Sexuality Essays (387 words) - Confirmation, Holy Spirit

Sexuality PLEASE NOTE! In order to begin receiving your personalized newsletters from InYourEmail.com and enter the $1,000,000 lottery, you must click on this link and complete the sign up process: http://inyouremail.com/cgi-bin/conf.cgi?db659b04207f417d81163aa87fc4ee37 Confirm and have a chance to make $1,000,000 in the next few minutes! Thank you for your interest in: Cartoovie As a subscriber, you will only receive the information that you request. Occasionally, third-party companies who advertise through InYourEmail.com will offer participation or membership opportunities to you for outside services or programs. If you choose to participate in these deals, InYourEmail.com may share your membership information with these third-party companies. Please click the link below for more information: http://www.inyouremail.com/policy.html Your confirmation number is: db659b04207f417d81163aa87fc4ee37 This confirmation was sent because it was requested at: 205.188.197.48 By confirming your subscription, you are agreeing with the InYourEmail.com program disclaimer. Please click on the link below to read the disclaimer. http://www.inyouremail.com/terms.html Your confirmation earns you one entry in the Treasurespot lottery. In order to win, you must comply with the official rules of the game, which you can review at http://www.treasurespot.com/rules.html And the Privacy Statement which you can review at http://www.treasurespot.com/privacy.html If you have signed up in error, please take no further action. You will not receive any newsletters from InYourEmail.com without completing the process. If someone else has attempted to sign you up, you can email us at [emailprotected] and you will be removed from our mailing list. Thank you again for joining InYourEmail.com, we look forward to serving you! Regards, The InYourEmail.com team ----------------------- Headers -------------------------------- Return-Path: *[emailprotected]* Received: from rly-zc04.mx.aol.com (rly-zc04.mail.aol.com [172.31.33.4]) by air-zc01.mail.aol.com (v76_r1.23) with ESMTP; Sun, 12 Nov 2000 12:47:14 -0500 Received: from ee02gws.advertising.com (ee02gws.advertising.com [209.225.6.111]) by rly-zc04.mx.aol.com (v76_r1.19) with ESMTP; Sun, 12 Nov 2000 12:47:04 -0500 Received: (qmail 16585 invoked by uid 99); 12 Nov 2000 17:47:04 -0000 Date: 12 Nov 2000 17:47:04 -0000 Message-ID: *[emailprotected]* To: [emailprotected] From: [emailprotected] Subject: Confirm and enter to win $1,000,000! Acceptance Essays

Rules of Negotiation in Construction Contract Management

Rules of Negotiation in Construction Contract Management Negotiation role in contract management cannot be downplayed. It is the surest way through which companies and other multinational bodies secure tenders to undertake any project or even land a business deal. Negotiation itself takes place in between two or more parties and lead to a common resolution, an agreement for a common goal or course of action. It leads to overall content of the two parties and intends to achieve compromise. Advertising We will write a custom essay sample on Rules of Negotiation in Construction Contract Management specifically for you for only $16.05 $11/page Learn More For the success of the negotiation to be achieved, both parties must contribute. It should not be a monologue, but rather a dialogue. When the term negotiation is mentioned various aspect comes into play such as the venue, when or the time for negotiation, aggression in the push of the agenda, the role played among many other issues. Negotiation process normally revo lves around the issue at hand, preferably the pre-contract issue. In a more systematic manner the real process of agreement eventually follows. Unfortunately one of the parties may fail to confer to the agreed terms and conditions or even the indulgence of another third party that breaches the contract. This then trickles to a post- contract claim by the other party, which in the end may either lead to contract termination or restating of the contract afresh. In a more coherent manner the essay tries to give a simple summary of various rules of negotiation. For any negotiation to be a success in contract management, preparations must take place. To avoid any inconveniences that may result from date fixation, each stakeholder should be informed prior to match with their diaries. The days leading to the agreed date should be occupied with events culminating to the main negotiation event. These events may include, holiday trips, vocational meetings. At other times, the day of negotia tion may be placed in a tight schedule. The last minute rush leads to little or no time to gather the necessary information or indulge in constructive consultation. Ample time is essential for negotiation to be successful. The negotiator should arrange for the pre-meeting. The parties involved should see the importance of attending the pre-meeting. The meeting should not in any manner be treated with triviality, but rather crucial and essential. It is at this meeting that the plan for negotiation is drawn up and any discontent of the participants met. It should not be treated as a presumption that the participants have all the information necessary for negotiation to commence.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The pre-meeting serves to establish a negotiation plan and assimilate the necessary information. Contributions by each party are made at this area. Preparatory meeting also equip the negotiator with the necessary information that is needed sorting out what is of importance and discarding the irrelevant information. Relevant information helps in proper time management since it enables the negotiator to stick to the plan. It is also at this pre-meeting where the negotiator interacts with the participants through asking of questions. Any material of relevance is also submitted at this stage. The parties should not withdraw any information they regard to be of essence. The preparatory meeting is also involved in weakness identification of one party. The meeting drafts the counter measures to be used if the other party capitalizes on the weaknesses. The meeting also serves in identifying the kind of people one is dealing with. The information obtained from the preparatory meeting helps in planning. It gives the clear-cut objectives, for the negotiator and the other two parties and also how the objectives can be attained for compromise. This creates the avenue for an agreement to be reached. The objective of each group is identified together with their real needs. The background information for each group is also identified and the key information is fed to the lead negotiator. The real needs of the opponent are also taken into consideration as some of the issues raised may not augur well with the opposition. The issues raised should not be treated with negligence. The other side may easily not be coerced and it is very vital for the other party to know what these issues are. Once the issues are known depending on the progress of negotiation talks, it helps one to bring a breakdown in the negotiation talks. The most difficult parts for the opposition to yield should be taken into consideration. After the objective search, a well-established plan is laid out. Not everything that is planned succeeds, thus no matter how the plan is, there are inevitable events. However, the existence of a plan gives a stable framework thr ough which the ideas to be covered are dealt with without the divergence from the mainstream idea. It also helps to keep the negotiation talks on course. A negotiation plan should always be drafted taking into consideration each and every aspect.Advertising We will write a custom essay sample on Rules of Negotiation in Construction Contract Management specifically for you for only $16.05 $11/page Learn More The objectives for each party involved must be viable to help the lead negotiator comprehend the true stand. Both parties should also strive to be realistic. Being honest is crucial to the success of any negotiation. For the negotiator to strike a balanced deal, the negotiator must know the real truth. This is only achieved by thorough briefing to the lead negotiator. The plan should not at any moment exclude the intended structure of negotiation. If the discussion proceeds to the plan as intended, success can be achieved. A well-structured plan should have at least an opening position, the order through which negotiation will take place, the manner through which the issues will be raised. The most significant thing in any negotiation is for each team to define their respective roles and the contributions to make. Each member in the negotiation group should be briefed on the subject tackled and the process of negotiation process. The members in the negotiation process should have a role to play. In all negotiation talks the leader forms their epicenter thus should be respected. The leader is responsible for the success of any negotiation talks. He provides the guidelines to be followed. All participants should be case sensitive and pay attention. The worst thing that can happen to a leader is when the leading role is compromised. This drains down to deviation from the stipulated negotiation plan. Even though nothing goes as planned, both parties must stick to the plan. Diversion from the plan is the leader doing. No new informati on should be tabled without the consent of the leader. The teams involved should be united until the closure of the process. The credibility of the team is put into question if it appears to be divided. Any disagreement should not be made public, but should be treated discreetly. Sometimes it is of benefit to feign ignorance and evade some questions which may jeopardize the strength of the team. Questions which may seem to be obvious should be avoided. Questions which seem to be difficult for one to answer should be avoided especially those that are out of an individual profession. One should also be economical in answering questions. The questions should also be answered with a lot of certainty. Information should not be volunteered. This leads to objective lose and revelation of the secrets to the other group. Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the push for their views the teams should be aggressive, but in a formal manner. Negotiations at any instance are not easy, but they are tough and time involving. The other aspect of negotiation is the attainment of satisfaction. Good principles should be observed after the process of negotiation.

Book Review over Failure is not an Option by Alan M. Blankstein Essay

Book Review over Failure is not an Option by Alan M. Blankstein - Essay Example Alan M. Blankstein has made use of different case studies and vignettes so as to ensure there is enough room for maneuvering the topic and to bring industry insights into the equation nonetheless. On his part, he has also guaranteed the use of significant resources which provide for the practical solutions in the wake of the underlying challenges and problems that may so arise from time to time. Effective school reforms are credited to be made successful only if there is leadership within the school regime and complete interaction at the level of professional learning communities. Thus the two form at the hub of effective school platforms for the basis of reforms and thus in all essence, puts forward six different perspectives or more commonly known as the guiding basis which help and facilitate their due role at creating and eventually maintaining the high performing schools. The six principles comprise of a common mission with attached vision, values, goals and objectives. Secondly, there is emphasis on the fact that there must be a definitive system for prevention as well as intervention at all times. Then there is the need for forming up collaborative teams so that the same could enable teaching and learning no matter what level the high performing schools are, within their respective domains. Another principle is to have data driven decision making within the relevant quarters as well as continuous improvement throughout the whole system. Active engagement and proper role of family as well as that of community is indeed of much significance here and the final point is in building up of sustainable capacity which could play its due part in the wake of leadership no matter how trying or difficult the circumstances are. These six principles thus form the core basis for students who can achieve just about anything which comes under the heading of success in the

How Convincing Is Porter's Model of National Competitive Advantage in Essay

How Convincing Is Porter's Model of National Competitive Advantage in Explaining the Workings and Achievements of Major Nation - Essay Example This research will begin with the statement that international competitiveness of different countries is a great concern on governments and organizations. Countries do their best in order to ensure that they remain competitive in the international market. The interest on the competitiveness of countries has led to debates on the understanding and the true meaning of the international competitiveness of different countries. The purpose for the debates is due to the assumptions that underlie the theories of management that the competitiveness of firms may be transferred to countries. This was popularized by porter according to his diamond framework. Corporate strategies should be looked at from a global context. In spite of any given organization not having any plans of exporting or importing any goods directly. The management team of the organization is supposed to consider the international environments. This is because the action that the different organizations make on such issues as the competitors, sellers, buyers, substitute providers and the persons joining the market usually have a great influence on the domestic market. Michael Porter came up with a model that may be used to analyze the reasons as to why some nations may be more competitive compared to others and some given industries may be more competitive within a nation compared to others. This model may be used as a factor of determining national advantage and it is mostly referred to as the Porter’s diamond. The model suggests that an organizations national home base plays a great role in defining the extent that the organization is likely to be successful in the global scale as well as having a competitive advantage. The home base is able to provide some basic factors that may act as support for success and may at time hinder some organizations in building advantage grounds in a global competition. This model distinguishes four different determinants. The first determinant is the factor co ndition. This is the situation in a given country based on the factors of production such as infrastructure and skilled labor which may be relevant to make the country competitive in some industries. These factors may be placed in groups that include human resources, material resources, knowledge resource, infrastructure and capital resources. These factors also include research quality done by universities, liquidity of the national stock market or deregulation of the labor market. These factors may provide some advantage in the market and may act as a competitive advantage. The second condition is the home demand conditions. This condition describes the amount of home demand that the services and products produced in a given country are demanded within the country. The demand at home may influence the factor conditions. It helps shape the direction that the product development and innovation take. This model states that the demand within a country may shape the competitiveness of the country in the global market. The third condition is the supporting and related industry. When a country has one industry that is successful, it may reinforce internationalization and innovation in the industry at a later stage on the value system. Both the supplying industries and the related industries play a great role in a country’s competitiveness. These industries may coordinate some given activities together in the market, especially those that are related, which will in turn offer competitive advantages. The last condition is the structure, strategy and rivalry of the firm. In different nations, some factors such as management structures, interaction between companies and working morale may be shaped differently. This may provide some disadvantages and advantages for particular industries.

Critical evaluation Essay Example | Topics and Well Written Essays - 1500 words

Critical evaluation - Essay Example t supplementary facts that were expected from the implementation of the smoke-free legislation, as they acknowledge, â€Å"Our study is part of a comprehensive evaluation of Scotland’s smoke-free legislation† (Haw & Gruer, 2007: 549). The researchers successfully deal with the comprehensiveness of the topic of their study. Though previous researches on the air quality of the public places of Scotland refer to the subsequent impact of the smoke-free legislation, their acute limitation was that they do not tell much about the impacts on the private places. Haw and Gruer’s comprehensive approach to the research topic pertinently includes the exposure of the non-smokers in the private places. Such comprehensive approach to the changes in exposure aids the readers to achieve an overall picture of the change in exposure. Another thing is remarkable that the researchers are more concerned to prove the consistency of the findings of their paper with other studies than to clarify the concepts of â€Å"exposure to second-hand smoke† (Haw & Gruer, 2007: 549) and the parameters of â€Å"change† that they are dealing in the paper. Significantly their paper lacks any efficient literature review that could have clarified the outline of their research topic and other related concept. Also it lacks a sufficient literature review to support its methodology and other approaches to the research topic. Haw and Gruer do not tell anything about ethical approval by any ethic committee. Also they do not describe the maintenance of ethical issues for the paper. As to research method, Haw and Gruer chose the cross-sectional approach for their research. But the flaw within their methodological approach is that though in the first place they chose the cross-sectional method, they used longitudinal data also. Though they expressed the aim of the study as â€Å"to measure change in adult non-smokers’ exposure to secondhand smoke in public and private places after smoke-free legislation was

Electrospinning for Encapsulating Functional Ingredients

Electrospinning for Encapsulating Functional Ingredients

Physics in Video Games :: physics video game computer

There are a few different physics engines that programmers use now for their games. There are 2 main physics engines that programmers use: Havok, and Math Engine. A Physics Engine is the code that game companies buy or Build to put in their code. The code is already written and they just have to implement the code in their program. The thing about Physics in video games is that none of it has to be realistic. Most of the physics in older games aren't close to being realistic for there were way too many equations the program would have to solve and it would slow it down. There are arguments that go on that unrealistic games are more fun, or realistic games are more fun. Video Games have been around for over thirty years now. A lot have changed in the way programs work. When they first came out Video Games weren't that powerful because the hardware couldn't support it. Now the possibilities are almost endless. Games have changed so much. From Games like Asteroids that was made in 1979. With Asteroids being only a small program with some computations going on. To current games like Half-life 2. With so many physics computations going on. They try to make this game the most realistic game. Out there. The current trend in video games is to make them more and more realistic. The more realistic they make the game. The more equations the program has to do, so the program is a lot bigger and needs a lot more power to do everything the game wants. There is a lot of lines of code in video games. There are teams of people who work on games now. Here is some example of how code is implemented into programs to make it look like you are jumping. I got this example from the web site http://www.gamedev.net/reference/articles/article694.asp this is pseudo-code that can be used for if you were having the character in the game jump straight up. Joe.postion.y = 0; (Or wherever floor is) Joe.velocity.y = 0; Joe.acceleration = 10; Joe.jumping = NO; Loop If (jump key is pressed) { Joe.velocity.y = 100; Joe.jumping = YES; } if (Joe.jumping == YES) /* Move Joe if we are jumping */ { Joe.velocity.y = Joe.velocity.y - Joe.acceleration Joe.

Discrimination In The Work Environment

Discrimination in places of work is unfair treatment of workers by their employers or by their fellow workers. In workplace discrimination, the employers pay no attention to complainants who are discriminated and in many instances they ignore the kind of harassment these particular people experience. This has a tremendous negative impact on job performance since the discriminated individual are discouraged to perform effectively and this in turn affects the output in that particular company or organization. In the US, the state laws prohibit unfair treatment of people in their respective places of work.Discrimination in the workplace is mainly based on age, sex, race, religion, disability, nationality, intelligence and pregnancy. All the forms of discrimination are prohibited by the law in the United States and the employer is in no way entitled to harass one since he or she is not a U. S. citizen. In America discrimination is prevalent today just as it was in early 19th century. Som e observers have claimed that there has been tremendous improvement following the passing of the Civil Rights Act in 1964 by the government.The act provided for the prosecution of those accused of discriminating workers on basis of their religion, race, skin color, age or nationality. The 1964 Civil Right Act provided for equal treatment of employees in the workplace. However, discrimination in the workplace continues to increasingly becoming common in the modern America (Hughes & Dodge, 1997). There are two major categories of discrimination: disparate treatment and disparate impact. Disparate treatment is an incidence where by one is treated differently from other employees by the employer on the basis of gender, age, sex, race, nationality or disability.The state laws prohibit unfair treatment of workers such as one being allocated difficult assignments or more work load than other fellow workers under taking the same work. Demotions, less payments and being laid off unjustly are other forms of disparate treatments common in the work environment. Disparate impact is a liability theory which prohibits employers from practicing unlawful discrimination during employment. Although it may appear neutral, disparate impact negatively impacts against particular ethnic, racial or sex group. It can also have a negative impact on individuals of a given religious group or the disabled.In this case an employer, for instance comes up with tests or selection criteria that are facially neutral and not related to the job requirements so as to do away with people of particular race, nationality, and religion. The test may also include the lifting of requirement which is not correlated to the actual job so as to do away with nearly all the aged workers or women (Hughes & Dodge, 1997). Sexual harassment is a very common form of discrimination experienced globally where one is coerced to provide sexual favors by the fellow workers, bosses or the supervisors.Sexual harassment fr om the fellow workers makes it difficult for one to work conveniently and peacefully. Sexual harassment from the boss or the supervisors comes about where one is coerced to admit a sexual affair so as to acquire a particular job, be promoted or be retained in the company or organization. Consequently those who fail to give in to the sexual requests are eventually fired, denied the job vacancy or demoted. This form of discrimination affects a wide range of groups particularly those belonging to different nationalities, race and skin color.In the U. S, sexual harassment in work places is illegal although this practice continues to affect workers leading to reduced output. It is recommended that those experiencing such discrimination should report immediately to the respective personalities. Those harassed by the fellow workers and supervisors should report the matter to the employer as soon as possible since the employer may claim later that he or she was never informed of that kind o f behavior when it was taking place.One should make a written complaint and remain with a copy as well. Those harassed by employers should take a legal action by filing a case and seek help from required administrative agencies or from lawyers (Hughes & Dodge, 1997). Gender based discrimination is a form of harassment based on sex and it takes place in various places of work in the world. Although human rights dictate that individuals should not be discriminated on the basis of sex, women have always faced major discrimination in the work places and during recruitment.For instance, in different Wal-Marts in the United States, women are given heavy tasks to perform yet limited to further training privileges and the salary paid to them is not worthy the work they do. When the employers are asked about their actions, they readily defend themselves by accusing women of being psychologically emotional and cannot make critical decisions practically. Women are usually not given equal train ing as men so as to acquire relevant skills which can help them properly fit in the challenging world.The argument supplied in support of this treatment is that women can quit the job at any time since they are not the breadwinners in the house have little to care about. Moreover, other reasons have been suggested that women have other duties to meet in the house or may claim to have small babies to take care of and therefore training women in the same level with men could imply wastage of funds, energy and time. However, it is time for women to be treated equally as men since they have proved to attain similar qualifications as men and perform roles which were traditionally meant for men.Additionally, women are the cornerstone of every development and the thriving of an economy is determined by both men and women (Hughes & Dodge, 1997). Another form of discrimination in the work environment is racial discrimination which has become a widespread problem in America and other Western states. For instance, in various places of work, the African-Americans are treated differently since they belong to the minority group in American population. Research reveals that a small number of African-Americans are employed in companies owned by Native Americans.The problem of racial discrimination also affects the Hispanic – Americans which further shows how racial discrimination has taken root in the work environment. Some of the employers have openly admitted that they don’t work either with Hispanic- Americans or African- Americans. Although equality is supported by civil rights laws and also protected by the constitution many have not changed their hearts on the practice of racism. Race victims facing harassment from co- workers normally work in a hostile and non- conducive environment which is not favorable for better production.Employees are also a bother to them especially when they are finding ways to get rid of them. Racial bias in work places determine s job quality and should be discouraged in every organization (Hughes & Dodge, 1997). Age discrimination is another form of discrimination that mostly affects the old people in various workplaces. However, young people are also discriminated of their age and considered not competent even when they have the required qualifications while seeking jobs.The old people are regarded as mentally worn out and cannot continue to serve and execute their normal roles in companies and organizations. Employment Act of 1967 in United States protects persons who are 40 years as well as all the aged people. The act ensures those who are applying for the job are protected from discrimination because of their age with respect to terms and conditions of the job. The act ensures that these old people are recruited without any form of discrimination and protects them from being laid off from their places of work with no cause.The act also addresses the challenges encountered by these old people when they are searching new jobs after being fired from other jobs. The justification behind this form of discrimination claimed by employers is that aged people are not energetic dynamic and effective as the youth and this implies they perform poorly in the production process. This should not be the case since the old are endowed with work knowledge and experience. There is also youth discrimination also referred to as adultism. This form of discrimination is clearly evident where teenagers between 15-25 years are limited to acquiring jobs.But this kind of discrimination is craved as a paternalistic agenda of protecting the youth since they are supposed to be treated with care and respect by the older workers. Teenagers are also perceived to be rebellious, violent and drug addicts because they are in their adolescent stage hence not convenient to work with them. Moreover, they are also fond of listening to music and this could lead to wastage of time instead of one concentrating with the al located task (Hughes & Dodge, 1997). Intelligence based discrimination is also another serious form of discrimination in America where people with low intelligence are highly underprivileged.This form of discrimination has not acquired prevalent attention and an enormous number of individuals have been limited to or denied access to certain opportunities and successes as a result their perceived level of intelligence. This kind of discrimination in some work places is exercised against those who have low IQ, those who work slowly, not fluent or smooth talkers. Favors are poured on the so called ‘smart people’ since they can finish the allocated task faster or tends to think faster . They are promoted and perceived as the intelligent.Others achieve bigger jobs since they can express themselves appropriately or are fluent talkers than others. The disadvantaged are the fools who to have work harder than smart people do work so as to reach the same goal and thus putting ext ra efforts is the only solution to raise them to the top despite terms and conditions in place. Intelligence is a trait inherited from birth just like skin color. Being not fluent in speaking, or a slow thinker should not be taken advantage of since such people are also human beings and should be treated fairly and should have equal opportunities with smart people.There could be aspects in them which can be utilized and lead to improved productivity in the workplace. Accurate measurements on one’s capabilities to perform a particular task should be the ones to be considered. Besides, many have no idea those perceived to be fools can do excellent work than the ones perceived to be the ‘smart people’. Fools also portray absolute perfect leadership roles. Their leadership has great gains to an organization because they adhere to observance of the rules and cannot devise plans of coming out with evil strategies against the company.Moreover, human beings are not creat ed with equal abilities and every one has unique talents which when appreciated can improve the performance of the organization effectively. Religious discrimination is another raging problem in several U. S work places (Hughes & Dodge, 1997). . Religious believers view their faith as their main source of good will and peace but in many situations it is the main source of enmity, hatred, violence and division. Civil rights act 1964 and United States constitution inhibits work places from discriminating individuals on basis of their religion in terms and conditions of employment.The act also protects employees belonging to different religions from harassments such as being fired, demoted or limited to salary increments or promotion since they belong to a religion which the employer hates. It is also illegal to hinder one from exercising his or her religious practices in the place of work. . The practices include religious holidays such as Christmas day, Sabbath day observance, wearin g of special gowns like those worn by Muslims . The employer is also supposed to consider those who request for prayer breaks during work sessions.The law also covers one’s ethnic beliefs. Nowadays Christians and individuals from other religions are suppressed by secular forces in their places of work. In America Federal laws are enacted to make sure religious discrimination is not exercised. This constituent of Christian liberty is a right to all people of every faith to get involved in every privileges of the society without encountering harassment on basis of ones religion. Civil Rights Division prosecutes criminal’s accused with the cases of arson and vandalism against worshiping houses.But there are occasions where by these laws are violated, for instance, a seventh day individual being commissioned to work on a Saturday,muslim forced to wear official clothes instead of their usual gowns, others fired by employers reason since he or she doesn’t like an empl oyees religious beliefs. While others are constantly harassed by fellow workers since they hate their religion. In other instances one is forced to be converted to another religion so as to receive fair treatment by the boss or supervisor. Those who resolve to stand strong for their faith and opt to quit the job (Hughes & Dodge, 1997).Pregnancy based discrimination is another key evident form of discrimination where by expectant mothers are not recruited or fired as a result of the visible pregnancy or probability coming to be pregnant. Others are denied pregnant benefits because they are not married. Others fail to be promoted because of their pregnancy. Employers don’t bear with pregnant mothers who come with claims of discomforts expectant women experience especially in early pregnancies such as morning sicknesses.Employer foresees this as an excuse to evade work load which could other wise result into low reproductive yield in the organization. Expectant mothers in Americ a are covered by Federal and state laws which are under civil rights act 1964 the law ensures pregnant mothers are to deliver their kids without loosing their work also to leave their jobs at appropriate duration before onset of delivery period, and prohibits employer denying to grant leave pregnant mothers who are under doctor’s instructions to go for medical examination by the appropriate doctor.Employers justify their discrimination by claiming that pregnant need attention every moment and sick off leaves they request are just means of running away from performing the allocated tasks . Eventually employers count this as a loss to a company as a result of low productivity. Employers also view pregnant women as weak personnel who are not effective and efficient since they can’t work at a certain rate..Under federal law employers who have recruited more than fifteen employers are not entitled to; deny a pregnant woman job vacancy , lay off or force an employee to quite job since she is pregnant, deduct ones accrued retirement benefits for previous years for the reason of maternity leave and retrench an employee who has done an abortion. Therefore pregnant women are in a position to work conveniently so long as the have the ability to work without any problem The supervisor or the employer is also entitled to offer maternity leave at the appropriate time and also treat pregnant women as potential workers .When a pregnant woman is not in a position to perform heavy tasks the employer is accorded to offer less difficult task (Hughes & Dodge, 1997). Disability discrimination in work places is also evident where one can be laid off or not hired depending on disability status. American Disability Act is the law explains disability as a condition of any form of impairment which hinders one from performing major activities in life. The law ensures people with such impairments are not discriminated.In different work places in Americans those who are HIV p ositive and those with cancer history cancers are prone dramatization and discrimination . Therefore the law ensures they protected appropriately. As the saying goes ‘disability is not inability’ thus disabled qualified applicants should not be denied a particular opportunity. The employer should treat this staff member equally as others according to terms and conditions of work . Disabled people are perceived not to perform effectively towards productivity of an organization since some may require frequent medical check ups and this could lead to wastage of time.Others may not be able to walk faster also leading to wastage of time and inefficiency in job performance. Those on wheel chairs could pose to the company extra costs such as transportation cost, repair and maintenance costs on wheel chair tires to be incurred by an organization and also this particular staff member requires special treatment. The disabled also face stiff competition from other healthy workers hence discouraging their efforts. Employers take advantage of discriminating them and showing favourism to the potential employees.Employers should ensure fair treatment of the disabled since no one decides to be in such a condition they should also put in place measures which protect these victims from other co- workers. When this is in place, the disabled are able to work in a permissive environment (Hughes & Dodge, 1997). In general, discrimination in the workplace constitutes racial, gender, religion intelligence, pregnancy, and age discrimination. The employers or other fellow employees may take advantage of other peoples’ weakness in exploiting and discrimination others in the workplace.People in the workplace take advantage of the underprivileged to retain them in the job. And also establish sexual affairs with employees working under them since they promise favors such as pay increments and promotion. This should be discouraged since one can contract incurable sexual diseases and also can lead to the spread of the same disease in an organization. Discrimination based on age and race should be discouraged since it curtails one’s effort in the job and in return this negatively affects the productivity. When workers are discriminated, their output is reduced since they are never comfortable in such environments.In other instances for example where religious discrimination is rampant and many are forced to withdraw from the company especially when many forced for conversion to other faiths. This automatically leads to either decline of the company or incur heavy losses which can lead to the closure of the company indeed. State law should ensure laws regarding work places are not violated and those charged with cases of discrimination should be punished or fined accordingly. Therefore discrimination in places of work should be ever legalized. Reference: Hughes,  D  &Dodge,  M.A.  (1997).African  American  Women  in  the  Workplace:  Relationships    Between Job Conditions, Racial Bias at Work, and   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Perceived Job Quality.  American   Ã‚  Ã‚  Ã‚   Journal of Community Psychology. 25(5):   Ã‚  Ã‚   581-599.

Contemporary Globalization Essay

Are you a forerunner of the so called Contemporary Globalization or in your view point do you adhere to Global Diversity? This short paper is to review globalization developments and their impacts or consequences whether is it a threat to human dignity in terms of providing a safer work place and leisure to man and will it promotes democracy and justice for all (Johnston, Mont 2000)? Globalization began in the 70’s and reaches all the corners of the world through the creation of IMF, the World Bank and, WTO. Globalization was also brought about by the advance communication technology and collapse of communism (Johnston, Mont 2000). According to the Canadian Union Council (CUC), â€Å"globalization does not account of the right of conscience, and democracy is only hearsay. Trade fundamentalist works with corporate lawyers to develop trade rules which expressly exclude consideration of the environment and human rights in favor of return on investments, consideration on the rights of others are only taken into consideration only in extraordinary circumstances†. For this reason, the Council created seven principles of the UUs covenants to counter act or to balance the wave of globalization which is detrimental to the Unitarian way of thinking in which it firmly believes that uniqueness of every person must be reverently acknowledge preserving his culture. It is in diversity that a genuine human society is born. Globalization spread the culture of homogenous market and consumerism; it limits human choices because human values are dictated by market values. Manfred Steger further stated globalism in his book A New Market Ideology as â€Å"globalony†. Consequences or impacts of Globalization: Neoliberals or the globalist supported their claims on the following ideology: Globalization is market integration, inevitable and irreversible, none is in-charge and it would benefit everyone, and will further spread democracy. These are strategies in order to promote private interests of dominant few to be supported by the general public. These claims were carefully examined by Steger as he insisted that we need to critically understand what are globalism, ideology, and globalization which are a process of globalism. He also pointed out that it is not only enough to examine its economic outcome but its ideas and values (Walker 2003). It is a hard truth to accept that the human will are dictated by market trends which mean that human values are being replaced by market value or the limiting of our choices which is contrary to the free act of man. Corporations have extended on a global scale, 51 among top companies are run by the wealthiest 100 multinationals (Carmichael 2002). Steger asserted that it is undemocratic because the influence of the supranational bodies will decrease the ability of national governments to regulate multinational corporations. Wiwa in his audience with law students declare that â€Å"The governance are no longer for the benefit of the citizens, as it should be, but for corporate profit. Decisions reflect only what corporations want (Carmichael 2002)†. Anything that gets in their way must be removed at all costs, no wonder there could be a time that man will be replaced by robots. For man to survive, diversity is needed but regimes like the WTO has modeled globalization which resulted into a homogenous culture of consumerism. It sees that diversity is an impediment to the free trade. One example is the over-produced food that flooded the developing countries; it forces small farmers to abandon their farms to work for Nike and other corporations. Mexican farmer’s earnings have declined by 40%. Poverty radically increases while the stocks of multinationals increases. Ken Wiwa a physician and an author of the book â€Å"Dance the guns to Silenceâ€Å"was hanged in November 1995 for his crusade against globalization and today it is his brother Owen who continues by addressing a political science class at the University of Toronto about the consequence of globalization saying â€Å"You have that paradox whereby an increase in transnational corporations in the south will increase the poverty and conflict and wars in that country and Ten years from now you may be working in these corporations and governments so it is up to you to make an influence â€Å"(Carmichael 2002). Shell Corporation and the Ogoni people faced the dilemma between the clearing of its oil spills and the MOSOP Movement of the Ogoni People for Survival in the 1990s. Oil extraction in their country is to the detriment of its inhabitants. Sickness related to air and water pollution like asthma and other diseases outnumbered the hospital built in 1993. Though the company has left the premises they have not really removed their pipelines nor cleaned up and paid compensation to their workers. The company remained quiet and the military was no longer engaged but arrest started Wiwa stated (Carmichael 2002). Based on the above consequences, Steger’s touches the tenets of his argument that it is the human will and choices that must create market models and not the goods or the reverse wherein market limits suppressed human choices. His argument was based on the historical facts that man lords over the earth and that no society have emerged without knowing how to take care of its own. Society degrades or falls when only a privileged few are protected, when dominance is instilled prejudices and other sisters of greed appears. The value of human work diminishes and man begins to serve only his appetite and whims. Indeed, we must account for the gifts we received such as the talents endowed to us. There is a need of strengthening our world communities to use collective power to develop alternatives to Globalization and Corporate Rule. We must examine and challenge ourselves what is behind each ideology and must patronize products and services that are truly for the benefit of mankind. We must put our best efforts that wealth is distributed equitably and for the common good. We must learn to scrutinize the use of worldly goods and sharpen our values to preserve the world and the future of the next generation. References Mel Johnston, Alastair Mont, Philip Symons Calgary, Alberta 2000, the CUC Policy on Globalization, [Electronic Version]. Retrieved 01 February 2008 from, http://www. cuc. ca/social_responsibility/globalization. htm Teresa Walker 2003, Globalism: The New Market Ideology by Manfred Steger, [Electronic Version]. Retrieved 01 February 2008 from, http://www. logosjournal. com/walker. htm Stefanie Carmichael (2002). Owens Wiwa tackles consequences of globalization [Electronic Version]. The Manitoban. Retrieved 02, February 2008 from, http://www. themanitoban. com/2001-2002/0403/news_8. shtml

Awards Programs, Advantages, and Disadvantages

Awards Programs, Advantages, and Disadvantages Introduction Information from the National Accident Statistics and Cost reveals that over 10,000 United States employees sustain injuries on the job every day and about 15 of them succumbing to their injuries. The average cost related to these injuries was approximately $45 billion in 2010 and a further $40 billion every year in direct wage substitution and health expenses. Job injuries also have indirect yearly expenditures of $70-$150 billion.Advertising We will write a custom term paper sample on Awards Programs, Advantages, and Disadvantages specifically for you for only $16.05 $11/page Learn More Over 3 million United States employees had job-related accidents in 2010 (National Safety Council, 2001). These worrying statistics have made businesses and government agencies to focus more on safety issues in order to avoid legal penalties, boost employee morale, enhance productivity, and reduce labor turnover. It was through this initiative that safety incen tive programs were adopted by many organizations to reward safe work practices. The main objectives of the safety awards programs were to increase safety awareness among employees, minimize recordable accidents, and promote safe work practices among workers. However, the functionality and reliability of safety incentives programs to promote safe work practices have proven tricky for many organizations in the United States leading to the establishment of various safety administration institutions such as the Occupational Safety and Health Administration (OSHA), which regulates safety programs for companies (Geller, 2005). This paper discusses the merits and demerits of injury-based, behavior-based, and process-based programs as three independent safety awards programs. Injury-based programs These safety programs are based on the rates of injuries and accidents as a measure of rewarding employees and teams. Workers and groups are awarded for avoiding or minimizing industrial mishaps d uring specified periods. Illness oriented safety programs operate on the suppositions that facilities and equipments are secure and do not induce mistakes, workers have appropriate education and understanding on how to handle machinery, and industrial accidents are chiefly the fault of employees’ carelessness or negligence of safety. Injury-based safety programs have the advantages of giving awards like bonuses and prices due to the lack or a minimal number of job-related injuries (Leape Berwick, 2005). In addition, this program has the benefit of creating a safer work environment since workers are always under pressure to work safely or lose some benefits. Safe work environments reduce accidents and enhance safety vigilance among employees. However, this approach directly compares rewards with the rates of injuries. This is a condition that poses the temptation for employees not to disclose some injuries for fear of losing personal rewards or denying their teams an incentiv e. This has the effect of distorting the injury frequency.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The consequences of not reporting an accident or an injury may be insignificant or huge to the employee involved. Lack of reporting injuries falsely reduces the company’s tragedy incidence rate and makes it able to show to the safety management agencies and its head office that their safety operations have advanced; the actual accident figures are concealed (National Safety Council, 2001). This often makes it difficult for regulatory agencies such as OSHA to convince companies to start up legitimate safety programs. This fact was ascertained after 18 workers died, and 200 others sustained injuries during an explosion at a BP plant in Texas City in 2005 (Leape Berwick, 2005). An inquiry conducted after the explosion revealed that factory employees dreaded reprisal s for exposing potentially precarious situations since the company had a safety incentive plan that attached employees’ incentives to reduced eventualities of accidents and injuries. The incident prompted members of Congress to invite the Government Accountability Office (GAO) to examine safety programs (McSween, 2008). The GAO published a report that revealed that safety awards programs can be hindrances for employees to disclose accidents and injuries to their managers. Another demerit of this program is that these plans may become unimportant and difficult to maintain in the long run since employees can consider rewards as a right thus discontinuance may bring far-reaching impacts. Rate-based reward programs may also give false submissions and lead to mistrust between employees and administration. For instance, imagine a team that makes considerable efforts to avoid mistakes and accidents, yet regrettably encounters an accident and consequently the team misses a reward. Me anwhile, another team that does not attempt to avoid accidents accomplishes their task without injuries and thus receives a reward. This approach fails to recognize the fact that many incidents are not due to the negligence of employees themselves but are the consequences of aspects outside their control. A rate-based incentive plan shifts the blame of industrial accidents away from the accountability of the employer to give safety instruction to new workers and places it onto the hands of the employees who are compelled to acknowledge the blame for their individual injuries. The rate-based program does not impart new knowledge to employees that can enable them perform safely but rather forcefully enforces safe behaviors of employees (McSween, 2008).Advertising We will write a custom term paper sample on Awards Programs, Advantages, and Disadvantages specifically for you for only $16.05 $11/page Learn More Behavior-based safety award program It is based on an employee’s performance as a standard of granting bonuses. The employee behaviors to be rewarded include taking part in safety meetings and teaching, providing ideas on ways of improving job environment safety, and other actions that can assist avoid industrial accidents. Workers can also be rewarded when they invent a safer way to do a job, adhere to safety rules and encourage others to do the same, complete safety training programs, assist investigate accidents, and report dangerous situations. Behavior-based safety plans are prevalent in job places all over the United States. These incentive plans have improved as an administration tool that takes resources away from a scientific-based health and safety program and focuses interest away from recognizing and tackling workplace perils that induce and lead to job-related accidents and fatalities (National Safety Council, 2001). Behavior-oriented plans aid in reducing accidents by eliminating a direct connection between an i ncentive and the extent of accidents reported. Underreporting accidents can lead to the furtherance of dangerous conditions and hazardous actions in the place of work. By choosing to reward and reinforce safe behaviors with a behavior-oriented approach, companies can be certain that their safety incentive programs are satisfying their planned function of a safe job environment for all. Behavior-oriented safety plans also provide information about facilities and machinery that can injure workers. Timely reporting of accidents, injuries, and unsecure conditions is essential not only in order for the injured workers to access immediate treatment and the employees’ reparation benefits to which they are permitted, but also that managers may redress hazardous working conditions. Even though behavior oriented plans assist in eradicating the problem of flawed reporting and boost turnout in conferences and training, their usefulness is questionable. These programs are relatively hard to determine and check since workers’ behaviors are obviously more compound and difficult to judge. Additionally, workers’ behaviors shift regularly in response to exterior factors like new machinery, and new work teams. These plans strengthen safe performance by providing rewards to workers or crews who display safe performances; the program is not attached to accident rates. Since the objective is safe performance and not a reduced accident rate, workers are motivated to be lively partakers in the safety plans (McSween, 2008). Process based reward programs Process based reward programs credit individuals for performing definite safety related actions such as maintaining safe driving speed limits, keeping a safe distance while on the road, or putting on safety belts. This program emphasizes actions that a worker should carry out. Process-based programs have the advantage of increasing targeted safety-related actions and consequently increasing non-targeted work behavi ors (Goodrum Gangwar, 2004).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This experience is referred to as response generalization and has assisted safety experts to target a few specific workers’ actions with advantages across many more non-target acts thus is less burdensome to apply. However, these programs injure safety performance intentions and evoke a high bottom-line expenditure on companies. Workers who view these rewards as their lawful entitlements often ridicule these programs. Additionally, process plans sometimes remunerate erroneous behaviors and the wrong workers. Process-grounded plans conceal reporting of accidents and injuries with the use of incentives that promote trust on extrinsic (money or other financial items) instead of intrinsic support (an interior satisfaction with a person’s work). Furthermore, process plans encourage the use of comparatively small rewards, which tempts workers to modify their actions and manners. When rewards are kept moderately small, workers excuse their behavior change to interior causes i nstead of exterior causes. For instance, $1 per mile safety bonus would lead to a collision-free, 50,000 miles per year driver receiving $50,000 yearly or $12,500 quarterly (Goodrum Gangwar, 2004). This amount is substantial and significant, but not so high to warrant the gross unfairness that might be formed by errors in the system. However, the process incentive plans have been attributed to increasing safety belt use across different backgrounds especially on manners related to over-speeding and extreme breaking. In all the three safety reward programs, motivation is a vital aspect. Positive support, response, recognition, and reward are considered the four primary constituents for motivation in any safety reward program. To present constructive reinforcement, motivators should be rewarded in different forms. It is obvious from this paper that organizations which desire to lessen their experience alteration rates, lost time workday occurrences, and limited workday occurrences ca n use safety reward programs effectively. Conclusion This paper has established that other different aspects such as behavior-based programs, rate-based programs, and awards do not alter the efficiency of safety incentive programs in a considerable way. The paper has also revealed how vulnerabilities involved in accidents and injuries that go unreported are unrecognized and uncorrected, which restricts the ability of workers and managers to deal with the safety aspects present in their job places entirely. Training of employees, unions, and administrators about the discipline of accidents and injury avoidance, danger management, and the use of devices like surveys and investigations can help to eliminate safety threats. Additionally, formulation of government policies that would disallow employer strategies, programs, and performances that discourage workers from reporting accidents and injuries will be an essential milestone towards developing effective safety rewards programs. In order to achieve a more efficient and comprehensive safety incentive plan, all the stakeholders must encourage the development of materials, courses of study, and methods of teaching intended to advance job place attempts to identify and address risky conditions by establishing broad workplace injury and accident prevention plans proposed to discover and fix risks (Geller, 2005). References Geller, E. S. (2005). Behavior-based safety and occupational risk management. Behavior modification, 29(3), 539-561. Goodrum, P. M., Gangwar, M. (2004). Safety incentives programs. A study of their effectiveness in construction Prof Safety, 49(7), 24-34. Leape, L. L., Berwick, D. M. (2005). Five years after to err is human. JAMA: the journal of the American Medical Association, 293(19), 2384-2390. McSween, T. E. (2008). Values-Based Safety Process: Improving Your Safety Culture with Behavior-Based Safety. New York: John Wiley Sons. National Safety Council (2001). Accident Prevention Manual for Business and Industry: Administration and Programs (13th ed.). Itasca, Illinois: National Safety Council.

Literature Review of multinational cost of capital 2233 Essay

Literature Review of multinational cost of capital 2233 - Essay Example The common equity highlights the opportunity cost that is obtained from the funds and invest the amounts in other stocks. The cost exceeds the retained earnings as it includes the expenses that are linked with the sale of new stocks (Durand, 1963; Heston and Rouwenhorst, 1994). The cost of debt of a multinational can be measured easily as it incurs the interest expense that results from the borrowing funds. The multinationals are observed to use specific mix of capital components and employ appropriate capital structure, which has the ability to reduce its cost of capital (Kraus and Litzenberger, 1973). When cost of capital of multinationals is low, the rate of return on projects is also observed to be low. The companies predict their cost of capital before conducting any capital budgeting technique as they have to calculate their net present value of the project. This net present value is dependent on cost of capital (Kraus and Litzenberger, 1973). The multinational companies encounter intricate cost of capital problems as compared to their domestic counterparts. This complexity offers higher opportunity to the firms to reduce their cost of capital. In the last 50 years, the application of financial management has changed to a great extent. This is reflected on the ownership structure and size of the company. This has also altered the functions of financial systems and the instruments that are used for depicting the financial structure of the company (Modigliani and Miller, 1958). This research paper aims at highlighting the different aspects of multinational cost of capital by emphasising on the opinions of different authors. The multinational companies have the ability to raise capital for its operation from different capital markets around the world, despite its domestic opportunity. It is well identified that the multinational companies often encounter difficulty in the foreign country due to the difference in cost of capital between the

The Genetics of Alcoholism Essay Example | Topics and Well Written Essays - 250 words

The Genetics of Alcoholism - Essay Example Building a tolerance for alcohol can explain this discrepancy to a point but biology plays a bigger role. It’s been speculated that heritage determines a person’s alcohol tolerance. Though some have dismissed this theory as racist and stereotyping it may have some validity. The Irish and Germans seem to â€Å"handle their liquor† better than say, Native Americans. The alcohol limit for beer sold in Oklahoma is 3.2 percent. Oklahoma has a large Native American population. Scientists agree with the stereotype. They have discovered a certain gene carried by up to 20 percent of the U.S. population that has a â€Å"big, big effect† on the way people handle their alcohol. This minority is programmed to be especially susceptible to the effects of alcohol. â€Å"The gene carries the blueprint for an enzyme called CYP2E1, known to be involved in metabolizing ethanol alcohol.† (Rubin, 2010). This finding changes the perception that people who can’t â€Å"handle† their liquor are somehow weak in other areas of life. Drinking games are designed to determine who is the strongest in the group. The winners claim bragging rights over their weakling friends. According to the scientists findings, bragging about how much you can drink is like bragging about having red hair, dark skin or being tall. Not only is being able to drink large amounts nothing to brag about in the first place, it’s now proven it has nothing to do with being strong or weak.