free speech and music essays

free speech and music essays Paging Mr. Zappa Where's Frank Zappa when you need him? The last time U.S. senators took to wagging their fingers at media executives and threatening legal restrictions if pop culture didn't get just a bit less ... well ... popular, Zappa shook his finger right back. He unleashed a torrent of righteous outrage at the assembled politicos and their busybody wives and he even looked cool doing it. One of the political wives to feel Zappa's wrath was Tipper Gore, whose hubby, Al, is currently laying into media executives as the Democratic candidate for president. Along with running-mate Sen. Joe Lieberman, Gore threatened restrictive legislation within six months if the entertainment industry didn't stop marketing violent films, recordings and videogames to America's youth. Lord knows, sixteen-year-old boys need powerful inducement to lure them away from chick flicks at the multiplex. Lieberman himself has been described by Wired as being "as strident as the most right-wing Republican" when it comes to calling for restrictions on sex and violence in music, TV, and videogames. As Wired implied, this isn't a pur...

Personality Traits and Study Habits

Personality Traits and Study Habits We all like to take tests that tell us something about ourselves. There are many assessment tools available online that are based on Carl Jungs and Isabel Briggs Myers typology assessments. These tests can tell you a little more about your personality and personal preferences, and may provide insight into how to make the most of your study time. The widely-recognized and popular Jung and Briggs Myers typology tests are used by professionals in the workplace quite often to determine how and why people work, but also how individuals work together. This information can be valuable for students, as well. The results of the typology test are a set of specific letters that represent personality types. The sixteen possible combinations include variations of the letters I for introversion, E for extroversion, S for sensing, N for intuition, T for thinking, F for feeling, J for judging, and P for perceiving. For example, if you are an ISTJ type, you are an introvert, sensing, thinking, judging person. Please note: These words will mean something different from your traditional understanding. Dont be surprised or offended if they dont seem to fit. Just read the descriptions of the traits. Your Traits and Your Study Habits Individual traits make you special, and your special traits affect how you study, work with others, read, and write. The traits listed below, as well as the comments that follow, may shed some light on the way you study and complete your homework tasks. Extroversion If you are an extrovert, you tend to be comfortable in a group setting. You should not have trouble finding a study partner or working in groups, but you might experience a personality clash with another group member. If you are too outgoing, you could rub somebody the wrong way. Keep that enthusiasm in check. You might tend to skip over parts of a textbook that are boring to you. This can be dangerous. Slow down and re-read things if you realize youre skimming over parts. Take the time to plan any essays that you write. You will want to jump in and write without an outline. It will be a struggle, but you will need to plan more before jumping into a project. Introversion Introverts can be less comfortable when it comes to speaking in class or working in groups. If this sounds like you, just remember this: introverts are experts at analyzing and reporting. You will have great things to say because you will take the time to ponder and analyze things. The fact that you are making a good contribution and you tend to over-prepare should bring you comfort and make you more relaxed. Every group needs a thoughtful introvert to keep them on track. You tend to be more of a planner, so your writing is normally pretty organized. As for reading, you may tend to get stuck on a concept you dont understand. Your brain will want to stop and process. This just means you should take extra time for reading. It also means that your comprehension is likely above average. Sensing The sensing individual is comfortable with physical facts. If you are a sensing personality, you are good at putting puzzle pieces together, which is a good trait to have when conducting research. Sensing individuals trust concrete evidence, but they are skeptical of things that cant be easily proven. This makes some disciplines more challenging when results and conclusions are based on feelings and impressions. Literature analysis is an example of a subject that might challenge a sensing person. Intuition A person with intuition as a trait tends to interpret things based on the emotions they evoke. For example, the intuitive student will be comfortable writing a character analysis because personality traits become evident through the feelings they give us. Stingy, creepy, warm, and childish are personality traits that an intuitive could identify with little effort. An extreme intuitive may be more comfortable in a literature or art class than in a science class. But intuition is valuable in any course. Thinking The terms thinking and feeling in the Jung typology system have to do with the things you consider most when making a decision. Thinkers tend to focus on facts without letting their own personal feelings impact their decisions. For example, a thinker who is required to write about the death penalty will consider the statistical data about crime deterrents instead of considering the emotional toll of the crime. The thinker would not tend to consider the impact of a crime on family members as much as a feeler. If you are a thinker writing an argument essay, it might be worthwhile to stretch outside your comfort zone to focus on feelings a little more. Feeler Feelers can make decisions based on emotions, and this can be dangerous when it comes to proving a point in a debate or a research paper. Feelers may find statistics to be boring, but they must overcome the urge to argue or debate on emotional appeal alone- data and evidence are important. Extreme feelers will be excellent at writing response papers and art reviews. They may be challenged when writing science project process papers.

Fundimental of microboilogy Term Paper Example | Topics and Well Written Essays - 1500 words

Fundimental of microboilogy - Term Paper Example The catalase test is a biochemical test that can be used to identify between Staphylococcus spp. and Streptococcus spp. The enzyme catalase contains a heme group and detoxifies hydrogen peroxide. The basic theory used in their identification is that one is catalase positive (Staphylococcus spp.) while other one (Streptococcus spp.) is catalase negative. If gas formation (O2) is observed in the form of bubbles, then it ensures that the sample of bacteria has a catalase; it is an indication of presence of Staphylococcus spp. Otherwise, on no gas formation, the sample contains Streptococcus spp. Non-selective medium is employed when organisms are present in low numbers. This also provides an indication about the type of organism present in the sample. The use of selective medium is to isolate the desired organism present in the mixed sample Nutrient agar is ideal as a non-selective culture medium to grow a large variety of microorganisms. In order to isolate microorganism from the agar plate, the part of colony is taken to a new agar plate. The streak-plate method can be employed as it reduces density of the microorganisms on the surface of the agar. This facilitates to obtain the distinct colonies of the microorganisms of our interest by using selective media (Selective and Differential Media 2012) Selective media inhibit the growth of some organism while promote growth of others. Selective inhibition is done by adding salts, dyes or specific inhibitors affecting the metabolism of the organisms. Crystal violet or penicillin will inhibit the growth of Gram-positive bacteria. Based on this philosophy, Tellurite agar is employed as media to identify for Gram-positive organisms. When gram negative organisms are to be selected or identified, the agar with penicillin (5-50- units/ml) is used (Selective and Differential Media 2012). Selective but differential media are

Information Systems Development Essay Example | Topics and Well Written Essays - 3000 words

Information Systems Development - Essay Example In the second section, I have discussed the idea and the implementation of Ingen, the automation software. The third section deals with the challenges faced on road to making Ingen a success. The fourth section deals with the various factors affecting the cost estimation in a software project development. The next section describes the maintenance involved. When a resource joins the organization he is put in the talent pool. Under an organization there are various accounts and each account has a number of projects. When the requirement for a resource arises in a project, the account manager requests to the Resource manager, who is in charge of the talent pool. The resource who matches the skill set put forward by the account manager is allocated to the account. Now, the project manager allocates the resource to a project. As soon as the resource enters the project, his personal as well as technical information has to be updated and his manager keeps a filed record of all his information for a future reference. The whole process is no doubt a tedious one. Everyone, from the resource level to the manager level wanted a tool which could save time and ease the effort of manually performing each of these tasks and maintaining a record of the same. Taking a report for a time period was also getting difficult. So, the need arose for something which could do all tasks for the end users with much ease and precision. Ingen is a resource management tool developed to cater the need for an account management in a multi national company which consists of many such accounts. People work in an account from over various places in the world and at client sites. Though many generalized resource management tools were available in the market, since every organization has a different hierarchy and grouping method, it was difficult to use one already

Social and Historical Background Essay Example for Free

Social and Historical Background Essay Dickens was born in Portsmouth, and his father was a naval clerk. Dickens had a rough upbringing, which tormented him and gave him bitterness towards life. At the age of 12 his father was arrested for being in debt and sentenced to imprisonment. This influenced him into writing novels, because he didnt want the same life as his father. Dickens learns about the poor side of London, by visiting it and meeting poor children, this inspired him to write articles about the labour laws and conditions of poor children Later on in life, Dickens wrote many novels expressing his feelings, about the publics ignorance about the corruption within society, especially unnecessary suffering and greed. He was extremely successful and wrote many novels. Great expectations was Charles Dickenss self-portrait, it expresses himself and shows how he has been mistreated in his own life. The character Pip reflects in some ways based on Dickens. Dickens has made several endings to his novel. This shows that he is writing his book only to please the audience. The only difference is that Pip at the end of the novel, becomes self fulfilled, realising that there is more to life than being a gentleman, and finally becoming happy and looses his Great Expectations. Background on PIP Pip grew up in two places, the forge and satis house. In the forge Pip is reared by his sister and her gentle husband Joe Gargery, the village blacksmith. His sister beats him daily, trying to teach him morals, but mostly because she despises him. Pips mother and father are dead and so his sister is forced to look after him. Pip is a common poor boy who spends his days helping Joe. One day while visiting the graveyard, where his mother and father are buried, Pip meets an escaped convict who demands food and a file, to break his chains. Fearing for his life, Pip complies. Little does he know that this terrifying act of kindness will affect the entire course of his life. From an early age pip wants to be able to read and write. After this Pip is called upon by Miss Havisham, who has been deserted by her future husband on their wedding day. Miss Havisham feels destroyed by this and is planning to have her revenge on the male sex. She has adopted a daughter, who she is rearing to wreak her revenge, unfortunately Pip is the prime target. After meeting and being demeaned, because of his clothes and wealth, by Miss Havisham and Estella, he begins to envy the rich and longs to become a gentle man. Then Pip falls in love with Estella, but at the same time Miss Havisham is psychologically torturing him. He becomes ashamed of his house and upbringing. Pip expected Satis House to be great and help him on his quest to become a gentleman, but unfortunately this wasnt the case, his poor home upbringing did him more good, which later Pip realises.

Leo Strauss :: essays research papers

In 1899–1973, American philosopher, b. Hesse, Germany. Strauss fled the Nazis and came to the United States, where he taught at the Univ. of Chicago (1949–68). Strauss is known for his controversial interpretations of political philosophers, including Xenophon and Plato. Strauss wrote an influential critique of modern political philosophy, i.e., philosophy since Machiavelli, arguing that it suffers from an inability to make value judgments about political regimes, even about obviously odious ones. As a model for how political philosophy should proceed, Strauss held up the work of the Ancients, i.e., Xenephon and Plato. He defended the ant historicist position that it is possible for a person to grasp the thought of philosophers of different eras on their own terms. Strauss then wrote a book Natural Right and History (1952), Thoughts on Machiavelli. This Strauss, like his namesake Levi, was a German-Jewish emigre who brought to his adopted country tools and techniques to tailor the frayed fabrics of American garb. The vestments with which Leo Strauss (1899-1973) was concerned, however, were intellectual rather than mall-type paraphernalia. Specifically, he may have been this century's most profound critic of the adornments of modernity. There is, he argued, a fatal flaw concealed in the rationalistic optimism of the Enlightenment project, and its ramifications have been made manifest by the twin scourges of National Socialism and Leninism. Diagnosis of the malady was his life's work - diagnosis and intimations concerning appropriate therapy. But although politics was Strauss's passion, his pursuit of the political was indirect and abstruse. He had no time for party pronouncements or the policy scuffles of the day. Rather, his method was to offer exceedingly close readings of classic philosophical and theological texts and to attempt to elicit from them the political prerequisites necessary for human beings to live well together.Strauss is best known - indeed, notorious in various academic circles - for claiming that the great philosophers of antiquity and the medieval world wrote in a sort of code so as to disguise their real meaning. They did so, he argued, for two reasons. First, they might thereby hope to escape persecution for views deemed harmful or heretical by those possessing a power to impose penalties (think of Socrates' cup of hemlock). Second and more fundamental, these evasive prose maneuvers were designed to transmit truths to those capable of advantageously knowing them without simultaneously planting in the less able ideas which would bear pernicious fruit. Leo Strauss :: essays research papers In 1899–1973, American philosopher, b. Hesse, Germany. Strauss fled the Nazis and came to the United States, where he taught at the Univ. of Chicago (1949–68). Strauss is known for his controversial interpretations of political philosophers, including Xenophon and Plato. Strauss wrote an influential critique of modern political philosophy, i.e., philosophy since Machiavelli, arguing that it suffers from an inability to make value judgments about political regimes, even about obviously odious ones. As a model for how political philosophy should proceed, Strauss held up the work of the Ancients, i.e., Xenephon and Plato. He defended the ant historicist position that it is possible for a person to grasp the thought of philosophers of different eras on their own terms. Strauss then wrote a book Natural Right and History (1952), Thoughts on Machiavelli. This Strauss, like his namesake Levi, was a German-Jewish emigre who brought to his adopted country tools and techniques to tailor the frayed fabrics of American garb. The vestments with which Leo Strauss (1899-1973) was concerned, however, were intellectual rather than mall-type paraphernalia. Specifically, he may have been this century's most profound critic of the adornments of modernity. There is, he argued, a fatal flaw concealed in the rationalistic optimism of the Enlightenment project, and its ramifications have been made manifest by the twin scourges of National Socialism and Leninism. Diagnosis of the malady was his life's work - diagnosis and intimations concerning appropriate therapy. But although politics was Strauss's passion, his pursuit of the political was indirect and abstruse. He had no time for party pronouncements or the policy scuffles of the day. Rather, his method was to offer exceedingly close readings of classic philosophical and theological texts and to attempt to elicit from them the political prerequisites necessary for human beings to live well together.Strauss is best known - indeed, notorious in various academic circles - for claiming that the great philosophers of antiquity and the medieval world wrote in a sort of code so as to disguise their real meaning. They did so, he argued, for two reasons. First, they might thereby hope to escape persecution for views deemed harmful or heretical by those possessing a power to impose penalties (think of Socrates' cup of hemlock). Second and more fundamental, these evasive prose maneuvers were designed to transmit truths to those capable of advantageously knowing them without simultaneously planting in the less able ideas which would bear pernicious fruit.

Speech Aboutlove

Speech about Love Love is known to be one of the most important human values. Everyone wants to love and to be loved! Virtually everyone is capable of this wonderful feeling. Love is of multifaceted nature. Sometimes because of it we may think that our  beloved people  have qualities they really do not have. At the same time, this  feeling  helps reveal all the positive features of  the person we love. Only true love is able to change people for the better. It makes us forgive and find happiness in the  happiness of a beloved man or a woman.Therefore,  love  is the most complex and the most deep human feeling. Sometimes love makes people do heroic things. Love can make life full of joy, fun and laughter. This feeling is able to give us a brand new life, help us gain new strengths and creative forces†¦ At the same time,  love is a very complex feeling  since it is associated not only with  tenderness and joy, but also with pain and tears. Everything is not a s simple as it may seem. That is why many writers compare love with  falling into the abyss. We are all different and we all express our love in different ways.The very notion of â€Å"love† has a completely different meaning to different people. But we all love and want  to be loved, and we are all united by this desire. This is the†¦greatest miracle. Those who don’t know what  love is†¦ Speech on Dreams Have you ever wondered how dreams come about†¦ whether the BFG really existed? That this huge giant would stalk around at night catching dreams to trap them into jars and blowing them into your ears to determine what sort of dreams you would have that night? Well, you will find out very soon. Good morning to one and all.Today, I will be delivering a speech on the topic ‘dreams'. I'm sure many of u here might find this topic strange. A speech? On dreams? You must be joking! Some of u might scoff. But perhaps, after listening, you might realiz e it is actually quite interesting. Did you know it is possible that you can get rid of your fear of something in your dreams, and that's because the things we are afraid of during the daytime often turn up again in our nightmares. We can make good use of this, however. It appears that some people deal with their daytime fears in their dreams.This was the case in the following example: A woman was awfully afraid of spiders. In a dream a big spider was approaching her. The hairy crawler came nearer and nearer, until it touched her. But she felt quiet, and not afraid. Afterwards she noticed that by day she was no longer afraid of spiders either. Sounds amazing? Well, this is not at all as mysterious as it sounds. ‘Overcoming your fear' in this way is also possible in your dream. Nightmares can be caused by some physical problem (a well known example is someone who dreams about fire and wakes up with a fever).Speech Friendship Friendship is when they push when you need it, but ne ver too hard and stand back when the time is right but never too far and the true test of friendship is if you’re willing to do it all back in a heartbeat. It’s when your life is so much better because your know them and they bring out the best that lies within. Good morning fellow classmates and Mr. Hampton. Today I will be talking to you about friendship and the important role that it plays in our lives. People today, in all this new world technology and thinking have lost sight of what a true friendship is.No way do friends have to be exactly the same, I mean come on friends do have similarities but they also have their differences. The key to opening up the world of friendship is not just to focus on the similarities but to accept each others faults because true friends do not judge each other. Friends love unconditionally. They do have their little angry moments from time to time but at the end of the day all is forgiven and forgotten. Why let something that happe ned in the past ruin what great friendship you could have together in the

Learning Not Litigating Essay

Introduction: With the average age of working employees increasing, the amount of people covered under the Age Discrimination in Employment Act (ADEA) has also grown. With the rise in workers over the age of 40, there has been some indiscretion in regards to the training or lack of training made available to this group. This paper gives an in depth analysis of the findings of Todd J. Maurer and Nancy E. Rafuse in their article Learning, not litigating: Managing employee development and avoiding claims of age discrimination. The article addresses ways to avoid lack of training by creating an environment conducive to continuous learning which promotes employee growth and add value to the employer. The ways older workers have been denied and discouraged from training is explained as well as how the legal ramifications of these actions could hurt an organization. Because of the potential prevalence of age related discrimination, the definitions of terms, conditions and privileges of employment have been defined and may become increasingly actionable. Maurer and Rafuse detail how age discrimination can be avoided in training and development practices. Bringing change and evolution to and organization’s training practices through the use of top-down management training in an attempt to change culture and policies, decisions about who is trained, the supervision of development and bringing awareness to the potential effects of stereotypes. Topic Discussion: Training and Development Opportunities Are Increasingly Important to Today’s Workers Training and developmental activities are of paramount importance when it comes to keeping a company’s workforce competent. For this reason it is important to not only implement training but to also vary the training exercised as there are many forms and people learn in different ways. A few examples listed by Maurer and Rafuse include (but are not limited to) correspondence courses, independent reading, viewing videotapes, technology-based training, job rotation, special committees, and coaching (Maurer & Rafuse, 111). Training becomes important to the older workforce as technological advances occur as well as other innovations alter the way that businesses operate. Because of the ever-changing workplace it is necessary for employees to receive training so that they may adapt and thrive in their working environments. It is not a lack of ability or ignorance to change that is hurting the aging population, it is a lack of employer-provided training that can prevent the growth and progression of an employee. This is why continuous learning has become a prominent factor in the careers of older workers. As business practices change the way an organization operates, the organization needs to increase the amount of training offered to its employees. If there is innovation in business practices then there needs to be innovation in training. In the text Employee Training and Development, Raymond A. Noe discusses Nokia and its definition of continuous learning and how it means that employers support employees’ growth by providing them with the opportunity to develop themselves and to stay technologically current (Noe, 53). This type of environment, especially in a telecommunications company, is important to not only employee growth but also to company growth as the more employees who possess skill and knowledge will likely increase positive performance. The promotion of learning, not the discouragement of learning, will support the aging population and give them the tools necessary to succeed in the workplace bringing about commitment and prosperity to the organization (Noe, 53). Continuous training and learning need to be implemented because the workplace environment has evolved. Maurer and Rafuse allude to this by stating, â€Å"While mid- and late-career stages used to be viewed as periods of maintenance in which workers could avoid learning many new things, most workers now need to continuously learn and adapt† (Maurer & Rafuse, 112). Employees no longer have the ability to simply use what they know until they retire; employees are required to constantly experience gains in knowledge and skill to competitive and productive. The workplace is always changing and brings new challenges which increase the competition for jobs as employers want more knowledgeable and experienced employees. For this reason effectively using the aging workers by combining experience with new skills is in the best interest for organizations (Maurer & Rafuse, 113). Older workers denied access to training Not involving older workers, by failing to nominate, select, or inform them of opportunities to partake in training or development can be seen as a form of discrimination. While there is little documentation on this subject, published articles and literature have suggested that decision makers, whether that be an employee’s manager or a member of human resources, may deny additional training to older workers based on the idea that older workers cannot learn or do not want to learn. Also, if it is believed that an older worker will retire soon, decision makers may be unwilling to provide training to this employee under the assumption that it will reduce the company’s returns on investments. In a study completed by the Department of Labor, 55-64 year old workers are only 1/3 as likely to complete training as their 35-44 year old co-workers (Maurer & Rafuse, 113). In general, organizations that do not place a high value on their older employees do not have active policies or programs in place to advance or develop these employees (Armstrong-Stassen, & Cattaneo). Fewer job growth opportunities are given to older workers as well. Instead of being given job opportunities that are complex, that promote acquiring new skills and learning about different jobs, or that include status or location changes, older workers may be given routine job assignments. While it is difficult to analyze whether this may be a result of discriminatory treatment, the combination of a denial of training and comparatively different treatment of younger works (ex: younger workers receive training while older workers are denied the same training) can be legally supported as age discrimination. Because of the company’s failure to provide training to an older worker, this can result in that employee being denied promotions, being terminated, or being demoted (Maurer & Rafuse, 112-113). It is important to keep in mind that employers are not required to provide training to older workers if systems (computer systems or machinery) have been upgraded – ‘If younger employees adapt without training, then older workers must also’ (Maurer & Rafuse, 113). Older workers discouraged from training A less obvious form of discrimination would be the discouragement or lack of support for older workers to receive training and development opportunities, which can negatively affect terms, conditions, or privileges of employment or the status of an employee. The idea that people change in unfavorable ways with age is a belief held by various individuals, and this belief can affect the perceived ability of older employees’ learning abilities in the regards to the workplace (Maurer & Rafuse, 113). Employees aged 50 and older where described as being ‘inflexible, averse to change, and resistant to learning and understanding new technologies’ in a survey featuring HR executives as the respondents (Maurer & Rafuse, 114). Organization behavior literature has suggested that negative stereotypes may indirectly affect the behavior of older workers by influencing their ideas of what is normal aging behavior; this can lead to older workers conforming to the expectations set by negative stereotypes. In a recent study, regression analysis reaffirmed that older workers who hold greater beliefs that fellow older workers lack the ability and/or desire to further develop their job knowledge or skills are also less likely to have any interest in receiving any training and development activities themselves (Maurer, et all, 15). The more that older workers are exposed to these negative stereotypes and/or perceived discrimination can reduce older workers’ self-confidence, pursuit of learning, self-esteem, personal control, job involvement, and job satisfaction. Within a legal context, the more subtle types of discrimination such as exposure to stereotypes, lack of encouragement and motivation, and lack of access to training and development opportunities are likely to be seen as hostile-environment or constrictive-discharge claims. Since hostile-environment claims require severe and pervasive harassment and constructive discharge claims require that working conditions are so intolerable that a reasonable person would resign, it is difficult to take action against subtle forms of age discrimination in regards to training and development in court (Maurer & Rafuse, 115). What will be Legally Actionable in the Future? Age-related effects on training and development opportunities could become increasingly actionable based on how the courts have defined the terms, conditions, and privileges of employment. In the future, training and development opportunities may become more closely related with job opportunities including promotions, demotions, hiring, transfers, and reductions in the work force. This means that training and development may become the variable that determines an employee’s success or failure (termination) within the workplace. Denying or discouraging older workers access to training or development opportunities would then been seen as more ‘severe’ or ‘intolerable,’ which would lead to more legally actionable hostile-environment and constructive-discharge claims (Maurer & Rafuse, 115). Avoiding Age Discrimination Avoiding age discrimination in the allocation of training and development opportunities is not unlike other forms of discrimination. The best solution is to implement and follow human resource policies that mandate the use of job relevant criteria for decision making. It has also been shown that these same policies can increase the motivation to participate in learning by the workforce (Maurer & Rafuse, 116). There are four major areas in which managers need to evaluate their susceptibility to age discrimination litigation: culture and policies, decisions about training and development, supervision and support, and training managers on ADEA and the effects of stereotypes (Maurer & Rafuse, 116). Within these areas, it is important to focus on differences in access and encouragement. Culture and Policies Opportunities within a company must not be distributed based on anything except job related criteria. By establishing policies that avoid discrimination, a company’s culture will reflect those values. First, human resource policies should specifically state that all decision must be free of discrimination including age biases. These policies must be in plain language and available to all employees. In addition, current policies must be evaluated to ensure there is no intentional or unintentional age discrimination. This examination will help avoid disparate treatment and impact. Culturally, managers must take an active role in disseminating information about opportunities and not rely on informal communication channels. One way to avoid discrimination is to encourage all employees to take part in training, job assignments and job rotations (Maurer & Rafuse, 117). Training & Development Decisions The decision making process for allocating the limited training and development opportunities must be established and described in policy. This will guide managers in making lawful choices. The focus should be on job and task related factors which are best for the company and the most defensible (Maurer & Rafuse, 117). Companies cannot allow managers to give vague reasons for their training decisions because it may be based on stereotypes and ageist assumptions. Often, older employees are thought to fear new technology and cannot learn new skills (Noe, 461-465). A good policy to implement is to ask for self-nominations when it is possible. This will help managers identify motivated employees and provide justification if it is later needed (Maurer & Rafuse, 117). All final decisions to determine which employee should receive training and development resources should be based on who has the ability to benefit from the additional investments. Valid selection and training HR practices not only benefit employee self-efficacy but also the company’s performance from the macro perspective. Research has shown that a company’s performance can significantly change, even within a single year, with job- related selection and training systems (Iddekinge, 2009). There should also be a monitoring and audits of all training decisions to ensure fair distribution. It is illegal to discriminate against women, minorities and people over 40 years old. However, ageist practices tend to do not have the same stigma that workplace racism or sexism carries (Maurer & Rafuse, 117). Supervision and Support Developmental Relationships Beyond having policies that layout proper training and development protocol, managers need to recognize the importance of supporting and encouraging all employees equally. Companies might consider making managers responsible for meeting training and development involvement goals (Maurer & Rafuse, 118). Higher level managers should be receiving feedback from employees on the status of their development needs. This could be used as part of an evaluation that measures a manager’s effectiveness (Maurer & Rafuse, 118). Having open channels of communication between managers and subordinates is necessary to ensure no one feels left behind. Managers can use performance evaluations to encourage more training, get feedback and set goals for career development. Older workers feeling or becoming obsolete because of a lack in development and training can lead to poor performance. Part of the career development plan can be an introduction to new technologies as they become part of the required skills (Noe, 461-465). One factor that managers can use with resource allocation to older workers is plans for retirement if communicated by the employee (Maurer & Rafuse, 117). To further open communication channels and increase opportunities, companies can offer access to careers counselors and programs such as mentoring, apprenticeships and learning networks (Maurer & Rafuse, 118). Train Managers on ADEA The final step in avoiding age discrimination and possible litigation is to train managers and employees on The Age Discrimination in Employment Act (ADEA). It would be a good investment for companies to hold training sessions on age-related stereotypes and discrimination regularly (Maurer & Rafuse, 118). There should be a strong emphasis on how stereotypes can affect managerial judgments. These trainings can be extended to employees and new hire orientations to avoid an ageist jokes and criticism which can create a hostile work environment. These sessions are a good time to reinforce a zero-tolerance discrimination policy and by doing so can portray a good faith effort which can help limit liability during litigation. Overall, managers need to understand that older workers are as differentiated and diverse as any other group. Their abilities and motivation to continuously learn and develop vary by the individual. Managers cannot assume retirement age or fail to see an older worker’s ability to grow and be a good investment for the company. Class Questions: * Can anyone think of new technology that can improve or promote employing training and development? * Can you think of ways to encourage, instead of discourage, older workers to take advantage of learning and development opportunities? * What are possible unintentional ageist assumptions in the workplace? Bibliography: Iddekinge, Chad. â€Å"Effects of Selection and Training on Unit-Level Performance.† Journal of Applied Psychology. 94.4 (2009): 829-843. Print. Marjorie Armstrong-Stassen, & Cattaneo, J. (2010). The effect of downsizing on organizational practices targeting older workers. The Journal of Management Development, 29(4), 344-363. doi: http://dx.doi.org/10.1108/02621711011039150 Maurer, Todd J., and Nancy E. Rafuse. â€Å"Learning, Not Litigating: Managing Employee Development And Avoiding Claims Of Age Discrimination.† Academy Of Management Executive 15.4 (2001): 110-121. Business Source Premier. Web. 9 Oct. 2012. Noe, R. A.. Employee Training & Development. . 4th. New York, NY: Irwin Professional Pub, 2008. 461-465. Print. Todd J. Maurer, Frank G. Barbeite, Elizabeth M. Weiss, Michael Lippstreu, (2008),†New measures of stereotypical beliefs about older workers’ ability and desire for development: Exploration among employees age 40 and over†, Journal of Managerial Psychology, Vol. 23 Iss: 4 pp. 395 – 418 United State Senate: Special Committee on Aging. (2011). Retrieved from website: http://aging.senate.gov/issues/olderworkers/index.cfm

Battle of Poitiers in the Hundred Years War

Battle of Poitiers in the Hundred Years War Battle of Poitiers - Conflict: The Battle of Poitiers occurred during the Hundred Years War (1137-1453). Battle of Poitiers - Date: The Black Princes victory took place on September 19, 1356. Commanders Armies: England Edward, Prince of Wales, a.k.a. The Black PrinceJean de Grailly, Captal de Buchapproximately 6,000 men France King John IIDuke de Orleansapproximately 20,000 men Battle of Poitiers - Background: In August 1356, Edward, Prince of Wales, better known as the Black Prince, began a large scale raid into France from his base in Aquitaine. Moving north, he conducted a scorched earth campaign as he sought to ease pressure on English garrisons in northern and central France. Advancing to the Loire River at Tours, his raid was stopped by an inability to take to the city and its castle. Delaying, Edward soon had word that the French king, John II, had disengaged from operations against the Duke of Lancaster in Normandy and was marching south to destroy the English forces around Tours. Battle of Poitiers - The Black Prince Makes a Stand: Outnumbered, Edward began retreating back towards his base at Bordeaux. Marching hard, King John IIs forces were able to overtake Edward on September 18 near Poitiers. Turning, Edward formed his army into three divisions, led by the Earl of Warwick, the Earl of Salisbury, and himself. Pushing Warwick and Salisbury forward, Edward placed his archers on the flanks and retained his division and an elite cavalry unit, under Jean de Grailly, as the reserve. To protect his position, Edward arrayed his men behind a low hedge, with marsh to left and his wagons (formed as a barricade) to the right. Battle of Poitiers - The Longbow Prevails: On September 19, King John II moved to attack Edwards forces. Forming his men into four battles, led by Baron Clermont, Dauphin Charles, the Duke of Orleans, and himself, John ordered an advance. The first to move forward was Clermonts force of elite knights and mercenaries. Charging toward Edwards lines, Clermonts knights were cut down by a shower of English arrows. The next to attack were the Dauphins men. Advancing forward, they were constantly harried by Edwards archers. As they neared, the English men-at-arms attacked, nearly encircling the French and forcing them to retreat. As the Dauphins broken forces retreated they collided with the Duke of Orleans battle. In the resulting chaos, both divisions fell back on the king. Believing the fight to be over, Edward ordered his knights to mount to pursue the French and dispatched Jean de Graillys force to attack the French right flank. As Edwards preparations were nearing completion, King John approached the English position with his battle. Moving out from behind the hedge, Edward attacked Johns men. Firing into the French ranks, the archers expended their arrows and then picked up weapons to join the fight. Edwards assault was soon supported by de Graillys force riding in from the right. This attack broke the French ranks, causing them to flee. As the French fell back, King John II was captured by English troops and turned over to Edward. With the battle won, Edwards men began tending to the wounded and pillaging the French camps. Battle of Poitiers - Aftermath Impact: In his report to his father, King Edward III, Edward stated that his casualties were only 40 killed. While this number was probably higher, English casualties in the fighting were minimal. On the French side, King John II and his son Philip were captured as were 17 lords, 13 counts, and five viscounts. In addition, the French suffered approximately 2,500 dead and wounded, as well as 2,000 captured. As a result of the battle, England demanded an exorbitant ransom for the king, which France refused to pay. The battle also showed that superior English tactics could overcome greater French numbers. Selected Sources: The Battle of PoitiersBritish Battles: Battles of Poitiers History of War: Battle of Poitiers

Great Depression Basics and Roosevelts New Deal

Great Depression Basics and Roosevelt's New Deal The Great Depression was a period of worldwide economic depression that lasted from 1929 until approximately 1939. The starting point of the Great Depression is usually listed as October 29, 1929, commonly called Black Tuesday. This was the date when the stock market fell dramatically 12.8%. This was after two previous stock market crashes on Black Tuesday (October 24), and Black Monday (October 28). The Dow Jones Industrial Average would eventually bottom out by July, 1932 with a loss of approximately 89% of its value. However, the actual causes of the Great Depression are much more complicated than just the stock market crash. In fact, historians and economists do not always agree about the exact causes of the depression. Throughout 1930, consumer spending continued to decline which meant businesses cut jobs thereby increasing unemployment. Further, a severe drought across America meant that agricultural jobs were reduced. Countries across the globe were affected and many protectionist polices were created thereby increasing the problems on a global scale. Franklin Roosevelt and His New Deal Herbert Hoover was president at the beginning of the Great Depression. He tried to institute reforms to help stimulate the economy but they had little to no effect. Hoover did not believe that the federal government should be directly involved in economic affairs and would not fix prices or change the value of the currency. Instead, he focused on helping states and private businesses to provide relief.   By 1933, unemployment in the United States was at a staggering 25%. Franklin Roosevelt easily defeated Hoover who was seen as out of touch and uncaring. Roosevelt became president on March 4, 1933 and immediately instituted the first New Deal.  This was a comprehensive group of short-term recovery programs, many of which were modeled on those that Hoover had attempted to create. Roosevelts New Deal not only included economic aid, work assistance programs, and greater control over businesses but also the end of the gold standard and of prohibition. This was then followed by the Second New Deal programs which included more long-term assistance such as the Federal Deposit Insurance Corporation (FDIC), the Social Security System, the Federal Housing Administration (FHA), Fannie Mae, the Tennessee Valley Authority (TVA), and the Security and Exchange Commission (SEC). However, there is still question today about the effectiveness of many of these programs as a recession occurred in 1937 -38. During these years, unemployment rose again. Some blame the New Deal programs as being hostile towards businesses. Others state that the New Deal, while not ending the Great Depression, at least helped the economy by increasing regulation and preventing further decay. No one can argue that the New Deal fundamentally changed the way that the federal government interacted with the economy and the role it would take in the future. In 1940, unemployment was still at 14%. However, with Americas entry into World War II and subsequent mobilization, unemployment rates dropped to 2% by 1943. While some argue that the war itself did not end the Great Depression, others point to the increase in government spending and increased job opportunities as reasons why it was a large part of the national economic recovery. Learn more about the Great Depression Era: Causes of the Great DepressionNew Deal ProgramsNew Deal AcronymsHerbert Hoover BiographyFranklin Roosevelt Biography

Neither human beings nor their bodies should be commodities that can Essay

Neither human beings nor their bodies should be commodities that can be traded on the market. Discuss this question - Essay Example Human trafficking and sale of body organs are classified into different categories of trade of human beings and their bodies. One of the categories that can be outlined in sale of human body is kidney transplant or any transplant that can lead to deliverance of human life as it would lead to change in his health condition. This king of trade on human bodies is regarded fair by many people but there are still a number of people who believe that the practice is abhorrent and should be prohibited. Although the society harbors the aversion to activities conducted on corpse, it encourages and tolerates especially through legalization the transplant activities and forensic postmortems (Price, 2000, p. 32). The other kind of human trafficking and sale of human parts involves sale of certain body parts illegally or trading people for slaves where they are taken for hard labor, discrimination and sexual manipulation. This kind of human trade is unacceptable to many people and thus it is disre garded all over the world. The experts who participate in the transplant operations advice people to judge the two activities with sense of ethical measures. The element of choice is essential. However, when making choices, one must consider moral, humanitarian and social purpose of the choice and law (Gallagher, 2012, p. 7). For instance, sale of human bodies for other purpose like witchcraft, sexual activities, child labor, and other forms of discrimination should not be treated as sale of human organs or donation for transplant. One form of human trafficking that leads to discrimination on human beings is slavery and sexual manipulation. Discrimination can be described as unequal or unjust treatment of individuals or groups of people based on their human attributes. Discrimination may be differential treatment or disparate impact. This is witnessed where people are captured or

ARNP Project Last Wk Essay Example | Topics and Well Written Essays - 250 words

ARNP Project Last Wk - Essay Example From the diagram, it would be noted that for ARNP to effectively market its services to Gen Y, it first has to review its goals and plans for the organization at large and the Gen Y to be specific. After this, the need to undertake external analysis on the Gen Y segment to come to terms with major demographic variables that pertains to the people. After this, an internal analysis will be needed to be sure if the organization has adequately put its house in ready to accommodate new customers that will be coming in. the internal analysis is often translated by a SWOT assessment, based on which strategies and objectives for the Gen Y group will be developed. The final stage will require the development and implementation of an action plan. Because ARNP is in the health sector, its action plan must focus on how the organization can present differentiated services to the Gen Y so that members within the Gen Y population would choose ARNP over other competitors for the mere fact that ARNP has different services that the others cannot