In what ways has technology ended the physical and intellectual Research Paper

In what ways has innovation finished the physical and scholarly seclusion of Americans - Research Paper Example transformation. This â€Å"technological determinism† joined innovation and science in affecting the general public and its procedures; in this way broadly acknowledged by progress-arranged Americans. Devotees of humankind’s consistent good and material improvement, for example, Thomas Jefferson and Benjamin Franklin supported the quest for science and innovation for human advancement. The twentieth century started with the coming of expert publicizing related with predominance of innovation. Difficulties were anyway unavoidable particularly with the social, monetary and enthusiastic impacts that mechanical change presented on human life. While followers were continually influenced by its dynamism, researchers of innovation and culture thought about how something so obviously backward pulled in so much consideration. It is consequently clear that the pioneers of the eighteenth-century Enlightenment in their confidence and excitement toward innovation as a freeing power apparent mechanical determinism as a scholarly legacy. Also, the defenders and cynics notwithstanding conjuring the deterministic reasoning both accepted that innovation and science were amazing social change operators.

Biggest challenge Essay Example | Topics and Well Written Essays - 500 words

Greatest test - Essay Example With the tremendous number of individuals on long range informal communication locales, for example, Facebook and Twitter, it is hard not to be diverted by it. There is nothing more regrettable than getting down to some genuine investigation or washing the dishes when a Facebook warning springs up inquiring as to whether you might want to go to a friend’s birthday celebration one weekend from now. Before a choice can be made, the list if people to attend must be checked (for example followed) to see who will be there. In the event that the occasion merits going to, at that point for all intents and purposes each cool individual ought to join in. Before acknowledging it, 25 minutes have passed by and contemplating, or the dishes, has been deserted far. Regardless of the disadvantages, Facebook and Twitter are not all awful. Truth be told, they can be very useful in the zone of schoolwork specifically. For instance, study gatherings can be framed on the web and cohorts can give consolation and aptitude any place required. On account of a family errand, referencing it on a Facebook notice or conveying a tweet may incite a whirlwind of reactions. The key is to leave everybody additionally while doing the task and just check the response

Utilizing Emotional Intelligence in the Workplace

Utilizing Emotional Intelligence in the Workplace Inspiration Print Utilizing Emotional Intelligence in the Workplace By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on August 12, 2019 Mikolette / Getty Images More in Self-Improvement Inspiration Happiness Meditation Stress Management Spirituality Holistic Health Brain Health Technology Relationships View All Emotional intelligence, sometimes referred to as EQ (emotional  quotient), refers to a persons ability to recognize, understand, manage, and reason with emotions. It is a critical ability when it comes to interpersonal communicationâ€"and a hot topic not only in psychology but in the business world. The term itself was coined by psychologists in the 1990s, but its use quickly spread into other areas including business, education, and popular culture. What Is Emotional Intelligence? Psychologists Peter Salovey and John D. Mayer, two of the leading researchers on the topic, define emotional intelligence as the ability to recognize and understand emotions in oneself and others. This ability also involves utilizing this emotional understanding to make decisions, solve problems, and communicate with others. According to Salovey and Mayer, there are four different levels of  emotional intelligence: Perceiving emotionsReasoning with emotionsUnderstanding emotionsManaging emotions In the past, emotions and intelligence were often viewed as being in opposition to one another. In recent decades, however, researchers exploring emotion psychology have become increasingly interested in cognition and affect. This area explores how cognitive processes and emotions interact and influence the ways that people think. Consider how emotions and moods such as happiness, anger, fear, and sadness influence how people behave and make decisions. How Emotionally Intelligent Are You? Why EQ Is Important for Success Interest in emotion psychology and the concept of emotional intelligence really caught fire with the 1995 publication of Daniel Golemans book Emotional Intelligence: Why It Can Matter More Than IQ. In the popular book, Goleman argued that emotional intelligence could be just as important, if not even more so, at predicting success in life. These emotional competencies, he argued, also played a particularly important role in the workplace. The concept quickly caught the attention of the public, including human resource managers and business leaders. Researchers have suggested that emotional intelligence influences how well employees interact with their colleagues. EQ is also thought to play a role in how workers manage stress and conflict as well as overall performance on the job. Studies have shown that employees with higher scores on measures of EQ also tend to be rated higher on measures of interpersonal functioning, leadership abilities, and stress management. Other studies have linked higher emotional intelligence with better job satisfaction as well as overall job performance.     Goleman suggested that while traditional intelligence was a quality associated with leadership success, it alone was not enough. People who are successful at work arent just smartâ€"they also have a strong amount of emotional intelligence. But emotional intelligence is not something just for CEOs and senior managers. Its a quality thats important at every level of a persons career, whether you are a college student looking for an internship or a seasoned employee taking on a leadership role. If you want to succeed in the workplace and move up the career ladder, emotional intelligence is critical to your success. Habits of Emotionally Intelligent People Why EQ Matters in the Workplace So why is emotional intelligence such a valued workplace skill? According to one survey of hiring managers, almost 75 percent of respondents suggested that they valued an employees EQ more than their IQ. Emotional intelligence is widely recognized as a valuable skill that helps improve communication, management, problem-solving, and relationships within the workplace. It is also a skill that researchers believe can be improved with training and practice. High EQ in the Workplace Making better decisions and solving problems Keeping cool under pressure Resolving conflicts Having greater empathy Listening, reflecting, and responding to constructive criticism Low EQ in the Workplace Playing the role of the victim or not taking personal responsibility for errors Having passive or aggressive communication styles Refusing to work as a team     Being overly critical of others or not open to others opinions How to Become More Emotionally Intelligent While emotional skills may come naturally to some people, there are things that anyone can do to help improve their ability to understand and reason with emotions. This can be particularly helpful in the workplace, where relationships and business decisions often rely on the interpersonal understanding, teamwork, and communication. Factors such as upbringing and personality tend to play a large role in the development of emotional intelligence, but it is a skill that can be improved with effort and practice. One 2011 study found that participants who trained in key emotional competencies not only showed lasting improvements in emotional intelligence, they also experienced improvements in physical and mental well-being, better social relationships, and lower cortisol (stress hormone) levels. So if you are interested in improving your emotional intelligence skills to benefit your workplace performance, there are a few things you can do. 5 Categories of Emotional Intelligence Self-awarenessSelf-regulationSocial skillsEmpathyMotivation Become More Self-Aware One of the first steps toward utilizing emotional intelligence skills in the workplace is to practice recognizing your own emotions. Self-awareness involves being aware of different aspects of yourself, including your emotions and feelings. It is one of the foundational components of emotional intelligence. In order to recognize your emotions and understand what is causing these feelings, you need to first be self-aware. Pay Attention to How Your Feeling How do these emotions influence how you respond? Do the things you are feeling have an impact on the decisions you make or how you interact with others? As you spend more time reflecting on these questions, you may find that you become much more aware of your own emotions and the role that they play in your daily life. Take Stock of Emotional Strengths and Weaknesses How well do you communicate with others? Do you find yourself experiencing impatience, anger, or annoyance often? What are some ways you can deal with these feelings effectively? Recognizing your weaknesses allows you to look for ways to deal with such shortcomings. Remember That Emotions Are Fleeting A co-worker might irritate you or your boss might give you a frustrating task to complete. Before you react, remember that these things are temporary, so making rash decisions based on intense emotions can be detrimental to your long-term goals and success. How Self-Awareness Develops and Why It Matters Practice Self-Regulation Goleman identified self-regulation as a critical part of emotional intelligence. Being aware of your emotions is an important first step, but you also need to be able to manage the things you are feeling. People who possess good self-regulation are able to adapt well to changing situations. They dont bottle things up, but they do wait for appropriate ways to express their emotions rather than just reacting impulsively at the moment. They also think about how their emotional expressions affect others. Ways to start improving your self-regulation skills in the workplace: Find techniques to release workplace stress. Having hobbies outside of work is a great place to start. Physical exercise is also a healthy way to release stress.Keep your cool. Accept the fact that you cannot control everything, but look for helpful ways that you can respond that dont add fuel to the fire.Think before making decisions. Emotions can overwhelm you in the heat of the moment, but you can make a calmer, more rational choice if you give yourself a bit of time to consider all of the possibilities. How to Develop and Use Self-Regulation in Your Life Improve Your Social Skills Research on emotion psychology also suggests that people with high EQs also have strong social skills. Because they are adept at recognizing other peoples emotions, they are able to respond appropriately to the situation. Social skills are also highly valued in the workplace because they lead to better communication and overall company culture. Employees and leaders with great social skills are able to build rapport with colleagues and communicate their ideas effectively. People with good social skills are not only great team players, but they are also able to take on leadership roles when needed. Listen to What Others Have to Say This doesnt mean just passively listening to other people talk. Active listening involves showing attention, asking questions, and providing feedback. Whether you are in a management role or a team member, active listening can show that you are passionate about work projects and willing to work with others to help the group reach its goals. How to Practice Active Listening Pay Attention to Nonverbal Communication The signals that people send through their body language can convey a lot about what they really think. Hone Your Persuasion Skills Being able to carry influence in the workplace and convince team members and supervisors to listen to your ideas can go a long way in advancing your career. Avoid Office Drama Do your best to stay out of the petty office politics that sometimes take over the workplace, but be aware that conflicts are not always avoidable. Focus on listing to what others have to say and look for ways to solve problems and minimize tensions. Become More Empathetic Emotionally intelligent people are good at stepping into another persons shoes and understanding how they feel. Empathy is more than just recognizing how others are feeling, it also involves how you respond to these emotions. In the workplace, empathy allows you to understand the different dynamics between colleagues and supervisors. It also allows you to recognize who holds power and how it influences the behaviors, feelings, and interactions that flow from such relationships. See Things From the Other Persons Point of View It can be challenging at times, especially if you feel like the other person is wrong. But rather than let disagreements build up into major conflicts, spend time looking at the situation from anothers perspective. It can be a great first step toward finding a middle ground between two opposing points of view. Pay Attention to How You Respond to Others Do you let them have a chance to share their ideas? Do you acknowledge their input, even if you disagree? Letting others know that their efforts have merit often helps everyone feel more willing to compromise. Why Is It Important to Use Empathy in Certain Situations? Work on Your Motivation Another key component of emotional intelligence is something known as intrinsic motivation. People who have strong EQ tend to be more motivated to achieve goals for their own sake. Rather than seeking external rewards, they want to do things because they find them fulfilling and they are passionate about what they do. Money, status, and acclaim are great, but people who are highly successful in the workplace are usually motivated by something more than that. They are passionate about what they do. They have a commitment to their work, they love taking on new challenges, and their enthusiasm can seem contagious. They dont give up in the face of obstacles and they are able to inspire others to work hard and persist in order to achieve goals. Focus on What You Love About Your Work No matter how you feel about your job, there are probably going to be things about it that you love and things about it that you hate. In order to build your intrinsic motivation, try focusing on the aspects of your job that you truly enjoy. Perhaps you love the feeling of accomplishment you get when you complete a big project. Or maybe you love helping your clients achieve progress toward their own goals. No matter what it is, identify those components of your job and take inspiration from them. Try to Maintain a Positive Attitude Notice how optimistic people in the workplace tend to inspire and motivate others as well. Adopting this kind of attitude can help you feel more positively about your work. Understanding Intrinsic Motivation A Word From Verywell Emotional intelligence plays an important role not only in well-being but also in your success in the workplace. Fortunately, there are a number of lessons you can take from emotion psychology that will allow you to improve your EQ and foster greater emotional competencies t improve your work performance and career success.

Architecture

Drug Testing and Issues of Privacy at the Workplace

Drug Testing Issues of Privacy Drug Testing Issues of Privacy Drug testing in the workplace is a touchy issue for both employers and employees. Employers who drug test current and potential employees do so for several reasons. There are some industries and tasks which are very sensitive because of the material used, or the processes involved in the work, or because the work concerns matters of national security. There are numerous practical reasons for employers to test employees for illegal or illicit substances as well as legal substances that in excess cause harm to the person taking them and/or those around the person taking drugs. There exists a boundary between drug testing for safety and drug testing as a way to invade the privacy of employees for a number of reasons including excessive control, blackmail, or other forms of manipulation. The use of drug testing depends on the work that needs to be done. The use of drug testing also depends on the employees. If the behavior of the employees warrants drug te sting, then it should be done. If the work of the employees involves working with other people in need of substance rehabilitation or other forms of rehabilitation, then it would be logical for the management of such facilities to be concerned with substance abuse and other addictive behaviors among the employees and/or staff. Again, there is a logic behind the reasoning for drug testing employees in the workplace. There is additionally potential for abuseShow MoreRelatedDrug Testing in the Workplace1739 Words   |  7 PagesDrug Testing in the Workplace: A Costly Mistake Abstract The issue of drug testing in the workplace has sparked an ongoing debate among management. There are many who feel that it is essential to prevent risks to the greater public caused by substance abuse while on the job. However, others believe that the costs far outweigh the benefits and that it is an invasion of privacy. Putting all ethical issues aside, evidence presented in this paper supports the latter. The costs of drug testing areRead MoreDrug And Alcohol Testing On The Workplace1663 Words   |  7 PagesDrug and Alcohol Testing in the Workplace Due: Monday Dec 1, 2014 COMM-220-F Rebecca Walsh By Brett Tate and Brandon Bracko November 17, 14 Introduction People often question drug and alcohol testing in the work place. It is a controversial subject that has a range of mixed emotions. But where do you draw the line when it comes to crossing the boundaries of prying into one’s personal life? This report will explain the legal, and ethical issues surrounding the topic of drug and alcohol testing inRead MoreDrug Testing For Current And Prospective Employees Essay1649 Words   |  7 Pagesthe topic on the very controversial issue of drug testing for current and prospective employees in the workplace. In the textbook we reviewed the opposing opinions of authors Joseph Desjardins and his co-author Ronald Duska and Michael Cranford. The main issue between these writers is whether drug testing invades an individual’s privacy and in what circumstances should drug testing be permissible. I will first review both Desjardins and Cranford’s views on the issue then offer my evaluation. BothRead MoreEmployee Drug Testing: Fair and Effective Essay1648 Words   |  7 Pagesdollars are spent to pay for the unnecessary expenses caused by drug-impaired employees. Workers whose performances are negatively altered by drug use contribute to losses in business productivity and assist in lowering workplace safety. On average, according to the Community Anti-Drug Coalitions of America (CADCA), $100 billion is lost per year due to accidents, decreases in productivity, and other related expenses caused by incompetent, drug abusing employees (â€Å"Coalitions†). However, through a thoughtfulRead MoreDrug Free is the Way to Be1053 Words   |  4 Pagesor abuse drugs, legal or not, that cause interference within the workplace. According to the Human Resource Manager Eileen Esquer, from Isagenix International, when the use of drugs start to disrupt an employee’s job, they generate expensive health costs and loss of productivity for businesses. A controversial issue in the business industry is with employment drug testing. Companies that organize drug testing will provide safe working conditions. Although, employers who do not conduct drug tests, willRead MoreAn Employee’S Right To Privacy In The Workplace Is An Increasingly1349 Words   |  6 Pagesright to privacy in the workplace is an increasingly controversial legal topic, especially in an age of increased technology. These days, employers can virtually monitor all workplace communications made by employees using computers such as the Internet and company email. While the law generally allows this monitoring, some employee’s view it is a violation of their privacy. Other bothersome topics on an employee’s right to privacy in the workplace is employee drug or honesty testing, and whetherRead MoreRandom Drug Testing vs Employees Privacy Rights Essay1478 Words   |  6 PagesA. Court Cases Affecting Privacy of Employees and Drug Testing in the Workplace 1. Supreme Court cases affirming drug testing a. Skinner v. Railway Labor Executives Association 109 S.Ct 1402(1989) b. National Treasury Employees Union v. Von Raab, 109 S.Ct. 1384 (1989) 2. Other lower court and State court rulings a. Kraslawsky v. Upper Deck 56 Cal.App.4th 179, 66 Cal Rptr.2d.297(CA 4, 1997) b. Pettus v. DuPont, 49 Cal.App.4th402, 57 Cal.Rptr.2d 46 (1997) 3. Supreme Court casesRead MoreConstitutional Rights1444 Words   |  6 Pagesif an employer can crush those rights by using lie detector tests, monitor employee phone calls and emails; use surveillance cameras, and issue random drug-testing. Drug-Testing The American Civil Liberties Union states, drug testing of individuals without cause is ineffective, expensive and, often times, illegal (para. 1) as well as, drug testing of individuals without cause is an affront to the Fourth Amendment (para. 2). While the fourth amendment does state, the right of the peopleRead MoreDo Drug Tests Violate Employees’ Rights to Privacy?1654 Words   |  7 Pagesthis question Do drugs tests violate employees’ right to privacy?’ The answers are given by the presentation and the analyzing different views evident in literature so as to build an argumentative case against or in support of, lastly drawing the conclusions set. This is made possible concentrating on a scope which considers the ethics existent in normative theories. It means that theories of a higher philosophical calling considering whether the employees violate the right of privacy of their employeesRead MoreWritten Analysis : Law And Ethics1659 Words   |  7 Pagesobtained a license from the State of Colorado for the use of medical marijuana. The Plaintiff alleged he used the marijuana within the limits of the license under the state constitutional and statutory provisions and never sued it on company property. Testing positive for marijuana is a violation of the defendant antidrug policy. When the Plaintiff tested positive for marijuana, the Defendant fired the Plaintiff. Use of Medical Marijuana The Plaintiff sued the Defendant and asserted four claims. First

Chapter Story Free Essays

As you read through an example problem, pay attention to the margin notes , such as Helpful Hints, Reading Math notes, and Caution notes. These notes will help you understand concepts and avoid common mistakes. Read ( 4)3 as â€Å" 4 to the 3rd power† or â€Å" 4 cubed. We will write a custom essay sample on Chapter Story or any similar topic only for you Order Now The glossary is found in the back of your textbook. Use it to find definitions and examples of unfamiliar words or properties. The index is located at the end of your textbook. Use it to find the page where a particular concept is taught. The Skills Bank is found in the back of your textbook. These pages review concepts from previous math courses. Try This Use your textbook for the following problems. 1. Use the glossary to find the definition of absolute value. 2. Where can you review the order of operations? 3. On what page can you find aanswers to exercises in Chapter 2? 4. Use the index to find the page numbers where algebraic expressions, monomials, and volume of prisms are explained. Principles of Algebra 5 1-1 California Standards AF1. 2 Use the correct order of operations to evaluate algebraic expressions such as 3(2x 5)2. AF1. 4 Use algebraic terminology (e. g. , variable, equation, term, coefficient, inequality, expression, constant) correctly. Evaluating Algebraic Expressions Why learn this? You can evaluate an expression to convert a temperature from degrees Celsius to degrees Fahrenheit. (See Example 3. ) An expression is a mathematical phrase that contains operations, numbers, and/or variables. A variable is a letter that represents a value that can change or vary. There are two types of expressions: numerical and algebraic. A numerical expression does not contain variables. Numerical Expressions 3 27 2 18 4(5) 3 4 Vocabulary expression variable numerical expression algebraic expression evaluate An algebraic expression contains one or more variables. Algebraic Expressions x p 2 r 4n x 4 To evaluate an algebraic expression, substitute a given number for the variable. Then use the order of operations to find the value of the resulting numerical expression. How to cite Chapter Story, Papers

Small Chai free essay sample

â€Å"Small Chai?† I look up from my fumbling hands into the eyes of the barista, the same man I see before every one of these encounters. I keep my eyes down and give him a warm smile. He catches my gaze, silently thanking me for the acknowledgement. His eyes look tired today. I walk over to the table where Maggie sits, a corner seat. She’s entranced in a book: â€Å"Courage: $1†. She’s halfway through; I’m always late. I lay my bags down beside the table. Tea sloshes over the sides of my cup, finding its way down the length of my arm. She looks up from her book and smirks. â€Å"Maggie.† I reach over the table and embrace her. These meetings have become common, but never underappreciated. As I sit, I look down at the table: a large London Fog and a scone. Neither have been touched. I can’t help but analyze her: She looks thin, but she always looks thin. We will write a custom essay sample on Small Chai or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Has she been eating? She looks happy. Often when I’m with her I lose track of the conversation. I get lost in my thoughts, in her words. â€Å"How’ve you been?† I’m finally able to choke it out. She pauses, contemplating what to say. â€Å"Relieved.† Her body relaxes and she lets out a sigh. She dives back into her book. It’s strange to see her this way: content. This isn’t the Maggie I’ve grown to know. I gaze at her while she reads, analyzing her posture, mood, the way she curls over the edge of the page with her fingertip, grasping the edge of the book tightly. I’m not sure how our friendship came to be, but I’m truly grateful for it. We have so much in common. I look at her and see a reflection of myself. I know she’s faced hardships. What connects us is more than our self-proclaimed â€Å" lady-loving, book-reading, cat/bag-lady† title. It goes deeper than that; deeper than our love for chai. W e know each other’s struggles: our strengths, weaknesses, our good sides and our bad ones. We embrace them all. Growing up queer and African-American to single Caucasian mothers in heteronormative white towns was quite the experience. They struggled to provide for us and keep their sanity. It must have been hard. Neither of us are sane. Maybe we are, but â€Å"mentally stable† wouldn’t be the phrase I would use. We struggled socially and academically due to paralyzing anxiety and depression. Most days I didn’t show up to school; staying in bed seemed like a better alternative. At least then I chose to be isolated. I feel a painful lump begin to form in my throat. I’m happy to see her, and yet I can’t help but sit across from her with a wrenching heart. In her, I see my mistakes. I see the crippling depression from trauma I still can’t speak of to this day that took away my youth, so many years and friendships wasted because I was stuck in the purgatory of my toxic mind. I see poor grades and attendance because of a deep-rooted fear that I would fail, that I would be unsuccessful. And yet here I am today, sitting across from this wonderful being that I can call friend. And in herI see hope. I see a future for myself in which I’m content. I’m beginning to see it within myself now. I feel much more comfortable with myself, my identity. School’s becoming a pleasant experience and I actually look forward to going. I’m hopeful about my future. I watch her as she turns the page she’s been gripping. She chuckles and the corner of her lip curls into a smile. She’s happy. I catch her gaze and grin. The lump in my throat melts away as I take a sip of my chai, soothing my chest and filling my lungs with warmth.

Great Ages Essays - Comparative Mythology, Jungian Archetypes

Great Ages November 7th, 1997 World Art History 1010 The Great Ages When we think of history we dont often think of art. We dont realize how the history of art can help us learn more about the people, the cultures, and the belief systems of those who lived hundreds and thousands of years before us. Art has developed, influenced, and contributed starting from the great Stone Age to the present day. Art gives an insight into the changes and evolution that man and culture have gone through to become what is today. Art is culture, art is the essence of the people who make it and the best way to appreciate art is to look at the history of it and its evolvement through time. The Great Ages consists of four distinct ages: The Old Stone Age, The New Stone Age, The Bronze Age, and The Iron Age. These four Great Ages is the complete history of art from the beginning to the present day. Each age is named characteristically for the type of material used for that time. Stone was used in the Old and New Stone age, bronze in the Bronze Age, and iron in the Iron Age. The Great Ages began with The Old Stone Age starting at 100,000 BCE. The people lived in tribes and clans and often moved from place to place, hunting and gathering to live. They believed all life was sacred and all beings were divine, including animals. The tribal teachings taught that man and nature are one. Hunting and gathering was a sacred ritual because they would often believe they were at one with the animal being hunted. Shamens and shamenesses, spiritual healers and seers between the people and spirits of animals, would often lead hunts and call forth the spirit of the animal to which they would ask the animal to offer their life willingly for a successful hunt. An illustration in Art Through The Ages, 1-4, (Hall of the Bulls found in Lasacux, c 15,000-13,000 b.c. Largest bull approx. 116 long) a beautiful cave painting of Bulls. It shows how sacred these animals were to the people. The painter took the time not only to paint such a true to nature image but also purposely put it in a remote location hundreds of feet above the entrance. The location of the painting suggest that it was used as a spiritual image that perhaps shamans would use to communicate with the spirit of the animal. The Shamans were necessary to the tribe, not only for healing and for favorable hunts but also for communing with the Great Goddess, who represents all forms of life. The Great Goddess is the pivotal figure among the tribal people. She is worshiped and prayed to in hopes that she is fertile and fruitful for, She is the lone creator of all that is. She is female in all aspects, but yet she has male powers. Many consider the Great Goddess to be an androgyne because she is self-created, self-fertilizing, and self-existent. She is both male and female. An Androgyne was thought to have achieved balance of reason and intuition, of wisdom and compassion; they are supreme beings. She is the creator of the universe, of life and of death and special rituals would be carried out to insure that she would continue to create. One of the first images of the Great Goddess is represented in Illustration 1-8 (Venus of Willendorf (Australia), c 28,000-23,000 b.c. Limestone, approx. 4? high. Naturhistorisches museum, Vienna). She is only 4 inches tall, but a very sacred piece of sculpture. Her body is significantly voluptuous, representing fertility. She appears to be pregnant and her breasts heavy with milk. She is faceless, emphasizing that She is everything. She has no particularity, no image, because she is beyond particularization, she is everything known to man in the universe. As 10,000 BCE came around so came about the starting of the New Stone Age and the end of the Old. In the Old Stone Age, the Great Goddess, alone made the universe, but as the New Stone Age emerged, it was thought that she needed a male partner. This is one of the significant differences between the Old and New Stone

Free Essays on Alternative Teacher Certificationâ€An Overview

Alternative Teacher Certification- An Overview A sad and daunting reality became apparent to our society in the early 1980s. A reality that our founding fathers would have probably never dreamed of- a dangerous shortage of teachers. Our predecessors may very well have thought that their new American Nation would be a land of high intelligence in both children and adults alike and that there would always be an ample supply of educators. To be a teacher in the early days of this great nation was to hold a position of prestige and importance for the future was in the hands of the teachers. Now, over 200 years later, we are faced with the burden of educating our future. Except for this time, the burden is extremely heavy because of tougher standards, lower pay, and disrespect from students and parents. To offset the decline of new teachers entering the profession, a new type of certification was devised. If successful, this new concept would help more people become teachers in less time. Unfortunately, this certification was extremely controversial because it was simply shortcutting, which would later give it a bad name. To be proactive, many states devised other routes of teacher certification so that people in specialized fields, in the military, people with a certain skill, and former teachers wanting to get back in the game would be able to do so with relative ease. This new trend proved to be fast growing. By 1997, 41 states, plus the District of Columbia, report having at least some type of alternative certification program. These states have made up 117 programs (collectively) and some 75,000 new teachers have been birthed as a result to these programs. However, 17 of the states have reported a mild decrease in participation, while 25 states report an increase. This increase is very promising; especially since the National Center of Education Statistics, as well as many others, states that we will need 2 million more teac... Free Essays on Alternative Teacher Certification—An Overview Free Essays on Alternative Teacher Certification- An Overview Alternative Teacher Certification- An Overview A sad and daunting reality became apparent to our society in the early 1980s. A reality that our founding fathers would have probably never dreamed of- a dangerous shortage of teachers. Our predecessors may very well have thought that their new American Nation would be a land of high intelligence in both children and adults alike and that there would always be an ample supply of educators. To be a teacher in the early days of this great nation was to hold a position of prestige and importance for the future was in the hands of the teachers. Now, over 200 years later, we are faced with the burden of educating our future. Except for this time, the burden is extremely heavy because of tougher standards, lower pay, and disrespect from students and parents. To offset the decline of new teachers entering the profession, a new type of certification was devised. If successful, this new concept would help more people become teachers in less time. Unfortunately, this certification was extremely controversial because it was simply shortcutting, which would later give it a bad name. To be proactive, many states devised other routes of teacher certification so that people in specialized fields, in the military, people with a certain skill, and former teachers wanting to get back in the game would be able to do so with relative ease. This new trend proved to be fast growing. By 1997, 41 states, plus the District of Columbia, report having at least some type of alternative certification program. These states have made up 117 programs (collectively) and some 75,000 new teachers have been birthed as a result to these programs. However, 17 of the states have reported a mild decrease in participation, while 25 states report an increase. This increase is very promising; especially since the National Center of Education Statistics, as well as many others, states that we will need 2 million more teac...

Recognition of a Human Right to a Clean and Healthy Environment Essay

Recognition of a Human Right to a Clean and Healthy Environment - Essay Example Conversely, Article 11 of the San Salvador Protocol asserts that everyone has a right to live in a healthy environment and to have ready access to basic public services, and that in this effect; states are to promote preservation, protection and improvement of the environment. The relegating of the human right to a clean and healthy environment to states’ prerogatives means that environmental law is neither serious nor powerful in international law, and thereby sparking the need for international recognition as shall be seen in the essay, forthwith. According to Cassuto, the notion that the recognition of human right to clean and healthy environment as the only means by which environmental law are to become serious and powerful in international law is validated by the assigning of this right, a less important status. The historical underpinning of this development is that in the 1960s and 1970s, rights were assigned different categories . In light of the above, civil and political rights were considered first category rights while the second category rights comprised socio-economic rights. Solidarity rights in this case made up the third category. This development has made the inclusion of healthy and safe environment as rarity in the human rights framework since such efforts are seen as being relatable to the third category right. This failure to assign the right to a clean and healthy environment its own category of rights has always made concerns for environmental safety be taken as subservient. Again, the rationale that the consideration of human right to clean and healthy environment as the only way by which environmental law are to become binding and powerful in international law is underpinned by its ability to integrate and galvanize different concerns and methodologies within the human rights frameworks. According to Kurup2, the recognition and legislation of the human right to clean and healthy environment i n turn will help in the codification of a separate rights chapter, section or article. It is also at this juncture that the new right can be made either procedural or substantive. By the right to clean and healthy environment being made substantive, emphasis will have been placed on concerns of definitions, in light of the human right to a clean environment. Conversely, making the matter of human rights more procedural in nature means that more emphasis will centre on the human right to procedural information. It is only through the legislation of this right that the approach (whether procedural or substantive) to tackling environmental crises can be determined, at both international and domestic levels. Currently, there are no international standards and norms that can be used to brook a consensus on the two options. Conversely, Hannan3 advances the idea that the need to legislate the human right to environmental protection is necessitated by the fact that environmental protection is derived from existing rights and freedoms- with these rights being expendable towards environmental ends. This does not necessitate the need to create new substantive human right to a clean environment but implies that environmental safety is derived from existing human freedoms and liberties. In a different wavelength, the need to legally recognize human right to cl

Final Project Essay Example | Topics and Well Written Essays - 750 words - 5

Final Project - Essay Example Holy Crap was also intended to be a cereal for emergency kits because of its healthy nutritional content and long shelf-life but the consumer does not want it to be a mere survival kit but a cereal breakfast. Holy Crap started at farmers markets and sales were slow at first. In 2010, they made $58,000 and the brand was originally called Hapi. Until they changed the name to Holy Crap, the CRAP stood for its components which are the combination of apple and cinnamon or C.R.A.P. Their phenomenal sales growth online were first doubted by Paypal to be a scammed that their payments were given in small dollops. Today, Holy Crap is now a reputable company and is now going global as is now setting up distribution to at least 11 countries and thousands of stores. The article of Troy White illustrated the trend in marketing that by just changing the brand name that is catchy, sales will tremendously increase. This was the experience of Corin and Brian Mullins that their sales increased to 1,000% just by changing the name of their cereal from HapiFoods which is not exactly a sexy sounding name according to Corin Mullin to Holy Crap. At first she was adamant with the brand but when sales increased from 10 bags a day to 10 bags a minute, she is now selling Holy Crap Cereals. Summary: In this article by small businessbc, it showed where the trend of Holy Crap in the near future considering their phenomenal growth. They are going to sell their cereals around the world with the very best stores via licensing agreements,† says.   The expansion will involve duplicating the company’s prototype facility and employment plan around the world to create local jobs and development opportunities in smaller communities. The article also narrated the evolution of the product from a mere survival kit to a fast selling cereal product. a) What stage of the product life cycle is Holy Crap Cereal in? Discuss the Marketing Objective, Competition,

Organizations Workforce Diversity And Its Competitive Advantage Commerce Essay

Organizations Workforce Diversity And Its Competitive Advantage Commerce Essay The purpose of this paper is to examine the effect of leadership style over the relationship between organizations workforce diversity and its competitive advantage with mission and vision statements as intervening variable. Most organizations are adopting diversity into their policies and procedures to embrace its benefits and there is a growing recognition that it makes business sense to take diversity seriously. The demographics of working population has changed in last two decades with more mature workforce remaining in the workplace, now more female employees are seen in higher positions and there is also a variation in cultural backgrounds. Therefore, it seems beneficial for organizations to hire diverse workforce to meet the demands of customer expectations. Organizations that are flexible and responsive to a demanding marketplace require the service of multi-skilled, adaptable workforce. One clear competitive advantage for organizations having diverse workforce is that it pro vides an environment that values differences among employees and encourages them for different ways of thinking and behaving during work to fully contribute to organizational aims and objectives. Employers providing such an environment get the support of their employees and develop a positive public image. It must be understood that each member of diverse workforce holds his differences and similarities; hence, valuing and managing diversity is about recognizing the unique contribution each employee can make to the organization. It is about creating an environment in which everyone feels valued, welcomed, and able to make an important contribution toward the attainment of corporate objectives. Additionally, companies facing challenges in competing global marketplace for market share can use diversity as competitive advantage in a multicultural environment with a diverse pool of talented and experienced individuals who can bring innovation and creativity to the organization. Literature Review Diversity is not only associated to limited attributes that can be observed but also to those invisible characteristics such as differences in educational background, creativity, understanding, learning style, and problem-solving ability (Nafukho et al., 2011). So, organizational performances and processes can be influenced by an individual or a group representing different categories of diversity within a workplace. (van Knippenberg and Schippers, 2007). Diversity is defined as any dimension that can be used to differentiate groups and people from one another (Giovannini, 2004, p. 22). Hence, diversity affects the organizations effectiveness and performance in terms of competitive advantage. (Joshi and Roh, 2009; Klein et al., 2011). This presumes that performance has a relation with organizations ability to achieve goals with respect to its mission or vision (Devine and Philips, 2001). In other words, performance is deemed as an outcome which is a result of some purposeful activity to achieve competitive advantage as mentioned in mission or vision statements of an organization. (Swanson and Holton, 2009). As the organization strives to achieve its goals or objectives, conflict may arise within the diverse groups to cope up the challenges of differences among them which keep them from achieving organizational performance. (Østergaard et al., 2011). Since, Human Resource Department (HRD) deals primarily with performance of individuals, groups and organization at large to achieve competitive advantage, so diverse workforce demands the attention of HRD scholars and practitioners on the issues that arise in organization. It can be observed in modern trends for companies to use diverse workforce for completing special tasks which help achieve competitive advantage (Garrison et al., 2010) and there is always potential for the occurrence of conflict among such diverse groups which can derail the organization from achieving effectiveness. Hence, it becomes the resp onsibility of HRD to address such conflicts in advance and use the knowledge of how to build the high performing and productive teams of diverse workforce who can to the overall competitive advantage of organization (Klein et al., 2011). Evidently, most companies find diversity as a way to increase business competency, to improve net income, to gain competitive advantage, to build the effectiveness to compete in global markets, to improve business performance, to achieve higher employee satisfaction, to enhance corporate governance, to attract diverse talents and skills and to retain the workforce that maintains the customer base (McCuiston et al., 2004). Moreover, culturally diverse workforce brings benefits to business economy (Ferley et al., 2003) and leads to better performance of the business (Richard, 2000). According to Adler (1997), a company with a diverse workforce has greater chances for building an innovative working environment. This statement is beautifully expressed in the words of White (1999), who states that creativity thrives on diversity. These benefits can be derived from the proper implementation of diversity-promoting policies (Jamrog, 2002). Many firms today seem to be increasingly embracing r acial, ethnic and gender workforce balance, not for legal or ethical obligations, but as a matter of taking a progressive perspective on economic self-interest (Coil and Rice, 1993). It has been recognized recently that increasing diverse workforce has presented both opportunities and challenges for organizations which are striving for efficiency, innovativeness and global competitive advantage (Barak, 1999). As the global markets are getting more complex, utilization of organizations knowledge, skills and abilities is getting even more crucial in this rapidly increasing competition where organizations want to be more creative and innovative (Ng and Tung, 1998). In order to manage the growing diversity of the work force, organizations need to implement such systems and practices so that the potential advantages of diversity are maximized and the potential disadvantages are minimized (Cox, 1994). In the past two decades several academic researches have been conducted on various issues relating diversity. Richard (2000) examined the impact of diversity on organization and its productivity while Jackson (1993) found the positive relationship between diversity and cr eativity. Diversity research has also addressed the factors involved in assimilating new employees into an organizations culture (Berry and Sam, 1997). However, some argue that by its fundamental nature, assimilating new employees to obtain greater fit between the person and organization is achieved at the expense of diversity (Powell, 1998). In other research, Tsui et al. (1992) showed that race and gender has negative relationship with diversity as compared to age. Other studies have also consistently found that observable attributes have negative effects on outcomes such as identification with the group and job satisfaction at both the individual and group level of analysis (Milliken and Martins, 1996). Further, Milliken and Martins (1996) supported the argument of Tsui et al. (1992) that racial and gender diversity can have negative influence on individual and team outcomes in some cases regardless of age. As an example, they referred to those groups members who differ from the larger group tend to show less commitment, more turnover and absenteeism while at the same time this results in additional costs, such as, group coordination cost, communication cost and training and development cost. So, according to them, diversity results in increase in coordination and control costs. Dadfar and Gustavsson (1992) found that the majority of site managers believed that managers/supervisors are less effective when managing a work group composed of several nationalities. This is because language was regarded as a major obstacle to effective communication among workers of different nationalities. However, Watson et al. (1993) argue that these negative effects may diminish with time and may be offset by better quality and more creative decisions. Having said that, it is important to understand that even for those who decide to embrace diversity as a concept, the road to diversity is not without challenges. Many businesses fail to the see the full picture of diversity or understand all of its impacts on their operations (Farrer, 2004), as leading a diverse workforce requires considerable time, energy and skill. A diverse workforce represents many challenges to management in areas such as workplace authority, trust and commitment, different work ethics, firm structure and work-life balance (McCuiston et al., 2004). Diversity challenges also include training costs, discrimination and conflicts. The increase in training cost results from the needed diversity-promoting programs which need to be administered to all employees (White, 1999). The problem of perceived discrimination arises when a certain group feels that they have been unfairly discriminated against, which leads to a sense of rejection towards the group that was perceived as having unjustifiable benefits, which could lead to an increase in conflicts. According to Jehn (1995), the increase in conflicts possibly leading to tension and animosity occurs when employees do not have similar views on a particular issue and in turn such conflicts could have detrimental effects on performance. These effects include directing the attention of employees to each other instead of the job, increasing stress and anxiety, and it can result in hostile interaction among members (Chuang et al., 2004). Leadership Leadership remained the single most important issue in annual surveys for identifying top management issues during all times (HRI, 2002a). To manage a diverse workforce, organizations need visionary leaders but availability of them is scarce. According to the study by Diversity Inc. (2002), it is forecasted that many top management of many leading companies will lose one in five top managers due to retirement. Let alone, US companies will lose 40 percent or more of their top executives till 2015 (Wellins and Byham, 2001). One solution offered to this scarcity is to develop leaders at every level and in every function in an organization (Hesselbein, 2002). For this solution, Kappa Omicron Nu Honor Society (2002) advised the most effective leadership components to manage diversity, which are: Sensitivity and awareness about diverse workforce. Resources to strengthen and improve the quality of diverse individuals Inter-communication skills to solve mutual differences Strategies to maximize the effectiveness of diverse workforce. The goal should be to develop cross-cultural leaders and generate a new crop of multicultural professionals (Yukl, 2002). These leaders are provided with the required resources and authorities to manage workforce. The focus should be to enhance their listening, learning, networking, communication, and experimenting skills to manage a diverse workforce (Melymuka, 2001). Finally an effective strategy must be developed to include diversity at all levels of management, and there must be commitment to diversity at senior levels where it is strategically more important (Conklin, 2001). This strategy must be evident in organizations mission and vision statement and should involve a systemic, results-oriented, business-based approach (Fitzpatrick, 1997). Yet companies do not seek diversity unless this business competency results in increased profit and metrics that substantiate the necessity to expand the emphasis on diversity (Diversity Inc., 2002). Irrefutable measurable benefits can be de rived from properly implemented policies to promote diversity (Jamrog, 2002). The most evident measurable benefits are improved bottom line, competitive advantage, superior business performance, employee satisfaction and loyalty, strengthened relationship with multicultural communities, and attracting the best and the brightest candidates. Competitive advantage defined in diversity as, Recruiting and retaining people of diverse backgrounds who can share a common set of values. . .and approach to business is a priority for todays competitive organization (McCormack, 2002, p. 1). Jamrog (2002) suggested three-point approach to enhance effectiveness of leadership to manage diverse workforce: premise, guidelines and actions. There are three premises that leaders need to value diversity: (1) One size doesnt fit all leaders need to use different approaches for solving problems and developing workers as all situations and individuals are not the same, (2) Not everyone can be a leader organizational should focus only on individuals who have the ingredients of becoming a good leader, and (3) Leaders can be at any level or function anyone who can inspire, influence and guide others in the organization is a leader regardless of position. The five guidelines that leaders need to value diversity are: (1) Communicate, communicate, and communicate share freely your ideas, suggestions, opinions; listen to ideas of others with interest, (2) Build contact into your daily actions and duties Plan your actions, meetings, and duties so as to maximize contact with multiple p eople in the organization. (3) Manage and lead by walking around Be outside the office frequently and interact informally with others of different levels, functions, backgrounds and experience, (4) Champion diversity Bring in the contribution of everyone to increase commitment, innovation and creativity, and (5) Sponsor diversity Defend the decisions, actions and interactions while supporting everyone in the organization. Lastly, the five actions that leaders need to value diversity are: (1) Assessment of leadership potential within the organizations, (2) Provision of training and tools, (3) Inclusion of diversity at all levels, (4) measuring and rewarding efforts, and (5) encouraging the organization to be patient. Conceptual Framework: Research Methodology:

Foreign Investment in India

The article â€Å"Indian firms' foreign ownership at its peak† talks about foreign ownership in listed Indian firms. According to the analysts the foreign ownership has reached its peak and is expected to rise further as corporate profitability grows. However, factors such as high inflation and corruption may result in overseas investors being careful with their actions. As a result of year 2010, foreign institutional investors (FIIs) shareholding rose to the highest level since Indian markets opened up to foreign investment in 1993. In addition, strong corporate earnings had made India the top investment destination in 2010. As India is the second fastest growing major economy in the world after China, it is likely to attract higher investments in the future. Although the growth potential outlook for India remains positive, it is susceptible to correction due to is top priced trading compared to other markets. The threat of high inflation and rising crude prices resulting in a slow-down of growth and corporate profitability has affected the foreign investors action. The moderation in foreign flows has led to a decline in stock prices. An increase in FII shareholding was detected in sectors, such as consumer goods, pharma, metals, large software firms and telecom service providers. In banking and financial industry, however, the FIIs stakes were lowered as well as in most construction firms. The trend in foreign inflows in the future will depend largely on whether macroeconomic concerns such as inflation abate as well as on policy initiatives in the national budget to be tabled in Parliament next month. According to the article, investors remain careful with their action in the mean time until policy cues particularly around the budget are solved.Link to the article:http://www.allbusiness.com/trade-development/trade-development-finance/15460726-1.html

Adventures of Huckleberry Finn Style Analysis Essay

Plot:â€Å"Pretty soon he†¦ it was Miss Watson’s Jim! I bet I was glad to see him. I says: ‘Hello, Jim! ’ and skipped out. † (Twain 40) â€Å"Who do you reckon ‘t is? † â€Å"I hain’t no idea. Who is it? † â€Å"It’s Tom Sawyer! † (Twain 203) Point of View: â€Å"It didn’t take me long to make up my mind that these liars warn’t no kings nor dukes, at all, but just low-down humbugs and frauds. † (Twain 115) â€Å"Well, I couldn’t see no advantage in going where she was going, so I made up my mind I wouldn’t try for it. † (Twain 6-7) Micro: Figurative Language: â€Å"I never see such an old ostrich for wanting to gobble everything– and I a trusting you all the time, like you was my own father. † (Twain 189) â€Å"BOOM! † I see the white smoke squirt out of the ferry-boat’s side. † (Twain 36) Allusion:â€Å"ONe was â€Å"Pilgrim’s Progress,† about a man that left his family it didn’t say why. † (Twain 93) â€Å"Why, hain’t you ever read any books at all? † – Baron Trenck, nor Casanova, nor Benvenuto Chel -getting a prisoner loose in such an old- maidy way as that? No;† (Twain 216) Imagery:â€Å"There was a clock in the middle of the mantel-piece, with a picture of a town painted on the bottom half of the glass front, and a round place in the middle of it for the sun, and you could see the pendulum swing behind it. It was beautiful to hear that clock tick. † (Twain 93) â€Å"†¦ and a streak of butter come a trickling down my forehead, and Aunt Sally she see it, and turns white as a sheet. † (Twain 245) Themes: In Mark Twain’s Adventures of Huckleberry FInn finding the truth yourself is wiser than believing what others tell you. In Adventures of Huckleberry Finn by Mark Twain he portrays how differences bring people closer together and make peace. Adventures of Huckleberry Finn Style Analysis Essay Macro: Plot:â€Å"Pretty soon he†¦ it was Miss Watson’s Jim! I bet I was glad to see him. I says: ‘Hello, Jim!’ and skipped out.† (Twain 40) â€Å"Who do you reckon ‘t is?† â€Å"I hain’t no idea. Who is it?† â€Å"It’s Tom Sawyer!† (Twain 203) Point of View: â€Å"It didn’t take me long to make up my mind that these liars warn’t no kings nor dukes, at all, but just low-down humbugs and frauds.† (Twain 115) â€Å"Well, I couldn’t see no advantage in going where she was going, so I made up my mind I wouldn’t try for it.† (Twain 6-7) Micro: Figurative Language: â€Å"I never see such an old ostrich for wanting to gobble everything– and I a trusting you all the time, like you was my own father.† (Twain 189) â€Å"BOOM!† I see the white smoke squirt out of the ferry-boat’s side.† (Twain 36) Allusion:â€Å"ONe was â€Å"Pilgrim’s Progress,† about a man that left his family it didn’t say why.† (Twain 93) â€Å"Why, hain’t you ever read any books at all?† – Baron Trenck, nor Casanova, nor Benvenuto Chel -getting a prisoner loose in such an old- maidy way as that? No;† (Twain 216) Imagery:â€Å"There was a clock in the middle of the mantel-piece, with a picture of a town painted on the bottom half of the glass front, and a round place in the middle of it for the sun, and you could see the pendulum swing behind it. It was beautiful to hear that clock tick.† (Twain 93) â€Å"†¦and a streak of butter come a trickling down my forehead, and Aunt Sally she see it, and turns white as a sheet.† (Twain 245) Themes: In Mark Twain’s Adventures of Huckleberry FInn finding the truth yourself is wiser than believing what others tell you. In Adventures of Huckleberry Finn by Mark Twain he portrays how differences bring people closer together and make peace.

Prison overcrowding in the United States Free Essay Example, 1250 words

s School Prison Overcrowding in the U. S Various s in the U. S are struggling with the issue of prison overcrowding owing to which these states are trying to pass legislations aimed at resolving the issue. Even in states where the legislations have been passed, the law enforcement institutions have restricted will and power to implement the decisions aimed at resolving the issue of prison overcrowding in the U. S. To be more precise, Prison Overcrowding tends to refer to a situation where the demand for space in prisons keeps increasing at a high pace, while the jurisdiction fails to exceed the capacity of these prisons owing to legislation or other reasons (Prison Reform trust 1993). The capacity of the jails, though apparently seem to be the most legitimate reason to justify the prison overcrowding, however many other factors are also involved. One justification which is often posed by many is that prison overcrowding occurs when the intake of prisoners in the jails exceed the rat e by which other prisoners die or are discharged out of the jail. However, research indicates that there are several other factors leading towards prison overcrowding in the U. S including major offenses for minor crimes, and the lack of will on part of the legislatures (Braswell 1985). We will write a custom essay sample on Prison overcrowding in the United States or any topic specifically for you Only $17.96 $11.86/pageorder now There are various risks involved in prison overcrowding which can`t be ignored including stress, violence, anxiety, health issues and deterrence in rehabilitation processes amongst the prisoners. Possible solutions, thus, include incorporating community service or restitution etc as possible alternatives to sending minor offenders into jail (Tip 1994). This paper aims at discussing these causes, risks as well as the solutions in detail with regard to the prison overcrowding in the U. S. Also, as a reference one such ruling will also be discussed to make a sound conclusion regarding the issue at hand. Starting off with the causes relevant to the prison crowding in the U. S, the first and the most apparent reason relates to the quantitative issues when it comes to the number of jails in the U. S. With time, as population amongst the prisons keeps increasing, the government should ensure that the capacity for keeping prisoners is also expanding accordingly. However, this is not the only factor associated with it. In fact, one of the biggest reasons for prison overcrowding in the U. S as pointed out by the researchers is acclaimed as the increase in the number of recidivists along with the drug offenders (Clark 1994).