Women s Rights For Equal Treatment And Equal Rights

Blanca Romero November 1st, 2015 Fall 2015 Womenism in Our Everyday Life Women have always been treated as second class citizens in the United States, they have battled for equal treatment and equal rights. Although women have more rights than they used to, there is still much progress to be made. There is a clear discrimination against women to this day; there’s a disadvantage when it comes to the workplace, they get paid less than men and are less likely to have authority positions. To self-identify as a feminist is very stigmatized, it has been difficult to move away from the negative connotations the term has. Feminists are made out to be men-hating lesbians, however, feminism is about equal treatment and even men can self-identify as such. As a woman of color I identify with Bell Hooks, FEMINISM IS FOR EVERYBODY Passionate Politics. Women of color needed feminism that was more inclusive and that advocated for the rights of ALL women, and not just white women. 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Children in Elizabethan England Essay - 966 Words

When researching daily life in the Elizabethan Era, there were two prominent social classes throughout most of England. The upper or noble class families were akin to today’s upper class. However, the low-class families were much different from today’s low-class families. The gap between the two classes was so huge and a majority of England was impecunious. Most of the low class was orphans, abandoned wives, widows, the infirm, and the elderly. Each class, even the ones in the middle would despise anyone in a class lower than their own (Forgeng 21). Due to a lack of education, an overload of household responsibilities, and a lack of social acceptance, low-class Elizabethan English children were unable to flourish. 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Critic On Huckleberry Finn (320 words) Essay Example For Students

Critic On Huckleberry Finn (320 words) Essay Critic On Huckleberry FinnI felt that this novel, The Adventures of Huckleberry Finn, by Mark Twain is appropriate and necessary toillustrate the attitudes of pre-Civil war Americans. To me, this book just shows the life of two runawaypeople and their life along the Mississippi River. The first time I read this book, I really did not realize thatMark Twain was discriminating blacks. I think that the NCAAP is too worried about literature. MarkTwain probably wrote this book and used terms such as the N- word to show realism in his book. The wayMark Twain puts the book together combined with his way of speech makes the book sound so real thatyou could confuse it with a autobiography of a little child named Huck. The book Huckleberry Finn waswritten about a time between 1835s-50s. This meant that during Hucks time, slavery was still around andmost whites during this time do not like blacks. The N- word just literally show us what white people thinkof blacks at that time. They use this wor!d to verbally express their feelings. However, I am not trying to say that Huck calls Jim a N- because hedoes not like him. He probably picked it up from other people (adults). Besides this vulgarity as An Lewhas put it, this book in my eyes is a perfectly good reading book for young people. It is exciting,adventurous, and realistic. Most of the N- words are used by Huck and as you see of their relationshiptogether, you know that Huck does not mean it in a bad way. Since this word was used and passed aroundfor quite some time, Huck must have picked it up from someone and is using it sort of as a slang forAfrican Americans. They are messing with one of the greatest and most famous writers around. I dontthink this book is very prejudice at all. . . it is just very expressionable.

Seligram, Inc. Electronic Testing Operations Case Analysis Essay Example

Seligram, Inc.: Electronic Testing Operations Case Analysis Essay ETO Case Study Analysis Seligram Incorporation, Electric Testing Operations (ETO) previously measured two components of cost: direct labor and manufacturing overhead. The existing cost system is very simple. Burden was grouped into a single cost pool that was combined with each of the testing rooms as well as the engineering burden costs related to software and tooling development and the administrating costs of the department. The total burden costs was then divided by the sum of testing and engineering labor dollars to obtain the burden rate per direct labor dollar. Burden was then calculated by multiplying 145% of the burden rate by the actual direct labor hours related with the lots. ETO added the computed burden to the actual direct labor costs to determine the lot’s total cost. According to the calculations provided by ETO, the burden rate is equal to: (total burden $/ direct labor $)*100 = Effective Rate Calculation of Burden Rate |   |   |   | Total burden costs| $4. 713. 982,0| |   | Total direct labor dollars| $3. 260. 015,0| |   | =| 4. 713982,0/3. 60. 015,0*100| =| 144,6%| |   | Effective rate =| 145%|   |   | The current cost system was satisfactory in the past because ETO used much more direct labor hours and therefore the burden rate was more valid than it is currently, although it was still not the best choice. ETO’s current cost system assumes that all products absorb direct labor and overhead in comparable ratios. In reality, some products require costly automated equipment while others are produced on labor-intensive equipment. We will write a custom essay sample on Seligram, Inc.: Electronic Testing Operations Case Analysis specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Seligram, Inc.: Electronic Testing Operations Case Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Seligram, Inc.: Electronic Testing Operations Case Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Three primary reasons will show why the current cost system is no longer adequate for Electronic Testing Operations and that it needs to implement a new cost system to account for the changes that ETO is experiencing. 1. Because of the implantation of vendor certification, Seligram’s suppliers are doing the main testing on products and they do not require more testing once ETO receives them. This has decreased the amount of tests being performed and has resulted in less direct labor hours being used. Therefore, the application of direct labor as an input in computing burden is no longer useful. 2. Although ETO was cheaper than outside resources on complex parts, it faces outsourcing on products that only require basic testing. Due to lower costs this has caused in increase in indirect costs and a decrease in direct costs. 3. ETO discovered a need for more high-technology tests because of new components that are much more complex. The equipment needed to test these new components are mostly automated and use much less direct labor. The proportion of costs due to overhead is increasing while the proportion of costs due to direct labor is decreasing resulting in a continuous increase in the burden rate. This is evidence that the current costing system is no longer acceptable. Calculation of the reported costs of the five components described in the case: Product | ICA | ICB | Capacitor | Amplifier | Diode | Total | Direct Labor $ (from exhibit 6)| 917| 2051| 1094| 525| 519| 5106| Burden (145%) | $1,329. 65 | $2,973. 95 | $1,586. 30 | $761. 25 | $752. 55 | $7,403. 0 | Total Cost | $2,246. 65 | $5,024. 95 | $2,680. 30 | $1,286. 25 | $1,271. 55 | $12,509. 70 | a. Existing cost system *Burden = direct labor costs * 145% b. Cost system proposed by accounting manager The accounting manager for ETO suggested a new cost system in an attempt to alleviate the problem at hand. His proposition included a plan that would trace burden directly to two cost pools. The first cost pool would include burden connected to the technic al and administrative functions and would be charged on a rate per direct labor hour. The second cost pool would include all other burden costs and would be allocated based on machine hours. Product | ICA | ICB | Capacitor | Amplifier | Diode | Total | Direct Labor $ (from Exhibit 6)| $917| $2,051| $1,094| $525| $519| $5,106| administrative and technical functions cost (21%)| $192. 57| $430. 71| $229. 74| $110. 25| $108. 99| $1,072. 26| Machine hours needed in hours (info found in exhibit 6)| 18. 5| 40| 7. 5| 5| 12| 83| Burden testing rooms ($80 per machine hour) | $1,480| $3,200| $600| $400| $960| $6,640| Total Cost| $2,589. 57| $5,681. 71| $1,923. 4| $1,035. 25| $1,587. 99| $12,818. 26| Burden rate for first cost pool (information found in Exhibit 5)| Total Burden (administrating and technical functions)| $684,603| Total Direct labor hours | $3,260,015| Effective Rate for 1st cost pool*| 21%| *Effective Rate = total burden/ total direct labor hours multiplied by 100 | | Burden rate for second cost pool (information found in Exhibit 5)| Total burden (testing rooms) | $4,029,379| Total machine hours | 50,304| Effective rate for 2nd cost pool*| $80| *Effective Rate = Total burden/ total machine hours| | Total Cost = direct labor costs + administrative and technical costs + burden testing room c. Cost System proposed by the consultant The consultant proposed a plan that would trace burden to three cost pools. The first pool would include burden related to the administrative and technical functions and would allocate costs per direct labor dollar. The second pool would contain burden assigned to the main test room and would be based on machine hours. The third pool would contain the burden allocated to the mechanical test room and would also be allocated based on machine hours. Burden rate for first cost pool (information found in Exhibit 5) *same as burden rate proposed by accounting manager | Total Burden (administrating and technical functions)| $684,603| Total Direct labor hours | $3,260,015| Effective Rate for 1st cost pool*| 21%| *Effective Rate = total burden/ total direct labor hours multiplied by 100 Burden rate for 2nd and 3rd cost pools (information found in Exhibit 5)| | | | Main Test Room | $2,103,116 | | Mechanical test room| $1,926,263 | | Machine hours in the main test room | 33,201| | Machine hours in the mechanical test room | 17,103| | | | Burden rate for main test room | $63 | 2nd cost pool| (2,103,116/33,201)| | | Burden rate for mechanical test room | $113 | 3rd cost pool| (1,926,263/17,103)| | | Product | ICA | ICB | Capacitor | Amplifier | Diode | Total | Direct Labor | $917 | $2,051 | $1,094 | $525 | $519 | $5,106 | administrating and technical functions cost (21%)| $192. 57 | $430. 71 | $229. 74 | $110. 25 | $108. 99 | $1,072. 26 | machine hours needed in main test room| 8. 5| 14| 3| 4| 7| 36. 5| machine hours needed in mechanical test room | 10| 26| 4. 5| 1| 5| 46. | Burden main test room ($63/hour)*| $535. 50 | $882. 00 | $189. 00 | $252. 00 | $441. 00 | $2,299. 50 | * (machine hours needed in main room * $63)| | | | | | | Burden mechanical test room ($113/hour)*| $1,130. 00 | $2,938. 00 | $508. 50 | $113. 00 | $565. 00 | $5,254. 50 | *(machine hours needed in mechanical test room * $113)| | | | | | | Total Cost*| $2,775. 07 | $6,301. 71 | $2,021. 24 | $1,000. 25 | $1,633. 99 | $13,732. 26 | * total cost = DL + administrative and technical costs + burden in main test room + burden mechanical test room Which Cost System is preferable? Why? First let’s compare the total cost with the three different methods calculated above: 1. Existing cost system | ICB | Amplifier | Machine Hours | 40| 5| Total Cost | $5,024. 95 | $1,286. 25 | | | | 2. Cost system proposed by accounting manager | ICB | Amplifier | Machine Hours | 40| 5| Total Cost | $5,681. 71 | $1,035. 25 | | | | | | | 3. Cost system proposed by outside consultant | ICB | Amplifier | Machine Hours needed in main test room | 14| 4| Machine hours needed in mechanical test room | 26| 1| Total Cost | $6,301. 71 | $1,000. 25 | If we compare the existing cost system with the cost system proposed by the accounting manager we can see that ICA and ICB consumer a greater amount of machine hours per direct labor dollars in comparison with the Capacitor and the Amplifier. ICA consumer 18. 5 machine hours total and ICB consumer 40 hours compared with the Capacitor which consumer 7. 5 machine hours total and the Amplifier which only consumer 5 machine hour’s total. By switching cost systems and allocating costs based partly on machine hours ICB and ICA’s costs will go up and costs for the Capacitor and Amplifier decrease because they use substantially less machine hours. If we compare the cost system proposed by the accounting manager with the cost system proposed by the consultant we will notice slight differences depending on if the product used more hours in the main test room or the mechanical test room. The mechanical room burden rate is $113 per machine hour compared to the main test room burden rate, which is only $63 per machine hour. This type of costing system will cause the total cost for ICB, ICA, Capacitor and the diode to increase and the total cost for the Amplifier will decrease since it only requires 1 machine hour in the mechanical testing room. The costing system proposed by the consultant is the most preferable because it takes into account that each product does not consume both testing rooms in the same proportion. This is especially important since the effective rates of the two rooms differ considerably ($113 for the mechanical room and $63 in the main testing room). The system proposed by the consultant is more accurate and also makes it easier to trace costs. Would you recommend any changes to the system that you prefer? Why? A possible change that could be made to the cost system proposed by the consultant would be to add a fourth cost pool that will separate administrative and technical costs. Administrative and technical functions are very different in nature and consumption of resources varies among products. Treating these costs as two distinct cost pools may provide better accuracy than if they are grouped together as one. Would you treat the new machine as a separate cost center or as part of the main testing room? The initial burden rate from the cost system proposed by the consultant, which traced burden to three cost pools is $63 ($2,103,116/33,201). If we wanted to treat the new machine as part of the main testing room we can calculate the new burden from information found in Exhibit 7 and Exhibit 5. The depreciation method used on the new machine is double declining balance. The First year’s depreciation cost is $500,000. We will use the depreciation expense calculated in years 1 and 4 to compute the estimated machine hour burden rate. Year| Book Value| Depreciation| Depreciation| Accumulated| Book Value| | Year Start| Percent| Expense| Depreciation| Year End| 1| $2,000,000 | 25. 00%| $500,000 | $500,000 | $1,500,000 | 2| $1,500,000 | 25. 0%| $375,000 | $875,000 | $1,125,000 | 3| $1,125,000 | 25. 00%| $281,250 | $1,156,250 | $843,750 | 4| $843,750 | 25. 00%| $210,938 | $1,367,188 | $632,813 | The following chart shows depreciation from year 1 through year 4: First year’s burden rate: | Hours | Variable | Depreciation| Other Costs | Total | Old Machine | 33,201| 887,379| 88,779| 1,126,958| 2,103,116| New Machine | 400(10% of 4,000) | 100,000| 500,000| 225,000(Fixed cost + installation costs)| 825,000| Total | 33,601| 987,379| 588,779| 1,351,958| 2,928,116| Machine Hour MOH rate in year 1: $87 (2,928,116/33,601) Year 4: | Hours| Variable| Depreciation| Other Costs | Total| Old Machine | 33,201| 887,379| 88,779| 1,126,958| 2,103,116| New Machine | 2,400(60% of 4,000)| 100,000| 210,938| 150,000(fixed costs)| 460,938| Total| 35,601| 987,379| 299,717| 1,276,958| 2,564,054| Machine Hour MOH rate for Year 4 : $72 (2,564,054/35,601) The burden rate drastically increases in year 1 from the initial burden rate of $63 and increases overall in total throughout the remaining years if the new machine is treated as part of the main test room. Because the new machine will only be used for just a couple of customers in the â€Å"foreseeable future†, the new machine should be treated as a separate cost. If the new machine was treated as part of the main testing room it will affect the accuracy of the allocation of costs for all the products tested because it will be used so sparingly. Generally speaking, when should a more â€Å"refined† costing system be implemented? A more â€Å"refined† costing system should be used when: * A company produces heterogeneous products such as airplanes or buildings * When a company has a large amount of overhead costs with numerous product lines * High complexity in the manufacturing environment. Companies that manufacture complex products need a more detailed costing system that traditional costing systems are unable to manage. * A more accurate view of product cost is required

Buisness Of the Railroad essays

Buisness Of the Railroad essays One of the first big business of 1850s started with the development of the railroad. Before the civil war was the trunk line railroads, witch controlled 500 miles of track each, and had hundreds of employees. The late 1860s and early 1870s the New York central and many other railroads ran through the west. A major accomplishment was set fourth when entrepreneurs completed the first Transcontinental line, and construction was a hard and exspecive task. ( Even the largest textile mills employed fewer than a thousand people , and a handful were capitalized at more than 1 million dollars.) (pg 53) Railroads were growing rapidly across the country all over the United States. In the 1880s there was an average of 8,000 miles of track being layed that the Americans had built, and by the time of 1890the entire nation had already had 166,000 miles of track. And with big railroad improvement and passage ways came growing cities and even more businesses that people could benefit off of. Then in 1916 constuction of more than254,000 miles had been completed. So in result it was a complete system by 1916. (even by the end of the 1880s, an intergrated, nationwide railroad network was available to farmers, manufacturers, merchants, and passangers.)(pg53). Because railroads grew so fast problems came up faster than expected such as they were so big there was not enough employees to go around. This served as a big problem. And as people found out in the railroad business problems that would come up were much more complicated than say a factory on the north shore having problems. When making decisions about a problem or any other complications that may come up wile running a railroad , deciding and making rash decisions effect lives of the passangers and also affect the employees on the trains, so decisions have to be made fast and precise. The most common problems of the Railroad is problems of financing expansion an ...

Famous Stones and Their Legends and History

Famous Stones and Their Legends and History Certain stones started out as dumb common boulders, like all the rest. But one day they got a lucky break, and now theyre genuine rock stars. Heres a few of them. Family pride leads me to start with Plymouth Rock, that sturdy icon of American strength and faith. Its a chunk of Dedham Granodiorite that, the legend goes, was sitting where John Alden of the Plymouth Colony first stepped on American soil in 1620. That great man is my ancestor 13 generations back, but I didnt learn this legend in my fathers lap; instead I read about it on some Web site. And the legend isnt actually true either. In fact Plymouth Rock is a fraction of its old self, having suffered many indignities during its up-and-down history. I prefer the idealized image of the rock in its better days, as shown on a souvenir plate from the John Alden Shop in Plymouth, Massachusetts. Surely no humbler-looking object has ever been depicted by the porcelain artists at Jonroth Co., England, unless they made a plate to commemorate mashed potatoes (which would be a good idea). Somewhat more exalted, if only in being higher off the ground, is the Blarney Stone, set in the battlement of Blarney Castle in Cork, Ireland. Kissing the stone gives you the gift of persuasive speech. Legend has it that this boulder is half of the Stone of Scone, awarded to the great Cormac McCarthy for supporting Robert the Bruce in the Battle of Bannockburn in 1314. A geologist recorded his judgment that the Blarney Stone is the same stuff as the rest of the castle, which is made of local limestone (a lower Carboniferous biomicrite, to be more precise). I swear its true, but the last time I checked the Web page documenting that, it had mysteriously vanished- something that almost never happens! Was the geologist himself talking blarney? Im not sure, because another legend has it that the true Blarney Stone was taken away, which means the geologist was looking at a sham stone. The Stone of Scone itself is the rock upon which the kings of Scotland were crowned, and the Scots know it as the Stone of Destiny. The English took it in 1296 when they conquered Scotland and had the stone built into the royal coronation chair to keep the tradition alive. (The stone was returned in 1996, but can be taken back whenever its time to crown a new monarch.) You see already that if the English took it in 1296, then Robert the Bruce could not have split it with Cormac McCarthy in 1314. The Stone of Destiny is a block of yellowish sandstone of uncertain origin. Legend traces it to ancient times as the very stone upon which Jacob laid his head in Genesis chapter 28, and thus it is a solid symbol of the Promised Land. But a legend says the stone the English took in 1296 was a fake! That would solve the discrepancy with the Blarney Stone- if we assume that one is also a fake. Perhaps the most exalted rock in every sense is the Black Stone of the Kaaba, a dark boulder set in silver on the wall of Islams central shrine, the Kaaba, in Mecca. It marks the starting point of the walk around the Kaaba at the heart of the holy pilgrimage called the hajj. Islamic experts make it clear that the Black Stone is not holy in itself. For instance, the Black Stone was once taken away for many years, and the hajj was not affected. (Perhaps the royals of the British Isles could learn from this.) The Black Stone has its own story, a good one. It is said that when the patriarchs Abraham and Ishmael were building the Kaaba, the stone was delivered to them by the archangel Michael. That story is consistent with the Black Stone being a meteorite, and indeed meteorites have been prized and revered by many different peoples around the world. But I wouldnt ask any Muslim, even a geologist, to waste one second of their hajj examining the stone to satisfy my curiosity. Scientists too have given names to stones- even geologists, who you think might know better. For example there are the rocks on Mars, sitting around the landers. But my favorite example is the roster of 162 sliding rocks of Racetrack Playa, in the California desert. Each one is being mapped with GPS technology by geologist Paula Messina of San Jose State University, and each of them bears a womans name. In fact each stone has its- I mean, her own Web site, and if thats not fame I dont know what is. Every year the stones are found sitting on the vast dry lakebed, but not in the same position. Behind each one is a shallow track in the cracked playa mud, proof that some rare combination of wind, water and physics animates them when no one is there to see. Thats no legend . . . merely a mystery. (But just in case youre keeping up, heres the latest and most plausible explanation.) PS: The Japanese created an art form out of stones: suiseki. The idea is to find natural stones that reproduce things like mountains, but on a desktop scale. Suiseki stones arent famous but they are beautiful, and sometimes quite valuable. See some examples of this Earth art.

Fast Food Essay Example | Topics and Well Written Essays - 1250 words

Fast Food - Essay Example hlosser in his book ‘Fast Food Nation’ states that Americans are spending more on fast food than they spend on other things such as higher education, purchasing personal cars, or personal computers (3). The whole business of selling fast food is now becoming so routine and thoroughly unexceptional. Those who operate these businesses in America are now taking it for granted just like stopping in traffic for red light or brushing your teeth. This business is becoming a social custom in American as a rectangular, small, frozen, handheld, and re-heated apple pie. The book of Eric Schlosser ‘Fast Food Nation’ is about the growth of fast food industry in America, the values the business embodies, and the way it has changed the world. Fast food business in American proves to be a radical force in the nation’s life. Eric Schlosser argues that the complex interplay of economic, social, as well as technological forces determines what people eat (3). Citizen farmers and slave used to feed in the early Roman Republic. Currently, more than a quarter of the American adults visit the fast food restaurants. Eric Schlosser further states that the business of fast food has not only changed American diet, but also the country’s landscape, workforce, economy, and people’s culture. The consequences of fast food business are currently inescapable even if you eat them twice a day, have not taken them, or try to avoid them (4). The fundamental societal changes in Americans play a vital role of driving the extraordinary spread and growth of the business of fast food. United States worker was high in the year 1973 and declined steadily in the following twenty-five years (4). During this time, the number of women who entered the workforce increased motivated by the perspective of feminist. In the 1975, only a third of the women with young kids worked outside their homes. Currently, more than two-thirds of mothers with young kids are under employment. Sociologists Carmen

The state of Journalism in America Essay Example | Topics and Well Written Essays - 2000 words

The state of Journalism in America - Essay Example As America cities such as Boston, Washington, New York and Philadelphia grew so did journalism. The telegraph, larger printing presses, alongside other technological innovations provided for mass printing of newspapers, and boosted circulation of the newspaper thereby increasing revenues collected (Winfield, 2008). In large cities, some of the newspapers were politically independent. For smaller cities, most were closely tied to political parties, which were used to communicate and campaign. The editorials of such newspapers explained party position on current issues while damning the opposition. The press expanded rapidly as the major support element in the American party systems. By 1900 key newspapers had turned into profitable power houses of muckraking, sensationalism and advocacy, along with professional news gathering. In the late 19th Century much of United States Journalism were housed in large media conglomerates. The digital journalism was later introduced in the 21st Cent ury, with all newspaper facing business crisis as readers turned to internet as their major source of getting news with advertisers following them (Joyce, & Nip, 2006). The increasing growth of the impact of internet, particularly in after 2000, introduced â€Å"free† news. It also classified advertisements to audiences that could no longer care for paid subscriptions. Many dally newspapers had the business model undercut by the Internet. Bankruptcy loomed across America and even hit major papers such as the Chicago Tribune, the Loss Angeles Times, and the Rocky Mountain news among many others. Since then, journalism has never remained the same. This paper explores the state of journalism in America.... However, like other public service broadcasting corporations in which journalists operate, often derive some of their funding from the government. Some public service corporations derive their funding from the community or non-profit organizations. Other forms of funding include pledges from sponsors. The government directly discharges broadcasting services, albeit their limited number. Public broadcasting corporations often come with their programs. They also purchase the programs from distributing and producing companies such as APT, APM and NPR, among others. The funding of the public broadcasting corporations are channeled through the Public Broadcasting Corporation (Brad, 1994). The Public Broadcasting Television service receives support from the viewers, as well as commercial sponsors. It is this feature that has made them to be characterized as commercial broadcasting corporations. However, it is worth noting that the commercial advertisements are often limited, short and rela tively muted. Technologies have enabled the public to access the channels of television through the cable systems, which are funded by the franchise fees and television donations (Brad, 1994). The United States’ public broadcasting television channels have been widely criticized for leaning towards conservatism. Since 2012, erosion of news reporting resources has continued to converge with increasing opportunities for those on government agencies, politics, companies with others taking messages directly to the public (Fuller, 1999). In 2012, there were signs of shrinking in reporting power. The estimates for cutbacks in the newspaper newsroom in 2012 put media industry down 30 percent since 2000. It also put the industry below 40,000 employees who are on a full-time

Human Resource Management Challenge Essay Example for Free

Human Resource Management Challenge Essay As human resource development manager, will make a meeting with main office staff and discuss to create new policy rules and regulation according company working basement and working time, strict rules to department supervisor and line leader must be responsible on product operating and department cleanness environment, main leaders must coaching new operator the basic rules and company working style well. Fixing CCTV camera at whole area of company environment to avoid illegal activities and control the situation every time. Arrange company official bus transport to all the staff to make easy facilities to cover the duration of travelling for those staying far and cover accident. According to company rules all the staff need be corporate with management and department leaders to run the company well and helping each other during working time, any information regarding company issues, product, celebration must be arrange a meeting to inform all the stuff to avoiding misunderstood and conflict. Each every time department supervisor have taken action on neglect working stuff and inform to the management and always make daily working report to show the production result and situation, good working stuff will be offer special features, as increasing wages and much more, arrange canteen or rest room to all staff to they safety. The human resource or HR department is instrumental in implementing effective organization development. The human workers of an organization are perhaps its most important assets. The successful management of these valuable human resources will drive the organization to optimum success. The various roles of HR organization development must be implemented in alignment with the overall strategic planning of the organization. As employers and workers and trade unions representing them for several responsible for good industrial relations, the first step is for both management and trade unions to accept the highest level, the same degree of person responsibility for industrial relations as for other functions within their respective organizations. Good industrial relations need to be developed within the framework of efficiency of the establishment or undertaking. As such, a major objective of management must be to develop and effective personal and industrial relations policies which engender the confidence of all employees, subject to the purpose for which the establishment or undertaking was establish and its social obligations to the nation equally trade unions should ensure that the policies and practices that they adopt are not only fair in relation to the function and purpose for which they been formed but also take into consideration national interest. Ground rules are established to keep an organization guided and controlled. At times that certain rules are choking to the neck. This may be gorunds for conflict between employees and the management. Whenever and individual feels that there are inconsistencies and irrationalities in the workplace, tendency is the person truggles to break free from such process. For employees, it may take an effort to really understand that such rules is a way of maintaining standards in the company. But this should be well-implemented andproperly disseminated by the management in a way that will not seem like a threat to the inviduals. To build inclusive and harmonious workplaces, both employees and managers play important roles. Organisations should equip them with the relevant knowledge and skills, and encourage them to display attributes and behaviours can build competencies to foster inclusive and harmonious workplace by embedding them in formal HR practices recruitment – hiring candidates which in with fit in which the organisation’s values on inclusiveness learning and development – equipping employees with the knowledge and skills to work effectively in diverse teams performance management – assessing employees on their ability to work effectively in a diverse team or manage a diverse team organisations should adopt recruitment policies which are consistent with the tripartite guideling on fair employees practices to build an inclusive and harmonious workplace, organisations need to recruit candidates who are able to work with or ead diverse teams team department are also provided with a allowance every quarter to plan their own gatherings and team building activities. To help new employees assimilate into organization muvee provides support to newly arrived foreign employees, helps them with accommodation arrangement, administrative requirement and share with them places to eat or visit in Singapore. An employee portal on the internet also allows new employees to quickly get acquainted with other in the company , organisations which already have employee awards in place can consider including values and behaviours that fster inclusive and harmonious workplace as part of the awards critera ANSWER SECTION ONE (B) As agency of training and development, human resource department are important facilities to every business to handling company daily situation, and working activities. Human resource department are responsible to covered company programmed running and all the organization in perfect way in all the time. However, HR department creating new style and activities among staff to make new outcome to run company and control all the activities well , to generating new era with company and staff, HR are mostly focusing on administrative creating new way to organization and for company, HR department are mostly responsible and protection for company basement and organization. It included skills and knowledge attained for both personal development and career and advancement. Planning by professionally developing with each employee and implementing that planning to an effective performance management system. Human resources and staff development will continue to focus on developing strategic initiatives and providing services and consultation which improve business performance for the greatest and effiency . Staff will continue to participate in the review of organization structures on a consultancy basis and address issues relative to the corporate culture and values. The human resource management functions no longer have merely a transactional role. There is a requirement for the human resource department to become more strategic in the practice employees will have safe and supportive workplace. Every business needs a safety plan. Objective develop a safety checklist and operate the business to ensure all safety regulations are met. Reduce workplace injuries to zero. nvolve employees through an internal committee or team in making their environment a safe place to work. Support health and wellness programs through an optional, additional-cost, benefit program. Strategy the safe and supportive workplace goal will be supported by a company program to engage employees in individuals health practices and improvement and work programs and work-from home progams. ensure the at work environment is ergonomically best. Measures of success reductions in injury reduction in time off request reduction in absenreeism related on the job accommodation program regular safety inspections regular safety meetings with employees regular ergonomic assessments. Good human resource planning and management will result in good report and communications between employees and the management. It will also result in individual employees development plans low employees turn over low absenteeism low safety incident, competitive employees compensations programs including basic employees benefits high morale good quality output and efficient operations, well trained employees and satisfied customers. Salary competitveness witin the industy and basic employee benefit need to be reviewed regularly likely at least every two year. The plan needs to indentify hiring and promotion policies and employee development plans for improving employees performance. The purpose of the Training and Development Program is to provide consultation curriculum and training services ti pinal country employees so they can improve their professional skill set to advance the country priorities and delier the best services possible to pinal country residents, 70% of trained employees who demonstrate improvement skill knowledge through pre and post training testing. 10% of pinal country employees that complete a job related degree though the tuition reimbursement program per consultation provided. 80% of pinal country employees who have completed any franklin covey training program offered through hr, that show an improved evaluation of job performance between the preamp; post assessment by managers. (SECTION TWO) As HR department working for company long –term in all the ways, to create new techniques and capability to cover organization to improve company basement and development, company are now looking for more high quality new out come product a nd new strategic. Human resource are plays the essential role in developing company very well by handling all the employee activities of an organization , company in beginning of growth phases can be benefited identifying training needs for existing staff. The strategies that also can reduce turnover and improve employee retention. HR department are mostly responsible company programed to make advance future facilities and development. HR department processes are in several type of function, time management, travelling management, workforce planning and recruitment. Department of human resource is responsible for monitoring effectiveness of agency or department recruitment and selection procedure in accordance with applicable policies and law. The organization engages in strategic planning to keep itself for the future. Since component of the strategic planning the foundation for workforce planning, leaders are advised to start by creating or updated organization strategic planning to beginning the workforce planning process well. The important of strategic planning and developing public and non profit organization once looked at strategic planning as designed strictly for the profit sector with goal of increasing sales and profit margins, improvement customer satisfaction and creating good efficiency. Strategic Strategic human resource managementVertical and horizontal alignment of corporate policies- A conceptual framework| lanning can be defined to a clear current, mission and vision that are easy to communicated and understanding and ownership of the mission and vision in all parts of the organization and critical assessment of the environment in which the organization operate Analysis of internal environment analysis of external enviroment Statement of country’s mission and strategic objectives HR objectives and strategic Function – specific HR policies and practice Recruitment / retention / succession management| Job evaluation/ Compensation reward issues| Employee benefits / payroll| Training amp; development| Result performance management amp; labour relations| (SECTION THREE ANSWER) The turn of the century has been increased focus on the same in organization globally. Many organizations have mandated training hours per year for employee keeping consideration the fact that technology is des killing the employee at a very fast rate. The training developing our administrators and staff are among the most important things. in this rapidly changing environment, employees are constantly being called up on to learn new skill to work in new and different ways and to charge directions at a moment notice. The quality of employees and their development through training and education are major factors in determining long –term profitability of a small business. Human resource management is the function witin an organization that focuses on recruitment of management and providing direction for the people who work in the organization can also be performed by line managers. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management organization development safety wellness benefit employee motivation communication administrative and training. HRM a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organizations goals and objectives . HRM is moving away from traditional personnel, administration, and  transitional  roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. The HRM is arts and knowledge, the running needs supporter which called staffs and are human resource of the organization. HR can improve the level of management and execution. It is important during period of management. It is important to improving HRM in the importance of organization development. Human resources are the people that work for an organisation, and Human Resource Management is concerned with how these people are managed. However, the term Human Resource Management (HRM) has come to mean more than this because people are different from the other resources that work for an organisation. People have thoughts and feelings, aspirations and needs. The term HRM has thus come to refer to an approach, which takes into account both:   1. the needs of the organisation 2. the needs of its people. Different individuals have their own needs and aspirations. HRM therefore involves finding out about the needs and aspirations of individual employees, for example through the appraisal process and then creating the opportunities within the organisation (e. g. through job enlargement) and outside the organisation (e. g. through taking up educational opportunities at local colleges/universities) for employees to improve themselves. HRM therefore relates to every aspect of the way in which the organisation interacts with its people, e. g. y providing training and development opportunities, appraisal to find out about individual needs. Opportunities and courses for individuals to develop skills, knowledge and attitudes that help the organization to achieve its objectives. Development the provision of opportunities and courses for individuals to develop skills, knowledge and attitudes that help themselves to achieve personal objectives. Training and development needs analysis an analysis of the opportunities and experiences that are required for individuals to train and develop in order to meet organizational and personal objectives. A training and development plan can then be created to set out how these needs can be addressed in practical steps. Audi has developed a training and development programmed designed for technicians at the company. Technicians are appraised by their line managers to identify their personal training and development needs. They then work with professional consultants on development training activities as well as attending relevant courses either at the Audi training center or on external courses. The technicians are able to use a multimedia based Training Needs Analysis tool that enables them to produce a Personal Development Plan automatically. A human resources training and development plan is a written document. Work with manager to identify training and development needs and create a plan to address those needs. At many organizations, the human resources department provides a template for the plan that includes all of the necessary information. Some organizations include training and development plan in annual review. According to the website Management Help, a training and development plan should include certain components. The first component is the training goal, which refers to the overall results that hope to achieve. The learning objectives describe what will be able to do as a result of the training. The learning methods are the activities that will do in order to achieve the objectives. The documentation refers to the evidence of learning activity. The evaluation assesses the quality of results. Before start, it should lso consider the necessary budget and set a timeline to complete to plan. The National Center for Training, Support and Technical Assistance states that training and developments plans focus on three different types of learning gaps or needs. The most common are performance gaps, professional growth gaps and opportunity gaps. Performance gaps happen when a worker lacks the necessary skills to do his job. Professional growth gaps refer to more general skills that an employee would like to develop. Opportunity gaps refer to what an employee needs to learn in order to be promoted to a new position. To create a training and development plan, start by assessing your needs. At annual review or at another appropriate time, discuss with your manager the things that need to learn in order to do your job better. Also consider what would like to learn in order to prepare yourself for a promotion. After select the skills that would like to develop, consult with the human resources department to determine what types of training and development are available. They will help measure skills, select an appropriate training method, and establish the level of imporvement. Training and development programs have a positive impact on organizations. They increase job satisfaction, motivation and morale, which reduces employee turnover. A company with low employee turnover becomes more efficient and also saves significant money in the cost of hiring and training new employees. Consistent training also helps companies stay up to date with new technologies. Compaines may also keep past training and development plans on file to measure how much an employee improves Human resource departments typically conduct activities designed to train and develop company personnel, whether to address performance problems or help prepare an employee for a management role. In addition to formal training courses (such as instructor-led sessions, web-based training and seminars) should offer flexible alternatives such as coaching, mentoring and job-rotation experiences. Developing employee capacity involves managing programs such as employee orientation sessions, policy and procedure awareness sessions, leadership development workshops and other options designed to enable company (and employees) to succeed. Structure training and development department to support associates. Offer training opportunities to those who fail performance appraisals. Encourage employees to develop their professional skills by offering courses at work. Create executive leadership development programs to allow learning new skills necessary to take on management responsibilities. Conduct awareness sessions about new policies and procedures as well as to ensure compliance to local, state and federal regulations. Develop customized training courses for employees. Cover specific details about business. Courses in communication, customer service, diversity, ethics, quality and safety typically allow people to function more effectively on the job. Focus on a particular topic such as cultural intelligence for a month at a time. Schedule related activities to promote awareness. Develop templates, job aids, demonstrations and simulations to support employees in working in a consistent manner across company. Establishing a good image both within the company and with customers and business partners depends on a well-trained workforce. Provide access to training courses through a Learning Management System (administrative software) so students can register and access training materials any time they need them. Ensure employees create an annual development plan to establish development objectives and focus learning on activities that align to companys strategic goals. Get executive sponsorship for any training initiative establish so that can procure the necessary funding and budget allocation required. Evaluate training and development programs to ensure they are meeting employee and company needs. Training and development opportunities typically lead to increased job satisfaction and motivation. Employee efficiencies result in operational cost savings and increased capacity, resulting in company financial gains. Learning new technologies and techniques for getting work done also improves operational metrics. Training activities can also increase employee retention rates.

A Christmas Carol Essay example -- English Literature

A Christmas Carol Lots of people take great pleasure in listening or telling ghost stories. People enjoy this because it gives them a chance to tell people maybe some of their own experiences, stories or their ideas. Some of these may be very scary and some may only be mildly scary. It is also a good way of socialising as you are talking to people and sharing experiences that people may find extremely interesting, resulting in them thinking you are very intellectual, as telling stories can be more in depth than just having a conversation. The usual setting for a ghost story is an image of darkness and fear, which is intended to bring across the image of fear on the reader and involve them in the story. In the actual ghost stories the image of a ghost is usually something that is scary, dead and wants to bring you harm in any way possible. They usually only appear in the dark as a story tends to be more fearful if the atmosphere and appearance of the story is dark, secluded and dirty. Although as you get older the whole image of a ghost changes it tends to become a more secluded, unknown creature or maybe a memory of a person and sometimes may not be scary, it can be friendly or somebody you may be able to make contact with. Some people actually believe in ghosts, which is maybe why ghost stories sometimes do so well in the world. Now for the actual story, a Christmas carol. The story takes place in London, pre 1914. Charles Dickens is very good at creating a ghostly image by using the power of adjectives and contrasting the light and dark and bright and dull images. An example of this is â€Å"cold, bleak, biting weather, it is the use of these words and techniques that give the reader the sense of... ...eating a very successful ghost story that is effective, scary and interesting for all audiences. Dickens does very well in the way he contrasts all of the ghosts within the story, there are a number of different personalities within the ghosts, he changes from spooky to jolly and then fearful, this is in done by creating stages and builds up to the finale of the ghost of still to come is extremely spooky and intimidating. He has set the atmosphere by describing the setting of the rooms and surroundings and contrasting them with the ghost and mood or essence. I think the best ghost in the story is the last ghost as the story is after all meant to be a ghost story and is meant to be scary; the ghost really does set a scary mood. Overall the story a Christmas carol sets a very spooky mood that draws in the audience in and makes them want to carry on reading.

The Reluctant Receptionist

The Reluctant Receptionist Why was it important to be specific when describing job duties? The importance of being specific when describing job duties is very important. Having a well effectively developed employee job description is a communication tool between the employee and employer and it can determine the success between the employee and employer. Having a poorly written job description can add confusion to the workplace, also a lack of communication from the company. People working for the company may feel as if they do not know what is, to be expected of them.In this scenario not being accurate of the written job description created a problem because it was not written but it became a verbal description and it had nothing to do with what Virginia applied for. Virginia was not hired to be a receptionist, but was to relieve the receptionist for an hour a day. Virginia felt that this company did not take her seriously and felt unappreciated. Even though she has a college degree , and the job she applied for was an HR assistant not a fill in receptionist.The importance of job descriptions Employee job descriptions are written statements that describe the duties, responsibilities, and the qualifications of a particular job. Employee job descriptions are based on information obtained through a job analysis, understanding the skills required to accomplish the task that is needed, and the needs of the company. Having a well written job description can cover legal basis as well, if employment issue's should arise: it will define the ongoing job responsibilities for the employee.It will also identify the required knowledge , skills and abilities needed to be successful. What can be done in the future to prevent these problems, what are the job duties of an HR Assistant? In order from preventing this happening in the future is to be more detailed into what is expected of the job being performed. When writing a job description consider the task, duties, and respons ibilities and define each one if needed. Job Description for Human Resource AssistantHuman Resources Assistants are generally assigned to help Human Resource directors and managers keep track of employee information. This information could include an employee's name, address, job title, compensation, tax withholding information and benefits, such as retirement and insurance plans. Human Resource assistants also help with documentation concerning grievances, terminations, absences and performance reports. Duties of an Human Resource Assistant Human resources assistants may be required to complete a wide variety of duties.Common tasks include answering questions, opening mail, receiving and transferring phone calls, giving directions, creating and distributing documents and providing customer service. Assistants may be required to use either traditional paper filing systems in their work, or more commonly, a computer data entry system. Other functions human resources assistants may fu lfill include setting appointments, arranging meetings, maintaining calendars, copying files, entering data into computer systems and tracking payments or other financial information.Assistants may also be required to write reports for their managers, compile spreadsheets and prepare presentations. Because they work with the public, human resource assistants must be able to present themselves well and have good communication skills. Assistants must also be aware of privacy concerns and the importance of keeping information confidential. References: Education Portal http://education-portal. com/articles/Human_Resources_Assistant_Job_Description_Duties_and_Requirements. html Career Builder http://www. careerbuilder. com/? cbRecursionCnt=1

Dress Not for Success: Fifty Years of American Dress Codes Burdening Students

Karnik Soghomonian Professor Brauer Writing 39C February 16th, 2012 Dress Not For Success: Fifty Years of American Dress Codes Burdening Students Over the past fifty years, dress code policies have been a major topic, a topic repeatedly protested against by American high school students. However, at the same time, dress codes have gained popularity in school districts across America. Since the 1960s, drastic measures have been taken to prevent students from wearing certain clothing of their choosing, in fear that the message presented on their clothing being too controversial.Consequently, students have been burdened with dress codes that infringe upon their First Amendment rights. This ongoing trend of imposing dress codes in schools has plagued America for years, resulting in numerous law suits and student punishments. The dress code debate in American Public schools can be traced through various inconsistent rulings in the court cases dating back to 1969, and continued to gain spe ed as a result of falsified information gathered to encourage dress codes in 1994. This debate has continued despite evidence suggesting its uselessness founded by Dr.David L Brunsma in 1998 and despite the negative psychological effects that dress codes could potentially cause, as implied by Psychoanalysis Erik Erikson in the 1960s. Controversy over American public school dress code policies gained the nation’s attention in 1968, when a group of high school and middle school students attending schools at Des Moines Independent Community School District (DMICSD) in Iowa claimed that their personal rights were being violated in the American schooling system.According to the students, they had been suspended from their school for half a month for wearing black armbands at school protesting the Vietnam War. Their school had suspended them on the grounds of violating the school district’s dress code policy, which stated that no students were allowed to convey any type of m essage through their speech or their clothing. Due to what they felt was an overbreach of school codes into their rights, the students sued the school district on November 12th, 1968. In the months that followed, the case, now known as Tinker, et al v. Des Moines Independent Community School District, et al, 393 U.S. 503, reached the level of the Supreme Court. On February 24th, 1969, the Supreme Court ruled in favor of the students saying, â€Å"it can hardly be argued that either students or teachers shed their constitutional rights to freedom of speech or expression at the schoolhouse gate† (Tinker). A result of the court case was a set of rules now known as the Tinker Standard, which state that a school district cannot ban any students’ rights unless they can point to specialized evidence that the specific right caused a substantial disruption of education and school activities.The Tinker Standards also state that if a student’s clothing portrays a clear and easy to understand message, the school has no right to hide that message (Hudson 150). This is still the standard in which our court system is supposed to abide. However, as will be mentioned further, the Tinker Standard has been ignored almost completely for forty years by the American School System and the court system (i. d. 154). One such case that ignored the Tinker Standard was Broussard v.School Board of Norfolk in 1992. A student wore a t-shirt bearing the message â€Å"Drugs Suck† to her middle school in Norfolk, Virginia. The student had worn the t-shirt several times to school previously; however on one occasion the student was stopped in the school hallway and sent to the principal’s office where the student was held for the remainder of the day, losing a full day of education. The student, with the assistance of the American Civil Liberties Union, sued the school district for overbreach.Even though the t-shirt had a plain and easy to understand message th at ‘drugs suck,’ which should have been protected under the Tinker Standards, the court ruled in favor of the school, ignoring the positive message of the shirt insisting that the word ‘sucks’ was too sexual. The court ruled this, even though the school district had failed to provide any evidence of disruption of student education (Broussard). In 1997, David Chalifoux and Jerry Robertson of New Caney High School in Texas wore rosary beads to school to express their Catholic faith.A school police officer told them to remove them due to their association with Hispanic gang culture. The two students, who had never associated with gangs before, looked through a student handbook which did not list rosaries as out of dress code. The students filed a lawsuit against the school, challenging the ban of rosaries in school with the application of the Tinker Standard. The court ruled in their favor, acknowledging that the school failed to provide evidence of the disrup tion f beads (Chalifoux). However, in recent times, it is seen that the Chalifoux case has also been ignored; in 2010, school officials in New York suspended a thirteen year old student for also wearing rosary beads while mourning the loss of his brother (Hudson 144). As can be seen, the legality of dress codes is entirely unclear as courts have contradicted themselves several times. The fact that the Tinker Standard is not widely accepted in all courts causes great confusion in laws of the First Amendment.Some courts, such as the one involved in the Chalifoux case, apply the Tinker Standard while other courts, such as the one in the Broussard case, do not. Some court cases make up their own standards such as seen in one example from Albemere County, Virginia where the court allowed students to wear t-shirt with guns to school, since the mascot of the particular school was a soldier carrying a musket (Hudson 155). Proponents of school dress codes claim that data and evidence support their argument that dress codes and uniforms improve discipline and reduce the crime rates in school.Those in favor of dress code policies point to Long Beach Unified School District, the first district to have a widespread uniform dress code policy in its public schools in 1994. The initial reports show a drop in crime by seventy percent. While this report seems to show positive credence to dress codes, upon closer examination, problems begin to appear. In 1996, Dr. Kerry A. Rockquemore, a professor at the University of Notre Dame, took a closer look at the information gathered in Long Beach and noticed that several other reforms were put into place at the same time as the uniform dress code policy.Rockquemore’s examination conclude to a third variable problem, that while the change in dress code policy was the most obvious change, improvements to campus security through the increase of campus police officers and increase funding to improve teaching methods are most likely the cause of the drop in crime rates seen in long beach Unified School District (Williams). Despite the noted third variables found seen in the Long Beach statistics on dress codes, many school districts have adopted similar dress code policies and have consequently felt no positive results.For example, Miami-Dade County School District in Florida created a dress code policy similar to that in Long Beach in 2006 and in the following few years, saw in increase in student misconduct (i. d. ). In response to the popularity of dress code policies since Long Beach initiated theirs in 1994, Dr. David L Brunsma, currently a professor of sociology at Virginia Tech University, has devoted much of the last fifteen years to studying uniforms and dress codes in public schools and their effects on students. In 1998, Brunsma, along with Dr.Rockquemore of Notre Dame, published his first academic paper showing the results of uniforms and dress codes on student. The study was conducted by following hundreds of students across America that had been chosen for a previous experiment in 1988. Many of these students went to schools with dress code policies while many did not. Brunsma and Rockquemore compared the students and concluded that dress codes and uniforms had no effect on student behavior, academics, drug use, or attendance in school (Brunsma, David and Kerry Ann Rockquemore).The graph below taken from Brunsma’s book The School Uniform Movement and What it Tells Us about American Education published in 2004 as a follow up on his 1998 paper shows nearly identical results that were published in his 1998 paper. The graph shows the correlation coefficient of dress codes and uniforms to various variables thought to be affected by dress code policies. A correlation coefficient of + or – 1 would indicate a perfect correlation while 0 would indicate perfect no correlation, which rarely happens in the real world.As you can see in the graph from Brunmsa’s book, the correlation coeeficients are much closer to 0 than they are to + or – 1. This indicates that there is no significant correlation between dress codes or uniforms to any variables shown in the graph. Figure 1: Brunsma, David L.. The School Uniform Movement and What it Tells Us about American Education. Lanham, Maryland, United States of America: The Rowman & Littlefield Publishing Group, 2004. Print. 13 Feb. 2012. Figure 1: Brunsma, David L..The School Uniform Movement and What it Tells Us about American Education. Lanham, Maryland, United States of America: The Rowman & Littlefield Publishing Group, 2004. Print. 13 Feb. 2012. With little evidence to support their claims, many schools still implement dress codes, which some psychologists insist is hurting the development of adolescents (Swafford). In 1968, Psychoanalysis Erik Erikson published his book Identify: Youth & Crisis detailing key psychological crises in adolescents’ life that lead to healthy development of personality and dentity. In his book, Erikson describes one crisis in which an adolescent undergoes a series of physical transformations by changing their clothes, hair, body, etc. in order to explore various options in self-identity (Erikson 128). Erikson states in his book, â€Å"should a young person feel that the environment tries to deprive his too radically of all the forms of expression†¦ he may resist with the wild strength encountered in animals†¦without a sense of identity. †(i. d. 130).Here, Erikson is saying that if an adolescent has this remodeling of physical appearance restricted, such as through dress code policies, an adolescent going into adulthood may develop psychological problems in his personality causing him to be no more like an animal than a human. Erikson goes on further to identify these animal-like disorders as idiosyncrasy, depression, identity confusion, negative identity, and in rare cases, dissociative identity disorder (formerly kno wn as multiple personality disorder), and borderline personality disorder.Erikson’s theory of identity development in adolescents is still considered the leading theory in the development of human identity and personality, being taught in college still today (Henry). Despite the evidence drawn from Rockquemore’s and Brunsma’s studies, many schools are still ignorant of this information and still strongly believe that the results gathered from Long Beach are genuine. Assuming mainstream psychology is true, schools are potentially hurting students by preventing them to wear the clothing they want.Who knows how many adolescents have developed a poor self-identity because of their school’s dress code policy. There are many news stories and studies out there that claim that depression and identity disorders are on the rise in teenagers and young adults (Neighmond, Dissociative, and Cloud). Can this rise in identity disorders and depression be due to the rise o f dress code policies? Something must be done to loosen dress code and uniform polices in schools. Surely, some form of code should be in place, but one that does not deprive students of their freedom of expression and identity.Perhaps America needs to go back to 1969, when the original Tinker Standards came out. It would seem that the Tinker Standard was meant to be followed by American public schools and the court system, rather than ignored and shelved only for occasional use. Bibliography Broussard v. School Board of Norfolk. Vol. 801 F. Supp. 1526 (E. D. Va. 1992). 1992. CHALIFOUX v. NEW CANEY INDEPENDANT SCHOOL DISTRICT. Vol. 976 F. Supp. 695 (S. D. Texas 1997). 1997. 18 Feb. 2012. â€Å"Dissociative Identity Disorder (formerly Multiple Personality Disorder). † Recurrent Depression. 12 Oct. 006. Web. 19 Feb. 2012. Brunsma, David and Kerry Ann Rockquemore. â€Å"Effects of Student Uniforms on Attendance, Behavior Problems, Substance Abuse, and Academic Achievement. â₠¬  The Journal of Education Research 92. 1 (1998): 53-62. Web. . Google Scholar. Dr. David Brunsma, a professor of sociology at Virginia Tech, and Dr. Kerry Ann Rockquemore, the Executive Director of the National Center for Faculty Development & Diversity, argues throughout their research that dress codes and uniforms in public school systems have no effect on students' behavior in school.Brunsma and Rockquemore construct a ten year long experiment proving that there is no connection between the way a student dresses and the way they turn out academically for a scholarly journal on education research. In order to further back up their research, Brusma and Rockquemore cite many other scholarly researchers who have studies dress codes in school who have come up with similar results. Brusma's and Rockquemore's audience can be narrowed to those in the field of educational research, or perhaps parents interested to find out if a school with a dress code policy is right for their child.T heir central purpose is to dismiss the claim that dress code and uniform policies improve student behavior. Brunsma, David L.. The School Uniform Movement and What it Tells Us about American Education. Lanham, Maryland, United States of America: The Rowman ; Littlefield Publishing Group, 2004. Print. 13 Feb. 2012. Dr. David Brunsma, a professor of sociology at Virginia Tech, argues that the use of dress code and uniform policies in public schools have had no effect on students' behavior, grades, drug use, or violence. Brunsma tells his thesis in a book that summarizes  over fifteen years of research of dress codes and uniforms.In order to prove that dress codes and uniforms have no effect on students, Brunsma cites numerous examples of school districts with failed uniform policies and tells of his own journey on testing students across the country to prove that there is no correlation between dress code and student behavior. Brunsma's audience can be narrowed to those working in t he education field and those who are interested to know more about dress codes and uniforms in the public school system. His central purpose is to explain away the common misconception that uniforms benefit students. Brunsma, David L..Uniforms In Public Schools: A Decade of Research and Debate. Lunham, Maryland, United States of America: Rowman ; Littlefield Education, 2006. Print. 13 Feb. 2012. Cloud, John. â€Å"The Mystery of Borderline Personality Disorder. † Time Magazine. 8 Jan. 2009. Web. 19 Feb. 2012. Erikson, Erik H.. Identity Youth and Crisis. New York, New York, United States of America: W. W. Norton ; Company, 1968. Print.. 13 Feb. 2012. Henry, Gleitman, Gross James and Reisberg Daniel. â€Å"Psychology. † . 8th ed. Ed. Sheri L. Snavely. New York, New York: W. W. Norton ; Company, 2010. : 576-582.Print. 1 Feb. 2012. Hudson Jr. , David L.. Let The Students Speak! A History of the Fight for Free Expression in American Schools. Boston, Massachusetts, United St ates of America: Beacon Press, 2011. Print. 13 Feb. 2012. David L Hudson Jr, a professor in law at Vanderbilt University Law School, Nashville School of Law, and Middle Tennessee State University, argues that students’ rights of freedom of expression are being violated in the American school system. Hudson constructs a historical analysis on students’ rights in school and their fight for freedom of expression.Hudson examines court cases, student protests, and other key events in the history of students’ fight for the freedom of expression in schools to tell the tug-of-war story between school officials and students. Hudson’s audience can be narrowed down to those interested in the First Amendment laws, and also the casual reader who with an interest in law and schools. Hudson’s central purpose is to explain the major events in the history of students’ fight for freedom of expression and to educate his audience on why the debate is so importa nt. Murphey, Paul D.. RESTRICTING GANG CLOTHING IN PUBLIC SCHOOLS: DOES A DRESS CODE VIOLATE A STUDENT'S RIGHT OF FREE EXPRESSION?. † Southern California Law Review. 64 (1991): 1321. Web.. 15 Feb. 2012. Neighmond, Patti. â€Å"Depression On The Rise In College Students. † National Public Radio. 17 Jan. 2011. Web. 19 Feb. 2012. Swafford, Melinda, Ann Lee and Leigh Southward. â€Å"The Student Dress Code Debate (Part II). † Techniques: Connecting Education & Careers 86. 2 (2011): 10-11. Web. 21 Jan. 2012. Academic Search Complete. TINKER ET AL. v. DES MOINES INDEPENDENT COMMUNITY SCHOOL DISTRICT ET AL. 393 U. S. 503. 24 Feb. 1969. Web. 1 Feb. 2012.Willaims, Darlene. â€Å"School Uniforms: The Raging Debate. † . 2000. Web.. Asserting Parental Rights – it’s Our Duty. Writer’s Memo I really like the information that I was able to present in this paper. I feel like it is really convincing and strong evidence. If I had more time, I would just make it better. I would go back and see if I can make any sentences shorter and easier to read. For this essay, I really did not have too many opportunities to go back and review my work. I guess I would thank my class mated for reading my paper and Prof. Brauer for guiding us through the paper. I believe I will get a B+ in this paper.

American Values and Morals

American Values and Morals Free Online Research Papers Where Have Morals and Values Gone in America Ethics: 1 the study of standards of conduct and moral judgment. 2 The system of morals of a particular person, religion, group, ect. (Webster, p.204) We as human beings are going to either hurt someone not meaning to or maybe we will plan to hurt them. No matter what a person’s view of life is, it is lead by ethics, whether the ethical idea a person follow be right or wrong. There are many different ideas on ethics and what theory is the best for the society a person lives in may decide what ethical view the person may have. Every choice we make has some form of ethics in it. The decline of morals and values has changed the people and families in the United States. In 1963 prayer and religion was removed from our public schools. Since we no longer pray or teach our young people the morals or values found in the Bible, there has been a negative impact on our young people. In the 1940’s and 1950’s our children committed crimes like running in the halls, cutting in line, or being loud, now in 2010 our children drugs and alcohol, rape, rob, and kill themselves. Taking prayer and religion out of our schools and away from our children has changed who our children will become. John Adams in 1798 said, â€Å"We have no government armed with power capable of contending with human passions unbridled by morality and religion. Our Constitution was made only for a moral and religious people. It is wholly inadequate to the government of any other.† (Adams J. 1798) His views where shared by others, such as, Benjamin Rush, Gouvernerneur Morris, Benjamin Franklin, and George Washington. Prayer and religion has always been a way to teach our children moral values. Before they removed prayer from our schools children showed these values, after the removal we see drugs, fighting, sex, and killings. The lack of moral values has changed the way our young people act. The decline of morality is a growing problem throughout the world not just the United States. The world we live on is changing. Towns and cities are changing as well as the people who live in them. I grew up in a small town in Florida, as I grew up we were taught to have respect for others we prayed in school and at home. We held morals and values very high in our home. Thomas Jefferson was a moral man because he understood morality and was able to recognize immorality. We need to learn recognize morality in ourselves and our young. Some think moral decline is stimulated by immoral leaders. Leaders like Bill Clinton need to be moral to set a good example. But the people of America elected him twice, why? A society of generally immoral people. The transition back to strong values and good moral standards needs to start in everyone’s own home and mind. We need to make the changes for ourselves and our children. The increase in divorces and the decreases in marriages does not reflect breakdown of the family unit in the United States and the loss of moral values, I don’t feel the divorce is the cause of the loss of moral values, many people get divorced and their children grow up to be good people. Some of the ideas on ethics that affect people and the way they view moral values are ; Libertarian; an advocate for full individual freedom of thought and action (Webster, p.340) Libertarians believe everyone has a right to live their life any way he or she chooses as long as the rights of others right to life are respected. They believe success and harmony grow when there is as much liberty and as little government as possible. Cultural relativism; The ethical theory which asserts that ethical principles are relative to cultures; what is right or wrong is determined by the specific culture, and moral practices will differ from culture to culture (Waller,p.331) Cultural relativism is the belief that all customs, are relative to the individual within his own social context. What is right in one society may be wrong in another society .It is difficult to truly grasp the hardships or endearments of another person whose circumstances are uniquely different then their own. So what may be the right answer for one person with the same problem, it may be the wrong answer for another person. So we would have to say cultural relativism we learn our ethics from the society or culture we live in. Natural Law Ethics ; â€Å"an ethical theory that counts human acts ( and the laws and principles governing them) as morally good when they promote the development of our true human nature; maintains that our human nature and its proper development is assigned by God; and holds that the key element of our human nature is our God given rationality.† (Waller, p.332) Natural law is rationality of Gods will in accordance with Gods eternal plan. It is given by God and all human beings know it naturally. This law states that it is universal, but is it possible for any law or theory to be universal? Looking at a example; we have a mother a son and a man the son has great dislike for some unknown reason, the man walks towards them the son pulls a gun ready to kill the man, the mother in fear for the man and her son steps in front of the gun. Will the son shoot or will he pull the gun down and let the man pass. I think in most cases in any country the son would lower the gun rather th an take a chance on harming his mother. This could be considered universal respect for ones mother and/ or father. But I don’t feel this is enough to say Natural law is a good way to go. If it was reversed and the man had the gun would he have shot, harming the mother and son? Most likely he would have, but in rare cases there is respect for mothers or women and he may have put the gun down. Divine Command Theory of Ethics; the view that all values and ethical principles are established by God’s command or by God’s will; also known as theological voluntarism.( Waller,p.331) Divine command theory says that an act is either moral or immoral. This is because either God commands it or God prohibits it. I think this is a wonderful idea but it’s a crock, God gave us free will so that we could make our own choices and so on. So the idea to do whatever God commands is not going to work. Most church going people try to abide by what they learn from the Bible as to how one should act and treat others ( do unto others as you would have them do unto you ) , one problem we have with this is there are so many different religions and different beliefs that trying to do Gods will would be quite confusing. We all know the Ten Commandments and what they stand for and where they come from, but will ten small rules really are able to make us all ethically correct? Ther e also are the churches where the preacher is there to make money, and the Bible and Gods will is changed or misused for the preachers own benefit. I do think we as Americans do use Gods will and the Bible as our base for how we act and how we do most everything. But I feel it is a base we build off of not our complete structure for ethics. This would fail otherwise, because where would the people who does not believe in God or a higher power go what ethical choices would they make? No matter the argument there has to be a lot more then because God said so. I think that most people want to be good at heart, but the relaxed way of child rearing of our times has left out some very important factors, like respect, trust, honesty, truth. In today’s society when we have a child that acts out they are taken to a doctor and they are usually told the child has ADHD, in bygone days the child would have had consequences for his or her actions. I know when I grew up (I’m 44) there was consequences for every action, we didn’t play violent games or listen to vulgar music, we respected our elders and had values instilled in us that would prevent us from doing bad. Our parents believed in spare the rod spoil the child. Now it is against the law to spank a child, most all forms of punishment are against the law and are considered abuse. I received spankings when I was a child but I do not feel I was abused. I feel my parents loved me and wanted me to turn out to be a good person. There are so many medical excuses now for bad beha vior in children that parents do not discipline their children they medicate them, and the moral values we use to teach our children are pushed under the rug. There are so many various types of people with different ethnic backgrounds, cultures, and ways of living that are the cause of our distinct values in a family unit. These families have poor, mediocre or virtuous family values, however what one may conceder as a mediocre family value may seem poor to someone else and vice-versa. Family values differ from family to family and what each feels the most important differs as well. I feel that even though we have many theories on ethics and morals, that there may in fact be no right or wrong way to decide what is ethical. I feel very strongly that it really depends on the situation, the social setting, and the person’s home life. What one person finds wrong many more will say it is right and what one person finds right many more will find it wrong. The only ethics we really all can agree on is do unto others as you would have them do unto you. I feel we have a responsibility to our children to teach the right and wrong. In the United States moral values have made a big turn for the worse over the last 20 years. Everyone has their own set of values, (socially shared conceptions) our values influence our orientations, actions, reactions, and interpretations. Two core values are trust and honesty; these two values are claimed by many of us but contradicted over and over. Most everyone wants to hear the truth, and trust and honesty run hand in hand; if we are honest we gain a person’s trust. The world has changed so much that traditionally good things now often show negative consequences, while formerly bad things are seen in a much more positive light. For example, it used to be that transforming wilderness into roads, cities and arable land was a sign of progress. Nowadays, there are so few virgin forests left that most people would agree that they should be preserved at all cost. Similarly, in previous times sex outside marriage was viewed as an inherently dangerous phenomenon, responsible for spreading diseases and destabilizing families. Presently, thanks to the use of antibiotics and contraceptives, extramarital sex is seen as rather innocuous, and a matter of personal preferences rather than a danger to society. Recently, the spread of AIDS has made irregular sex dangerous again, but that might change once more with the development of an HIV vaccine.(unknown,2010) This information was found by a survey done by Adery Barrick â€Å"Thirty-one percent of the public is Orthodox Americas most religiously observant people who consider deep religious faith to be the most essential ingredient for living a good and moral life. Progressives those who advocate a secularized approach to private and public life and reject the notion that living a moral life requires deep religious beliefs accounted for 17 percent of the public. And 46 percent of the public are Independents those whose guiding principle is neither religious revelation nor secular ideology. Independents view religious beliefs as just one of many ingredients needed to live a moral life. With that, a major finding in the study showed that the majority of Americans, from the Orthodox to the Independents, say they believe the moral values in America are weaker than they were 20 years ago. Overall, 74 percent said so. Nearly half went further to say moral values today are much weaker. Most Americans attribute the media to the moral decline. The National Cultural Values Survey found that 68 percent of Americans say the media entertainment and news are having a detrimental effect on moral values in America. Moreover, 74 percent who believe moral values are weaker consider the media to be the second greatest influence on moral values after parents and families. Crumbling personal and societal sexual moral standards may also account for the significant moral decline. Survey results revealed that 16 percent say sex between unmarried adults is never wrong; 49 percent more say it depends on the situation; and 65 percent say they will excuse sex outside marriage. Additionally, 45 percent say divorce should be legal for any reason at any time. Only 67 percent believe premarital sex among high school kids is always wrong. On the controversial issue of gays and lesbians, only 49 percent think homosexuality is wrong. While 14 percent say homosexuality is right, 26 percent say it depends on the situation.† (Barrick,A. 2007/08/2007) I don’t agree with all of the findings from this survey but it gives us a look at what 2000 people in the United States has to say concerning our decline in moral values and a look at some of what may be the cause of the decline. â€Å"Lots of people with good moral values fail. To be human is to be vulnerable to all kinds of weakness from drinking or diets to having affairs. Some people are stronger and can face temptation, but its a hard thing to be moral, day in and day out.† Being selfish is far easier. History proves the point: the near annihilation of American Indians, the Salem witch trials, slavery, Japanese internment camps and McCarthy Era blacklists all marring the reputation of a country that calls itself the â€Å"land of the free† and all within a short span of a few hundred years. Based upon that historical view, Jost says, â€Å"Id argue society is getting better.† The tone of his voice, however, indicates the answer is far from simple. â€Å"Every culture and era has had important questions,† he says. â€Å"The questions we face are different in their complexity, but not more difficult.† Is what Larry Jost has to say about our morals? (Jost L., university of cincinnati) Is he right, is being selfish easier or do people just not know what morels are any more. I grew up in the south where being a Lady or a Gentleman is something that you are taught from birth, is all that gone? I think it is. It has been a very long time since I’ve met any lady’s or gentlemen. The big question is how we get back to bygone years, to when men opened doors for lady’s that wore dresses and knew how to talk without vulgar langue. Where families stayed together and went to church. Will we ever get those days back? I think they are gone forever that with technology and a rapidly advancing society I think we have to try to change for the sake of our way of life. Parents today have to take a stand and teach our young to have respect for themselves and others. To get back some of the moral values we use to hold so dear. The question we have to ask ourselves is do American want a change or not. References Andre, C., Velasquez, M. (2008). Calculating consequences: The utilitarian approach to ethics. Retrieved February 21, 2010, from www.scu.edu/ethics/publications/iie/v2n1/calculating.htm. (Barrick, 2007) Card, C. (2010, February 26). Feminist ethics. Retrieved February 26, 2010, from university press of kansas: www,kanaspress,ku,edu/carfem.htm1. Graber, G. C. (1972). In defense of a divine command theory of ethics. Retrieved February 26, 2010, from oxford journal: jaar.oxfordjournals.org/cgi/pdf-extract/xliii/1/62. Lafave, S. (2010, February 26). Women and ethics. Retrieved February 26, 2010, from www.westvalley.edu/ph/women_ethics.htm1. (Rieselman, 2008) Murphy, M. (2002). Fundamentals of natural law tradition in ethics. Retrieved February 23, 2010, from www.mnstate.edu/gracyk/courses/phil%20115/natural-law-summary.htm. Studies, I. F. H. (1997). What is libertariante. Retrieved February 23, 2010, from www.theihs.org/contentdetails.aspx?id=626. Unknown. (2010, February 26). Women-philosophers. Retrieved February 26, 2010, from www.weomen-philosophers.com/Helen-Lucretia-Cornaro-Piscopia,htm1. Research Papers on American Values and MoralsMoral and Ethical Issues in Hiring New EmployeesBook Review on The Autobiography of Malcolm XRelationship between Media Coverage and Social andNever Been Kicked Out of a Place This NiceComparison: Letter from Birmingham and CritoCanaanite Influence on the Early Israelite Religion19 Century Society: A Deeply Divided EraThe Relationship Between Delinquency and Drug UseGenetic EngineeringCapital Punishment