An Annotated Bibliography on Multi-cultural Education

Mary Stone Hanley, a teacher in the Teacher Certification Program of Antioch University in Seattle, explains and elaborates some of the issues concerning multicultural education and gives a brief history of the subject as well as a few suggestions for its improvement in â€Å"The Scope of Multicultural Education†. She explains the ideals and goals of a multicultural approach to education and the possible ways of achieving them through citations of works from other people and of course, from herself.   The main targets of her article are the teachers concerned in teaching multicultural groups of students. Her article can also be used to inform other people about the subject of multicultural education. She is still continuing further researches for the development of multicultural education. John Morefield. â€Å"Recreating Schools For All Children.† New Horizons for Learning. John Morefield conducted extensive researches for the availability of good education for â€Å"all† children. When he became the principal of Hawthorne Elementary School in Seattle, Washington, he promised the community that entering kindergartners would graduate with skills at or above expected grade level competency. Thus his researches on what works in diverse communities. His targets are all concerned audiences with emphasis to fellow teachers. His article specifies twelve characteristics that he thinks are needed to have a successful school. He explains that since it is widely accepted that American education has been biased and racist, it is now time to move on and prepare a better future of education for all the children of the world. Rey A. Gomez. â€Å"Teaching with a Multicultural Perspective.† ERIC digest. Gomez explains that to teach with a multicultural perspective will encourage understanding and appreciation of one’s own culture, as well as others. He suggests that the use of this perspective in teaching could promote a sense of uniqueness and specialty to his own culture to the child and therefore making the child create a same sense of perspective when viewing other’s cultures. He also suggests that multicultural programs should not utterly focus on only the other’s cultures to the extent that a stereotype is created within the class. In his article, Morefield also reminds the parents of the children attending multicultural schools of the `myths’ that usually lead to the stereotype behaviors of their children toward multiculturalism. Wilson, Keith. â€Å"Multicultural Education.† EdChange. Wilson is an associate professor at the Pennsylvania State University. In his article, he gives a definition of Multicultural Education, and gives examples of the pros and cons of Multicultural Education. He cites some views from other writers to complement their views. He also gives a few suggestions on as to how a multicultural education program may succeed. Burnett, Gary. Varieties of Multicultural Education: An Introduction. ERIC Digest 98. Burnnet compares and contrast some of the programs that represent the current multicultural education typologies. He explains in his article some of the current programs that are currently being used to aid in multicultural education for the benefit of those who would like to create their own policies and or programs for the advancement of multicultural education. He cites some articles concerning debates about the effectiveness of some of the programs to back up his explanations. Milk, Robert-Mercado, Carmen-Sapiens, Alexandria. Rethinking the Education of Teachers of Language Minority Children: Developing Reflective Teachers for Changing Schools. NCBE Focus. The article’s main idea is how to make the teachers more ‘language minority students’ friendly. They wish to clarify and explain the roles of the teachers on the educational lives of the students. They cited several works of other people to further explain the importance of the teacher’s role in the political, demographic, and programmatic statuses of the schools that teach language minority students. They give suggestive guidelines for the teachers to help them in teaching language minority students. Attinasi, John. â€Å"Academic Achievement, Culture, and Literacy: An Introduction.† NCREL. He relates his own ideas and experiences to the audience to explain his, and other’s views about multicultural education. In this article, he introduces multiculturalism by relating it to his views of â€Å"closure† and â€Å"processes† and then states a few brief history of the evolution of multiculture. He then gives a few guidelines and information on how multiculturalism can imply changes on the way of teaching in a school with diversely cultured students. Gollnick, Donna M. – Chinn, Philip C. Multicultural Education for Exceptional Children. ERIC Digest #E498. Gollmick and Chinn stress the importance of multicultural education on the growing population of the U.S. in their article. They also give importance to the purposes of multiculturalism in the education world. They also stress the importance of the teacher’s roles and their curriculums on the multicultural students. and then they give suggestion on as to how to create a non-biased and effective curriculum for teachers, or for schools, who handle multiculturally diverse classes. Their article is a good preview of how important is the need for improvement of multiculture education. Cohen, Cheryl. Teaching about Ethnic Diversity. ERIC Digest No. 32. Cohen explains the importance of Ethnic Diversity as part of the curriculum to be used for students. He also gives stress to the effective procedures to be used in teaching Ethnic Diversity. Basically, it is an informative article that emphasizes the importance of Ethnic Diversity in a curriculum for students. Its main audiences are teachers and the vast American children of different ethnical backgrounds. Covert, Bob and Gorski, Paul. Defining Multicultural Education. EdChange Gorski and Covert give hints as to what does Multicultural Education really mean. They show that there is almost no two classrooms that has the same definition for Multicultural Education. Then they give examples of aspects of multicultural education. They state the importance of the definition on the possible transformations it could cause to the society. They also stated a possible goal of multicultural education which is to affect social change of the world. References: Attinasi, J. (1994). Academic Achievement, Culture, and Literacy: An Introduction. Retrieved August 8, 2007 from the NCREL database. Website: http://www.ncrel.org/sdrs/areas/issues/educatrs/leadrshp/le0att.htm Burnnet, G. (1995). Varieties of Multicultural Education: An Introduction. ERIC Digest 98. ERIC Clearinghouse on Urban Education New York NY. Retrieved August 8, 2007 from the ERIC digest database. ERIC Document Reproduction Service No. ED372146. Website: http://www.ericdigests.org/1995-1/multicultural.htm Chinn, P. and Gollnick, D. (1991). Multicultural Education for Exceptional Children. ERIC Digest #E498. ERIC Clearinghouse on Urban Education New York NY. Retrieved August 8, 2007 from the ERIC digest database. ERIC Document Reproduction Service No. ED333620. Website: http://www.ericdigests.org/pre-9220/exceptional.htm Cohen, C. (1986). Teaching about Ethnic Diversity. ERIC Digest No. 32. ERIC Clearinghouse on Urban Education New York NY. Retrieved August 8, 2007 from the ERIC digest database. ERIC Document Reproduction Service No. ED273539. Website: http://www.thememoryhole.org/edu/eric/ed273539.html Covert, B. and Gorski, P. Defining Multicultural Education. EdChange. Retrieved August 8, 2007, from EdChange database. Website: http://www.edchange.org/multicultural/initial.html Gomez, R. (1991). Teaching with a Multicultural Perspective. ERIC Digest. ERIC Clearinghouse on Elementary and Early Childhood Education Urbana IL. Retrieved August 8, 2007 from the ERIC digest database. ERIC Document Reproduction Service No. ED339548. Website: http://www.ericdigests.org/1992-5/perspective.htm Hanley, M. S. (n.d.). The Scope of Multicultural Education. New Horizons for Learning. Retrieved August 8, 2007, from New Horizons for Learning. Website: http://www.newhorizons.org/strategies/multicultural/hanley.htm Milk, R.; Mercado, C.; Sapiens, A. (summer 1992). Number 6. NCBE FOCUS: Occasional Papers in Bilingual Education. Retrieved August 8, 2007 from NCBA database. Website: http://www.ncela.gwu.edu/pubs/focus/focus6.htm Morefield, J. (n.d.). Recreating Schools For All Children. New Horizons for Learning. Retrieved August 8, 2007, from New Horizons for Learning. Website: http://www.newhorizons.org/trans/morefield.htm Wilson,K. (n.d.). Multicultural Education. EdChange. Retrieved August 8, 2007, from EdChange database. Website: http://www.edchange.org/multicultural/papers/keith.html      

Global Staffing Strategies and Starbucks Essay

Starbucks Corporation (Starbucks) is a specialty coffee retailer of hot and cold beverages, coffee-related accessories, complementary food items, teas, and other non-food related products. Starbucks has retail stores in 39 countries and about 146,000 employees. The company operates primarily in the United States (U.S.) with headquarters in Seattle, Washington (Starbucks, 2007). In the early 1970s, Starbucks was established and the first location was in Seattle’s Pike Place market in 1971. By 1982, Starbucks began supplying coffee to restaurants and coffee shops. Starbucks expanded the business in 1996 to new locations in Japan, Hawaii, and Singapore. Other locations in Taiwan, New Zealand, Thailand, and Malaysia were created in 1998. Starbucks continued to expand globally in 1999, by reaching locations in China, Korea, Kuwait, and Lebanon (Starbucks, 2007). In a hypothetical situation, Starbucks will acquire a similar business in Mexico. The company will explore locations within Mexico and identify the human resource (HR) challenges that will arise from this expansion. Mexico has unique cultural and regulatory factors that need consideration for the development of Starbucks stores. The organization’s effectiveness to succeed in Mexico is dependent upon solving any issues that result from the growth of Starbucks in a new country. Starbucks will address recruitment and selection practices to use in the newly acquired company. Another HR decision is determining the appropriate mixture of expatriates and nationals to ensure the acquisition is successful. The skill and abilities of employees, along with training and development practices, are an essential part of the company’s organizational strategy to achieve goals. The HR department of Starbucks has a considerable amount of research and decision making to ensure this acquisition successful. Mexico’s DemographicMexico is prepared to become the wealthiest country in Latin American between 2008 and 2010 in basic gross domestic product (GDP). The middle class is expanding with employment growth and rising incomes. Mexico has the second highest population in Latin America after Brazil. The  population is young, with the average age of 27.5 years in 2006 (Country Insight, 2007). A survey in 2006 found, in the United States, that 30% of new customers are college graduates and the average age of a new Starbucks customer is 42 (Harris, 2006). Retail investors view Mexico as a major attraction because of the large size of the Mexican market (Country Insight, 2007). Tourism in Mexico plays an important role in the economy. Past presidential elections and hurricanes have steadily declined tourism, but latest indications show that the industry is marketing toward higher-end tourists who are willing to spend more (Country Insight, 2007). The increase in tourism with high-end vacationers will produce a good market for Starbucks. Human Resource ChallengesUnder the Mexican labor laws, an employee’s daily minimum wage must be at least U.S. $4.50, and includes minimum statutory fringe benefits. Very few Mexican residents receive this low minimum daily wage. The fringe benefits include annual vacation compensation of at least six working days at 125% of the salary, an annual bonus of at least 15 days of salary, a profit sharing program that equals 10% of pre-tax earnings distributed among all employees except high officers, and variable payroll contributions for Social Security and worker’s housing. Social Security contributions can be as high as 22.57% of the payroll salary. Worker’s housing contributions are 5% of the payroll salary (Abogados, 2008). The basis for severance payments for termination cases is the actual daily salary of the employee. Salary can consist of any type of bonus, commissions, and any other payment that provides additional economic benefit and may include cars or club fees. To calculate the severance compensation, divide the total of all these services in the last calendar year by 365 or the actual period worked in the year. Severance payments are also dependent upon the type of termination (Abogados, 2008). The three types of termination are termination with fair cause, termination without fair cause, and termination by mutual agreement. Termination without fair cause allows the employee to collect three month’s salary, 20 days of  additional salary for each year of employment, a seniority premium equal to 12 days for every year of employment, prorated vacation, annual bonus, and profit sharing for the year of termination. These additional salary requirements continue to accrue after the date of termination until the date of payment. Termination with fair cause permits the employee to many of the same benefits except the three’s months salary and additional 20 days. Employees generally do not consent to a mutual agreement unless termination compensation exists. This payment usually equals less than the termination without fair cause (Abogados, 2008). Many of the employment laws in Mexico are similar to the United States. The right to form unions, the right to worker’s compensation, the right to safety, the right to be free from forced labor, and the right to be free from discrimination. Mexicans must consist of at least 90% of the employees in a Mexican company. According to the Commission for Labor Cooperation (n.d.), the most important Mexican labor and employment law to realize is â€Å"there is a single court in every state that deals with most labor and employment disputes, including collective labor relations, unjustified terminations, disputes about whether an on-the-job injury occurred, and equal pay problems†(p. 1). In Mexico, to discriminate against workers because of sex, their social status, political opinion, disability, ethnicity, national origin, or age, as well as other grounds, is illegal. Overtime pay in Mexico must equal twice the amount of regular wages (Commission for Labor Cooperation, n.d.). In 2007 and 2008, the government is pushing for a new labor market bill to reduce the strictness in employment legislation. Congress must obtain a two-thirds vote to pass this bill and that will be complicated. Shortages of skills remain an issue in Mexico (EIU Viewswire, 2006). All the regulations in Mexico that differ from those in the United States will present challenges for Starbucks. Hiring a consulting firm or a group of attorneys who are well versed in the Mexican labor and employment laws will aid Starbucks in understanding and interpreting these laws. Going global can be risky if performed improperly and leaves no room for wrong interpretations of the laws and regulations. Understanding the daily wage  versus an hourly wage, discrimination policies, along with the termination packages can affect the profits of Starbucks immensely. Starbucks must evaluate the turnover, labor, and skills availability in the Mexican market. The need for multilingual employees is a necessity to serve the members of the community and the tourists. Scarcity of workers who speak English is a common problem for investors. Mexico, a country much ridiculed from those critical of the United States trade agreement because of its lower labor costs, has observed companies adjust investment decisions. Skilled labor is an issue receiving more attention as companies seek low-cost sourcing programs and workers with a high competency in English (Jackson, Houdard, & Highfield, 2008). As Starbucks and other companies look to venture into Mexico, the need to understand cultural differences and to study different management practices proves critical. Attention to human resource management is necessary when making strategic choices in the various business avenues available in Mexico. Researchers believe that most companies do not give enough attention to human resource issues. To maximize performance issues such as recruiting, selection, training, compensation, and performance management that require thorough planning and organizing human resources, strategic management is a requirement. Understanding these human resources issues contributes to employee motivation, performance, satisfaction, and empowerment. These factors are critical aspects to an organization’s effectiveness. The common personnel problems that companies encounter are in the areas of loyalty, staffing, decision-making, promotions, compensation, and performance management. Human resource management practices can be the most challenging undertaking for companies, especially when handling cultural changes (Rao, 2001). Mexicans view joint ventures as an opportunity to increase their economic status and as a career opportunity. As more companies move to Mexico, U.S. practices are becoming more acceptable. The ideas of quality circles, flat organizations, teamwork, pay-for-performance, and a careful selection process are more customary. In Mexico, the cultural view of work and  personal life activities intermingles. Because of this attribute, hiring and recruiting mix both personal and work activities (Rao, 2001). Commonly multiple interviews for managerial level positions are performed in an effort to select a candidate who demonstrates a good fit. Hiring qualified personnel with joint ventures will achieve the company’s objectives. Developing a strategic recruitment practice to generate a qualified labor source to ensure effective employee selection is recommended. Employees with adequate technical, organizational, and interpersonal skills should be selected. Bilingual skills are very important in the selection process. Social referrals are widely used in Mexico in the selection process. According to Rao (2001),Social referrals are used. However, the credentials are looked at only as a courtesy. The credentials are not looked at close enough. I specifically know a couple of social referrals, known to the upper hierarchy, who did not perform up to the company standards. These employees had to be removed, taking care, that no disruptions were caused in the social hierarchy. Social referrals are both good and bad. On the positive side, employees are sometimes the best recruiters (p. 16). Mexicans have a strong sense of loyalty toward their bosses. The idea of corporate loyalty is not part of the culture. This results in high employee turnover. To increase organizational loyalty, frequently conducting company-oriented training sessions assists in conquering this issue. The training sessions help develop and instill a sense of commitment, loyalty, and understanding of the company. Orientation programs should provide information on the company’s mission, goals, and strategies that provide the employees with opportunities for socialization, which is valued, by the Mexican employees. Rao (2001) states that U.S. companies usually placed low emphasis on such training programs and invest little. Both U.S. and Mexican companies consider training costly, but many joint ventures have found training programs to have considerable benefits. Ford’s executives believe the joint venture with the Hermosillo plant in Mexico concerning the training and development programs are the main reasons for increased commitment, satisfaction, and a reduction in employee turnover. Starting  with selection and all the way through retention practices, human resource policies can influence employee satisfaction and motivation and consequently the performance of the organization (Rao, 2001). Based on the research of human resource practices and polices in Mexico, the recruitment and selection process can be based on social referrals. Using the existing employees acquired through the purchase of a similar company, Starbucks will continue using the social referral policy. At least two expatriates with Spanish speaking abilities will be sent to each Starbuck’s coffee shop to oversee the transition. This will allow coverage for all shifts. All other employees will be nationals. An assessment of skills necessary for the positions will completed to ensure all skills are identified. Goldstein’s model, which consists of the assessment phase, the training and development phase, and the evaluation phase, will be used (Dreher & Dougherty, 2001). The employee skills necessary will be bilingual, with good interpersonal and communication skills. The employees must possess a cheerful attitude. The ability to read and follow directions in making different items on the menu is another necessity. Establishing relationships with local colleges will prove beneficial in hiring personnel with these abilities in conjunction with the social referral method. Training sessions on the procedures will be offered with face-to-face, hands-on sessions. In auditing the effectiveness of the human resource management, the collection of data will be performed. The data will include hiring statistics such as the acceptance rate, hiring rate, and hiring projections, turnover ratios, exit interviews, employee complaints, and the human resource budgets and expenditures. The level of complaints will consist of, but not limited to, discrimination, harassment, and safety. Another method for auditing will be internal interviews asking what are the perceptions of the company and its goals, the strengths and weaknesses of management, the relations with coworkers, what HR functions work well and what needs improvement, and any other issues the employees cares to discuss. Customer satisfaction cards will be available at all Starbucks locations to obtain results concerning customer service. A legal audit of personnel files and recordkeeping, pay equity, job descriptions, legal postings, Equal  Employment Opportunity, Affirmative Action, Workerâ⠂¬â„¢s Compensation, and other Mexican legislature is a requirement. Conclusion As Starbucks moves into Mexico with the recent acquisition, many human resource management obstacles will be observed. Understanding the difference legislation Mexico has compared to the United States will be a large undertaking. Complying with these laws while being profitable, will determine the market prices for the coffee products. Reducing turnover, hiring the right people, offering a high-level of training and development is a critical factor for Starbucks. Understanding the culture, along with the skills and abilities necessary to provide excellent customer service will determine the success of the company. Audit results will provide the HR department with information to improve the process. If Starbucks follows the guidelines of Mexico, while instilling U.S. policies, a successful and profitable business should develop. Working in a foreign country can be successful or a failure. Understanding the culture and values of the country, as well as the people, will provide opportunities for Starbucks, the Mexican government and the Mexican people. References Abogados, V. (2008). Mexican labor relationships. Retrieved , from http://www.solutionsabroad.comCommission for Labor Cooperation. (n.d.). Foreign Worker’s Guide to Labor and Employment Laws. Retrieved , from http://www.naalc.orgDreher, G. & Dougherty, T.W. (2001). Human Resource Strategy. [University of Phoenix Custom Edition e-text]. New York, NY: McGraw-Hill. Retrieved , from University of Phoenix, rEsource, MMPBL530-Human Capital Development Web site. Harris, C. (2006). Starbucks wants to open 40,000 new stores. Seattlepi. Retrieved , from http://seattlepi.nwsource.comJackson, M., Houdard, F., & Highfield, M. (2008). Room to grow: business location, global expansion and resource deficits. Journal of Business Strategy 29(1), p. 34-39. Retrieved , from EIU Newswire database. Mexico an expanding consumer market. (2007). Retrieved , from Country Insight database. Mexico: Business environment at a glance. (2006). Country overview. Retrieved from EIU Viewswire database. Rao, P. (2001). Human resource issues: US-Mexico joint ventures. Retrieved , from http://www.usmcoc.orgStarbucks. (2007). Starbucks Corporation overview. Retrieved , from MarketLine Business Information Center database.

Britishness means different things to different people. Discuss Essay

Britishness means different things to different people. Discuss - Essay Example ish; one held by conservatives that refers to an ‘ahistorical essence’ (p32) and one used more commonly by those of liberal minds, which refers to certain ‘qualities’ that ‘most British people are supposed to share in common’ (p32). Parekh (2009) also argues that many of the historical markers of either of those two viewpoints have disappeared within the last few decades, and have been updated to reflect changing types of community and differences in heritage. This changing ethnic landscape is perhaps all too often forgotten, despite Britain’s multicultural heritage, leading to certain acts of xenophobia. It can also be argued, perhaps, that this xenophobia and heightening in British identity that occurred after the Second World War can be seen as false, or situated on lousy foundations. Many biologists, for example, completely reject the notion of ethnicity and separate races (Baumann, 1996). This suggests that the notion of being British has little to do with heritage, and more to do with the traits, humours and cultural essences of the community. Additionally, it might also be noted that Britishness could be used to refer to a current state (Parekh,2009) rather than any shared historical past, and thus would include those of South Asian descent who have made the U.K. their home. Of course, it is arguable that race and ethnicity can be understood as a social construct (Baumann, 1996), in which case the questions of being a British Asian

Business Strategy Essay Example | Topics and Well Written Essays - 4750 words

Business Strategy - Essay Example ndeavor of individuals, groups or organizations; for survival and includes policies, plans and frameworks structured to survive and reach the desired goals / destinations. According to Mintzberg & Quinn (1996), strategy could be termed as efficient if it has the ability to accentuate the consequences of managerial decision making by appropriately channelizing its resources, considers probable outcomes, and combat the competitive forces within the industry. According to Vijeon & Dan (2003), â€Å"Strategy is the management of the interface between the activities of the organization and the changing environment in which it operates. This process involves too much uncertainty, novel situations and lack of firm information to be automated†. This school of thought perceives the process of strategy formation as a process of conception. The basic underlying approach in this school of thought perceives strategy formulation as a deliberate process whereby the internal organizational factors are often associated with its external environment. The basic feature of this school of thought lies in its simplicity and the ability to reduce ambiguity. However, overtly simple process is often associated with high degree of risk in distorting reality. The Planning School perceives the process of strategy formulation as a formal process whereby stringent steps are taken to ensure an appropriate analysis of the situation right from the conception stage to the final execution of the proposed strategy. It helps in providing a better understanding of the process of resource allocation and helps the strategists in exercising control over the strategy planning process. Although it might sometimes become too static and activities like group thinking and predicting might become cumbersome and difficult. This school of thought assumes strategic planning as an analytical process and places the business within the context of an industry in order to ascertain the manner in which organizations

Tom, Doris, Noel and John Essay Example | Topics and Well Written Essays - 1000 words

Tom, Doris, Noel and John - Essay Example A child is not competent to give sworn evidence, but capable of giving evidence that is unsworn, if the court has a satisfaction that the child knows the difference between truth and lies, the court briefs the child on the importance of telling the truth, the child responded appropriately that he/ she will not tell lies in the proceedings. It also dictates that this process should be done through asking straightforward questions in things such as their age, name schooling and favorable past times among others. Therefore, if all these turn positive then the court can call the child as a witness2. In reference to the above mentioned procedures, the court in this case may call tom in as a witness if he passes the competence test a responded positively to question of giving the truth. However, the court cannot call Tom as a witness if he does not show positivity to the mentioned procedures. Hear say witness A witness is who has seen, has a claim, of by someone in authority thinks of a pe rson, to have knowledge that the court might find relevant to a case. The information given may either be willingly or under compulsion. A hear say witness is one who testifies on account of what someone else says3. There are many limitations in most court proceedings on whether the information given by a hearsay witness is admissible. There are a number of governing principles towards admissibility of a hearsay witness. This depends on the part that delivered the information to the hearsay witness. If the eye witness cannot clearly recall the happening at the crime scene, and had mentioned them to another person immediately after the occurrence, and the other party can clearly recall what was mentioned then a hearsay witness can facilitate the case4. In reference to the case, Tom’s mother can testify if tom is unable to give the correct chronology of occurrences. This is possible because tom is a child and can easily forget what he had seen, though he was present at the crim e scene. However, if Tom will be capable of giving the correct information, then his mother will not be required to give her testimony based on what her son told her. Compelling a witness After a law suit is filed, a witness that refuses to appear before the court can be forced to come. This is known as compelling. The person has to the first object to the request of appearing before the court. If this happens, the judge writes a subpoena to the witness. This happens in cases that the testimony of the victim is highly crucial. If there is an order compelling someone to court, and he or she defies it, the court has the power to appropriately assign punishment to the person. One of the most thing that the court does is making the side the side of the witness lose the case. In reference to law, the court has the authority to summon Anna. Failure to adhere to the subpoena, Anna will receive the lawful assigned punishment. Most probably, she will have to risk her husband going to jail be cause she is the only one able to justify his claims about his location referring to the accusation time5. Expert evidence The law provides for the intervention of expert analysis. Experts and those instructing them must have regards, to guidance provisions in the protocols for instructions of experts in giving evidence. First, the expert assists the court in creating objectives and unbiased opinions and must not assume the role of the advocate. Experts must consider all materials facts including those which might be

Epidemiological studies Essay Example | Topics and Well Written Essays - 500 words

Epidemiological studies - Essay Example An epidemiological study is the study of a population in order to determine and examine the relationship or correlation between certain segments of the population and their increased risk to disease due to expose to certain environmental exposure. This involves determining what factors related to diseases and the factors that might protect humans against the disease (Gallin, John and Frederick 15) Epidemiological studies are usually divided in two categories which are; Descriptive epidemiology which looks into a population by age group ,who gets affected by a disease, the rate and time at which the disease occurs and how often it occurs and the place where it occurs. Another one is analytical epidemiology which looks into finding out the causes of disease within a population by using cohort studies, case control studies and experimental studies giving attention to ideology. Bottom line, epidemiology largely relies on figures for finding out and quantifying the association between dis ease and the risk factors in order to establish if there is a common attendance of occurrence of certain diseases within a given geographical scope. Clinical trials on the other hand are the research studies that are carried out in order to confirm or denounce if a drug is fit for human consumption using designated or pre-defined rules.

Law of Trusts Coursework Example | Topics and Well Written Essays - 750 words

Law of Trusts - Coursework Example In this case the testator in transferring property to his wife expressed a wish that she did was as right for their children with regards to disposing of the property.4 The only difference between Adam’s transfer and the transfer of property in Re Adams is that Adam’s words were more specific and contains more certainty relative to his intentions to create a trust. However, since, Alfred’s request came after he had already transferred the property to Barbara, Alfred did not create a trust as a declaration of trust can only occur upon or prior to the transfer of the property in question. In any event, a request is insufficient to constitute certainty of intention.5 Once Alfred transferred the property to Barbara he no longer had any authority over the property.6 As for Barbara, it is entirely doubtful that she intended to create a trust as she merely agreed with Alfred and can therefore be said to be acting on a moral obligation which is not sufficient enough to e stablish intention to create a trust.7 Certainty of objects refers to the certainty with which the beneficiary of a trust can be identified.8 At the end of the day, it must be possible to state with some degree of certainty that a particular beneficiary is the intended object of the trust.9 In a fixed trust such as the one contemplated by Alfred, the identity of the beneficiary is expressed so that the trustee does not have a discretion to determine who is and should be included in the category of entitled beneficiaries. The important thing in both discretionary and fixed trusts is that there is someone that can be identified with a degree of reasonable certainty that is entitled to the benefits of the trusts.10 There is no question that certainty of object is established in this particular case as it is clear that Chloe is the intended beneficiary. With respect to certainty of subject, the trust property must be identifiable. At the end of the day, the trustee must be put in a posi tion to know what property transferred to him by the donor is applicable to the trust.11 There must be certainty as to what portion of the property must be shared or distributed among the identifiable beneficiaries.12 There is no uncertainty with respect to the division of the property in question. The intended disposition is for Chloe to be able to live in the house as long as she needs to. However, there are two main problems with certainty of subject. First, it is not binding on Barbara and therefore not binding on David. The three certainties are fluid and if certainty of intention is not found to exist, certainty of object will therefore be inconsequential. Secondly, the intended trust deals with the disposition of an equitable interest in land and thus there are certain formal requirements that must be observed in order for the trust to be valid and enforceable. Pursuant to Section 53(1)(b) of the Law of Property Act 1925, where a trust is declared in â€Å"land or interest t herein†

Do you agree with Fredrik Barth that to understand the continuity and Essay

Do you agree with Fredrik Barth that to understand the continuity and constitution of ethnic groups we should focus on interaction at the boundary - Essay Example Beliefs of one ethnic group vary from another group and each group strives to preserve its culture. The members of various ethnic groups separate themselves from other groups in the world by raising boundaries around themselves. These boundaries ensure that the cultural and religious beliefs of an ethnic group stay with their group. The book Ethnic Groups and Boundaries: The Social Organization of Culture Difference by Fredrik Barth focuses on the ethnic groups and the boundaries which these groups raise around themselves, in order to exclude the outsiders from assimilating in their culture. Fredrik Barth maintains that the association of the cultural differences is an essential feature of ethnic groups. In this paper, we will discuss the significance of interaction at the boundary while studying the continuity and constitution of ethnic groups. I agree with Barth’s claim that to understand the continuity and constitution of ethnic group it is necessary to focus on interaction at the boundary, for these are the boundaries which avert the outsiders from influencing the religious beliefs, cultural values and behavioral traits of an ethnic group. In his book Ethnic Groups and Boundaries: The Social Organization of Culture Difference, Fredrik Bath discuses ethnic groups and their various features, beliefs and cultural identities. Ethnic groups are defined differently by various historians, anthropologists and scholars. The term â€Å"ethnicity† had been interpreted in numerous ways. Some think that ethnicity refers to a set of religious beliefs that are followed by a group of people while others think that common behavioral traits and language is the essential aspect of an ethical group. Although it is an accepted fact that an ethnic group consists of people who share a common heritage and culture, there are differences among historians and scholars regarding the characteristics of an ethnic group. â€Å"Attempts to find an objective set of criteria which might

Interviewing Skills in Legal Practice Essay Example | Topics and Well Written Essays - 1500 words

Interviewing Skills in Legal Practice - Essay Example â€Å"They may have been served with a paper stating things that they know to be untrue; they may have been wronged by another† (Sarat & Felstiner, p. 83, 1997). They may consider that they have acted in a befitting manner and, once all the details are uncovered, no sensible individual could oppose that they have been wrongly charged. They may realize that they have acted incorrectly by some means but have a litany of allegations of improvement, justification, and rationalization.   Public speaking is constantly stated as an extremely frightened occasion in investigations. Lawyers have to do a considerable amount of discussion and be at ease communicating in the presence of others, even the transactional legal representative who under no circumstances goes to the courthouse apart from to file real estate papers. Therefore, it is essential to take into account that the prospective customer may have a huge deal of apprehension regarding telling his or her narrative to an unfamiliar person. How to deal with the clients’ preliminary requirement to tell their narrative is something that is handled differently by various lawyers. It is a manifestation of their individual approach and the topic of their practice. There is no exact technique here, even though there are a few incorrect ones, for instance, the lawyer doing the talking for the most part, with lots of inexplicable legal terminology and giving ‘little or no time for follow-up questionsâ€⠄¢ by the prospective client.   Listening is a most important requirement for an interview, and like other abilities can be enhanced with learning and rehearsal. Too many times within these days’ society, what stands for listening is only waiting silently for your turn to have a discussion.

Approaches for Improving Disaster and Emergency Preparedness Planning Research Paper

Approaches for Improving Disaster and Emergency Preparedness Planning Processes and Procedures in a System - Research Paper Example The paper primarily focuses on planning processes and procedures in a system-based framework. Emergencies often occur because of lack of proper systems or failure of the existing systems to limit, control and prevent the circumstances that trigger incidences that cause disasters. Emergencies are common in any given area: in schools, churches, towns, offices and roads. One of the characteristics of emergencies is that they are not predictable; they hit any time when people are not expecting them. This unpredictability character has forced the stakeholders of areas prone to emergencies and disasters to prepare mitigation mechanisms that they can apply to limit the adversities associated with unforeseen circumstances. The purpose of this research paper is to help people to understand the critical aspects of disaster preparedness and emergency mitigation measures. Emergencies that organizations and people predict and prepare for in advance have lesser adversities than those that are unpr epared for or in terms of planning. It is crucial for the citizens to understand the processes and procedures for mitigating disasters and emergencies in their environments. ... A disaster results in significant physical damage, destruction, loss of life and drastic change in ecosystems (Arthur, 2007). Disasters are tragic events arising from undesirable events such as catastrophic accidents, explosions, earthquakes, fires, and floods. An emergency constitutes a situation that poses an immediate danger to property, health, environment, and life (Karagiannis, Piatyszek & Flaus, 2013). Emergencies require urgent intervention to act as countermeasures for preventing the worsening of the risk. Emergency preparedness is a long-term program involving activities whose aims are to strengthen the capacity and capability of a community to manage efficiently all types of emergencies and ensure an orderly transition from relief through recovery and sustainable development. Most countries have set government emergency services to respond to emergencies; these agencies are responsible for planning and managing emergencies. Emergencies and disasters can cause both mild and devastating damage. The preparedness and planning for these disasters and emergencies is of paramount necessity at all times. A system-based framework is a structure of operation where several independent units are interrelated to work together towards achievement of a common goal. A system-based framework is characterized by environment, feedback, boundaries, controls, inputs and outputs (Sommer & Nja, 2012). Disaster and emergency preparedness approaches are necessary in a system-based framework to a countermeasure the adversities of the risks. Statement of the Problem Major emergencies and disasters do not respect national borders and never occur at convenient times. The intensity of human suffering caused by these events are huge, and affect many aspects of people’s lives such as

English-language films Essay Example for Free

English-language films Essay Working as a congressional page, I was given the ability to manage my academic success through my own initiative. Dealing with independence was a revealing experience for me, giving me new responsibilities and shaping my work ethics. I didn’t have my parents, now 5,000 miles away, to urge me to finish my homework or to nag about my less than perfect grades, and I couldn’t depend on the support of the teachers or counselor that I knew so well to look after my academic well-being. There was a realization that I was alone in my struggle to succeed and become a responsible student. This independence allowed me to take the situation into my own hands and to work out my own problems, knowing I was the dictator of my consequences and decisions. In this situation, I learned how to set my priorities, a skill that has taken me a step toward preparing for college. Knowing that education would provide the foundation for my future in college and beyond, I placed it at the top of my values, so even in the excitement of new friends and complete independence, I had to maintain it as my first priority. Though it proved difficult to discipline myself without support and accountability alone, I managed to succeed. I’d invite friends over to my room to study, and it eventually became a custom to for us hold study sessions in my room every Monday night and before test days. The entire night was devoted to completing our assignments, studying for exams, and tutoring each other. After the strenuous study session, we’d reward ourselves with a movie and light conversations. These study sessions were an efficient way in which I could balance two of my important priorities, friends and academics. Living on my own and balancing a hectic load of school, work, and dorm life, I gained insight in effectively managing my own time, which was essential in preparing myself for academic success. It wasn’t a rare occurrence for Congress to stay into the thick hours of the morning, debating over a controversial issue, such as the budget or immigration. During these nights, I was required to wait on congressman on the Floor and carry out errands late into the night. Working late did not give us amnesty from the school’s assignments, so we had to make the most use of whatever time we had. Working as a page obviously cut into the precious time I had to concentrate on my school work, forcing me to partition my time wisely. It became an unsaid rule for me to sign myself into an hour of study hall every week night, so that I wouldn’t be distracted by roommates or requests to go out. I had an excuse to delay my friends’ invitations to the movies or to the mall until I felt confident I could do my best on the pre-calculus or history test we would have on Friday. With my packed schedule, I spent my time wisely to get the most out of my experience in Washington, while maintaining my grades and academics. The independence that I was fortunate enough to experience for the first time exposed me to responsibilities has helped me to prepare for college. It has disciplined me to set my priorities and manage my time to be the most effective student possible. Like a young eagle learning to fly, I learned to steer myself in the right direction. And so, I landed a more prepared and experienced person.

Promotional Flash Game: New Approach into Marketing

Promotional Flash Game: New Approach into Marketing 6 I have been approached by MARS ® who are one of the largest manufactures of chocolate related products. They are looking for a new alternative approach to advertise towards consumers and have requested myself to develop a flash game that will market and publicise their product in a fun, engaging, family friendly way that will advertise to consumers in a positive way. Over the years marketing has helped build and expand the MMs brand and has created a positive reputation of MARS ®. Computer-animated MM characters with cartoon-like storytelling have proved popular on television and it has helped to increase the brands recognition as a candy icon. Gaming is big business around the world and screen time is increasing at a steady rate. Eight to twenty-year old are the biggest consumers of chocolate and are one of the biggest users of new technology. Linking advertising with interactive gaming is a marketing dream as the intended audience is seeing this brand every day. This new proposed alternative way of advertising to consumers is creating a Flash game that will publicise their brand and product in a beneficial way. This proposed flash game can lead to positive outcomes for MARS ® as this a link to this game could be located on the companys home page on their website, which would make consumers more interested in their product creating an increa se in sales for MMs creating profits for MARS ®. The proposed flash game will be a remake of the retro of the 1980s-video game Pacman, but will be created with a twist. The game will be created using logos and images sourced from MARS ®s websites. The main villain is an alternative to the original to the game and is rebranded MM themed to the new main character Red who has been an icon to the product for more than 50 years being soon on numerous internet and TV commercials. The game will mainly feature MM and Skillites related characters. The game will have a background that will blend in well with the games design and concept. As mentioned, the flash game will be a remake of the retro of the 1980s-video game Pacman ®. The game will have multiple levels and difficulties. The game will begin with a start game page, exhibiting the main MM character Red, the start page will also contain URL links to MARS ®s products page, history of MMs and the MM logo. The levels will be created to look like the original Pacman game but will have MMs instead of dots, Skillites instead of fruit and MM characters instead of ghosts, and a human hand instead of Pacman to eat the MMs. The human hand with be navigated by the players using the arrow keys on their keyboard, using the arrow keys human hand icon can then travel up, down and left to right. For scene navigation, the player must select the button using their mouse to proceed to the next scene. The main objective of the game is for the human hand to eat all the MMs without being attacked and killed by the MM characters, If the human hand can eat all the MMs without bei ng attacked then the hand proceeds to the next level of the game. The characters for the flash game are as follows: Main hero controlled by Player: The player controls the hero using the arrow keys. Villains controlled by CPU:       These are the main villains for the game that will attack the player and will deplete the live icons on the games background. Main Villain Controlled by CPU: MMS ® Red The self-proclaimed leader of the group, red is full of both himself and delicious milk chocolate. Bonus Points Icon: This Icon of skillets if ate by the player, it will add bonus points which will be added to the players scoreboard. 1/03/17: Today I created the concept and explained how the game will function. I have also decided which brand and company, I will use for my promotional game. Ive also decided what theme I will develop for my game which will be Pacman. I also finalised the final design for my game and have decided which characters will be implemented in the game. Next time I will continue the theory and reporting work for my game. 3/03/17: Today I commenced the flowcharts for my game and finished them, it also includes the coding algorithm I will be using, as well as the procedure I will be using. It also shows how the user (Player) for the game will navigate the games function and layout. Next time I wish to begin developing the flash game and to commence coding. 6/03/17: Today I started the development for my flash game, by creating the layout and main features for my game. I have commenced coding the game and started developing the first level and scene, I have also made many buttons in my game that will navigate the player to the next scene. Next time I will continue the development for my flash game and will continue coding. 8/03/17: Today I continued the development for my flash game by creating the games layout, functions and scenes for my flash game, which includes the design, animations, sound effects that goes with the relevant scene, and URL links to the MM products page and MMs history. I also included some amusing songs and images. I also edited my flash games report. Next time I aim to be nearly finished developing my flash game and working towards the final editing stages for my game. 15/03/17: Today I finished the development phase for my game and started evaluating my game. My game has some issues with some buttons. But the main buttons for the game function. Today I did a beta test on my flash game, I also updated my project log. Next time I aim to complete the evaluation phase for my game. 21/03/17: Today I finalised my game for final submission. My game design looks appealing and creative and it suits the theme of my game. However, I did encounter some problems throughout the project with coding my game and the games functions. Because of this a minority of functions and buttons for my game dont work which is unfortunate, however the games background music, URL links and animations work accordingly. Next time in the future to resolve these issues, I wish to learn more flash coding techniques for resolving coding problems, by using better resolutions, that I had during my projects development, so I dont encounter these problems again. Because of these issues, Ive learnt what not to do next time I develop a project like this. Overall, I believe my game has the design and concept for a complete game but unfortunately the issues as explained earlier are interfering with this and I need to find better solutions in the future to overcome these issues, by using the trial and error principle.

Changing Nature Of Work And Family Conflict Social Work Essay

Changing Nature Of Work And Family Conflict Social Work Essay There are past literature reviews related to work and family conflict, but hardly any review which gives a quick overview of work and family research in global context. This paper outlines both the positive and negative outcomes associated with work and family interface, theoretical models related to work and family research, antecedents and consequences of work and family interface, importance of topics in work and family study and future implications of work and family interface. Introduction In the 21st century it is a challenge for many working families to maintain a balance between work and family. The increased participation of married women in the labour force has led to a growing realization that work and family domains are highly interdependent. Duxbury and Higgins (1991) reported that due to the increasing prevalence of dual bread-winner families and single working parents, workers are facing more challenges in meeting the demands of work and family. Issues of work and family have always been a part of our life. Lopata and Norr (1980) suggest that work and family issues have gained greater importance because the stereotypic life-course pattern is changing and more flexible options are available. Killien, Habermann, and Jarrett (2001) reported that in more than 50% of all married couples in United States of America, both partners work outside the home. In the western and dual earner couples are the norm today, representing 54% of married couples in the U.S. in 2001 (U.S. Census Bureau, 2000). The interference of the home and work domain has been identified as one of the ten major stressors in the work place (Kelloway, Gottlieb, Barham, 1999). The spillover from work and family can be negative or positive and is bi-directional; it involves the transfer of mood and behaviour from one domain (home or workplace) to the other (Almeida, Wethington, Chandler, 1999; Bromet, Dew, Parkinson, 1990). Work can be very important and can have positive effects for people (e.g. Rothbard, 2001). A balanced life can give multiple sources of satisfaction (Baruch Barnett, 1893), and can provide many people with social support, opportunities for increased self-efficacy and an expanded frame of reference (Barnett Hyde, 2001). If the workers are unable to make the balance between work and family roles, the potential for conflict between the roles increases (Frone, Russell, Cooper, 1992a; Greenhaus Powell, 2003). Work and family conflict is emerging as a research topic because there have b een significant changes in the social conceptions of gender, parenthood and work identity (Beach, 1989). Work and Family from the Conflict and Balance Perspective Voydanoff (2004b) reported that work and family conflict and work family balance are independent constructs rather than opposite ends of a single continuum. Work and family conflict is based on the principle of scarcity theory. The scarcity theory of human energy assumes that personal resources of time, energy, and attention are fixed. The scarcity hypothesis also suggests that the multiple roles inevitably reduce the time and energy available to meet all role demands, thus creating strain (Goode, 1960) and work-family conflict (Marks, 1977). Work and family conflict has been defined as a form of interrole conflict in which role pressures from the work and family domains are mutually incompatible in some respect (Greenhaus Beutell, 1985, p.77; Greenhaus Powell, 2003). Work and family conflict occurs when the demands of work are in disharmony with the demands of family (Bruck, Allen Spector, 2002). Boundaries of work and family are asymmetrically permeable, such that work interfere s with family life and family life interferes with work (Eagel, Miles Icenogle, 1997; Frone, Russell Cooper, 1992b). The incompatibilities between the two roles are based on the three different forms of work and home conflict: time based, strain based and behaviour based (Greenhaus Beutell, 1985). Time based conflict occurs when the time demanded by the family puts pressure on work and the time demanded at work take away from spending quality time with the family. Parasuraman, Purohit, Godshalk, and Beutell (1996) hypothesized that commitments of time represent an important cause of work and family conflict (WFC). This hypothesis is based on the view that time is a limited resource. If a person devotes his time to a given role e.g. work, the less time that person has to meet the family role. Strain based conflict occur when stress from one domain shifts to another domain. Bartolome and Evans (1979) explained strain based conflict as the extent to which an individual preoccupied w ith one role (e.g. family) stressed someone attempting to meet the demands of another role (e.g. work). Behaviour based conflict occurs when behaviour makes it difficult to fulfil the requirements in another role. Behaviour based conflict refers to the display of specific behaviors in one domain that are incongruous with desired behaviors within the second domain, where norms and role expectations in one area of life are in- compatible with those required in the other domain (O Driscoll, Brough, Kalliath, 2006, p. 118). Several researchers acknowledge that the direction of conflict is an essential element and that both work-to- family and family-to-work conflict need to be identified (e.g., Frone, Russell, Cooper, 1997; Higgins Duxbury, 1992). WFC was originally operationalized as an uni-dimensional construct (Kopelman, Greenhaus, Connolly, 1983). The recent studies by Carlson, Kacmar, and Williams (2000) and Frone et al. (1992, 1997) have explained that work family conflict is a multidimentional concept work can interfere family; (WIF) as well as family can interfere work; (FIW). Frone (2003) reported a four dimensional model of work-family balance, that is direction of influence between work and family roles (i.e. work-to-family and family to work) and type of effect (conflict versus facilitation). The studies by Aryee, Luk, Leung and Lo (1999); Frone, (2003); Netemeyer, Boles and McMurrian (1996) and Williams and Alliger, (1994) reported that the prevalence of WIF conflict is greater than FIW conflict. A study by Roehling, Moen, and Batt (2003) reported that family life enhances work life to a greater degree than work life enhances family life. Marks (1977) (also see Sieber, 1974) proposed a theoretical alternative to the scarcity theory, which he called the role expansion theory. The role expansion theory Marks proposed assumed that human energy is abundant and participation in one role could also have a positive effect on the other role. The potential benefits of engaging in both work and family roles have largely been overlooked (Brockwood, Hammer, Neal, 2003; Hanson, Colton, Hammer, 2003). The terms work and family enrichment, positive spillover, work and family enhancement and work and family facilitation are used for the positive relationship between work and family. Work and family facilitation is a form of synergy in which resources associated with one role enhance or make participation in the other role easier (Voydanoff, 2004a). Better functioning of both work and family adds a more positive look at the interaction between work and home, allowing for the possibility of synergy between work and home (Zedeck, 1992 ). ODriscoll (1996) examined the processes of role enhancement where multiple roles energize the individuals and give them more satisfaction in work and family roles. In addition, employees today are more likely to express a strong desire to have a harmonious balance between work and family (Offermann Gowing, 1990; Zedeck Mosier, 1990). Barnett and Hyde (2001) also proposed an expansionist theory of work and family and they explained several benefits of combining multiple roles. They stated that multiple roles give benefits such as added income, more sources of social support, greater self complexity and more shared experiences between men and women. The success in one role can buffer failure in another role. The idea of an interaction between work and family comes from statistical models where two effects combine to provide something that is greater than would have been predicted from either one alone ( Halpern Murphy, 2005, p. 4). Research has also found a modest positive correlation between work and family commitment (Marks MacDermid, 1996). The exchange theory of Pittman (1994) defines work-family fit as an assessment of the balance between the spheres and may be considered the acceptability to the multidimensional exchange between a family and work organization (p. 135). Pittman referred to work-family fit as an assessment of balance between work and family. There are many empirical studies that have abundantly examined work-home conflict, whereas there have been fewer studies on positive work-home interaction (Geurts Demerouti, 2003). At the same time, there are few instruments available to measure work and family balance than work and family conflict (Carlson, Kacmar, Wayne, Grzywacz, 2006). Later in this paper I discuss work and family from the scarcity theory perspective in more detail. Theoretical Models related to Work and Family Research Researchers have proposed a several ways in which the work and family domains may be linked (Edwards Rothbard, 2000; Lambert, 1990). Earlier work and family research were based on three popular hypotheses (Cohen, 1997): segregation (segmentation), compensation, and spillover. Segregation refers to the separation of work and family in which there is no systematic connection between work and family roles (Edwards Rothbard, 2000). Segregation also refers to the separation of work and family from the psychological, physical, temporal and functional point of view, and suggests that this is the best way to keep a boundary between work and family (Lambert, 1990). Compensation refers to the negative relationship between the work and family role. If a person is dissatisfied in one role of life, it offsets satisfaction in another (Burke Greenglass, 1987). Spillover can be seen in terms of work and family mood, value, skills, and behavior spillover. The spillover model of work and family ref ers to the positive and negative feelings, attitudes and behaviors that might emerge in one domain and are carried over into the other (Googins, 1991, p. 9). Kabanoff and O Brien (1980) have expanded the spillover and compensation hypothesis by analyzing the work and family activities in five dimensions (autonomy, variety, skill utilization, pressure and social interaction). A comprehensive model of the work-family interface was developed and tested by Frone et al. (1992a). This model introduced a major change in the theories of work and family conflict. The model extended prior research by explicitly distinguishing between work interfering with family and family interfering with work. This distinction allowed testing of hypothesis concerning the unique antecedents and outcomes of both forms of work-family conflict and the reciprocal relationship between them. Frone et al. (1997) developed an integrative model of the work-family interface. This model extends prior work by Frone et al. (1992a). Although this present model adopts the distinction between WIF and FIW, several important changes have been incorporated. First, a more explicit attempt is made to model the reciprocal (i.e., feedback) relations between work and family life. Second, a distinction is drawn between proximal and distal predictors of work-family conflict. Third, the relations between work-family conflict and role related affect have been differentiated into predictive and outcome relations. Finally, role related behavior and behavioral intentions have been explicitly incorporated into the model. Bronfenbrenner (1989) developed an ecological systems theory which stands in contrast to the individual, deterministic perspective of the structural-functionalist role theory. The ecological systems theory suggests that the work-family experience is a joint function of process, person, context and time characteristics. Ecological theory suggests that each type of characteristic exerts an additive, and potentially interactive, effect on the work-family experience. Researchers have used this framework to guide the study of work-family conflict (e.g., Grzywacz, 2000; Hammer, Bauer, Grandey, 2003; Voydanoff, 2002). From the perspective of ecological systems theory, work, community and family are microsystems consisting of networks of face-to-face relationships (Bronfenbrenner, 1989). When two or more microsystems are interrelated, such as work, family and community, the processes connecting them form two types of mesosystems. In one way, we can find direct relationships within one or mo re microsystems. The relationship within the work, family and community may be positive or negative, unidirectional or reciprocal. From another perspective, we can see the combined effect of these microsystems on individual, community and work outcomes. Grzywacz and Marks (2000) examined the work and family interface using the ecological systems theory. They found four dimensions in the experience of the work and family interface: negative work-to-family spillover, negative family to work spillover, positive work to family spillover and positive family to work spillover. Also, they reported that the ecological resources at work (i.e. decision latitude, co-worker and supervisor support) and family (i.e. spouse and family support) were associated with lower levels of negative spillover and higher level of positive work-family spillover. They also found that ecological barriers at work (i.e. work pressure) and family (i.e. spouse disagreement and family criticism burden) was associated with higher levels of negative work-family spillover. Senecal, Vallerand and Guay (2001) proposed and tested a model of work-family conflict based on the Self-Determination Theory and the Hierarchical Model of Intrinsic and Extrinsic Motivation. Individuals who perform an activity out of choice and pleasure regulate their behaviour in a self-determined manner. Individuals also do activities out of internal and external pressures, which regulate their behavior in a non-self-determined way (Deci Ryan, 1985; 1991). The model posits that positive interpersonal factors both at work (i.e. ones employer) and at home (e.g. ones spouse) influence work and family motivation. But low levels of self-determined motivation towards the two life contexts (work and family) facilitate the experience of family alienation, which leads to work-family conflict. Finally, work-family conflict leads to feelings of emotional exhaustion. Results from structural equation modeling supported this model. Although the model was supported by data from both men and wom en, some sex differences were uncovered at the mean level. Voydanoff (2002) proposed a conceptual model that links the work-family interface to work, family and individual outcomes through several mediating mechanisms. First, the work-family interface is related to a cognitive assessment of work and family conflict, role balance or role enhancement. This relationship may be moderated by social categories and coping resources. The assessment of conflict, balance or enhancement can result in either work-family role strain or work-family role ease. Then, depending on the extent of strain or ease, individuals and families pursue various work-family adaptive strategies designed to improve or facilitate adjustment to various aspects of work and family interface. The success of these strategies is indicated by the extent of perceived work-family fit. Work-family fit is related directly to work, family and individual outcomes. Lastly, work-family adaptive strategies are proposed as having feedback effects on the work family interface. Boundary theory (Ashforth, Kreiner, Fugate, 2000; Nippert-Eng, 1996) and Border theory (Clark, 2000; Michelson Johnson, 1997) state that each one of a persons roles takes place within a specific domain of life, and these that domains are separated by borders that may be physical, temporal, or psychological (Ashforth et al. 2000; Clark, 2000). Boundary/border theory specifically addresses the issue of crossing borders between domains. Although this theory is relevant to all domains of life, its most common application is to the domains of home and work. According to the boundary/border theory, the flexibility and permeability of the boundaries between peoples work and family lives will affect the level of integration, the ease of transitions, and the level of conflict between these domains (Ashforth et al. 2000; Clark, 2000; Nippert-Eng, 1996). Loy and Frenkel (2005) present societal cultural models of work and family. They explained that societal cultures vary by race, ethnicity, social class, and region. They explained that although the number of dual-earner families has risen in all industrialized nations countries, the families vary in the ways they address work-family conflict, in part, due to differences in societal cultures. Recognizing the importance of cultural models of gender, work and family has consequences for the construction of states and organizational policies. Hobfoll (1989) developed the conservation of resources (COR) model. According to this model individuals seek to acquire and maintain resources including objects, personal characteristics, conditions and energies. Stress occurs when there is a loss of resources or a threat of loss. The COR model proposes that work and family conflict leads to stress because resources (e.g., time and energy) are lost in the process of juggling both work and family roles p. 352). Grandey and Cropanzano (1999) argue that the conservation of resources model is an improvement over role theory. Until recently, work and family researchers have relied mainly upon role theory (Kahn, Wolfe, Quinn, Snoek, Rosenthal, 1964). According to the COR model role theory has some limitations because it has paid less attention to family roles. On the other hand, the COR model encompasses several stress theories, and explains stress outcomes for both intra and interrole stress. The individual difference variables in stress patterns are also included in the COR model and treated as resources. Finally, the COR model also provides an additional insight that has not been widely considered in WFC literature. The model has emphasis on threatened resources and suggests that certain critical events are the source of stress as well. The Grandey and Cropanzano (1999) study is the only study which has tested the application of the COR model to work and family research. An extensive body of research is based on theories of role strain and role enhancement and addresses the effects of performing multiple roles (in the family and the work place). According to role theorists, a role is a set of activities or behaviors that others expect an individual to perform (Kahn et al. 1964). Thus, an increase in roles gives rise to an increase in role conflict. Role stress theory proposes that the greater the role accumulation, the greater the demands and role incompatibility and the greater the role conflict and strain (Burr, Leigh, Day, Constantine, 1979; Goode, 1960). Role conflict is defined as the simultaneous occurrence of two (or more) sets of role pressures such that compliance with one would make more difficult the compliance with the other (Kahn et al. 1964, p. 19). At the same time a number of empirical studies support role enhancement theory (e.g., Barnet and Hyde, 2001; Waldron, Weiss, Sieber, 1974). After the development of all the above-mentioned models in work and family, Carlson et al. (2000) proposed a six-dimensional model of work and family conflict. Their model include three forms of conflict (time based, strain based and behavior based conflict) and two directions of conflict (WIF and FIW) which results in a six-dimensional model of work and family conflict (see figure 1). Figure1. (Source: Carlson, Kacmar, Williams, 2000, p. 251). Explain the model describe Antecedents and Consequences of Work and Family Jacobs and Gerson (2001) reported that the vast increase in working mothers, single parents and dual earner couples means that more workers than ever are attempting to balance work and family life. As a result, the majority of working parents feel that they have a shortage of time to fulfill their multiple life roles (Hochschild, 1997). Researchers have considered a number of different variables as possible antecedents of WIF and FIW. Consistent with the classification scheme of Eby, Casper, Lockwood, Bordeaux, and Brinley (2005) regarding antecedents of work-family conflict, antecedents can be classified into three categories: work domain variables, non-work domain variables, and individual and demographic variables. Work domain variables and work and family conflict There are more studies examining the work domain as predictors of WFC than the family domain as predictors of FWC. WIF interaction has been given more research attention than that given to FIW interaction (Eagle, Miles, Icenogle, 1997; Higgins Duxbury, 1992). Job demands, job control and social support were the most discussed antecedents of work. The Job Demand- Control (JDC) model reported two crucial job aspects in the work situation: job demands and job control (Karasek, 1979). In the 1980s, a social dimension was added to this model and called job demand-control and support (JDCS) model. Job demands refer to the work load, and have been operationalized mainly in terms of time pressure and role conflict (Karasek, 1985). The central component of job demand is the tasks mental workload and the mental alertness or arousal needed to carry out the task. Three types of job demands are included in this theory: time demands, monitoring demands and problem solving demands (Karasek Theor ell, 1990, p. 63). The job characteristics mentioned by the demands, control and support models have been reported in a number of work and family studies (e.g., Grzywacz Butler, 2005; Grzywacz Marks, 2000; ODriscoll, Ilgen, Hildreth, 1992; Pal Saksvik, 2006; 2008). Employees who had higher job demand, lower job control and less social support were more likely to experience high levels of work-family conflict (Grzywacz Marks, 2000; Pleck, Staines, Lang, 1980). At the same time, there are many studies focused on working hours, long hours of work, long days and the relation to WFC (Carlson Perrewe, 1999; Grzywacz Marks, 2000; Keith Schafer, 1980; Pleck, et al. 1980; Reich, 2000). A natural conclusion is that those who work long hours and days are not able to give time to the family. The average number of hours a couple worked in America in 1997 was ten hours a week more than the average couple in 1970 (Jacobs Gerson, 1998). Toterdell, Spelten, Smith, Barton, and Folkard (1995 ) reported that employees who work in different shifts reported work and family conflict because shift work leads to sleep disturbance and interferes with social life. Demerouti, Geurts, Bakker and Euwema (2004), in a study on military police, reported that fixed non day shifts including weekends (i.e., during highly valuable times) should be avoided in order to minimize the conflict between work and family. Length and difficulties of the commute to and from work has also been shown to be related to WIF conflict (Bohen Viveros-Long, 1981; Pleck et al. 1980). The relocation of work also gives rise to negative work and family consequences (Munton, 1990). Management support and recognition (Burke, 1988; Love, Galinsky, Hughes, 1987), the levels of work role assigned to work roles (Greenhaus and Kopelman, 1981; Greenhaus and Parasuraman, 1987), role overload at work (Bacharach et al., 1991), and individuals highly involved in work (Frone et al. 1992a; Greenhaus, Parasuraman, Granrose, Rabinowitz Beutell, 1989; Hammer, Allen, Grigsby, 1997) are also important factors related to WIF conflict. Job insecurity or concern over losing ones job is a strain based demand that threatens the economic well-being necessary for the stability and quality of family life. The stress associated with job insecurity reduces interpersonal availability and limits effective participation in family life. One study reported that job insecurity is positively related to WFC for men and women (Batt Valcour, 2003), whereas another study found this relationship for women but not for men (Kinnunen Mauno, 1998). Several studies also reported a significant relationship between WFC and job satisfaction (Coverman, 1989; Rice, Frone, Mcfarlin, 1992). Organizational commitment is another work-related variable that has been studied in association with WFC. Netemeyer et al. (1996); Good et al., (1998) and ODriscoll et al. (1992) found that as WFC increases, the organizational commitment decreases. Greater levels of WFC are associated with increased intentions to leave the organization (Grandey Cropanzano, 1999; Good et al. 1988). Wayne, Musica and Fleeson (2004) and Grandey, Cordeiro, and Crouter (2005) proposed that attributing the source of the work and family conflict to the work domain is associated with reduced satisfaction with the work role, whereas attributing it to the family domain contributes to lower marital quality. Research suggests that a supportive organizational culture, supervisor, or mentor is generally beneficial in reducing WFC. Several studies have found that work support (Carlson Perrewe, 1999; Greenhaus et al. 1987; Thompson, Beauvais, Lyness, 1999), the availability of work-family benefits (Thompson et al., 1999), having a mentor (Nielson et al. 2001), receiving more role modeling and overall mentor support (Nielson et al. 2001), and having a mentor who was perceived as having similar work-family values (Nielson et al., 2001) are related to less WFC. At the same time, job satisfaction buffers the relationship between hours spent helping parents and psychological distress for mothers (Voydanoff Donnelly, 1999). Having a flexible work schedules is ranked as the most valuable benefit option for employees (Allen, 2001). Family domain variables and family and work conflict Numerous studies have examined characteristics of the family domain as predictors of WFC and family involvement as adversely influenced by work-related concerns (Burke Greenglass, 1987). Research into WIF conflict and FIW conflict antecedents in the family domain has found positive linkages between WIF conflict and FIW conflict and marital status (Herman Gyllstrom, 1977), size and developmental stage of the family (Herman Gyllstrom, 1977; Keith Schafer, 1980), level of importance assigned to family roles (Greenhaus Parasuraman, 1987), family stressors (parental workload, extent of childrens misbehavior, lack of spouse support, and the degree of tension in the marital relationship) and family involvement (Frone et al. 1992a). Negative relationships were found between WIF conflict and spouse and family support (Bruke, 1988; Greenhaus Kopelman, 1981). Indeed, Suchet and Barling (1986) found evidence for spouse support as a moderator of WIF. A study by Higgins and Duxbury (1992) wh ich revealed that males in dual career couples (that is, male breadwinner and fulltime housewife) found WFC related to life satisfaction. Studies by Bedeian, Burke and Moffett (1988); Greenhaus, Bedeian and Mossholder (1987), and Parasuraman et al. (1989) found that WFC was strongly related to quality of life. Some studies that take into account the bi-directional nature of work-home interferences suggest that home characteristics are more likely to foster home-work interference. For example, Frone et al. (1992a) have shown that whereas job stressors were positively related to work work interferes with family, family stressors (e.g. parental workload and lack of spouse support) were positively related to family interfering with work. They even argue that the positive relationships between family stressors and WHI suggested and documented in previous research (e.g. Burke, 1988; Kopelman et al. 1983; Voydanoff, 1988) are, in fact, indirect relationships through family interferes with work. Individual and demographic variables Gender, marital status and age are frequently described as the most important demographic characteristics influencing work and family. Byron (2005) found that demographic variables tend were weak predictors of WIF and FIW; although they did tended to have indirect effects on WIF and FIW. This coincides with recent theory that supports the use of social categories as moderators in the work-family literature (Voydanoff, 2002). In general, being male appears to exacerbate any negative effects of family domain antecedents, such as family stress, family conflict, number of children, and marital status, related to work-family conflict. Paradoxically, females tend to enjoy greater protective benefits from those antecedents, such as flexible work schedules, and, to some extent supportive families, which lessen the experience of interferences. Ones life stages also influence work and family conflict (Barnett, Gareis, James, Steele, 2003). A study by Burke and Greenglass (1999) found that age is positively related to work-family conflict. Grazywacs and Marks (2000) examined the effects of age on the experience of positive and negative work and family interaction. They found that young men reported more negative spillover between work and family and less positive spillover between family to work than older men, while younger women reported more positive spillover from work to family, and more negative spillover from family to work than did older women. Personality should also be given greater consideration in understanding how an individual views and experience multiple life roles (Carlson, 1999; Wayne et al. 2004). Friede and Ryan (2005) discuss the role of personality in interpreting work and family. Behavior based conflict is also linked to the personality of an individual and is one of the main predictors of WFC. Carlson (1999) reported that it occurs when there is incompatibility between the behaviors at either the work place or the home. Personality can influence the actual type and amount of work and family role requirements that an individual experiences his or her, perception of work and family role requirements and the approach to work and family interface. There is the need for a greater recognition of individual differences in work and family theorizing. Some may ignore this because of a concern that focusing on individual differences, such as personality, is not a key influence of work and family conflict and work and family enhancement. But this may lead to viewing problems in work and life balancing as individual responsibility, with little or no accountability on the part of the firm or of societal institutions (Friede Ryan, 2005, p. 204). Emotional stability (Kinnunen, Vermulst, Gerris, Makikangas, 2003) and self esteem (Greenhaus Powell, 2003) are also linked to the work-family conflict. Finally, researchers discovered that interpersonal attachment styles (Sumer Knight, 2001), and psychological involvement in work and family roles (Adams, King, King, 1996; Frone et al. 1992a) are linked to work and family conflict. Importance research Topics in Work and Family Study Gender and work-family interface- Gender refers to the set of culturally expected personality, behavior, and attitude attributes associated with being male or female in any given society. Much gendering takes place in the context of family, where the feminine social ideals are what makes a good mother or a good daughter or a good wife, and the masculine social ideals are reflected in notions of the ideal father or the ideal husband (Simon, 1995). The literature on gender, work and family reveals that a gender difference is found when interpreting work and family. Women exper

Cry, the Beloved Country, by Alan Paton :: Cry, The Beloved Country Essays

The novel â€Å"Cry the Beloved Country† is based on the true-life story of South African apartheid, and the native’s struggle for equality. During the book, Stephen Kumalo goes on a journey to find his sister, and his son, for they have left the tribal land of KwaZulu-Natal a long time ago, and neither Kumalo nor his wife have heard of the whereabouts of either family members. As he goes on his journey, the things that he sees, and experiences tell the much greater story of Apartheid in South Africa.   Ã‚  Ã‚  Ã‚  Ã‚  When Kumalo arrives in the city, he is in the midst of the poverty and confusion that is the great city of Johannesburg where people from all the native tribes go to find jobs, money, and housing among other things. He sees everything that is going on around him, all the oppression that his people have to go through, and the way they are treated. When he went and found his sister, she was living in horrible conditions, and this really was the way that most black people lived. They had their own part of the city, with their own schools, and their own busses, because the apartheid issue was so strong. By going along with Kumalo we, the reader, see how harsh everyday life is for the natives of South Africa. While Kumalo was on his journey, he passed through the shantytowns where only black South Africans lived, and the busses that they were striking against. We see how difficult it is to go through everyday life as a black person, and how hard it is to get from place to place if you do not know all the right people. This is the way that true South African life was for most people who lived there. It was not a good situation for anyone to be in. There was much disease being spread throughout, and in the awfully crowded living conditions it was hard to escape it.   Ã‚  Ã‚  Ã‚  Ã‚  Another example of the apartheid that was shown through Kumalo’s journey was the example of the bus strike. None of the natives agreed to take the bus for as long as they would have to pay outrageous rates.

How do Gold Cadillac and Country Lovers differ in their presentation Es

How do Gold Cadillac and Country Lovers differ in their presentation of Prejudice? Both Mildred Taylor (Gold Cadillac) and Nadine Gordimer (Country Lovers) grew up in cultures where racism was a part of their everyday life. This theme of racism is reflected strongly in their stories. Mildred Taylor’s experience of racism in the Southern States of America is reflected in the themes and setting of her writing. She was born in 1943, Jackson, Mississippi, the strongest racial prejudice sate found in America. In many of her college preparatory classes, Mildred Taylor was the only black student. She often found herself painfully embarrassed by the lacklustre portrait of black people as presented in history class. Similarly, Nadine Gordimer’s life in South Africa allowed her to witness first hand the human effects of segregation and state-sanctioned racism, during the Apartheid. From her early childhood, Nadine Gordimer witnessed how the white minority increasingly weakened the rights of the black majority. She states in ‘The lying days’, which is based closely on her own life, that she had a â€Å"growing disaffection toward the narrow-mindlessness of a small town life†. In the Gold Cadillac, the author focuses on the themes of racial prejudice through family life. By using dialogue, the reader senses the closeness of the family; we know they are secure and loved, â€Å"Wilma and I hugged our father with our joy. My uncles came from the house and my aunts, carrying their babies, came out to.† Mildred Taylor and her father had a special relationship, â€Å"From my father I learned to respect the past, to respect my own heritage and myself†, this is a quote from Mildred Taylor. I therefore think, Mildred Taylor decided... ...er’s to feel and think how she feels and thinks. We see how family is important to Mildred Taylor, because, the father gave up the Gold Cadillac to protect his family. The Gold Cadillac is represented as America, it may seem to be a country of freedom, but it really is a country of racism and prejudice. The author of Gold Cadillac allows the readers to engage with the author. Because the narrator is a young girl, the story becomes more truthful, this helps the reader to create a more vivid image of the Gold Cadillac. Finally, both stories have a strong theme of racial prejudice. They explore deal with and present these tensions in a strikingly different way, both stories allows the reader’s to engage with the author. We learn how both Mildred Taylor and Nadine Gordimer’s historical background help contribute to the stories, bringing the text to life.

Communication Skills :: Communication, Effective Communication

Communication can be defined as the transmission of a message from a sender to a receiver in an understandable manner (Sanchez, N, 2009). An example of communication in healthcare is between clinical professionals and staff, patients and their relatives or carers, professionals doctors, occupational therapists, social workers, midwives, physiotherapists and administration staff (Darley, 2002). For their communication to be effective, each of them needs to put the responsibility for clear communication on himself (Healthcare Benchmarks & Quality Improvement 2009) which means that each of them should endeavour to send clear messages and to receive messages with as little distortion as possible (Mind Tools Ltd, 2009). The NHS believes that effective communication is essential for high quality service and care, and to avoid communication breakdown complaints and problems (Hamilton Mercer, 2009) such as ill informed patients, worried relatives and bad publicity Darley (2002). To avoid communication breakdown, the HPC requires radiographers to be able to use appropriate verbal and non-verbal communication and to use an appropriate interpreter if necessary when communicating with service users and others (Health Professions Council’s (HPC) Standards of Proficiency - Radiographers, 2008). Minardi and Riley (1997) state that it is very important to recognise the communication skills that may improve effectiveness. Verbal and non-verbal communication are the main forms of communication (Cant and Aroni, 2008). Verbal communication is subdivided into the vocal category which includes spoken language, and the non-vocal category which includes written communication and communication conveyed through sign language or Braille (Communication and Language). The HPC requires Radiographers to be able to communicate information, advice, instruction and professional opinion in English (HPC’s Standards of Proficiency - Radiographers, 2008) since it is the main language in the United Kingdom (Mandy Barrow, 2009). For example, when performing an examination, they need to give clear instructions by explaining what they are doing and why they are doing it (Bach and Grant, 2009). If the receiver does not understand English, a good interpreter is needed to avoid misunderstanding. The receiver may also not understand the examiner’s professional language and as Minardi and Riley (1997) point out, the professional should explain technical terms in order to be understood. Written communication is the ability to write effectively in a range of circumstances and for different audiences and purposes, in good English (The University of Sydney, 2009) using memorandums, reports, bulletins, job descriptions, employee manuals, electronic mail (e-mail) letters, telegrams, faxes, contracts, advertisements, brochures or news releases (Reference for business, 2010).

The New Plant Manager

CASE 1: THE NEW PLANT MANAGER I. TITLE: The New Plant Manager II. POINT OF VIEW: As a Manager III. THE PROBLEM: How can the company even without Toby Butterfield meet its budget and productivity quotas? IV. OBJECTIVES: 1. To understand why organizational behavior is important in an organization. 2. To know the appropriate attitude of a manager in an organization. 3. To analyze organization behavior from the perspective of learning of an organization. V. AREAS OF CONSIDERATION: 1. The Organizational Behavior Organizational behavior speaks about how an individual or a group of people acts within an organization.As a plant manager he must consider how to act professionally. He must know how to act the proper organization behavior even though he is the head of the plant. 2. The Newly Assigned Assistant Plant Manager The Montclair Company is having difficulty meeting its budget & production quotas, the main reason why Toby Butterfield was promoted as the new assistant plant manager of the company. 3. The SWOT Analysis SWOT analysis is a structured planning method used to evaluate the Strengths, Weaknesses, Opportunities, and Threats. Strengths- Butterfield as a new assistant plant supervisor produced a remarkable result in the company’s production quotas in which the productivity quickly exceeded by 7 percent and within five months the plant was within budget. †¢Weaknesses- Butterfield being ambitious and power-oriented wherein he dismissed three supervisors who had failed to meet their production quotas and as a result five other supervisors resigned. †¢Opportunities- Promotion to New York home office because of his outstanding record. †¢Threats- The fall of productivity after Butterfield left the Houston Plant. VI.ALTERNATIVE COURSES: 1. The remaining employees should plan for what is the best thing to do in order to meet its budget and productivity quotas. Advantages: †¢They can come up to new ideas to improve their productivity. †¢They can prove to themselves that even without Butterfield they can still help the company to meet their quotas and budget. †¢They could gain unity. Disadvantages: †¢It is not easily for them to meet their quotas and budget for a few moments because it takes time to plan for new ideas. †¢Planning needs a lot of time in order for it to be implemented to the company. 2.Even without Butterfield, the company would still adopt the organization behavior of him being power-oriented because it helped a lot the company in meeting its budget and productivity quotas. Advantages: †¢It is easy for them to cope up with this kind of organization behavior because Butterfield had already ruled them when he was still in the company. †¢In this way, the company will easily meet their budget and quotas just like few months when Butterfield was still the plant manager of the Houston Plant. †¢Adopting the said organization behavior would help the employees be more competent. Disadvantages: This may be the reason of some employees to resign because they do not like the way of ruling them. †¢This can also be the reason of some supervisor-employee issues. †¢Newly employed employees will have a hard time adjusting with this kind of supervision. 3. Each of the employees must be assigned of their own areas of responsibility to work with in order to help their company meet their budget and production quotas. Advantages: †¢Each of them can focus to the area in were they are assigned only. †¢They could help themselves improve the way they handle responsibilities. †¢They could gain self-confidence in handling responsibilities.Disadvantages: †¢They will not have company unity. †¢This may be the reason of some employee conflicts because the work of the other did not complement to the work of others. †¢This may be result of the delay of work because some may not meet the target time of passing the reports. VII. RECOMMENDATION : Based on the situation given the best alternative the company must use is the alternative no. 2, adopting the organization behavior of Butterfield that is being power-oriented because it is a big helps to the company. Because of this, it is easy for the company to meet their budget and productivity quotas.

On the amtrak from Boston to New York City Essay

The situation of the poem is described in the title â€Å"On the Amtrak from Boston to New York City,† was about a white woman and a person with a Native American background who were on a train together. What was being taken place when the speaker is meditating about the â€Å"white† woman they were having a conversations with other passengers, including an older white woman about the brief history of the city as they pass landmarks of the Native American Culture. The subject of the conversation had to do with the frustration the man had with the woman being ignorant about what land was taken away from him and his ancestors. He had brought her orange juice because it was stated right after in the next sentence he respects all elders it could have been out of kindness. That shows that the character is being bigger than himself he himself knows that being rude to this woman will now solve anything. The idea of Don Henley really made Alexie mad do to the fact that Native Americans inhabited the lands long before anyone else. Throughout the poem Alexie continues to talk to himself and use profanity whenever the white women would bring up the â€Å"white† men. For instance, when the woman asks him about Walden Pond. He says, â€Å"‘I don’t give a shit about Walden. I know the Indians were living stories around that pond before Walden’s grandparents were born†¦Ã¢â‚¬  Using profanity here represents Alexie’s outrage at the woman’s ignorance. He continues: â€Å"I’m tired of hearing about Don-fucking-Henley saving it, too†¦ If Don Henley’s family hadn’t come here in the first place then nothing would need to be saved.† Again, the use of profanity shows Alexie’s anger as a Native American whose family had been pushed out of their land. The perspective the speaker makes his judgment about the historicity and values of Thoreau’s Pond from first person from his perspective. The speakers opinion of what he thinks of the â€Å"white† history is that his peoples stories and land were taken away from them they were over powered by the white man and were not able to continue there history. Along with what they had created historically the white man would take credit for it. The poem â€Å"On the Amtrak from Boston to New York City,† by Sherman Alexie was about a white woman and a person with a Native American background who were on a train together. This is an interesting poem, because it provides a new outlook on our country as it is today, from a Native American. Alexie appears to wish other races would leave his country. He refers to all other races as, â€Å"the enemy† and believes his biggest challenge every day is simply dealing with â€Å"the enemy.† Due to all that happened to the Native Americans in the past Alexie believes his people were treated harshly, which I agree with. â€Å"Blue Winds Dancing† The story tells of a young Native American’s struggle with growing up in America. The struggle of the character exists because of the ancient Indian thought conflicting with our American expectations. The attitudes the speakers expresses are frustration or anger and how they both wish they could have there home back but it was taken away by the â€Å"whites.† For blue winds dancing the internal monologues as the narrator searches for his identity and copes with society, respectively. As for â€Å"On the Amtrak from Boston to New York City† the internal monlogues is expressed through frutration from the whites taking away land.