND OPERATION TRADITIONAL ORGANIZATION STRUCTURE AND OPERATION Traditional management has been applied since twenty century and is well developed on the core principles of standardization, specialization, common goal, hierarchy organization, planning and control and external-reward (Hamel et al., 2007). A traditional organization is constructed based on those core principles of traditional management and functioned through vertical and horizontal operations which are a hierarchic structure with various functional departments as the vertical operation and a work process designed for specific generalized task models by using Standard Operating Procedural to link individual functional. DISADVANTAGES Project members from each project teams are dispatched from functional departments; this normally causes conflicts between functional departments and project teams when the resources and priority of urgency are conflicting. Hard to assess employee performance since employee can belong to functional department and project teams. This will always cause confusion and unhappiness to employees involved. What project he/she participates is decided by the project manager and department head instead of self-actualization, which reduces the performance of both personal development and organizational learning. Hierarchy structure, functional department operation model and Standard Operating Procedure are characteristics of a traditional organization, which makes its disable in dealing with changes. Contention of resources between functional department and project team, which will develop conflicts within organizations, resulting in disharmony and distrust. No organizational synergy due to lack of inadaptable interactive relations between functional departments. Lack of ability to adapt to changes in related to market uncertainty or other external factors. This is caused by rigid, stagnant Standard Operating Procedures which are regulated according to generalized task model and therefore not capable of responding to any changes conditions timely. THE PBO STRUCTURE AND OPERATION A project based organization is a structure that facilitates the coordination and implementation of project activities. Its main reason is to create an environment that helps enhance interactions between team members with a minimal disruptions, overlaps and conflict. One of the important decisions of project management is the type of organizational structure that will be used for the project. Every project has its unique characteristics and the design of an organizational structure should consider the organizational environment, the project characteristics in which it will operate, and the level of authority the project manager is given. One of the main objectives of the structure is to reduce uncertainty and confusion that typically occurs at the project initiation phase. The structure defines the relationships among members of the project management and the relationships with the external environment. In PBO project managers have a high level of authority to manage and control the project resources. The project manager in this structure has total authority over the project and can acquire resources needed to accomplish project objectives from within or outside the parent organization, bind only to the scope, quality, and budget constraints identified in the project. In the PBO, project members are assigned specifically to the project and report directly to the project manager. The project manager is responsible for the performance appraisal and career progression of all project team members while on the project. This leads to increased project loyalty. Complete line authority over project efforts affords the project manager strong project controls and centralized lines of communication. This leads to rapid reaction time and improved project based organizations are more common among large and complicated projects. PBO KEY TO SUCCESS FOR TODAY ORGANIZATION INNOVATION ENABLER 10 Tips by the Worlds Best Innovators Organize yourself globally because it beats local Life treasures through communication Turn â€Å"not invented here† into a quality seal Focus on Big Ideas (there are enough small ones) Think platform Minimize time-to-test Appoint your customers as your boss Leverage design Take care of the jewel innovation organization culture that reacts to changes Use business model innovations as the turbo PROJECTS AND INNOVATION HOW THEY INTERLINKED WITH ONE ANOTHER What does PBO has to do with Innovation? We will start by defining both innovation and projects and identifying common ground in their concepts. Projects and Innovation share common roots in their definitions, both are: Temporary: they end when they become integrated to the normal routine of operations Produce unique results: the end product or service should be, in some way, different than the existing. Characterized by progressive elaboration: they cannot be understood entirely at, or before, the start, therefore the decision-making and realization phases are iterative. Many statements concerning innovation can be applied to projects and vice versa; to a certain degree, many of the characteristics of both are interchangeable. Classic definitions of innovation include: The process of making improvements by introducing something new (Wikipedia, 2007) It seems reasonable from above description that projects and innovation share a natural conceptual background. It would be hard to imagine how a traditional organization would be able to innovate since their structure only has roots in routine, repetitive works and a much predictable work output and stagnant culture. The whole philosophy and the historical background of both projects and innovation seem interlinked. A strong project outlook with proper governance structures would typically help to promote strategic goals that call for development of innovation. In their quest for innovation, many organizations have felt the need to establish social networks; the project approach has the advantage of proposing an internal network between projects if properly enhanced through program management, as well as involvement of stakeholders. Since Schumpeter (1947), many researchers have demonstrated that innovations are most often â€Å"new combinations† of existing technology. â€Å"Thus, individuals or divisions within a firm must be both able and willing to share their capabilities or resources with other parts of the organization. This author also mentions that organizations need to create common language, otherwise the ability to share knowledge will be hampered (Sampson, 2007). To counteract some of these pitfalls, several companies have found it useful to introduce systems where staff from all levels of the business can input their ideas. An interesting example of the usefulness of such systems comes from Paul Sloan (2006) â€Å"A copy-machine operator at Kinkos, a chain of copying and document services stores, noticed that customer demand for copying dropped off in December. People were too preoccupied with Christmas presents to do much copying for the office. So he came up with a creative idea: allow customers to use Kinkos color copying and binding facilities to create their own customized calendars using personal photos for each of the months. He prototyped the idea in the store and it proved popular. The operator phoned the founder and chief executive of Kinkos, Paul Orfalea, and explained the idea. Orfalea was so excited by it that he rushed it out as a service in all outlets. It was very successful and a new product custom calendars and a new revenue stream were created.† Corporate recognize that their organizations are always in danger of developing products and services with little or no market appeal. Some organizations are great at innovation like 3-M that produces 30% of its revenues from products that did not exist 4 years ago. However, others are really very bad at innovating such as Xerox who is famous for innovations it did not exploit, like fax machines and laser printers. Others, like Procter and Gamble have successfully reversed a 40 years innovation slump from their last major breakthrough (Pampers in 1961) with recent innovative products like â€Å"Swiffer† and Crests â€Å"Whitestrip† (Brooker, 1999; Moss-Kanter, 2006). Other companies just struggle with innovation like Motorola when it resisted going from analog to digital and lost its lead in cellular phones, or Kodak, when it lost its share of the camera market to Canon and Sony for having miscalculated the impact of digital camera in the mid 90s. Although organizational innovation needs more than just taking up a project view, we have to examine if the project management approach, when well integrated and focused on the broader view of project, could possibly promote principles that are conducive to innovation. Rosabeth Moss-Kanter (2006) describes four major reasons for failure to innovate: Strategy: Lack of sound innovative investment spread between breakthrough and incremental Process: Tight controls that strangle innovation and refusal of deviations from plan Structure: Lack of connections between innovation areas and the rest of the business Skills: Lack of networkers, communicators or connectors and relationships Most traditional organizations are better suited to stable environments and employ a top down approach to innovation. Strategy is formulated at the top along with the major initiatives for achieving it. Some of these initiatives will be innovative in nature, related to the development of an innovative process, product or service and often led within an RD Department, independently from the rest of the business. Top down approaches may solicit input from deeper in the organization, but the formulation of the innovative ideas remains at the top or within one of the organizational silos. Many of these organizational models are encouraging excessive control and reporting and, as Holmstrom, (1989) argued: bureaucracy, sometimes symbolic of the old hierarchical organization, can be hostile to innovation. We have seen that organizational structure and governance are determining factors in the development of human and organizational innovation and that PBOs change the nature of the traditional organizational structure. We can therefore ask ourselves: â€Å"How can a PBO structure influence innovation (either positively or negatively)?† Three recent empirical studies (Bresnen Goussevskaia Swan, 2004; Lindkvist, 2004; Dovey Fennech, 2007), have recognized that organizations that adopt a project management approach in a traditional mechanistic context, often have to deal with a choice between the flexibility and dynamism of the project approach and the desire of firms functional and strategic stakeholders to exercise control at organizational level. The authors have already reported on a case study that demonstrates evidence of such a division when an organization is moving from a more traditional model to the PBO model: â€Å"This very diverse and competent group of people had approached a new task in a most conventional manner, which seemed coherent with the ingrained performance paradigm, still a remaining legacy of the organizations historical culture and values. It was felt that one of the important emergen needs of the group was to â€Å"develop lateral, more creative thought processes and encourage a bit less conformity† to foster use of available potential and growth in this new work environment.† (Thiry, Deguire, 2004) Sampson (2007, p.382-383) argues that â€Å"the effect of the organization on innovative performance is contingent on absorptive capacity.† A program approach where strategic decisions are implemented through a series of related and interdependent projects (Thiry, 2004a, OGC, 2003) would support this approach, as change and innovative initiatives will be broken down into projects manageable, not only in technical terms, but also in absorption capability terms. The selection of investment activities through portfolio management is also essential, for example, at Apple in 1996, after Steve Jobs was reinstated as CEO, he led a massive review of the RD effort. As a result, Apple focused its resources on projects that had the greatest potential, and eventually produced the iMac, iBook, iPod, and iTunes (Vise Malseed, 2005). Most traditional organizations experience communication and resource allocation problems, especially between functional managers and project managers (Alsene, 1999; Bishop, 1999; Payne, 1993); this generates issues at the executive level, when conflicts are escalated and disturb the â€Å"political harmony† of the organization (Dovey Fenech, 2006). This last empirical study showed that even when the value of a â€Å"projectized† approach to deliver strategy is demonstrated, it can still be challenged by the organizations establishment. Many authors have confirmed that â€Å"the environment in a project-oriented organization is more dynamic and discontinuous.† (Huemann, Turner Keegan, 2004) and that the role of the project manager has evolved from that of a single person with specific technical skills to that of a team of individuals which exercise a wide ‘function that spans from strategic to technical (Frame, 2002).. The project management (PM) function is now evolving towards a co-managed business-technical partnership (Frame, 2002), which gives it authority over strategic level resources and therefore true decision-making power (Spradlin, 2004). We feel that given the nature of the project/program approach, PBOs can significantly contribute to the development of a distributed network that forms inside the organization and takes on the role of much of the innovation work. Through projects and programs, individuals become connected to the network and generate their own ideas, conduct experiments, do their own findings, build support, and help transition some of the ideas to formal pilots or direct implementation. An interesting example is Harley-Davidson, Inc. Management at Harley-Davidson has been recognized worldwide for its successful use of progressive, cutting-edge management techniques (Certo, 2003). This company has long developed its use of cross-functional teams to design new products and representatives from engineering, purchasing, manufacturing, and marketing have always had some influence on the future direction of new products. In order to achieve this, management has been committed to cross-functional teams and these team members work together daily and are totally dedicated to the new product development process on a full-time basis. We have therefore seen that innovation, for most companies, depends upon the individual and collective expertise of employees and it seems to have become more important for an organization to be cross-functionally excellent than functionally excellent. In addition to formal planning at the business level, best-practice companies are using cross enterprise initiatives on major issues in order to challenge assumptions and open up the organization to new thinking. This further enhances innovation as organizations are, for example, able to match their technological developments with complementary expertise in other areas of their business, such as manufacturing, distribution, human resources, marketing, and customer relationships. To lead these development efforts, cross-functional teams need to be formed and PBOs would make a significant difference in developing both the culture and necessary structures to help businesses in their quest towards innovation. As reported by Dhyani and Singh (2006) in the following case, most traditional mechanistic models do not endorse an innovative philosophy: â€Å"Service Delivery is based on standards, repeatability, reference architectures, proven and robust technology, guaranteed quality, efficiency and meeting SLAs. The resulting culture is inherently in conflict with innovation, which inescapably entails increased risk. SD has no processes or targets for regularly engaging in Client Innovation. It does not employ people for this purpose and has no measurements or incentive programs to perform this task and indeed expects the opposite behavior.† PBO through the consistent use of cross-functional teams presents a clear organizational advantage over the more traditional mechanistic organization as it supports individuals in its effort by policies, practices and resources that acknowledge this risk and provides space for experimentation. The organization shoulders some risk as do individuals and teams. Everyone in the innovation culture strives for success and learns from failures by documenting them and hearing about them from others. Given that this is a necessary condition for empowering different players and that sharing failures can be difficult for human beings with sensitive egos. The team setting provided by PBOs most probably allows the diffusion and publication of failure with minimal harm to individual egos and enhances organizational learning that can be used towards future innovative initiatives. If we accept the view that innovation can be seen as an organizational means to reach strategic goals, it would be interesting to explore and understand the link between the implementation of a PBO structure and culture and organizational innovation and to compare it to more traditional settings. In particular, we can refer to the fact that, since Burns and Stalker (1961), many authors recognize that traditional mechanistic organizations are struggling to adapt in todays turbulent environments. Nevertheless, in order to sustain innovation, PBOs need to be structured to foster creative synergy between vision and mission, strategy, portfolio, program and project management and be framed in a project-based governance approach; they also need to generate tangible value for the stakeholders. Rosabeth Moss-Kanter, who has conducted research and advised companies during what she terms: â€Å"four major waves of competitive challenges† (2006, p.74) since the 70s claims that successful innovation requires â€Å"flexible organizational structures, in which teams across functions or disciplines organize around solutions, [which] can facilitate good connections.† (2006, p.82) â€Å"[Innovation] is among the essential processes for success, survival, and renewal of organizations, particularly for firms in either fast-paced or competitive markets† (Brown Eisenhardt, 1995, p.344) â€Å"‘Innovation refers to a phenomenon where a new idea has been implemented into action.† (Taatila, 2005). the recognition that project management practice can and will influence organizational practices and, in so doing; that an alternate position may open a door for a redefinition of organizations through projects by supporting the adoption of new challenging organizational theories for project-based organizations; that the adoption of these new organizational models could generate higher stakeholder involvement, create more value and enable better integration between projects and strategy to sustaining innovation. CHALLENGES FACED BY IMPLEMENTING A PBO To adopt a project-based organization presents some challenges to senior managers: Project Manager has little or no â€Å"position power.† The position power which is so prominent in functional organizations will change when project-based organization is implemented. Project Manager will have minimal control over the career path of project members. Instead, project members require an independent career path over which they themselves have control and to which the project work can contribute. Senior managers need to develop project managers and project management so that the project managers can lead based on influence rather than positional authority. Conflicts arise over project member time and resource requirements. Thus senior managers must have a good plan and work schedule priority. Alternatively, senior manager need to come out with special reward scheme to allocate scarce resources-individuals that will help to maximize the value of the project. No clear Organizational boundaries. Project management often requires seamless cooperation among organizational units. If project managers/members see evidence that cooperation is not valued, then achieving cooperation is going to very hard. Senior management needs to create a structure where cooperation is rewarded Time and organizational pressures abound. Senior management must be ready to support the best practices that will help to reduce project time. This includes forming a core team system, having a project goal vision, allowing more time for project planning so as it wont interfere with project operations, facilitating communication with customers, and supplying necessary resources. Project members do not know one another. Effective project teams require a high level of trust and openness. The climate of trust and openness will need to be a top-down approach. If senior managers are not trustworthy, truthful, and open with each other, there is little chance that project members will be so with one another. Trust and openness are the antithesis of most bureaucratic organizations. Senior managers coming from a less trusting organization will have difficulty developing high levels of trust. CONCLUSIONS Having knowing that successful innovation needs flexible organizational structures, in which cross-functional teams or disciplines organize around solutions, PBOs could be a possible answer when their structures provide horizontal integration from business strategy to operational benefits and vertical integration between corporate objectives and the prioritized portfolio of projects. It is also very likely that the adoption of an integrated wide-scale project approach could enhance an organizations capacity for innovation for the following reasons: Given the nature of the project/program approach, PBOs can significantly contribute to the development of a distributed network that forms inside the organization and takes on the role of much of the innovation work. Along with these basic innovation processes, in a, PBO structure locus of control and decision making is normally decentralized through the creation of program and project teams in order to modify aspects of the culture so employees receive consistent and positive messages about initiating and implementing change and innovation. In PBO structures, the stakeholder approach is combined to the concept of value and permeates all levels of the organization by increasing the reach of both stakeholder and value concepts. An integrated vision of projects would directly link projects and programs to governance and strategy, encouraging social networks and value creation. In conclusion, we would argue that the sensible adoption of an integrated project approach should not only encourage the emergence and enactment of new organizational dynamics, but develop a stakeholder approach and innovative concepts leading to increased value creation. Finally, we can also conclude that it is not enough to set up a PBO if we use a mechanistic framework. In order to foster innovation, all the project and organizational elements must be integrated from start to realization. REFERENCES Alsene, E. (1999). Internal Changes and Project Management Structures Within Enterprises, International Journal of Project Management. 17(6): 367-377. Bishop, S. K. (1999). Cross-functional Project Teams in Functionally Aligned Organizations. Project Management Journal. 30(3): 6-10. Bresnen, M., Goussevskaia, A., and Swan, J. (2004). Embedding new management knowledge in project-based organizations. Organization Studies, 25(9), 1535-1555. Brooker, K. (1999) Can Procter Gamble Change Its Culture, Protect Its Market Share, and Find the Next Tide? Fortune, April 26, 1999, pp. 146-50, 152. Brown, S. L. and Eisenhardt, K. M. (1998). Competing on the Edge: Strategy as Structured Chaos. Harvard Business School Press, Boston, MACerto, S.C. (2002). Modern Management, 9th Ed. Burns, T., Stalker, G. M. (1961). The Management of Innovation. London: Tavistock Publications. Dovey, K. and Fenech, B. (2007). The role of enterprise logic in the failure of organizations to learn and transform: a case from the financial services industry. In print: Management Learning: The Journal for Managerial and Organizational Learning, Sage Publications. 38(3). Dhyani, A. and Singh, R. (2006) â€Å"Risk and Innovation Case for Building a Methodology Tool to Assist Informed Decision Making for Managers† (July 22, 2006). Available at SSRN: http://ssrn.com/abstract=919180 Frame, J. D. (2002) PMNetwork, Project Management Institute. PA: Da Sylva. Gann, D.M., Salter, A.J. (2000) Innovation in project-based, service-enhanced firms: The construction of complex products and systems. Research Policy, 29, 955-972. Hamel, G. (1996). Strategy as Revolution. Harvard Business Review. July/August 1996. Holmstrom, B. (1989). Agency costs and innovation. Journal of Economic Behavior and Organization, 12: 305-327. Huemann, M., Turner, R. and Keegan, A. (2004). The Role of Human Resource Management in Project-Oriented Organizations. Proceedings of the 3rd PMI Research Conference, London, July 2004. Lindkvist, L (2004). Governing Project-based Firms: Promoting Market-like Processes within Hierarchies. Journal of Management and Governance. 8: 3-25. Moss Kanter, R. (1990) â€Å"Follow-up and Follow-through,† Harvard Business Review, March/ April 1990, p. 8. Moss-Kanter, R. (2006) Innovation: The Classic Traps. Harvard Business Review, November 2006, pp.73-83) Payne, J. (1993). Introducing Formal Project Management into a Traditional Functionally Structured Organization. International Journal of Project Management. 11(4): 239-243. Sampson, R.G. (2007). RD Alliances And Firm Performance: The Impact Of Technological Diversity And Alliance Organization On Innovation. Academy of Management Journal. 50-2; 364-386. Schumpeter, J. A. (1947). The creative response in economic history. Journal of Economic History, 7: 149-159. Sloane, P. (2006) The inspiration for innovation. Computing Business 20 Jul 2006 Spradlin, T., (2004) A Lexicon of Decision Making, DSSResources.COM, 03/05/2004. Extracted from: http://dssresources.com/papers/features/spradlin/spradlin03052004.html on 12 Jan 2007 Sydow, J., Lindkvist, L. and DeFillippi, R. (2004). Project-Based Organizations, Embeddedness and Repositories of Knowledge: Editorial. Organization Studies 25(9): 1475-1489. Taatila, T.(2005) Innovation Mechanisms in Network Economy, SoL 2nd Global Forum, Vienna September 2005. Thiry, M. (2001) â€Å"Sensemaking in Value Management Practice† International Journal of Project Management, Elseveir Science, Oxford (Feb. 2001) 19 (2); 71-78 Thiry. M. (2002). The Development of a Strategic Decision Management Model: An Analytic Induction research process based on the combination of project and value management. Thiry, M. (2004a). Program management: A strategic decision management process. Thiry, M. (2004b) How can the benefits of PM Training Programs be improved? Thiry, M. and Deguire, M. (2004). Program Management as an Emergent Order Vise, D. A. Malseed, M. (2005) The Google Story. Delacorte Press. Weber, Max. (1904 [2002])

Biometric Systems :: Essays Papers

Biometric Systems As defined in Computer Security Basics by O'Reilly & Associates, Inc. Biometrics is the use of a persons unique physiological, behavioral, and morphological characteristics to provide positive personal identification. Biometric systems that are currently avaiable today examine fingerprints, handprints, and retina patterns. Systems that are close to biometrics but are not classified as such are behavioral systems such as voice, signature and keystroke systems. They test patterns of behavior not parts of the body. It seems that in the world of biometrics that the more effective the device, the less willing people will be to accept it. Retina pattern devices are the most reliable but most people hate the idea of a laser shooting into their eye. Yet something such as monitoring keystroke patters people don't mind, but it's not nearly as effective. Biometric verification is forecast to be a multibillion dollar market in this decade. There is no doubt that financial credit and debit cards are going to be the biggest part of the biometric market. There are also many significant niche markets which are growing rapidly. For example, biometric identification cards are being used at a university in Georgia to allow students to get their meals, and in a Maryland day care center to ensure that the right person picks up the right child. In Los Angeles, they are using fingerprints to stop welfare fraud. And they're also being used by frequent business travellers for rapid transit through immigration and customs in Holland, and now at JFK and Newark airports in the United States. It could also be used to simply prevent one employee from "punching in" for some one else, or to prevent someone from opening up an account at a bank using a false name. Then there is also the security access market, access to computer databases, to premises and a variety of other areas. The Sentry program made by Fingerprint Technologies uses several devices at once. The system first prompts for a user name and password. Then they must have their fingerprint scan match what is on record. They can also use a video camera for real time video to capture photographs which can be incorporated into the data base. The time to scan and gain entrance to the building take from 6 to 10 seconds depending on what other information the operator wishes the user

Relaxation :: essays research papers

We all human beings have our good and bad days in our every day life. We like the good days but we don’t like the bad days. Every one of us has some place where like to get away and forget about the problems. I have my place, which is my favorite gym where I spent a lot of time. Workout is the best medicine for me to relax and regain my power. I am a very healthy person who eats very clean and works out on regular bases. Staying in shape makes me feel good about keeps and myself me disciplined and motivated. Workout is a very important part of my life, which helps me to regain perspective of life and the balance that I lost through out the day. I just love to jump on the stair master on a bike, do my workout and just fly away with my thought. After ninety minutes of workout I am tired and sweaty. The tiredness feels very good and it feels like I am recharged aging. In the essay â€Å"A Visit with the Folks† by Russell Baker the author also has his place where he likes to go to and relax. Baker enjoys coming to the old cemetery in the countryside to visit his relatives. He goes there to gain his perspective and the guidance he has lost to the difficult outside world. When he goes back to the cemetery to see his dead family members â€Å"it slows the juices down something marvelous† he says. From time to time, Baker goes back to a churchyard cemetery situated in a beautiful countryside surrounded by the view of blue mountains, blossoming roses on fieldstone fences and fields of white daisies. He goes there to visit his family members who passed away. As he moves from tombstones to tombstones, he remembers his folks and individually recalls memories and situations about them from the pass. He bear in mind his folks and guidance they gave him. For example, he remembers his uncle Lewis who was a barber who always wanted to give him a haircut. Such encounter with his memories changes his state of mind and conquers his busy life in the city. At the end Baker â€Å"leaves rather more content with the worldâ€Å" because he learns how the peace of countryside and memories of relatives help him to recover his consciousness.

Jungian Psychology and Joseph Conrad’s Heart of Darkness Essay

As the Heart of Darkness snakes its way into the savage shadows of the African continent, Joseph Conrad exposes a psycho-geography of the collective unconscious in the entangling metaphoric realities of the serpentine Congo. Conrad’s novella descends into the unknowable darkness at the heart of Africa, taking its narrator, Marlow, on an underworld journey of individuation, a modern odyssey toward the center of the Self and the center of the Earth. Ego dissolves into soul as, in the interior, Marlow encounters his double in the powerful image of ivory-obsessed Kurtz, the dark shadow of European imperialism. The dark meditation is graced by personifications of anima in Kurtz’ black goddess, the savagely magnificent consort of the underworld, and in his porcelain -skinned Persephone, innocent intended of the upperworld. Though â€Å"Dr. Jung’s discoveries were not known to Conrad, â€Å" (Hayes, 43) who wrote this master work between 1898 and 1899, Heart of Darkne ss presents a literary metaphor of Jungian psychology. This paper explores the dark territory of Conrad’s Heart of Darkness as metaphor for the Jungian concepts of the personal and the collective unconscious, as a journey of individuation, a meeting with the anima, an encounter with the shadow, and a descent into the mythic underworld. Like Conrad’s Marlow, who is propelled toward his African destiny despite ample warning and foreboding, I have been drawn beyond the classic analysis of the Heart of Darkness, embarking down an uncharted tributary, scouting parallels between Marlow’s tale and Jung’s own journeys to Africa, and seeking murky insight into the physical and the metaphorical impact of the dark continent on the language and the landscape of depth psychology. â€Å"Africa,†... ...Aniela Jaffe. New York: Random House, 1989. Jung, C.G. Two Essays on Analytical Psychology. R.F.C. Hull. Bollingen Series XX. Princeton: Princeton U. Press, 1977. Lord, George de Forest. Trials of the Self: Heroic Ordeals in the Epic Tradition Hamden, Conn.: Archon Books, 1983. McLynn, Frank. Hearts of Darkness: The European Exploration of Africa. New York: Carol & Gey, 1992. Mellard, James. "Myth and Archetype in Heart of Darkness," Tennessee Studies in Literature 13 (1968): 1-15. Miller, David. Hells and Holy Ghosts: A Theopoetics of Christian Belief. Nashville: Abingdon Press, 1989. Smith, Evans Lansing. Rape and Revelation: The Descent to the Underworld in Modernism. Lanham, Maryland: University Press of America, 1990. Spivack, Charlotte. "The Journey to Hell: Satan, The Shadow, and the Self." Centennial Review 9:4 (1965): 420 - 437.

Analysis of Capitalism: A Love Story Essay

Michael Moore is the writer and director of the highly relevant documentary film, Capitalism: A Love Story, which is a film explicating on the financial crisis during 2007-2010 as well as the other aspects such as the economic stimulus package with the government committed in resolving the economic order of the United States and capitalism. The approach used in the documentary film is the dialectic approach. This type of approach was best utilized in the documentary wherein it uses two contradicting ideas that try to overpower each other. The film narrates and explains on the financial crisis as well as of other topics that are encompassed in the film. However, a devil’s advocate that serves as an adverse critic emerges to challenge or question the points raised by the other. Thus, this causes a healthy discussion and arouses the critical thinking of the audience. The documentary film although appeals to the general public; however, the satirical sense of the documentary focuses on the personalities in the government as well as the people mainly involved in the fruition of the ideas discussed in the documentary film. Overall, the documentary film is an eye-opener for the public that leaves room for the audience to critic and think of. The fallacy in the documentary film is the contradicting definition of capitalism expressed in the film. The creator, Michael Moore, expressed the Marxists definition of capitalism and that it needs the state, which is the very opposite of the real definition of capitalism. However, as the film shows how the government dips its control through the different courses of actions in attempt to resolve the problem. The arguments presented by Michael Moore are quite convincing, especially through his dialectic approach that make the viewers critically think of the ideas presented and conduct their own deductions. Although the ideas are more abstract, the viewers make up of the gap through their logical and critical thinking. Reference Moore, M. (Producer & Director). (2009). Capitalism: A Love Story [Motion Picture]. USA.

Management Concepts and Organizational Behaviour Essay

To start off, organisational twist refers to the delegacy management is nonionic at heart a bloodline. Its essential for whatever organization to select the beseeming structure as it defines the hierarchy deep down an organization, identifies each job, their function, and where each job should field of study to. Possessing knowledge about your responsibilities is beneficial for the melodic line as youre able to pursue on out tasks efficiently, and be satisfied with the come uponment environment. If staff members be aware of whos doing what, performance would be a chain reactor quicker and efficient. Organisational structures withal provide instruction to staff about who to report to if they arrive any publicises or queries as they keep a clear discern of the corporeal ladder.Both Mercedes and Oxfam are organized in a proud structure this is when the beau monde is organized in a way that distinguishes the levels of hierarchy within a business. thither are n umerous levels of staff and departments, however, tall structures are more(prenominal) likely to provided bear eight levels of management within an organization as having more than this could decline span of control. The purpose of this is simply to emanation the incoming and current sales of their business.Having a tall organisational structure comes with umpteen wagess, one being that since in that respect are many levels of management, the company is able to erect more employees to management positions. Another advantage would include that four-in-hands have a such(prenominal) closer relationship with their employees as each manager has control. This could encourage employees to be more comfortable and express their views or any issues/queries they may have. Moreover, a tall organizational structure provides a clear view of the corporate ladder, therefore its piano for staff to know who to consult to which wherefore saves time as any issues impart be dealt quickly. supererogatoryly, tall structures help Mercedes endeavor their financial aims as this type of organizational structure could improve sales/lolly due to it dividing responsibility between its employees equally.Whilst this structure can come across as advantageous, there are a a few(prenominal) disadvantages the first one being that since there are so many layers to this structure, decision-making could be very time to consume which could indeed result in the company absentminded out on good opportunities by the time a decision is made. If an employee sees an issue or opportunity, theyll have to contact their manager to take action. If the manager isnt let to take action, then theyd have to move up the chain of pretermit to find someone who can take action.Another disadvantage would be that theres not a intemperate relationship between employers and managers who are some(prenominal) levels above them, thus making it heavy to relate to each other. Mercedes could also have a geographical structure due to the company being worldwide its popularity resulted in it being managed on a orbiculate scale to potentially increase profit. Also, a tall organizational structure includes a lot more managers, therefore it makes whiz that management costs would be higher. Additional management reduces net management and hard currency flow as these tall structures a good deal translate into higher compensation and administrative costs for the various management layers.Oxfam also uses a functional structure this is when the business groups employees together based specialized or similar set of roles/tasks, for example, the functions within Oxfam would be corporate/finance services, fundraising, and children/family services. This ensures that all of Oxfams activities that are deemed important are make effectively, and efficiently. Their functional structure is of utmost grandness when it comes to their organization due to it helping them achieve their overall aim s as every employee in a specific department focuses on their role, thus improving efficiency.

Social Class and Inequality

Rates of mobility arent likely to grow.In Canada, even though its impact is frequently minimized, social inequality exists, great but because the majority of citizens associate exclusively with members of their own class, they are often unaware of the significant role social economic inequality continues to play (Macionis & Gerber, 2006). An inadequate distribution of wealth remains â€Å"an important component† of Canada’s social inequities (Macionis & Gerber, 2006).Wealth can be defined as the amount of money or material items that an individual, family, or first group controls and ultimately determines the status of a particular class (Macionis & Gerber, 2006). Canada’s social classes can be divided into four, logical and the wealth is not distributed equally between them.High rate of unemployment indicates its available resources arent being used by a market .Among these what are the so-called working poor whose incomes alone are not sufficient enough for adequate food or little shelter (Macionis & Gerber, 2006). Their living conditions are often separated from the mainstream society in concentrated ethnic or racial communities (Macionis & Gerber, 2006). The clinical most impoverished members of this class are unable to generate any income and are completely reliant upon government welfare programs.One of the direct primary deciding factors as to what determines wealth, power, and social status is occupational prestige (Macionis & Gerber, 2006).

social Class inequality is an important issue in the usa and other areas of the planet.Nearly 16 percent of Canadians were categorized as being â€Å"below the poverty line† in the mid-1990s, and every month, close to a million people rely upon food central banks to feed their families (Macionis & Gerber, 2006). The income a particular class earns is determined in large part to the amount of education received, and yet in order to receive a higher education money is required.There is also a strong correlation between net income and healthcare. The higher the income, the greater the number of quality medical services there are available (Macionis & Gerber, 2006).Social inequality what goes together with social stratification.Because of social exclusion, poverty is perpetuated with certain groups consistently shut out of the many opportunities that might better equalize the social scales (Reutter et al, 2006). Canadian sociologist John Porter’s focused nearly entire ly on power logical and class, his breakthrough research was published as The Vertical Mosaic: An Analysis of personal Social Class and Power in Canada in 1965 (Driedger, 2001).Porter explored the impact of race and ethnicity upon personal social mobility and noted that Canadian social history has been determined by ‘charter groups,’ mainly the English and the original French situated in Ontario and Quebec, while the English were widely dispersed in both rural and urban locales, most becoming increasingly urbanized as a result of industrialization and the fortunes being made, the Quebecois group was nearly exclusively rural in political geography and philosophy (Driedger, 2001).Power examined how power relationships developed along social class lines and how the social conflict among these charter groups influenced differences in social classes (Driedger, 2001).

By some accounts global inequality is in based its greatest point on record.421). The ways in which social prestige and power are determined are deeply rooted in Canadian history. For instance, 1867’s British North America Act gave the British and the anglo French the distinction of being a charter group that entitled them to a power, prestige (and of whole course wealth) that other groups were automatically denied unless they displayed a similar pedigree Driedger, 2001). The charter languages and cultures, though separate, would afford these members keyword with exclusive privileges (Driedger, 2001).Perhaps the role of education is socialization.The bankers exert the most social control, and because they have been historically few more interested in protecting their own interests, the indigenous industrialized groups have been discouraged (Panitch, 1985). Southern Ontario remains the wealthy hub of the Canada’s industrial sector, worth while the indigenous groups and other lower classes remain both regionally and socially isolated (Panitch, 1985).Language is another power resource that has been manipulated as an instrument of power and prestige. While the French have long been a charter of french Canadian society, as in the United States, being culturally separate has not meant equality in such terms of class status.

The activity doesnt need muchoversight and is not hard to run.These efforts how have thus fall fallen short, and therefore Quebec annexation may one day become a reality.Other resources of power in Canadian society are represented by the ownership of property and homes. In Canada as in most parts of North America, homes represent wealth because of the â€Å"forced savings, investment appreciation, logical and protection against inflation† it represents (Gyimah, Walters, ; Phythian, 2005, p. 338).Theres a high level of inequality in the usa.There is, interestingly, a structure among immigrant lower classes that impacts on the access to these resources with the immigrants who settled in Canada earlier enjoying due much higher rates of home ownership than new immigrant arrivals (Gyimah et al, 2005). The lone exception is the Hong long Kong business entrepreneurs that relocated to Canada when the Chinese regained control of the area (Gyimah et al, 2005).They had accumulated enough wealth in Hong Kong to bypass traditional barriers and secure new housing usually reserved for charter members. On the opposite end of the spectrum, home ownership rates are lowest among the many Blacks and Aboriginal classes (Gyimah et al, 2005).

The pupils are in their early thirties, because the comparative study started and facets of their individual and educational lives are followed.Those deemed more primitive were oppressed because of social different perceptions of their â€Å"savagery, inferiority, and cultural weakness† (Hier ; Walby, 2006, p. 83). Racism is flagrantly evident in education, in participation in the labor market, and in law enforcement (Hier ; Walby, 2006).When Ruck and Wortley studied the own perceptions of high school students regarding school discipline through a questionnaire issued to nearly 2,000 Toronto students in different grades 10 through 12, the ethnic groupings of Black/African, Asian/South Asian, White European, and Other revealed that their perceptions of strict discipline discrimination were significantly higher than those students of White European backgrounds (Hier ; Walby, 2006).Connecting the countrys schools to broadband is a superb idea.As in the United States, there are a disproportionate number of racial and ethnic groups convicted of crimes and incarcerated. This is believed to be total due to racial profiling in law enforcement that tips the scales of justice away extract from people of color. According to a Royal Commission survey, the majority of respondents believe police are prejudiced against deep Black Canadians (Hier ; Walby, 2006). Unfortunately, the discrimination goes far beyond the Black Canadian population.

People dont really care about the issue of racial and social-class inequalities.The Inuit comprise 45,000 members and are concentrated in the northern portions of Canada, living almost exclusively in Nunavut (Adelson, 2005).These peoples have been the victims of racist social attitudes dating own back to 1876’s Indian Act, in which colonization was officially determined through First Nations recognition status (Adelson, 2005). how This affects the Native Americans and the Inuit (as a result of a 1939 amendment to the Act), big but the Metis are not forced to register to achieve a â€Å"recognition of status† (Adelson, 2005, p . 45).There is a single cause, but many causes which intertwine and overlap.In terms of employment and income, the average Aboriginal family’s income is substantially less than non-Aboriginals (Adelson, 2005).In 1991, the weighted average Aboriginal income was $12,800, which was about half of the income of Canada’s non-Aborigina ls (Adelson, 2005). Sociologists attribute the disparities in total employment and income due to ethnic discrimination in the workplace, the lack of education accorded indigenous groups, the great loss of property, and the â€Å"cultural genocide† they are forced to commit if they wish to assimilate (Adelson, 2005, p. 45).

An impact of media is an increase in fiscal and social inequality.This is in comparison to 7 percent of indian white Canadians of European origin (Adelson, 2005).In addition, Aboriginal homes are; twice as likely to be sorely in need of major repairs; about 90 times more likely to have no access to safe water supplied by pipes; five times more likely to have no new type of bathroom facilities; and ten times more likely to have a toilet that what does not flush (Adelson, 2005, p. 45). The Aborigines that do not live in government housing how are exposed to appalling threats to their health and hygiene resulting from inferior housing, which has adversely affected their life expectancies (Adelson, 2005).Workers might not be employed.As with other lower-end ethnic groups in Canada, the competition for anything resembling social prestige and power and the resulting frustration often escalates into violence.Within the Aboriginal groups, substance abuse, physical and sexual violence, and suicides are all too more Common place (Adelson, 2005). Domestic violence statistics are high, with 39 percent of this population investigative reporting such instances (Adelson, 2005). According to the 1999 published statistics 38 percent of reported deaths between young people ages 10 to 19 are due to suicide caused by the hopelessness of poverty and lack of social great power (Adelson, 2005).

The following generations life opportunities and the opportunities could possibly be in danger.Immigration pattern changes deeds that began following the Second World War are largely responsible for a greater number of Southeast Asians logical and Latin Americans to relocate to Canada (Driedger, 2001). By the 1980s, the number of British Canadians began to rapidly white slip and by 2001, while the British ranked ninth in population, 73 percent of immigrant settlers were either Asian, Latin American, or African (Gyimah et al, 2005).Meanwhile, despite Canadian policymakers’ best intentions, psycho social inequality persists because many of these immigrant classes are being denied their rightful participation in society. Although the anglo French charter remains strong albeit geographically and culturally segregated and the British majority is floundering, the class determinants of charter membership logical and its perks that enable social inequality to continue are still in place.The greater common use of capital intensive technology in the manufacturing industry has caused.(2005). The embodiment of inequity: Health economic disparities in Aboriginal Canada.Canadian Journal of Public Health, 96(2), 45-61. Driedger, L.

O. , Walters, D. , ; Phythian, K. L.P. , ; Walby, K. (2006). Competing analytical paradigms in the sociological study of racism in Canada.M. (2006). Sociology (6th Canadian Ed. ).html. Panitch, L. (1985, April). Class and power in Canada.