Underneath our clothes Essay Example For Students

Underneath our clothes Essay Marjorie Garbers thesis in Vested Interests in challenging and simple: Cross-dressing isnt an aberrant, eccentric or minority art form; it is a mainstream cultural activity which makes evident the deepest ways in which our ideas of who we are and who we arent are structured. So is she right? I recently had good cause to put some of her arguments to the test. Invited by the Goodman Theatre in Chicago to create a new production of Shakespeares Twelfth Night, I decided not to conform to the post-Restoration tradition of performing the play in (heterosexual) drag, i.e., with men playing parts originally written for women. I had considered doing the text with an all-male company, but this immediately seemed like a very bad idea, not only because it would entirely exclude my preferred female colleagues from the stage, but also because I feared it would reduce a complex and delightful set of theatrical games about sexual confusion and possibility to an ordinary game of hunt the queer subtext. This fear was confirmed when I arrived in Chicago to cast the production, only to be confronted with a full-fledged rumor that because I was a guy director I was therefore going to do the show in all-male dragthat it was going to be a querr Shakespeare. We will write a custom essay on Underneath our clothes specifically for you for only $16.38 $13.9/page Order now In the end, a consideration of the inappropriate costumes, doubles, twins and mirrors at the heart of Twelfth Night led me to cast the play around a series of oppositions, not just that between men and women. Women dressed up as men played against and with women dressed up as women; but black also played against white, adolescent performers against mature performers, improvising comedians and singers against actors. When our Viola (a young black boy dressed as a heterosexual girl actor dressed as a bisexual boy) crossed swords with our Antonio (an experienced heterosexual actress dressed as a homosexual man), or when our Malvolio (an uninhibited female cabaret singer dressed as a sexually repressed man) thrust his frantically erect greatness upon our Olivia (a consummate comedienne giddily changing her costume every scene in a hysterically insecure attempt to ensure that she looked like a woman), then the number of boundaries being crossed by cross-dressing were multiple. All of this made Garbers book excelent bedtime reading during the rehearsal period. As she demonstrates, drag isnt just about men wearing frocks. It is about a whole range of interconnecting transgressions of many polarities: male/female, gay/straight, black/white, Orient/Occident, boy/girl, aduth/child, high status/low status, layperson/cleric, and on and on. What she demonstrates in fact is that any boundary created by the way people dress is ripe for crossing. Stolen costumes, borrowed ideas The demonstration is brilliantly entertaining. Garber is refreshingly and self-confessedly a real show-off. This quality is entirely appropriate after all, Vested Interests is about showing off. She has all the true drag queens addictions to the misused and rephrased quotation; in her eclecticism, she works to theatrical death a well-known theme (Salome, Peter Pan, Miss Saigon) and then immediately dives into the historical dressing-up box with barely disguised glee and pulls out the next glittering new anecdote, photograph or illustration, stringing together her wardrobe of stolen costumes and appropriated ideas through sheer panache of argument. Finally she pulls out her big argument: that cross-dressing isnt just a particularly vivid or entertaining demonstration of how the base rules of social identity are laid down, theatricalized and broken, but is in fact the way in which meaning is constituted, is the primal scene of meaning. The effect mimics exactly the traditional ending o f a drag act: The wig comes off and the performer reveals the truth, the real thing, the bald fact (or head) that sustains the whole act. .u36f0bc9ebfaae5c596fe0579220b0d03 , .u36f0bc9ebfaae5c596fe0579220b0d03 .postImageUrl , .u36f0bc9ebfaae5c596fe0579220b0d03 .centered-text-area { min-height: 80px; position: relative; } .u36f0bc9ebfaae5c596fe0579220b0d03 , .u36f0bc9ebfaae5c596fe0579220b0d03:hover , .u36f0bc9ebfaae5c596fe0579220b0d03:visited , .u36f0bc9ebfaae5c596fe0579220b0d03:active { border:0!important; } .u36f0bc9ebfaae5c596fe0579220b0d03 .clearfix:after { content: ""; display: table; clear: both; } .u36f0bc9ebfaae5c596fe0579220b0d03 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u36f0bc9ebfaae5c596fe0579220b0d03:active , .u36f0bc9ebfaae5c596fe0579220b0d03:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u36f0bc9ebfaae5c596fe0579220b0d03 .centered-text-area { width: 100%; position: relative ; } .u36f0bc9ebfaae5c596fe0579220b0d03 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u36f0bc9ebfaae5c596fe0579220b0d03 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u36f0bc9ebfaae5c596fe0579220b0d03 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u36f0bc9ebfaae5c596fe0579220b0d03:hover .ctaButton { background-color: #34495E!important; } .u36f0bc9ebfaae5c596fe0579220b0d03 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u36f0bc9ebfaae5c596fe0579220b0d03 .u36f0bc9ebfaae5c596fe0579220b0d03-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u36f0bc9ebfaae5c596fe0579220b0d03:after { content: ""; display: block; clear: both; } READ: Scenes from an Execution EssayA chief virtue of Garbers book is its gorgeously wide frame of reference, which strays across periods, cultures and media with real authority. The expected material Shakespeares transvestite heroines is dispensed with early, and then its down to the real crazies: Nancy Reagan, Rambova, Elvis, Liberace. This breadth of reference becomes also a problem. If cross-dressing is everywhere, if all instances of such acts are equal parts of one massive, central cultural conundrum, then differences get dissolved. In particular, we lose sight of the issue of who loses and who gains in the battle of dressing and cross-dressing; reading the book, we can easily forget that cross-dressing is often a desperate, dangerous, preposterous undertaking. When it results in a victory, that victory may be hard won and costly. Ask Ma- donna, ask Peter Pan, ask Elvis, ask ny gay drag queen, ask Michael Jackson, ask Navratilova, ask Marcel Duchamp, ask Mapplethorpe. Ask Charles Ludlam. Ask Ethyl Eichelberger. When Garber insists that playing with dress is part of a large and endlessly reflective cultural system, she is of course right. But she doesnt really engage with the fact that this cultural system is also a war, with winners and losers. Her ook is oddly lacking in pictures or accounts of cross-dressers who havent escaped into history, where their images remain to be played with, admired and learned from, but who have been caught and punished for their transgressions. Her triumphl tone is a pleasure, but it is also a partial lie. Watching reactions to the final celebratory lineup of married couples in my Twelfth Night woman in moustache married to boy in bra and Ronette wig, bare-chested boy married to woman in wedding dress I was always aware of two things: the cross-dressed clowns, puritans and homosexuals who are excluded from the double wedding, and the fact that some people dont love watching people cross-dress and transgress; they hate it, and they hate it for deeply held reaso ns. Neil Bartlett is a London-based performer, director and author, whose work in America includes the music-theatre piece Sarrasine and translations of Molieres The Misanthrope and The School for Wives.

Free Essays on Summary Of Elisabeth Kubler-Ross’s

Death: The Final Stage of Growth. Summary What could possible define quality of death? Death and dying are often perceived as the antithesis of quality of life, completely opposed to overarching philosophies of health consciousness, that focus on tapping every possible resource to prolong healthy, active living, and which accepts death as a last resort, whose destination must be cloaked with as much pharmacology (both literal and figurative) as possible, in order to obtund and dull its links with suffering. Death therefore seems to resemble a dark and ominous cave. To transform such attitudes to accept death as a natural process, and to consider entry into this territory as a quality, empowering experience seems a tremendous challenge, yet this is exactly the task that psychiatrist/author Elisabeth Kubler-Ross achieves in her book Death: The Final Stage of Growth. Through multiple experiential and cultural lenses, Kubler-Ross exposes the fears that shape human perspectives of death, and simultaneously reveals new hopefulness through a model that embraces death as the epitome of human opportunity for transformation and growth. Death comes to us all. Yet as Kubler-Ross observes in her introduction to this work, acceptance of death does not come to as many as it should. All at its door seem to find tremendous fear, anxiety and revulsion at the entrance to this cave. Clearly, the general conditions of death have remained constant throughout time, though perhaps they are better documented and empirically validated today than they were in ancient history. An anonymous student nurse, enduring the end-stage of terminal illness, found himself in a unique position to comment on the institutionalization of death as it existed in 1975, as he revealed it to Kubler-Ross in Death: The Final Stage of Growth: Nursing must be advancing. I wish it would hurry. We’re taught not to be overly cheery now, to omit the ‘Everything’s fine,’ rou... Free Essays on Summary Of Elisabeth Kubler-Ross’s Free Essays on Summary Of Elisabeth Kubler-Ross’s Death: The Final Stage of Growth. Summary What could possible define quality of death? Death and dying are often perceived as the antithesis of quality of life, completely opposed to overarching philosophies of health consciousness, that focus on tapping every possible resource to prolong healthy, active living, and which accepts death as a last resort, whose destination must be cloaked with as much pharmacology (both literal and figurative) as possible, in order to obtund and dull its links with suffering. Death therefore seems to resemble a dark and ominous cave. To transform such attitudes to accept death as a natural process, and to consider entry into this territory as a quality, empowering experience seems a tremendous challenge, yet this is exactly the task that psychiatrist/author Elisabeth Kubler-Ross achieves in her book Death: The Final Stage of Growth. Through multiple experiential and cultural lenses, Kubler-Ross exposes the fears that shape human perspectives of death, and simultaneously reveals new hopefulness through a model that embraces death as the epitome of human opportunity for transformation and growth. Death comes to us all. Yet as Kubler-Ross observes in her introduction to this work, acceptance of death does not come to as many as it should. All at its door seem to find tremendous fear, anxiety and revulsion at the entrance to this cave. Clearly, the general conditions of death have remained constant throughout time, though perhaps they are better documented and empirically validated today than they were in ancient history. An anonymous student nurse, enduring the end-stage of terminal illness, found himself in a unique position to comment on the institutionalization of death as it existed in 1975, as he revealed it to Kubler-Ross in Death: The Final Stage of Growth: Nursing must be advancing. I wish it would hurry. We’re taught not to be overly cheery now, to omit the ‘Everything’s fine,’ rou...

International Business Essay Example | Topics and Well Written Essays - 3000 words - 4

International Business - Essay Example Multinationals are powerful companies employing many people and earning a lot of money. Often their location is welcomed by governments around the world because of the benefits of employment and wealth they bring to a country. Multinationals are a source for progress. I agree with the statement because of the fact that it gives way to globalization, international relations and sustainable development. The first multinational corporation in the world was the Dutch East India Company and the first modern multinational company is believed to be East India Company. It was a mega corporation holding immense power and control in the sub-continent by coining money, forming colonies and negotiating treaties. Multinationals have power and control, they can use their huge revenues and control over distribution channels and brand loyalty of consumers to push countries to open their markets and lessen their support for local companies. If we talk about China alone, great amount of foreign invest ment has entered their economy with foreign-funded firms increasing from a number of 470,000 to over 500,000 in just a span of two years, from 2004 to 2006. Multinationals form a major part of this increasing number, employing about 24 million people and representing around hundred of China’s 200 large exporters and monopolize main market segments like soft drinks. With the emergence of multinationals, the world is advancing leaps and bounds due to increasing globalization. Technology and communications have advanced to such a level that it has revolutionized the selling of products all over the world. Multinationals get in touch with new communities in the global market by building production factories in other countries, besides, their home country. Coca-Cola, a huge soft drink manufacturer now sells and manufacturers soft drinks in over 200 countries across the world. Similarly, Microsoft, a computer software company, earns its 27% of annual sales revenue outside of the Un ited States. In many ways the world is becoming one large market than a series of separate national markets. The same goods and services can be found in many countries throughout the world. Globalization is the term now widely used to describe the increased worldwide competition between businesses (Stimpson, 2006). There are several reasons for this increasing global competition. Free trade agreements and economic unions have reduced protection for industries. Consumers can now purchase goods and services from other countries with no import controls. Improved travel links and communications between all parts of the world have made it easier to compare prices and qualities of goods from many countries. This has further developed as the internet has become more widely available worldwide. Many countries which used to have undeveloped manufacturing industries have been building up these businesses very rapidly. Countries in South East Asia and China itself used to import many of the go ods they needed. Now, that their own manufacturing industries are so strong they can export in large quantities. This creates much more world competition. Globalization has led to more choice and lower price for consumers. It has forced firms to look for ways of increasing efficiency. Inefficient producers have gone out of business. Many firms have merged with foreign businesses to make it easier to sell in foreign markets. This is one of the

Decision making Essay Example | Topics and Well Written Essays - 500 words - 1

Decision making - Essay Example Consequently, modern day decision makers are biased, especially given the deeply-rooted perceptions of success and failure that have been inherited from ancestors. According to Cialdini (2013), bias in human decisions is not just a cause of deficiencies that results in poor decisions. On the contrary, bias is associated design features and not flaws, and this is crucial in understanding consumer behaviours as a result of their decisions. The three major decision making models are rational decision making, descriptive, and natural settings decision models. Each set of models explain the extent of human decision subject to different conditions. For instance, rational decision models such as multivariate utility theory and Bayesian inference models involved breaking down problems into small elements such that uncertainties, choices, and consequences were explicitly provided. In descriptive models, humans are perceived as incapable of making rational decisions due to deviations in terms of heuristics and biases. The explanation of irrationality in descriptive models is elaborated by bounded rationality. Today, decision making within everyday setti ngs focuses on serving the attainment of a goal and not learning the choice. ­Ã‚ ­ Decision making in natural settings focuses on perceiving aspects within the environment restricted by space and time; understanding the meaning of such elements; and forecasting their future status (Polic, 2009, p. 79). This means that at any given time, decision makers are neither fully aware of all possible alternatives for their decision nor the possible outcomes tied to each option, and are never infinitely sensitive to unique distinctions that distinguish one option from the other or the extent of rationality each decision carries. Conventional originates from traditions and customs. A rational decision-making process involves making decisions that result in optimal benefits and operate under the

Resolving conflicts Essay Example | Topics and Well Written Essays - 250 words

Resolving conflicts - Essay Example This research will begin with the statement that teams and groups are inherent parts of the organization, where they exist naturally. Even the formation of groups within organization occurs as part of an instinctive process that involves forming, storming, norming, performing, and adjourning. According to social identity theory, people tend to identify themselves with a particular group, reacting in certain ways to the success or failure of that particular group. A great variety of projects are completed in groups where each individual member contributes with his or her share of knowledge and skills. Thus, groups exist as central players in the workplace. Groups contribute immensely to the corporate culture of an organization. The present research has identified that groups shape member behavior to a great extent and this has implications on efficiency. The right set of group dynamics play a vital role in determining successful execution of an objective. It is evidently clear from th e discussion that groups also turn out to be more efficient than their individual counterparts. It takes the right combination of individuals within the group to work successfully and it is common for members to face with diverse peers within a group. This paper illustrates that in order to enhance the productivity of the group, some variables such as size, cohesiveness, and group culture, can be adjusted.

Positive Attitude Towards Job Psychology Essay

Positive Attitude Towards Job Psychology Essay Job satisfaction in regards to ones feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment, and machines and tools. Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism. Social relations- friends and associates, neighbors, attitudes towards people in community, participation in social activity socialibility and caste barrier. Personal adjustment-health and emotionality. Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, Absenteeism, Turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Job satisfaction is not synonyms with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by-product of the group, while job satisfaction is more an individual state of mind. CHAPTER NO. 2 JOB SATISFACTION DEFINITIONS OF JOB SATISFACTION Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. Weiss Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Specific job factors Individual characteristics Group relationship outside the job Blum and Naylor Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Glimmer Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs Mr. Smith Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. Locke 2.2 HISTORY OF JOB SATISFACTION The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management, personal adjustment social requirement. Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. 2.3 IMPORTANCE OF JOB SATISFACTION Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization. 2.4 IMPORTANCE TO WORKER AND ORGANIZATION Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that can often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity- the quantity and quality of output per hour worked- seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzbergs (1957) have shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is lifted performance will decline. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the bottom line. 2.5 WORKERS ROLE IN JOB SATISFACTION If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employers value and rewards excellent reading, listening, writing and speaking skills. Know more. Acquire new job related knowledge that helps you to perform tasks more efficiently and effectively. This will relive boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often results in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. 2.6 FACTORS OF JOB SATISFACTION Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. 2.7 REASONS OF LOW JOB SATISFACTION Reasons why employees may not be completely satisfied with their jobs: Conflict between co-workers. Conflict between supervisors. Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of loosing their job. 2.8 EFFECTS OF LOW JOB SATISFACTION HIGH ABSENTEEISM Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. High low low High Job satisfactin Rate of turn over and absences A B Fig.no. 1 Curve showing relationship between job satisfaction and rate of turn over and absenteeism. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turn over and rate of absenteesm. As th job satisfaction is high the rate of both turn over and absentiseesm is low and vise a versa. 2.HIGH TURNOVER In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. 3.TRAINING COST INCREASES As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. 2.9 INFLUENCES ON JOB SATISFACTION There are no. of factors that influence job satisfaction. For example, one recent study even found that if college students majors coinsided with their job , this relationship will predicted subsequent job satisfaction. However, the main influences can be summerised along with the dimentions identified above. The work itself The concept of work itself is a major source of satisfaction. For example, research related to the job charactoristics approach to job design, shows that feedback from job itself and autonomy are two of the major job related motivational factors. Some of the most important ingridents of a satisfying job uncovered by survey include intersting and challenging work, work that is not boring, and the job that provides status. Pay Wages and salaries are recognised to be a significant, but complex, multidimentional factor in job satisfaction. Money not only helps people attain their basic needs butevel need satisfaction. Employees often see pay as a reflection of how managemnet view their conrtibution to the organization. Fringe benefits are also important. If the employees are allowed some flexibility in choosing the type of benefits they prefer within a total package, called a flexible benefit plan, there is a significant increase in both benefit satisfaction and overall job satisfaction. Promotions Promotional opportunities are seem to be have avarying effect on job satisfaction. This is because of promotion take number of different forms. WHAT IS THE IMPACT OF JOB SATISFACTION? Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other words, if management could keep the entire workers happy, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relation ship. The first proposition, which is based on traditional view, is that satisfaction is the effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in another proposition, both satisfaction and performance are considered to be functions of rewards. Various research studies indicate that to a certain extent job satisfaction affects employee turn over, and consequently organization can gain from lower turn over in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism. What job satisfaction people need? Each employee wants: Recognition as an individual Meaningful task An opportunity to do something worthwhile. Job security for himself and his family Good wages Adequate benefits Opportunity to advance No arbitrary action- a voice a matters affecting him Satisfactory working conditions Competence leadership- bosses whom he can admire and respect as persons and as bosses. However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. It must be remembered that satisfaction and motivation are not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individuals attitude towards the situation. The factors that determine whether individual is adequately satisfied with the job differs from those that determine whether he or she is motivated. the level of job satisfaction is largely determined by the comfits offered by the environment and the situation . Motivation, on the other hand is largely determine by value of reward and their dependence on performance. The result of high job satisfaction is increased commitment to the organization, which may or may not result in better performance. A wide range of factors affects an individuals level of satisfaction. While organizational rewards can and do have an impact, job satisfaction is primarily determine by factors that are usually not directly controlled by the organization. a high level of job satisfaction lead to organizational commitment, while a low level, or dissatisfaction, result in a behavior detrimental to the organization. For example, employee who like their jobs, supervisors, and the factors related to the job will probably be loyal and devoted. People will work harder and derive satisfaction if they are given the freedom to make their own decisions. CHAPTER NO. 3 MODELS OF JOB SATISFACTION MODELS OF JOB SATISFACTION There are various methods and theories of measuring job satisfaction level of employees in the orgnization given by different authers. List of all the theorise and methods measuring job satisfaction level is given below: A MODEL OF FACET SATISFACTION Affect theory(Edwin A. Locke 1976) Dispositional Theory( Timothy A. Judge 1988) Two-Factor Theory (Motivator-Hygiene Theory) (Frederick Herzbergs) Job Characteristics Model (Hackman Oldham) Rating scale Personal interviews action tendencies Job enlargement Job rotation Change of pace Scheduled rest periods 3.1 MODEL OF FACET OF JOB SATISFACTION Perceived personal job inputs Skill Experience Training Efforts Age Seniority Education Co loyalty Past performance Perceived amount that should be received (a) Perceived inputs outcomes of referent others a=b satisfaction a>b dissatisfaction a Inequity Discomfort Level Difficulty Time span Amount of responsibility Perceived job characteristics Perceived outcome of referent others Perceived amount received (b) Actual outcome received Fig.no.2 Model of determinant of facet of job satisfaction Edward E.lawler in 1973 propoed a model of facet satisfaction. This model is applicable to understand what determines a persons satisfaction with any facet of job. According to this model actual outcome level plays a key role in a persons perception of what rewards he recieves. His perception influenced by his perception of what his referent others recieves. The higher outcome level of his referent other the lower his outcome level will appear. This model also focus on his perception on reward level. 3.2 AFFECT THEORY Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a p articular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. DISPOSITIONAL THEORY Another well-known job satisfaction theory is the Dispositional Theory it is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction 3.4 TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY) Frederick Hertzbergs Two-factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried out.Motivating factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman Oldham suggesting that Hertzbergs original formulation of the model may have been a methodological artifactFurthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors.. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured] 3.5 JOB CHARACTERISTICS MODEL Hackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM. 3.6 MODERN METHOD OF MEASURING JOB SATISFACTION In this method of measuring job satisfaction the comparision between various orgnizational terms and conditions at managerial level and also the orgnization at a large. SATISFACTION WITH HUMAN RESOURCES MANAGEMENT POLICIES OF THE ORGANIZATION: 1. Management has a clear path for employees advancement 2. Decisions are made keeping in mind the good of the employees 3. Management is extremely fair in personal policies 4. Physical working conditions are supportive in attaining targets 5. I nnovativeness is encouraged to meet business problems. SATISFACTION WITH SUPERVISION 1. I feel I can trust what my supervisor tells me 2. My supervisor treats me fairly and with respect 3. My supervisor handles my work-related issues satisfactorily 4. I get frequent appreciation of work done from supervisors 5. I get enough support from the supervisor 6.Individual initiative is encouraged SATISFACTION WITH COMPENSATION LEVELS 1. Overall I am satisfied with the companys compensation package 2. I am satisfied with the medical benefits 3. I am satisfied with the conveyance allowance 4. I am satisfied with the retirement benefits 5. I am satisfied with the reimbursement of the expenses as per the eligibility 6. I am satisfied with the holiday (vacation) eligibilities SATISFACTION WITH TASK CLARITY 1. Management decisions are Ad Hoc and lack professionalism (reverse scaled) 2. Rules and procedures are followed uncompromisingly 3. My job responsibilities are well defined and clear SATISFACTION WITH CAREER DEVELOPMENT 1. I have adequate opportunities to learn and grow 2. I get opportunities to handle greater responsibilities 3. My skills and abilities are adequately used at work From all above we can conclude level of job satisfaction of our employees. 3.7 RATING SCALE It is one of the most common methods of measuring job satisfaction. The popular rating scale used to measure Job satisfaction is to include: Minnesota Satisfaction Questionnaires: It helps to obtain a clear picture of pertinent satisfactions and dissatisfactions of employees. Job Description Index: it measures Job satisfaction on the dimension identified by Smith, Kendall, Hullin. Porter Need Identification Questionnaires: It is used only for management personnel and revolves around the problems and challenges faced by managers. 3.8 CRITICAL INCIDENTS Fredrick Hertz berg and his Associates popularized this method of measuring Job satisfaction. It involves asking employees to described incidents on job when they were particularly satisfied or dissatisfied. Then the incidents are analyzed in terms of their contents and identifying those related aspects responsible for the positive and negative attitudes. 3.09 PERSONAL INTERVIEWS This method facilitates an in-depth exploration through interviewing of job attitudes. The main advantage in this method is that additional information or clarifications can be obtained promptly. 3.10 ACTION TENDENCIES By this method, Job satisfaction can be measured by asking questions and gathering information on how they feel like behaving with respect to certain aspects of their jobs. This method provides employees more opportunity to express their in-depth feeling. In his study on American employees, hoppock identified six factors that contributed to job satisfaction among them. These are as follows: The way individual reacts to unpleasant situations. The facilities with which he adjust himself to other persons. His relatives status in the social economic group with which he identifies himself. The nature of work in relation to the abilities, interest preparation of the workers. Security. Loyalty. Because human resource manager often serve as intermediaries between employees management in conflct.they are concern with Job satisfaction or general job attitudes with the employees. Philip apple white has listed the five major components of Job satisfaction .as Attitude towards work group. General working conditions. Attitude towards company. Monitory benefits Attitude towards supervision Other components tha

Jacques Cousteau :: essays papers

Jacques Cousteau Jacques-Yves Cousteau was born in St. Andre de Cubazac, France in 1910. The son of a lawyer, Jacques was warned by doctors to avoid strenuous activities due to chronic enteritis and anenemia. This did not affect his sense for adventure. At age 11, he built a foot working model of a two hundred ton marine crane. At age 13, he made a battery powered automobile. In 1930, at the age of twenty, Jacques entered the French Naval Academy. Form 1933 to 1935 he served in the Far East aboard the cruiser Primaguet and ashore in Shanghai. He trained as a Navy flier until a serious automobile accident ended his aviation career. For his war efforts he was awarded two medals. One for honor and the other, A Purple Heart. Afterwards, he took part in mapmaking study along the Indochina Coast. In 1936, near Toulon, he tried underwater goggles for the first time, and his future course was set. In 1943, he and Emile Gagnan developed the first regulated compressed-air breathing device for sustained, unencumbered diving. After World War II, he created and organized, in conjunction with Commander Philippe Tailliez and Frà ©dà ©ric Dumas, an underwater research unit to carry out technical experiments and laboratory studies in diving. In 1950 he founded "Campagne Oceanographique Francaise". Also, in the same year, Captain Cousteau acquired Calypso, a retired minesweeper of American construction. Over the next year, she was transformed into an oceanographic vessel, and the adventures of the now-famous ship began. In the four decades since, she has sailed literally around the world and has explored many of the planet's major rivers. In collaboration with engineer Jean Mollard, Cousteau designed the Diving Saucer in 1959, a round, highly maneuverable, two-person submersible capable of diving to a depth of 350 meters. In 1965, twin one-man submersibles, the Sea Fleas, were launched by Cousteau. He also directed three experiments in saturation-diving techniques: Conshelf I off Marseille (1962), Conshelf II in the Red Sea (1963), and finally Conshelf III (1965), near Nice, in which six men breathing a helium- oxygen mixture lived and worked at 100 meters for three weeks. This was the first of its kind. Not only is Captain Cousteau a oceanographer, he is also a author and documentarian. Jacques Cousteau has produced more than seventy films for television, films which have won numerous Emmys and other awards. He has also produced three full-length theatrical feature films, The Silent World, World Without Sun, and Voyage to the Edge of the World. Cousteau has written, in collaboration with various co-authors, more than fifty books,

Comparre and Contrast Essay

Over the years the U.S had underwent tremendous changes socially, politically, and economically making the U.S what it is today. Many classes began to develop with industrialization. Rich factory owners were able to set themselves out from the rest of the group by growing in wealth, and there were many lower-class unskilled workers who took jobs where ever they could find them. By 1800, many political leaders were convinced that slavery was undesirable, and should eventually be abolished, and the slaves returned to their natural homes in Africa. Women had no rights at all men had the upper hand in everything , women couldn’t even get an education they had to stay home cleaning , cooking , and taking care of the kids but eventually a law was passed and women could participation in politics, get an education , and get a job just like men. With various inventions such as the typewriter, the mechanical reaper, the oil drill, and the light bulb, work was able to be done at a much faster and efficient rate, which made things cheaper, which then in turn helped the economy because people were able to buy more things. The Federal Reserve was established. Early American currency went through several stages of development in the colonial and post-Revolutionary history of the United States. Because few coins were minted in the thirteen colonies that became the United States in 1776, foreign coins like the Spanish dollar were widely circulated. Many political machines were run through tenant owners where immigrants were able to sign up for a job in a factory if they vowed to vote for a candidate of the land lord’s choice. Ratification of the 14th amendment was established standardizing what an American citizen was. The 13th amendment was established abolishing slavery. The 15th amendment was passed after the Civil War that guaranteed blacks the right to vote. This amendment affected not only freed slaves in the South, but also blacks living in the North, who generally had not been allowed to vote. As you can see the U.S had underwent a lot of socially, politically, and economically changes. If it wasn’t for all these changes being made the U.S wouldn’t be where it is today.

Human Origins The Origins of Bipedalism Essays

Human Origins The Origins of Bipedalism Essays Human Origins The Origins of Bipedalism Paper Human Origins The Origins of Bipedalism Paper Essay Topic: Sociology Upright walking is far more complicated than many people think. It requires a number of highly specialized adaptations that have taken millions of years to evolve. It is part of what defines the human race, because there is no other organism on the planet that shares this group of skills. An understanding of the origins of bipedalism is therefore the key to answering many questions about human nature. To understand the evolution of bipedal locomotion, one must first look to our non-upright past. Although we know very little about the common ancestor of apes and hominids, we can still gain some idea about how it might have moved. Similarities in the bone structure of ape and human wrists, arms and shoulders lead some scientists to believe that our common ancestor was most likely a knuckle walker.i From this conclusion, we can examine the morphological distinctions between the two forms of locomotion by comparing humans and knuckle walking apes. One major morphological difference between apes and humans is the bicondylar angle of the femur. The human femur is angled inward about 10Â °. In gorillas, the angle is only about 1Â °. This greater bicondylar angle is specially adapted for bipedalism. It allows humans to keep their center of gravity more directly over the legs while walking. The lack of this angle in gorillas is due to the fact that their weight can shift to their arms and back to their legs while walking.ii The morphology of the foot has also changed to accommodate bipedal walking. The foot of an ape has a large gap between the last toe and the other four and is relatively flat on the bottom. Humans have gained a reinforced heel and an arch to absorb shock. The toes have become aligned to point forward, allowing for a smoother ending to the propulsive phase of the stride.iii Other adaptations for bipedalism pertain to the location and function of muscles. The gluteus maximus in apes is located at the side of the hip, in order to pull the thigh outward. In humans, it is at the back of the illium, pulling the thigh back during the propulsive phase while walking and running.iv Skeletal changes that have occurred due to bipedalism include the flaring out of the illium, the s-shaped curvature of the vertebral column, and the repositioning of the foramen magnum. The iliac blades are shorter and wider, forming a basin that cups and protects the organs. Additionally, they can better support the direct pressure of upright posture. The s-shaped spine centers the weight of the upper body over the pelvis. This is in place of a quadrupeds straighter spine. The foramen magnum is repositioned from the back of the skull to the base of the skull. This change allows humans to look forward while upright.v All of these changes occurred over the course of many millions of years. We understand how they occurred, but there are many different theories that attempt to explain why. Some of the most compelling come from Peter Wheeler, C. Owen Lovejoy, and Kevin Hunt. Wheelers thermoregulatory theory proposes that bipedalism originated because an upright stance allows the body to cool more effectively than that of a quadruped. The theory is based on the idea that at noon, in an open area such as the seashore or the savannah grasslands of Africa, an upright individual would be exposed to more wind and less sun than a quadruped. The wind would facilitate cooling through sweat evaporation, allowing the individual to be much more efficient. This would allow upright individuals to exploit the midday niche while facing little competition from quadrupeds, who are more susceptible to overheating.vi Lovejoys behavioral model for bipedalism centers on the theme of a family. Instead of both parents taking care of their offspring and getting food for the family, bipedalism would allow one parent to travel long distances while carrying food. The other parent would be left to take care of the offspring, increasing the chance of survival. The larger area that can be exploited by a bipedal individual allows for more available food for that individuals family. This also increases the survival rate of their offspring, essentially selecting for bipedalism.vii Lovejoy backs his theory up by connecting it to human sexual behavior. He claims that the monogamous mating structure of this model accounts for the elimination of any sort of mating season in humans. Mating seasons exist so that mating can coincide with a time when energy and resources are not needed for offspring. Since bipedalism allows families access to more resources, copulation can occur at any time.viii Hunts postural feeding hypothesis suggests that bipedalism originated in quadruped feeding activities. Essentially, the terrestrial quadrupeds that could stand up were able to get the most food. His hypothesis is backed up by studies of chimpanzee behavior. According to Hunt, Eighty per cent of chimpanzee bipedalism was during feeding.ix Hunt claims that retained morphological aspects of arm hanging helped the early quadrupeds reach for food. He explains evidence that these traits, including long arms and fingers, were present in australopithecines.x Although these theories all seem to be solid and well based, they each contain at least one implausible aspect. Wheelers thermoregulatory theory does not apply to enough geographical situations. This limitedness only becomes worse when the areas he proposes are considered rationally. For example, even the African savannah had tall vegetation. Bipedal hominids that walked by some dense shrubs or even tall grass would be blocked from the wind. Additionally, the bipedal advantage only lasts for a few hours in the middle of the day. The benefits do not last long enough to really affect the efficiency of an individual. It is therefore unlikely that the thermoregulatory theory was entirely responsible for bipedalism. Lovejoys theory is the most probable of the three. His claims make a lot of sense because of how he ties in other aspects of human development to bipedalism. The only problem that isnt addressed in his article is how women developed bipedalism. According to his theory, males went out to provision for the family while females stayed behind and took care of the babies. Hunts theory makes interesting points, but it conflicts with more sound evidence that early hominids and apes evolved from a knuckle-walking quadruped. It is also much more vague than the other theories. Many other theories exist that attempt to explain the shift from quadrupedal locomotion to bipedalism. Each offers compelling evidence to support its claims. Additionally, each is flawed in one way or another. Without new evidence, we may never know the true origin of our most unique characteristic.

The Breech of Contract Essay Example

The Breech of Contract Essay Example The Breech of Contract Essay The Breech of Contract Essay There are many ways to terminate the obligations of a contract. Most often, parties conclude their contract obligations by performing them. However, sometimes problems arise and parties cannot or will not complete their obligations under the contract. When this occurs, contracts may be terminated by reasons of rescission, breach, or impossibility of performance. Jared and I were good friends.While in the military we both got stationed away from our home and worked together. Naturally you are more lenient on your friends when it comes to lending money. Jared was having some trouble with money so he comes to me and ask, â€Å" Can I barrow a few hundred dollars until his next payday? † Without even noticing we had a contract. What I didn’t know until now was what type. Express Contract are formed by the express language of the parties, the actual word they use in their agreement and can be either written or oral (Rogers, S. 2012, pg. 66).At the time of the agreement both of us are very much of age and conscious of our discussion what we didn’t really clarify was the detail of the contract. We only talked about how much money he needed and that he will pay the money back with his next two pay checks. We had consideration which was the money we also hade a reasonable timetable for him to pay me back. Then we had an issue. As previously stated we agreed that he would pay me back over the span of two pay periods, which is a whole month. Well after a month I never received anything from Jared so technically he had a breech of contract.Was I worried about the money? No, but now I start thinking if he didn’t give me money back how can I legally get my money back? What do I do take him to small claims court? We never had anything in writing to prove our acknowledgement of a contract. A contract whereby one person promises to answer for the debt must be evidenced by a signed writing in order to be enforceable (pg. 99). We had no witness. All we had was our own words but how well does that hold up in court. I never wanted to or intended to take him to court but I had to find a way to back myself up.So I typed up a contract, signed it, and tired to get him to sign it he just laughs and says, â€Å" you got to be joking† and walks away. Now I’m thinking how much of an idiot I was for not doing this before I gave him the money. Over the next week I’m bugging him about the money he keeps saying he having money troubles. Then the week following he surprised me but paying the full amount in cash saying he was only messing with me. Man what a relief. In the end it can be difficult to request repayment of a loan from a friend More than likely, the lender cares about the borrower, and doesn’t want the borrower to feel awkward.The lender may continue to worry about loan repayment, and thus shut down some or all communications with the borrower in order to avoid talking about the loan. The borrower becomes confused and hurt feelings can result about how they are going to get their money back. No matter if its an family or friend if you create a contract make sure to clarify the consideration, elapse of time, and most of all a way to prove the contract actually happened. References Rogers, S. (2012). Essential of business law. San Diego, CA: Bridgepoint Education, Inc.

Intervention and health impact analysis Coursework

Intervention and health impact analysis - Coursework Example Now with the 5-tier pyramid containing different forms of interventions to maintain life expectancy in countries that have developed, it will ensure the means of preventing diseases, reduction of spread level and improvement in economic growth to emerge. In addition, there is improved living standards, and with improved ways of treatments (Frieden, 2010). With the pyramid, it helps in addressing the determinants of socioeconomic at the bottom and public health interventions e.g. clean water with safe infrastructure, protective interventions like immunizations with long lasting importance with clinical care and lastly education counseling located at the top of the pyramid. The socioeconomic factors situated at the bottom of the 5-tier pyramid mostly explains on economic issues or health indicators like poverty eradication, advanced education for the benefit of the society (Frieden, 2010). With increase in wealth, roads are constructed increasing the number of vehicles and a result leads to pollutions and deaths from the accidents but all the problems can be prevented by the improved health like availability of clean water and sanitation making the bicycle and scooter rentals a better option. Additionally, with changes in the context, it motivates health decisions regardless of education, provision of service, income, and many other factors. On the contrary, people who use cabs and other fuelled countries with lack of these are encouraged by brushing their teeth. Activities that lead to the elimination and the exposure of asbestos, salt iodination, clean water, air and food, improved road construction that helps in the creation of advanced healthier practices (Lowe, 2002). Besides the above case, the bicycle and scooter rentals is an imperative intervention since the inventions are in place to prevent cardiovascular diseases yet it is erratic with adherence that may not be predicted with unreliable effectiveness. The

Title Why is the idea that 'the personal is political' central to Essay

Title Why is the idea that 'the personal is political' central to Feminism - Essay Example In fact that women must be considered 'not men' and hence not deserving of the rights and the power of men is where the theories of gender actually begin. And this is a tendency across religion, class and nationality. What is shocking is the extent of this historical awareness across borders and races and cultures. From ancient European cultures to the new economies of the twenty-first century, the unilateral devotion of men to keep women disenfranchised is unique and at the same time appalling. There is no culture/country, except a few extant tribal communities where matriarchy prevails, that is not guilty of exploiting and suppressing the other ( an inevitably female) gender. It can be safely concluded that across historical time and geographical borders if there is one thing that has bound cultures and tradition it is the way all of them have been found wanting in their treatment of women. "The term 'feminism' has many different uses and its meanings are often contested. For example, some writers use the term 'feminism' to refer to a historically specific political movement in the US and Europe; other writers use it to refer to the belief that there are injustices against women, though there is no consensus on the exact list of these injustices. Although the term "feminism" has a history in English linked with women's activism from the late 19th century to the present, it is useful to distinguish feminist ideas or beliefs from feminist political movements, for even in periods where there has been no significant political activism around women's subordination, individuals have been concerned with and theorized about justice for women. So, for example, it makes sense to ask whether Plato was a feminist, given his view that women should be trained to rule (Republic, Book V), even though he was an exception in his historical context.1 So in that sense the rise of feminism as an organized movement is only in keeping with the historical materialism of a gendered world. In other words, Feminism was an historical inevitability. What modern feminism has actually done is to trace the theories of gender, back to their origins, put them into context and understand the larger design that has helped disseminate the theory of the women as inferior. This design is called patriarchy which, to put it very simply, means a prevalent worldview that unquestioningly puts man at a superior potion vis--vis women. Its so prevalent that is was almost considered natural and hence in some conservative schools of thought, with divine sanction. What feminism has successfully