Gender Segregation in ClassroomÂÂ

Gender segregation in educational institutions has been a subject of great deliberation as well as conflict. Proponents of single-sex schools give religious and orthodox arguments to assert that gender segregation is beneficial for the society on an aggregate level. However, critically evaluating the socio-economic situation of the world at present, one can very rightfully decipher that gender segregation fosters and give rise to gender disparity and inequality which is ultimately detrimental to a society in terms of development and progress. From my initial elucidation on the subject of gender segregation, it can rightly be discerned that I, keeping in view, the contemporary mode of life, is strongly in negation of gender segregation in classroom due to the fact that it gives a great chance for the gender imbalance to thrive and prosper which on the long run is extremely unhealthy for any society in modern times. One of the most important roles that can be played in correcting this state of affair is that of parents. Most of the times, it is no one else but a child's own parents who regards that their daughter/son must be taught separately without the interruption by any student of the opposite gender. Gender differences grow deeper in non-segregated schools and myths regarding men's and women's cognitive differences are highlighted more. One of the strongest reasons that underlie the negation of gender segregation in educational institutions, particularly at an initial school level, is primarily the fostering impact that it has on inequality. In his article entitled â€Å"should boys and girls be taught separately in our schools†, the author Ellie Mulcahy critically analyzes and evaluates both sides of the story; the one supporting gender segregation in schools and the one negating it. According to the author and other experts studying the same dilemma , we can assert that when boys and girls are taught separately in schools, the myths regarding men's and women's cognitive differences are highlighted and inculcated or embedded more strongly and deeply into the young minds of the students. The irony however lies in the fact that these differences have no such concrete basis and are just a form of irrational myths that has long been utilized by male chauvinists to gain advantage over the female specie. The writer further stresses that contrary to the mass believe that gender differences casts an immense impact on learning patterns or preferences, the research has not indicated or proved any such thinking (Mulcahy,2017) . This translates to the at that gender differences originated not biologically but is a result of psychological efforts to devalue a woman and disregard her rights to satisfy male ego. Furthermore, many times parents of the students think it right to segregate girls and boys in relation to the gender myths. David Holthose mentions in his article called â€Å"Gender segregation: Separate but effective?† a statement made by girl and which got affirmation from her parent too saying that girls don't question much when boys are around owing to their shyness. (Holthose,2010). This mindset of parents needs to be altered for good. In addition to this, even if some gender differences occur in learning they can possibly not be generalized and hence are subjected to some individual differences. Therefore, we can assert that co-education helps removing perceived and mythical gender differences in learning processes. Co-education helps avoiding gender stereotypes and the students learn gender fairness. David Holthouse has beautifully dealt with the subject of gender segregation in schools in his 2010 article entitled â€Å"Gender segregation: Separate but effective?†. The entire article is suffused with real life examples and testimonies and thinking of teachers, parents, students and experts and hence provides a holistic understanding of the matter. One of the parents named Mark Jones (his views being cited in the same article) regards that through this gender segregation in schools and supporting this form of education serves to support nothing but irrational ideas about gender coming from the â€Å"dark ages†. Students learn gender fairness when they study in co-educational institutions and the supposed ‘weaker gender' gets a chance to compete. The traditional â€Å"heroic behavior† and â€Å"good character† gets reinforced in single sex schools. (Holthouse,2010). By this we mean that boys in single sex schools are made to learn to be more competitive, aggressive and dominating while girls are trained to be more cooperative shy and quiet. Hence, there is more focus on reinforcing gender stereotypes which ultimately creates noncompetitive and least exposed women in future and it is due to this that the social crimes against women such as domestic violence, sexual violence, and other related crimes against women occur worldwide. The roots of such frustrations against women have a long history and schools serve as an institution where such initial judgments are formed. A stark example is given in the article when the author points out that in one specific 6th grade class in segregated school when boys were asked to brainstorm some words they were all related to action and aggressiveness and the girls were asked to imagine their â€Å"dream wedding cake† thereby indirectly telling them that they must think in the terms of gender. This ultimately keeps them away from developing any form of compassion towards opposite gender. In addition to this, boys took more STEM subjects (Science, technology, engineering and mathematics) and girls were inclined to take softer subjects such as Arts and drama and this is reinforced only in single-sex school setting. Conclusively, we can say safely assume that co-education lead students of both gender compete and remove gender specific expectation and roles.Many parents from the West as well as a lot of Muslim parents regard it good for their children especially the girls to get educated in a segregated school because of the free mixing of girls and boys in coeducational institution which can lead to teenage crimes but since this attitude depends on the nurture, children must not be segregated on the basis of this idea. Eventually they will step into a mix world and this attitude of parents will halt their interpersonal skills.Co-education prepares students to learn how to deal with opposite genders as they ultimately had to face in practical lives. Yet another reason for negating gender segregation is because of the fact that since this world is integrated and a mixture of both genders, students when practically exposed to the world won't find it difficult to settle if they have had a combined education system. Never in this century one could possibly find a road where only women are driving, or a departmental store where only men are shopping, or a club where only men are dancing and hence to survive in the corporate world, gender segregation must be dealt with opposition.The proponents of gender segregation in schools are of the view that because of the difference in the learning patterns of girls and boys, they must be segregated. This view also occurs on an online debating platform called debate.org where in order to support their stance on the subject they were of the view that to reach their maximum potential, girls and boys must be kept separately from each other's influence (Debate.org). In addition to this, the intimacies between girls and boys that occur quite easily in co-educational situations have been cited as one of the arguments against non-segregated schools. Although the latter claim by opposition might be true to some extent as seen in the increase in intimation, it can be controlled by enforcing strict rules and regulations. The former view point of segregating them on the basis of their different learning capabilities serve as a support to the already present gender inequity and discrimination faced by females in work places. Also, once they enter their professional lives, children from segregated schools find it hard to catch up with the mixed environment. According to Emily Martin, Deputy Director of the ACLU Women' Rights Program, gender segregation in schools cannot possibly boost learning by either sex because there has been no proven instance of this claim and the thinking that gender differences in cognitive patterns are there too, has no evidence whatsoever. (Holthhose, 2010. While the intimacy argument can be dealt with the inclusion of strict atmosphere in schools and schooling over maintaining a good distance amongst themselves, the opposition view of gender differences in learning only gives a toll to this social disease of gender inequality.Gender segregation must rightfully be dealt with opposition because it serves as a great propagator of gender inequality, strengthens gender myths regarding differences in the learning pattern, snatches the women right to competition and hence is detrimental to society. Therefore, coeducation must be supported so that gender integration and an ultimate success can be achieved.In the light of above arguments, it can be rightfully discerned that in order to uproot the social vices such as gender inequality and foster a modern growth and improvement in our societies, gender segregation in schools must be opposed. Since parents form a great part of their children's lives, they must treat their children openly and attend workshops or lectures where both can get a chance to work out the conflicts regarding this and enjoy the eventual enlightenment and benefits of it.ReferencesShould schools be segregated by gender? (n.d.). Retrieved February 08, 2018, from http://www.debate.org/opinions/should-schools-be-segregated-by-genderHolthouse, D. (2010). Gender Segregation: Separate but Effective? Teaching Tolerence Issue 36.Retrived from: https://www.tolerance.org/magazine/spring-2010/gender-segregation-separate-but-effectiveMulchay,E.(2017). Should boys and girls be taught separately in our schools? The Guardian ,Opinions. Retrieved from: https://www.theguardian.com/commentisfree/2017/jul/14/gender-segregation-state-schools-disaster-damage-children

Pttls Unit 1

1. Summarise key aspects of legislation, regulatory requirements and codes of practice relating to own role and responsibilities The key legal and regulatory requirements relating to my role as a teacher are:- †¢ Children Act (2004) – Every child matters †¢ Copyright, Designs & Patents Act (1988) †¢ Data Protection Act (1998 amended 2003) †¢ Equality Act (2010) †¢ Freedom of Information Act (2000) †¢ Health & Safety at Work Act (1974) †¢ Human Rights Act (1998) Protection of Children Act (1999) †¢ Safeguarding Vulnerable Groups Act (2006) There will be Codes of Practice, either generic or specific, that will need to be followed such as the Code of Professional Practice (2008) introduced by the Institute for Learning. 2. Explain own responsibilities for promoting equality and valuing diversity It is important that students are able to attend, and participate in their choice of course or learning event, for it to be accessible on equal ter ms.To support this ideal, I must adhere to the equal opportunity legislation in place, which ensures that learners are not discriminated against in terms of age, gender, sexual orientation, disability, race, pregnancy or maternity, religious or other belief, marriage, civil partnership or gender reassignment. Whilst this is an ideal situation we are not able to treat everyone exactly the same. It is important to understand the needs of learners so that we can give them the best experience in the learning environment.If I have a student who uses a wheelchair, then I must ensure that access to the learning venue is suitable and that any portable ramps etc are available. Where I have students that are from diverse cultural backgrounds I should encourage an environment where differing opinions are respected and prejudice or stereotyping are challenged. Where further support is required by a learner, it should be offered 3. Explain own role and responsibilities in lifelong learning First ly, I need to identify the needs of the organisation, individuals and me personally.I will ensure that any forms are easy to complete and cater for different languages or print size and are available in hard copy or electronically. I will need to make an initial assessment of the needs of learners and agree learning plans. I need to prepare a scheme of work to include session plans, learning materials to meet the needs of the syllabus and liaise with other interested parties. I will need to facilitate learning using a variety of approaches including formulating ground rules, record keeping, incorporating different teaching and learning materials and even knowing who and where the nominated first aider is.I will need to assess the learning, ensuring that the awarding body rules are met. I must ensure that relevant documentation is completed and kept safe and confidential. I will need to check the students lerning outcomes have been met and that they have gained the necessary skills a nd knowledge. I need to evaluate my teaching experience by obtaining feedback from others. I can obtain this from the student, awarding body and organisation I am working for.I will also evaluate my own work in order to make improvements to my teaching ability and the learning experience. 4. Explain own role and responsibilities in identifying and meeting the needs of the learners I can identify the learners needs at the application stage, by interview, questionnaire, or at a student 1to1 session, or at the beginning of the session or programme. I must give clear guidance on the process and information to ensure the course meats their personal learning needs. Once I have the information this will help me with my planning.I need to ascertain the required learning support (help with ITC, numeracy, literacy), or student support (help with personal issues, general guidance or advice), and again use the information in my planning and course execution. 2. 1Explain the boundaries between t he teaching role and other professional roles It is important to understand where my role as a teacher ends and where I need to involve other professionals. These might include Heads of Dept, H&S officers, technicians, support workers or admin staff. Within the ACO I may need to refer to parents/guardians Wing, Region or Head Quarters specialists.I, for instance as a teacher am not qualified to repair a broken plug socket so I would refer to an electrician, similarly I am not a social worker therefore any issues that are of a personal nature (to the student)I would pass over to the relevant specialist rather than trying to deal with it myself, potentially causing more harm. 2. 2Describe points of referral to meet the needs of learners It is possible that I will encounter students with a variety of degrees of needs so I need to remain impartial and sensitive to individual situations. I will not be able to deal with every situation that arises.I must be aware of where I can refer stud ents for help both within and externally to the organisation. Below is a table containing example points of referral. |INTERNAL |EXTERNAL | |accommodation officers |awarding organisations | |careers advisers |banks or building societies | |colleagues carers | |Counsellors |charities | |examination officers |childcare agencies | |financial services staff |Citizens Advice Bureau | |first-aiders |employers | |health and welfare officers |health centre. , slimming clubs, general | |information , advice and guidance staff |practitioners, hospitals | |interpreters |Job Centre Plus | |learning support staff |motoring and transport organisations | |mentors |police | |student support staff |telephone help-lines and agencies such as abuse, alcohol, bereavement support, | |student union representatives |Childline, Crimestoppers, debt, drug, lesbian and gay switchboard, gambling, | |teachers |NHS Direct , parentline, Samaritans, victim support | | |websites which are relevant | Table from ‘Preparing to Teach in the Life Long Learning Sector’ by Ann Gravells – Pg 53 2. 3Summarise own responsibilities in relation to other professionals My main responsibility is to my students, however I need to be aware of the impact my actions will have on other groups or individuals. I will need to be conscious of how I work with other managers on site as well as my peers, with awarding bodies including internal and external verifiers & Ofsted inspectors and other external agencies. Within the Air Cadet Organisation (ACO). I will also have responsibilities with regard to parents/ guardians and other members of the ACO. I must remain professional and not exceed my role boundaries 3. Explain own responsibilities in maintaining a safe and supportive learning environment It is imperative that the environment is safe. The room or area for teaching must be large enough to support the activities being undertaken and the number of people involved. A risk assessment s hould be carried out to highlight and eliminate (so far is practicable) any potential dangers. Consideration must be given to lighting, heating, ventilation and toilet facilities to ensure the comfort of learners and teaching staff. I must inform the group regarding procedures for housekeeping, and emergency evacuation. 3. 2Explain ways to promote appropriate behavior and respect othersI would establish with the group some ground rules both for the learners and myself to promote the appropriate safety, behaviour and respect of everyone. It is important that these rules are negotiated and agreed with the group. These rules can be reviewed and changed as the course progresses as needed. For the group – what they should expect from each other, things like courtesy, respecting others views etc. For myself – What the learners can expect from me. Some rules may be imposed – health and safety, no smoking, no anti-social behavior. Some more negotiable – standard of dress, break timings, turning off mobile phones. Reference Book Preparing to Teach in the Life Long Learning Sector’ by Ann Gravells

Law essaies Essay Example | Topics and Well Written Essays - 6250 words

Law essaies - Essay Example Wales Ltd enters an appearance and raises the defence of â€Å"force majeure.† Does its appearance confer jurisdiction to the courts of Athens? (5) Black Horse Traders Ltd obtained a judgement against Wales Ltd in Portugal and enforced the judgment in England. The judgment was, however, rendered in default of appearance of Wales Ltd. Advise Wales Ltd. 1. In addition to determining the competent court hearing lawsuit, we have to know which, if any, international jurisdiction entitlements shall apply. Based on the facts of the case the Brussels I Regulation is certainly applicable. The reason being that The Brussels I Regulation concerns commercial matters 1(contract of sales of goods) and also contains an International element since the case concerns purchase and transport within different states of the United Kingdom, Greece, Italy and Portugal, and all states are member states in Brussels I Regulation2. The United Kingdom is where Wales, Ltd. is registered as well as Black Horse Traders, Ltd. Wales. Ltd lists Greece as their principal place of business and Italy is where their central administration office is located and finally Portugal is where the goods had been delivered3. Under Article 2.1 â€Å"Subject to this Regulation, persons domiciled in a Member State shall, whatever their nationality, be sued in the courts of that Member State.†4 This article relates to the particular the individual person and infers that any person can sue if the defendant may be domiciled in a member state in Brussels I Regulation. This was clear in Grupo Torras SA and Torras SA and Torras Hostench London Ltd5. However, in Article 60.1 â€Å"for the purposes of this Regulation, a company or other legal person or association of natural or legal persons is domiciled at the place where it has its: And further, 60.2 â€Å" for the purposes of the United Kingdom and Ireland ‘statutory seat’ means the registered office or, where there is no

Media Ownership Essay Example | Topics and Well Written Essays - 750 words

Media Ownership - Essay Example The essay "Media Ownership" talks about the position and power of media in the society and in the country and if its ownership and functioning should be more strictly regulated by laws. Naturally, the media has been tagged as an avenue for entertaining, informing and educating the public. This is a generalized conception that has been accepted and practiced in several areas of the world. But there cannot also be any denial of the fact that in some other parts of the world and in realistic scenarios, the media have been a platform for the promotion of social injustice, misinformation, hyping of political tension, incitement of violence and so on. Lately, and with the introduction of social media, much discussion has even gone on about sanity on the various media platform in adherence of core moral and social values. With all such concerns, the ownership of media cannot be left unattended and so the ownership of media should indeed be well regulated and if possible limited. Presently in America, there is a developing trend where a lot of foreign nationals have taken over the ownership and running of media houses. The activities of such foreign nationals and global corporations are seen in the operation of media outlets including newspapers, television, and radio. Such freedoms lead to the deepening of freedom democratic practice of the American press. Though there are also the negative effects, which includes the use of such global corporations in the sabotage of the core aims, visions, and aspirations of the American people.

Managing time as an adult learner Research Paper

Managing time as an adult learner - Research Paper Example Adult learners are nowhere placed as target audience/reader/listener. Research journals on time management are also found to target mainly the managers. In this paper I attempt to identify the area observable for research on time management among adult learning community. Understanding the adult learning methods in vogue becomes mandatory to evolve feasible time managing techniques for adult learners. Review of literature throws light on the basic qualities of adult learners. Time management knacks are not new to them. However, inability to adhere to the techniques of time management by adult learners is found to have been caused not merely by their situational factors but also by the training modalities. Further researches are extensively required especially by the psychologists and teaching community in this regard. Literature on time management and literature on adult learning focus their targets in two different but parallel trajectories. While academic journals on time managemen t are very less in number, literature on adult learning too is meagre. (Dorothy MacKeracher, 2004) The efforts being carried out by NIACE (National Institute of Adult Continuing Education) is note worthy. However, the institute focuses its attention purely on developing Adult Education on macro level to sustain the growth and overall development of Great Britain. Adult learners, unlike youngsters who have specific goals, always have specific and ready-to-fire goals that are tangible such as qualification for current job/up skilling for promotion/ career change .1. To locate the research-deserving area with regard to time management by adult learners, the following research questions are framed: a)While time management is a universally acceptable tool for success, is it specifically adaptable to adult learning community as a whole? b)What are the causes that restrain adult learning community from adhering to time managing techniques? Understanding the course of time management as wel l as that of adult learning becomes prerequisite. Time management nuances are contained in broad classification of focussing, planning, organising, acting and learning (Dodd and Sundheim, 2008). Adult learning, as formulated by androgogy specialists is classified in to the following steps namely planning, applying and understanding(Trivette C.M et al, 2009). 1)While time management is a universally acceptable tool for success, is it specifically adaptable to adult learning community as a whole? 1.1 Interactive training: Adult learning theorists have much focussed on the teaching community enabling them to give out fruitful training to adult learners. Most of the literatures on adult learning are in the type of a trainers training module. Review of those literatures reveals that nuances of time management for adult learners are embedded here and there. By selecting a training session designed interactively, which contains application opportunities, a learner can actively take part in the learning process. Through interactive application methods one can score more learning outcomes. In contrast, content oriented sessions that render didactic sermons consume quite a long time to bring to achieve learning objectives. (Foley, 2004, p.91) 1.2 Devising ones own learning objective: Having clear cut and tangible goals in hand they (the goals) can

Hypercholesterolemia in the Secondary Prevention of Coronary Heart Essay

Hypercholesterolemia in the Secondary Prevention of Coronary Heart Disease - Essay Example In the developed world, it is one of the leading causes of death both in men and women. Around 94,000 deaths each year in the UK are attributed to this condition and the prevalence of this condition is about 2.6 million. The most common symptom associated with coronary heart disease (CHD) is angina and about 2 million people are affected with it each year. With age the prevalence and severity of CHD would only increase (NHS 2009). The two most notable conditions that are associated with CHD are angina and myocardial infarction. Myocardial infarction arises when coronary arteries are completely blocked and angina arises when the coronary arteries are partially blocked. Some of the common symptoms that are associated with CHD include breathlessness, chest pain, palpitations, a feeling of heaviness or tightness over the chest, sweating, confusions, anxiety, light-headedness, breathlessness, and dyspnea. Some of the common complications that can arise with the progression of CHD include heart attack, angina, heart failure, and arrhythmia (Mayo Clinic 2012). The main pathophysiology associated with CHD is the build-up of plaque in the coronary artery. As the plaque builds up, the lumen of the vessel becomes narrower, and so does the heart receive reduced supply of blood, resulting in the development of several symptoms of CHD including chest pain, breathlessness, and light-headedness. ... Following the process of atherosclerosis, there may be breakage or rupture of the plaques resulting in deposition of platelets at the site of repair. This platelet clump may block the lumen resulting in partial or complete arterial blockage causing angina or myocardial infarction (Mayo Clinic 2012). Figure 2: Complications of CHD In the UK, the prevalence of hypercholesterolemia is high. About 1 in every 500 individuals is affected with familial hypercholesterolemia (an autosomal dominant condition characterised by high levels of Low Density lipoproteins (LDL) in the blood resulting in the development of atherosclerosis at a very rapid rate). Further the prevalence of hypercholesterolemia due to sedentary lifestyle, lack of exercises and diet has resulted in very high prevalence of CHD in the population. About 10 to 15% of the 110,000 population that have familial hypercholesterolemia are unaware of their condition, due to which they may be at a very high risk to suffer from angina o r myocardial infarction (Wadwa 2007). Almost every patient with coronary artery disease has a minimum of one modifiable cardiovascular risk factor, and that most of the risk factors remain insufficiently controlled even after patients are diagnosed for Coronary Heart Disease (CHD). â€Å"Hypercholesterolemia is a condition characterized by very high levels of cholesterol in the blood. Cholesterol is a waxy, fat-like substance that is produced in the body and obtained from foods that come from animals (particularly egg yolks, meat, poultry, fish, and dairy products). The body needs this substance to build cell membranes, make certain hormones, and produce compounds that aid in fat

Art and Craft higher education in pakistan Literature review - 1

Art and Craft higher education in pakistan - Literature review Example Additionally, advancements in arts and crafts field have variations in different parts of the world. This can be attributed to the fact that art and craft activities are heavily dependent on cultural practices in a given area. According to Lees-Maffei and Sandino, â€Å"the principles that define the differences and relations between design, art and craft are subject to historical change and vary regionally and culturally† (2004, p.1). However, formal settings may incorporate different aspects of art and craft from different regions. This is in relation to some of the common arts such as music and dance. There have been some major developments in art and craft and increased applications to solve different issues either directly related or indirect. To get a clear picture of these developments it is more appropriate to focus on one particular area or country with rich applications of art and craft such as Pakistan. Since the establishment of Pakistan as a republic in 1947, there have been many transformations and developments in the art and craft field. For example, the first five-year plan for education focused on improving creativity through art and craft (Perveen, 2011, p. 3). This prompted the government to employ art and craft professionals to ensure proper learning. However, Perveen’s article mainly focuses on primary level art and craft rather than its developments at higher education level. Nevertheless, it has contributed in evaluating the development and incorporation of art and craft in higher education by the Pakistan government. Additionally, there was adoption of a conceptual and physical platform by various institutions in a bid to support modern arts. According to Tarar major changes were experienced in 1950s following an upgrade of the Mayo School of Arts into the National College of Arts (2008, p.1). This increased awareness and focus on art and craft as a subject and course in the Pakistan education

EBay Case Study Term Paper Example | Topics and Well Written Essays - 2250 words

EBay Case Study - Term Paper Example There are number of ways through eBay creates value. State-of-the-art systems and tools have been developed by the company. Such tools and systems have increased the productivity of the network members. Furthermore more number of members is encouraged to join the network. Such tools include the Turbo Lister service and Seller’s Assistant. The first one is capable of tracking and managing thousands of mass listings on the home computers, whereas the second one helps new sellers as well as makes professional-looking online listings. EBay has also set up and maintained performance standards which augment the steadiness of the system. Buyers and sellers are allowed to rate each other. Such ranking system bolsters users’ confidence level Sellers having good reputation among the buyers, attain the Power Seller status and those having bad reputation are excluded from any kind of future transactions (Iansiti & Levien, â€Å"Creating Value in Your Business Ecosystem†). Mo reover, value created by eBay is shared with the members of the ecosystem. A moderate fee is charged from the users for allowing them to coordinate their various trading activities. Incentives in the form of special status (Power Seller) enhance the standards of the sellers and this benefits the entire ecosystem. c) What is the source of eBay’s competitive advantage? The major source of eBay’s competitive advantage is its social capital. Social capital is referred to the trust, goodwill and credibility.

Nutrition (any title that you will choose Essay

Nutrition (any title that you will choose - Essay Example It is undeniable that the government cares substantially about public nutrition and economics related to this aspect. Technically, nutrition refers to the science of food materials, and the role of food substances in a human body. Nutrition is not only concerned with food consumption but also revolves around understanding utilization of food matter within the body (Arlene 56). Areas of interest include the role of nutrients in health, and identification of diseases and medical problems resulting from dietary factors. This essay seeks to examine the relationship between nutrition and economics, especially from a governmental perspective. As mentioned earlier, nutrition has a close link with health aspects of diseases. Conventionally, cancer is associated with smoking of cigarette and use of unsaturated fats in frying foods. In addition, obesity derives its roots from excess intake of calories, and can lead to medical complications like heart attack. Clinically, fruits and vegetables tends of extend individual’s lives by approximately 5 years. Based on these facts, one can appreciate the fact that dietary patterns can either cause diseases or promote health improvement. Nutrition maintains health by preventing diseases. In fact good nutrition can reduce the increasing death rate associated with cancer and heath attack. Despite having great benefits, all members of the public will not consume fruits as a means of deterring nutrition related diseases. This means that there are numerous factors affecting nutrition. Common factors include economics, especially the aspect of income levels, politics and sociology am ong others. In developed countries like Canada, duties of the national government include responding to matters of public health. The government formulates health policies and implements intervention programs during public health emergencies. Economically, the government pays for treatment costs of its citizens,

Decisions in Paradise Paper Essay Example | Topics and Well Written Essays - 750 words

Decisions in Paradise Paper - Essay Example Issues Kava is an island located in the South Pacific. The country has certain social problems due to the fact that the region has a very diverse ethnic and cultural background. Diversity can lead to problems of segmentation between the populations. Another issue with the population of Kava is that the age composition is extremely low. In Kava over 50% of the population is under the age of 15. For business a population with such a low median age is bad because minors are not a part of the labor force of a nation. There are health concerns within the population of Kava. The country has been hit hard by the HIV/AIDS epidemic. If a lot of the employees are infected with the HIV virus this could have a negative impact on the company because the insurance costs are going to be high. Another issue with the population of Kava is that a large portion is indigenous. Indigenous cultures tend to have lower levels of formal education in comparison with urban cultures. A major business risk of do ing business in Kava is that the region is susceptible to multiple natural disasters scenarios including earthquakes, tsunamis, tornados, floods, fires, volcanic eruptions, and hurricanes. The Kava territory is also susceptible to terrorist threats from internal and external sources. Problem Statement Kava is a country that has had troubles attracting foreign investment due to the underdevelopment of the region and the high risk of natural disasters. There is nothing the people of Kava can do about the inherent business risk that nature poses to companies that penetrate this marketplace. Environmental Analysis Doing business in Kava is a high risk proposition for Starbucks Cafe. The country is susceptible to many kinds of natural disasters. To offset the risk of this proposition the company can invest in insurance, but the premiums are going to be high. Despite the country’s susceptibility to natural disasters the country has valuable strategic agricultural crops for Starbuck s Cafe including coffee and cocoa. Due to the high unemployment and necessity of the region Kava would be a perfect location to implement a fair trade coffee plantation. Stakeholders Perspective There are numerous stakeholders that must be considered in any expansion plan into Kava. As a company investing in a foreign market the firm must act in the best interest of the shareholders. The shareholders of Starbucks Cafe expect expansion projects to generate a profit. To accept the project its net present value (NPV) must be higher than cero (Besley & Brigham, 2000). A second stakeholder group that must be considered is the government of Kava. The government of Kava is looking for ways to decrease the unemployment rate and increase its tax revenues. The only way for the government to achieve those goals is by attracting foreign investment. A third stakeholders group that has to be considered is the population of Kava. There are a lot of children living in Kava. Employing the adult popu lation will enable the parents to be able to provide food, medicine, and shelter to the innocent children. A large portion of the population of Kava is composed of indigenous people. Protecting their unique culture and identity is important. The diversity of the population

Early Humans Essay Example for Free

Early Humans Essay What animals did the early humans hunt for food? Early humans found meat from animals that were back in the day, the meat was not so common because before they had animals they had other types of food like for example, fruits from trees, nuts and sometimes even honey and the y also got berries form the burry bushes like raspberries, strawberries, blueberries and so on, but the animal that they always use to eat in the ancient times was the buffalo which was one of the most common animals in there specific villages and mostly when they would get the animals they would open them up with sharp things and then they would eat the meat and by the time they figured out fire they used fire to cook the food like we do know. How the early Human nut and got their food? Well the simple answer is that they used weapon to hunt the animals but we always thought that the early humans are stupid but the truth is that they are actually very smart because of the weapons they used for hunting and another thing they did to hunt food was that back in the early days there was a group of people called hunter gatherers and what hunter gatherers are is that basically a group of people for example from villages (mostly man) would go out to hunt for food mostly everyday and then when any of them would get food they will bring it to the group of people that they are and then the would most probably share the food with the people. And mostly the weapons would be made out of stones and wood. Also an example of the weapons they used wear spears and bows made out wood and stones. The most common food eaten nowadyaus are seeds. Also very populare is vegetables and fruits.

Bravery And Heroism Essay

Bravery And Heroism Essay Introduction: Humans have been attracted by tales of bravery, heroism, courage from time immemorial. It is something in out bent of mind which makes us admire the absurd, makes us stand up take note of something which on the first look looks crazy, but on further analysis throws up a story of grit and determination. It is this human infatuation with the macho persona that made psychologists behavioral scientists delve deeper into the behavioral attribute which mirrors this all: bravery. Bravery can be simply defined as being brave or possessing displaying courage. In heroic parlance, its being able to face deal with danger or fear without flinching or batting an eyelid. Also known as Courage, fortitude, will, and intrepidity its been associated with various characters both in mythology business parlance. But its not just their domain; the common man in his life time comes across various such situations more often than not displays varying degrees of bravery grit. It is this common man that I am interested in. Being brave doesnt mean being fearless it rather means a person does what he should do, despite the literal Damocles sword on your head. It is not much for human fancy but for the very fact that bravery is an attribute very necessary for the smooth functioning of the human world today, has heightened its importance for psychologists. You take the case of a policeman standing up to criminals, naxals, or the common man in an office refusing bribes or the case of a woman braving chauvinistic males to rise up the corporate ladder, in all these cases we find how the world survives because of a few individuals who find inherent courage to brave odds and emerge successful. It suffices to say that bravery as a behavioral trait is highly alluring, and people tend to look in awe at those who visibly possess it, but what we should realize is bravery is something which is inherent comes in differing forms origins; hence its study has to encompass all such factors. Bravery in its various forms after all keeps us going, keeps this world inhabitable. CONCEPTUAL FRAMEWORK Bravery is a quality of spirit that enables you to face danger or pain without showing fear, but one often misconceived notion of people is that being brave means being fearless. Being brave doesnt me you dont fear the adversity; it means you have the strength of will to overcome whatever fear you have. Bravery as a concept can apply to a fairly large number of instances, therefore a quick classification of bravery will help us look at its various aspects in greater detail: Physical bravery: It entails acting or doing something in spite of possible harm that can occur to ones body. The heroic stories of the past or the instances where we act for our beliefs even in the face of physical danger are a typical example of this. Moral bravery: It involves acting in a manner that will enhance or reinforce ones beliefs to be good and true. This basically is in face of social disapproval and other forms of backlash. In todays world, it symbolizes standing up against the over jealous khaps or the moral police. Psychological bravery: It deals with acting against ones own natural urges inclinations, facing our inner demons overcoming them. This generally doesnt have any societal moral implication. Examples of this can be overcoming ones addictions like drugs, tobacco addictions etc.; getting over irrational anxieties forms of parasitic relationships. Basing on the above we reach at a working definition of bravery as: Bravery is a behavioral trait which allows us to overcome our inhibitions, our inner fears gives us the strength to do what we feel is right, irrespective of any form of backlash. It is something which imbibes in us a sense of self-belief which can make us scale mountains do things which we believed we never could. Review of Literature: Instances of bravery have been documented in various books relating to wars corporate moves. Number the stars which won the Newbery Medal in 1990, tells the story of two ten year old girls, whose homeland is occupied by Nazi Germany during the second world war, it documents the hardships they faced the courage shown by their parents in shielding one of them(who was a jew) from the nazis. Broadly it describes the condition of the entire Danish countryside. It is a story of grit determination shown in face of unfathomable risk. [1] In the corporate world we have the example of Citibank CEO Vikram Pandit. He is a true visionary, brave man who took over as the head of citi group during the credit crunch period. With steely resolve, Pandit wrote down billions of dollars, closed scores of branches, jettisoned parts of the business, cut dividends, and slashed jobs. He wasnt done yet. Next, he tapped the sovereign wealth funds in the Gulf and Asia for nearly $30 billion, set up a new risk-management team. He also cut the banks exposure to the risky sub-prime market. All these measures were never easy to take, some unpopular others highly risky, it needed a man of steely character, Mr. Pandit was just that. [2] Matterhorn, is about a company of Marines who build, abandon, and retake an outpost on a remote hilltop in Vietnam. The story is told from the point of view of a young second lieutenant, Mellas, who joined the Marines for confused and vaguely patriotic reasons that are quickly left in tatters by military incompetence.[3] One of the ten most famous battles of the world. A handful of Sikh soldiers- 21 to be exact of the 4th Battalion of the Sikh Regiment (then XXXVI Sikh) formed part of the British Indian Army and fought thousands of Pathans in the North Western Frontier Province (now Pakistan). All 21 Sikh soldiers died in the battle as they fought to the last man and last bullet; but they did not yield even an inch of ground that they were defending. On learning of this glorious, gallant and unparalleled action, members of both houses of the British Parliament rose in unison to pay homage to the great Indian soldiers. Each one of the 21 soldiers was posthumously awarded the Indian Order of Merit, the highest British gallantry award then given to Indian (equivalent to the Victoria Cross awarded to the British). [4] Courage (shauriya) appears as one of the ten characteristics (lakshana) of dharma in the Hindu Manusmruti. Islam also presents courage as an important factor in facing the Devil and in some cases Jihad to a lesser extent. Courage is the self-affirmation of being in spite of the fact of non-being. It is the act of the individual self in taking the anxiety of non-being upon itself by affirming itself in the anxiety of guilt and condemnation. Every courage to be has openly or covertly a religious root. For religion is the state of being grasped by the power of being itself. [5] Empirical Study and Generalization: I have followed the interview approach to study the behavioral traits of a few of my friends. I picked the people to interview on the basis of a few past events, in which they exhibited bravery in one form or another. Each interviewee had a different tale to tell, we will analyze their cases as we progress. The basic questions which I put to them involved a gamut of objective short answer questions. Their responses were dully noted. The following is the list of questions that I put to my interviewees, some of the questions differed in language when put to different interviewees. Due to paucity of space I wont delve into the details of their cases. Did you experience any form of an internal drive to act? Was it because of the closeness with the person or was it a general sense of wrongdoing that drove you? Were you certain of success before you acted upon your belief? Would you describe yourself as fearless? If no then how come you overcame the fear of failing? Did you factor in the possibility of a backlash or any negative impact on your future? If you knew that the party was wrong in picking up the fight would you have still saved them or would you have taken the moral high ground stepped back? Do you believe in taking risks? Do you think your above trait has had an influence on your life, (success or the lack of it etc.)? When going on a leisure trip you find a person seriously wounded people around him/her having a verbal duel, would you rush him/her to the hospital try to solve the verbal duel 1st mind you own business Respondent no. 1 Case Prologue: My friend Mr. X had been to a restaurant in Gurgaon along with his friends. There they saw a couple was being denied entry into the restaurant for no good reason and the manager was even misbehaving with them. All of a sudden the manager summoned the bouncers who manhandled the couple and were going to bash them up. My friend X, along with his pals interfered, they were outnumbered, but eventually they managed to save the couple. In the process though, X got a few blows was injured. Interview Findings: I will jot down the pertinent findings from the interview with Mr. X I found that X intervened to save that guy because he believed that it was a case of injustice that someone should rise up to the occasion, since such an incident can happen to nearly anyone. X didnt know if he would succeed in saving the couple, but he knew if he tried it would make a difference. X realized that in process of rescuing the couple he his friends might get physically injured or face legal hurdles. I found that X didnt think of himself as someone who was born fearless, X believed that his sense of right wrong egged him on. X was basically a risk taking person, he felt that his risk taking nature had helped him overcome his inner demons. Respondent no. 2 Case Prologue: This person, Mr. Y, was a student of engineering, in a NIT. In his final year, a friend of his (Mr. A) was accused of cyber-crime data theft, he was heavily penalized by the institute Disciplinary Committee. Mr. Y along with his other friends decided to protest this. They managed to get their entire batch together sat on a silent protest. The sheer magnitude of the protest made the Director of the institute take note. After speaking with Mr. Y his friends, he convened a meeting of the Disciplinary Committee, and after a long-stretched process of reinvestigation Mr. A was found guilty of a minor offence, the penalties were reduced proportionately. Interview Findings: The following are my findings from my interview with Mr. Y which are pertinent to us: I found that Y acted not just because he could empathize with his friend, but because he believed that the ruling was flawed, having not considered the evidences properly. Y didnt know if he could make any difference to his friends condition, but he wanted to make the college administration aware of the real case. He believed in a just trial. Mr. Y knew pretty well that by making a stand, he and his friends risked being singled out the college administration could victimize them through unfair gradation etc. but they went on with their plan. Mr. Y defended his friend since he knew that the case against him was amplified in nature, the punishments the charges were disproportionate. Had Mr. A actually been guilty of all the charges, Y would never have taken up his case. Mr. Y believed that it they had been pushed to the limit by the administration. He felt that it wasnt their inherent fearlessness but the fact that pushed against the wall he his friends didnt have a choice but to act. I found that Mr. Y wasnt always a risk taking person, in fact he even narrated how not taking a risk had affected his career, but in this situation he made an exemption. Respondent no. 3: Case Prologue: My friend Mr. Z was out with his girlfriend, they came across a case of eve-teasing, wherein a bunch of miscreants were misbehaving with two girls. The general public was aloof to their plight. But Z intervened tried rescuing the girls, in the ensuing tiff Z got injured, but seeing his courage the people around the scene also intervened they chased away the miscreants. Interviewing Z was quite an eye-opener, since he had risked not just his own safety but also the safety of his girlfriend to rescue to unknown girls. The findings are as follows: I found that Z acted since he was both disgusted with the behavior of the bunch of guys, and the public which was turning a blind eye to the plight of the helpless girls. Z knew that public follows a herd mentality, he knew that if he took a stand the people around will follow sooner or later, luckily for him they joined in soon. Z wasnt sure if he could take on the miscreants single handedly but he nevertheless wanted to give it a try. Mr. Z knew that getting engulfed in this issue might risk not just his safety but that of his girlfriend also. Mr. Z believed that he was quite a fearless person, but he didnt believe in taking random risks, rather he was more of a pragmatist. Generalization: My interviews gave me an insight into the thinking process of the common man, who could don the colors of the superhero save the day for another commoner. In reality he wasnt someone of superhuman strength but someone who: Had a realistic sense of wrong right. Acted on his belief didnt shriek away from making a stand Wasnt by definition a risk loving person Was a person who factored in the pros cons of a situation, but invariably decided to back his beliefs Empathized with the person facing the repression. Findings of the study and Generalization: The findings of my study gave me a holistic idea of the situations which invoke behavioral traits mirroring bravery in us. I will analyze the findings of my study in the following lines, and try to relate it to the various aspects of bravery. After going through the responses, I found that the most prevalent forms of bravery are Physical Bravery Moral Bravery Psychological Bravery though important is something which I didnt directly find in any of my test subjects, but I believe that this form of bravery is something which we all exhibit in our daily lives. When we get over the anxiety of the future, we in some forms exhibit this, when we get over our fear of water try to swim we exhibit this. On basis of my interview the following components of bravery came up: Empathy: The test subjects realized the pain stigma that the party being subjected to repression underwent; their empathy drove them to act. It wasnt sympathy or pity; it rather was the tacit realization that such a misfortune can beset them also. Clarity of thought: I found that in all of the cases, the respondents had a clear picture of what is right what is wrong; they took the initiative because they believed that the other person was being wronged. Self-belief/Confidence: All the respondents were to some degree or the other confident of their abilities. They believed in themselves hence backed themselves up. It was never a half-hearted attempt. Risk appetite: I found that the risk taking ability of the person didnt have a direct correlation with his readiness to exhibit acts of bravery. Hence this shatters the age old belief that brave people are those who are most comfortable with taking risks. Fearlessness: Though important, I found that being brave doesnt mean being fearless, its just that certain situations bring about a reaction in the subjects which makes them appear fearless. But its just the strength of their inner conviction, not fearlessness which makes them act. Pragmatism: I found that todays brave were practical about the approach they followed, they measured the pros cons of the situation and acted in a manner which would ensure the success of their mission best. They followed the more realistic path even if it were the less glamorous. Implication of Group work: As we can see, bravery or the lack of it influences the way a person behaves in public to a great extent. I believe when in a group the following implications arise: Groups tend to give the individual a sense of security, as in case of respondent 1, I think being in a group had its effect on his decision to act. A brave person, I feel is an asset to have in your team for he/she would be an ideal team-mate, one who is confident yet composed, one who is there to hold the group together in case of any external threat or danger. Brave individuals dont shriek away from taking the charge, making them ideal leaders. On an individual level I believe, being brave increases a persons appeal enhances scope for future benefits. Brave individuals are generally well known this in turn gets them their group the kind of visibility which can be leveraged for their benefit. One negative of an overtly brave individual maybe that he/she might get the group involved in a potentially unsafe situation, as in case of respondent 3, even though not a case of group behavior, Mr. Z could have unknowingly landed his girlfriend in trouble. Contribution to OB: The above study of bravery is one of its kind, having studied bravery in a qualitative basis I could arrive at working model to define bravery of a person. As can be seen I could find that there is a correlation between bravery a few other traits viz. Empathy Clarity of Thought Self-belief Pragmatism Using these above traits we can arrive at a bravery scale for a person, this could help various organizations like the police force or private security organizations etc. in their selection process. I believe a more detailed study which involves a greater number of people as its sample, can further clear the doubt regarding the fearlessness trait bravery. Also I feel a study can be undertaken to study psychological bravery in a select population like inhabitants of a drug rehabilitation camp etc. Conclusion: After having studied the behavioral trait of bravery in detail, after having considered its various forms manifestations, I realize that a lot of people exhibit it in their lives in varying proportions. Not every form of bravery is noticed, not every form of it documented, but starting from the woman who fends of eve-teasers to a corporate CEO who takes charge of a troubled giant in times of a downturn, we have brave people whose constant vigour zeal keeps the world running. Bravery is a highly preferred behavioral trait; it is something which keeps the world going. It is something that we seek in all the people around us, it is the difference between an entrepreneur a wannabe entrepreneur, and it is the key to achieve success in any form of activity in life. We can correlate the success of an idea to the amount of courage put in by its proponents, ceteris paribus. On the whole I can say the above study has helped me arrive at a definition of bravery which I feel encompasses most if not all aspects of it: Bravery is a behavioral trait which allows us to overcome our inhibitions, our inner fears gives us that strength of conviction to do what we feel is right, irrespective of any form of backlash. It manifests itself in face of physical, moral, psychological danger. Brave people have been instrumental in bringing about the greatest changes in our lives, I believe the likes of Mahatma Gandhi, Martin Luther King, Jack Welch, Winston Churchill were brave enough to face their demons succeed.

Managing the individual performance within organisations

Managing the individual performance within organisations Managing individual performance in organisations has focused on estimating performance and distributing reward, with effective performance which is seen as a result of interaction between individual ability and motivation. By and large, it is recognised that planning and enabling performance have a critical effect on individual performance. Managers use several techniques to find out performance and effort of employees. Performance appraisal is process which is taken by managers to review performance and formalize it. Performance management has critical effect on individual performance and in this case also on company goals. In this part of assignment performance appraisal and performance related pay will be described in depth. Pay Strategy Provide market competitive compensation that incorporates both salary and non-salary benefits, such as healthcare, retirement, life insurance, disability insurance, annual and sick leave, and other optional benefits. To assist in the administration of compensation plans, most organizations utilize some type of formal pay structure.   A formal pay structure provides the framework and formal structure for assessing jobs and grouping similar jobs together.  Ã‚  Factors used in grouping jobs within a pay structure often include: Complexity Responsibility Level of Suspension Accountability Organisational impact Market Value The two most common forms of pay structures are Grades and Bands.  Ã‚  The distance between the minimum and maximum of a pay range is called the range spread.   Grades typically have very narrow range spreads, while  Bands have very broad range spreads.   This has led to the commonly used term of broadband to describe the range of pay rates within a structure using a band approach. (http://www.hr.vt.edu/compensation/HYPERLINK http://www.hr.vt.edu/compensation/compmgt/comp_philosophy/index.html compmgt/comp_philosophy/index.html) For those employees who were with Virginia Tech around 1999 2000, you may remember when the state switched from pay grades to pay bands.   Unlike the old pay grade system where an increase in responsibilities often meant a promotion to the next pay grade, pay bands represent a much broader range of different types of jobs and levels of responsibility.   As you can see in the illustration below, in a grade system Job A and Job B are in different pay grades.  Ã‚  However, in pay band system such as we currently have at Virginia Tech, Job  A and Job B are in the same pay band.   Please notice however that even though the pay band is the same, there is still a significant difference in the target salary level due to the differences in the level of responsibility and job content of the two jobs. ( http://www.hr.vt.edu/compensation/ compmgt/comp_philosophy/index.html) The key points here are: Its not necessary to be moved from one band to another in order to receive a significant salary increase and Just because two positions have different levels of responsibility/complexity/etc, does not necessarily mean that they should be different pay brands. Figure 2. Pay Structure Grades and Bands www.hr.vt.edu/compensation/compmgt/images/L_grades_bands_med.jpgimgrefurl Performance appraisal Robert Bacal, Performance Management A Briefcase Book, (1999, p.12) tells Performance appraisal is usually considered to be the process and time when manager and employee sit down to review the employees performance over the last year, or month, or even shorter time spans. Most of the time people think of it as a once a year event, which is a recipe for disaster. Traditionally performance appraisal systems have provided a formalised process to review employee performance. This normally requires the manager and employee to take part in a performance review meeting. Why Should You Appraise Performance According to Dessler and Walker (1999, p.452) there are several reasons to appraise performance. First, appraisals provide information upon which promotion and salary decisions can be made. Second, they provide an opportunity for you and your subordinate to review the subordinates work-related behaviour. This in turn lets both of you develop a plan for correcting any deficiencies the appraisal might unearth, and reinforce the things the subordinate does right. Finally, the appraisal should be central to your companys career plan because it provides a good opportunity to review employees` career plans in light of their exhibited strengths and weaknesses. Performance Appraisal System flow In performance appraisal meetings, several of methods are used to document, or record, or summarize performance discussions, rating scales, critical incident summaries, etc. All these methods are gathered and processed by similar system flow. P.A Handbook (1995, p.8) describes performance appraisal system flow: Planning Developing Employee Performance Appraisal Plans (EPAP) Elements Standards (Benchmark Performance Standards) Employee Participation Documenting Elements and Standards Monitoring Feedback during the Performance Year Progress Reviews Developing Employees Formal Development Informal Development Rating Eligibility Interim Appraisals Rating Critical Elements Rating of Record Discussion with Employee Reconsideration Process Action Based on Performance Rewarding Performance Links to Other Personnel Actions Dealing with Poor Performance Figure 1. The Performance Appraisal Cycle (John Shields, 2007, p: 23, Managing employee performance and reward) As seem above performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance and feed into business planning. Performance appraisals also typically feed into organizational annual pay and grading reviews, which commonly also happen at the same time the business planning for the next trading year. Performance appraisals are also essential for career and succession planning, staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims and encouraging positive relationships between management and staff. Goals of the Performance Appraisal System According to Beer, Russell and Ralph (1995, 23) the process of performance management is one of the most important leadership responsibilities. The performance appraisal system has three primary goals: Provide a helpful structure, open and honest communication between the employee and his/her supervisor Improve employee development through performance feedback and through the identification of future professional development activities Measure and document job performance as a basis for making promotion, compensation and other personnel management decisions Dessler (2006, p.336) Managing employee performance is an integral part of the work that all managers and rating officials perform throughout the year. It is as important as managing financial resources and program outcomes because employee performance has an extreme effect on both the financial and program components of any organization. Beer, Russell and Ralph (1994, p.24) the effectiveness of appraisal systems hinges on a range of different factors. Three most common reasons for failure of an appraisal system are: Unclear performance criteria Poor information sharing and connection with the boss Appraiser missing information on the managers real performance Other problems are a lack of ongoing performance feedback, a lack of focus on management development, the review process lacking structure, etc. According to Claydon and Beardwell (2007, p.511) The purpose of performance planning, review and appraisal need to be made clear if employees at all levels in the organization are to play an active part in the process. It is possible that some employees and line managers may meet performance appraisal schemes with distrust, suspicion and fear, but an integrated effective process can lead to increased organizational performance and employee motivation. It is important for employees to be genuinely involved in the design of an appraisal scheme, the evaluation of performance, and the objective-setting process. An appraisal scheme should be set up in an atmosphere of openness, with agreement between management, employees and employee representatives on the design of the scheme. Employees need to have a clear understanding of the purpose of the process. However applying performance appraisal its own is not really worthy. Other performance management systems and performance appraisal systems should put in practice as a whole. Robert Bacal , Performance Management A Briefcase Book,(1999, p. 34) Pay for Performance Coy (2009, p.S7) in challenging economies it is believed that keeping employees happy is essential for organizations performance. To do this, tying employees` pay to their performance is widely popular. Indeed, with the emphasis on competitiveness, productivity, and the trend for virtually all employers is to tie at least some portion of their employees` pay to employees` and companys performance. In most theoretical models of HRM, pay is essential on the regulation of the employment relationship. Academician, policy makers, and corporate leaders recognize the difficulty of appraising the use of reward systems as a key element in the pursuit of substantive HRM goals of obligation, flexibility and quality. Pay for performance is a tool which HR professionals can wield in an effort to retain their best. When it is carefully applied, pay for performance systems can systematically link with employee goal achievement, providing very specific incentives for employee behavior that are in line with broader organizational objectives.(Bratton and Gold, 2007, p:238) Figure 3. A Model of Reward Management (Bratton and Gold, 2001, p:246) Advantages of PFP It is not difficult to see why PFP has attracted the interest of managers, consultants and government ministers. Bratton and Gold (2007, p.455) describes its theoretical attractions are considerable and include the following reasons: Attracting good performance Hewlett-Packard (Case study 1) In the early 90s, Hewlett-Packard seemed a perfect setting for innovations in pay. A so-called built-to-last company, it was highly decentralized and enjoyed a sense of mutual trust, high commitment, and wide use of management by objectives. The workforce was salaried and the merit system was based on peer comparisons at the salaried level. There were no executive bonuses. Stock options were awarded as recognition. But there was also a lot of pressure in the company, said Beer. Managers of thirteen units took the initiative of appealing to headquarters to try something new to spur on their employees. According to Beer, managers in many companies look to pay-for-performance for good reasons. They expect that it will attract and motivate people. They expect performance standards will outweigh the costs of whatever incentives they put in place. They also want protection against business exigencies: should the market go south, they dont want to be permanent ly stuck with new costs. (Lagace, 2003) Increasing in quality individual performance McDonalds (Case study 2) Base pay, rewards pay, and rewards program follows as Pay For Performance its the best results and great opportunities pay. Employees base pay is the most portion of their compensation. McDonalds sustain the competitiveness of their base pay through an annual review from both external market data and internal peer data. Moreover, they have a broadbanding compensation system that allows for flexibility in term of pay, movement and growth. In addition, incentive pay provides to their employees with the opportunity to earn compensation when their performance meet and exceed goals. The long term of incentives are granted to eligible employees to both reward and retain key employees who have shown sustained performance and can impact long term value creation at McDonalds. (http://www.scribd.com/doc/13396918/Performance-Appraisal) Enhancing communication BMW (Case study 3) In 2001, the new bonus payment arrangement applied for production employees in the Germany and UK operations. The bonus system applied to all 36,000 production employees who operated with defined performance targets. On top of the basic salary a fixed 25% additional bonus was paid to all employees for meeting prearranged quotas. This quota involved producing a set number of units to the companys quality standards by a workforce of an agreed size. Employees in each group were consulted and invited to comment on whether the quotas that were realistic and achievable. In addition, employees could also earn extra pay through a personal supplement, that was payable if an individual contributed to the group results. Expectations and specific goals were discussed and agreed in talks between the employee and the supervisor. Thus, an individuals contribution to the group was discussed every year and this assessment determined the personal supplement received. (Boddy. 1998 P. 283) Improving motivation The Christmas bonus at Gourmet Foods (Case study 4) for many years that Gourmet Foods never have Christmas bonus when Andrew Straw appointed as a managing director, he decided to give  £70 extra for Christmas bonus to all 120 staffs. When they heard the news everyone is very excited and looking forward to it without knowing of the amount of the bonus. After they got the pay slips they very disappointed because they feel it is too small. When their managing director found out about this he wish he did not give it to them and turn it into new packaging equipment instead.  . (Leopold, Harris and Watson, 2005, Page 218) Strengthening management control Entre Computer Services (Case study 5) Entre Computer Services founded by Ed Souders in 1980s. Souders is a former worker of IBM so he adopted many methods from it including appraisal, pay-for-performance, and sales incentives. Unfortunately, in the 1990s, his business was falling down and almost faced bankruptcy. He decided to make some changes. Using the Deming philosophy along with new strategies can improve sale performances and profits. He created trusting and working relationship. Encouraged more teamwork and less self driven so that his workers gain more passion and happiness toward their job. There are 4 main goals of this method: Ensure maximum productivity of the Support Team. Ensure the Personal Development of the Support Team. Ensure that Support Team members understand what their job responsibilities are. Ensure employees are as happy as they could possibly be while at work. (Mary Jenkins, 2002, p.176-178) Identifying developmental objects Strengthening the individual employment relationship at the expense of collective Gainsharing at Southern California Edison (SCE) (Case study 6) In 1994, electricity industry was removed from government control. That made the market more competitive. Therefore, SCE needed to change its compensation for competition. The change was the introduction of a Gainsharing arrangement. Employees were invited to sacrifice 5% of their basic salaries in return for up to 10% gainshare if the organization reaches profits targets. 100% of employees agreed to the plan. Most of them tried to create ideas to save money. For instance, employees agreed to wash their own overalls. The outcome was that the scheme generated an estimate $96 million and $40 million was paid out to employees. More important, the scheme played its part in getting employees focused on what was important in working cost-effectively and being involved in designing effective working methods. (Stredwick, 2005 P.355-356) Rewarding employees without needing to promote them. The Jennings Ford Accident Repair Centre (Case study 7) In the early 1890s Jennings main hobby was repairing and trading bicycles, moving into premises opposite the old Bridge Street showroom for sale of motorcars employing 6 people in 1911. The company, by meeting Ford Motor Companys exacting standards, was appointed an authorized dealer for Ford Motor Cars in 1917. The Jennings Ford Accident Repair Centre in Gateshead has received a reward from Ford Motor Company. Continuing to achieve and improve sales within the centre at the Eslington Park dealership has resulted in a reward for Jennings loyal and dedicated centre manger. The manager said They constantly strive to provide the best possible service to their customer and they are always looking at the ways how to future improve internal systems and procedures. (http://www.jennings-ford.co.uk/ ) Drawbacks of PFP Most of us are happy to see individuals rewarded for exceptional performance or effort and would like payment decisions to be based on such criteria. The problem arises when attempts are made to put the principles in practice. Wiscombe (2001) says that a system which is fair and objective in theory can easily fail to achieve when implemented. Arguing that PFP can have a role to play in organizations, but its positive effects are limited. Moreover, while not fundamentally flawed. PFP is difficult to implement effectively in practice. As a result, system fails as often as they succeed. The major reasons of failures are: Employees concentrate on their salary and bonuses instead of their jobs. Most of the staff is demotivated when they are told their ratings. Gallery Furniture Company (Case study 8) Jim Mclngvale, the owner-President of Gallery Furniture Company applied Dr. Demings advice to his business. In 1991, he took commissions, bonuses, and incentives of his sale persons but put it in to their salaries instead. These amazingly increase sales, profits and customer satisfactions; however, some sales people left the company because of disappointments but it still benefit the business in the long run. He also took the appraisal system off because he believes that his employees are not students. He treats his workers with respects and they do the same toward him.  (Mary Jenkins, 2002, p.170-171) People focus on their own objectives instead of cooperation with colleagues. Some managers change ratings for political reasons. When the results have an impact on pay levels, employees tend to downplay their weakness. As a result development needs are not discussed or addressed. Managers avoid demotivating their staff. As a result poor performers are reward as well as good performers. Homeserve Ltd: The new performance bonus (Case study 9) Jean Frear got a new job at Homeserve Ltd as the HR director. She tried to use new bonus payment method which she think it worked very well at her previous job, the Moddens Food. Normally, the engineers work on Mon to Fri and will get better overtime rate if they work on Sat and Sun. To make it more competitive, she cut the premium overtime rates for Sat and Sun also the evening delivery then based on working hours only. After one year of this experiment, she got the result. The number of the calls from customers is increase about missing parts of the hardware. Overall salary bill is higher than ever but the performance is going the opposite way. She found that the engineers tend to work only for their shifts and hardly willing substitute for the others on holidays or sick leave. (Leopold, Harris and Watson, 2005, page 222-223) PFP systems tend to discourage creative thinking, challenging of established ways of doing things and questioning attitude among employees. Low income often leads managers to reduce ratings, creating a situation in which perfect employee performance is not rewarded. Pay strategy at Eastern Power plc (Case study 10) At Eastern Power plc, they use the Pay for Performance method to calculate employees salary. To make it convenient, it will be decided by senior managements. After 2 years, this method has been complained as an unfair system by most of the employees. According to the line managements, they reported that they had no idea how to improve their performance because the method is unclear. (Leopold, Harris and Watson, 2005, Page 215) A general tendency is the increasing number of organizations where total compensation contains a part depending on performance. According to the consultation firm Hewitt Associates, 50% of the firms used pay-for-performance in 1990, and in 2000 already 80% (Wiscombe 2001). An analogous tendency is also witnessed in Estonia. According to the salary survey conducted by the consultation firm Fontes in 2005, compensation policies of 91% of the firms in the survey include some kind of pay-for-performance. Opinions about the effectiveness of pay-for-performance are different. The survey conducted by the Hewitt Associates in 2000 suggested that even these enterprises which have used the pay-for-performance system do not completely believe in its effectiveness: 21% of the firms said they do not believe its effect on improving work performance; 57% believed the effect was limited. A study conducted by the same firm in 1995 indicated that the pay-for-performance system had failed in 48% of the organizations (Wiscombe 2001, www.HYPERLINK http://www.workforce.com/archive/feature/23/06/78/index.phpworkHYPERLINK http://www.workforce.com/archive/feature/23/06/78/index.phpforce.com/archive/feature/23/06/78/index.php.) Results of other surveys confirm the success of using pay-for-performance. An analysis of pay-for-performance programmes conducted in the USA in the second half of 1990s suggests that performance improves in approximately two out of three programs (Heneman, Ledford, and Gresham 2000). There are various reasons for the contradictory opinions and results. One may be definitely different methods which are used, differences in business sector, lack of clarity of concepts used by researches. On the other hand, it can be assumed that application of pay-for-performance and its results can only be opposing because the creating, implementation of the respective system and assessment of the results must often link conflicting interests of different stakeholders. Other Case Studies Tele-working at the Mid Western Bank For The Mid Western Bank the Individual Performance is believed to be the best way to rate their staffs bonus payments. To make sure of this conclusion they set 4 aspects which are correctness, attendance levels, cooperation (which includes teamwork) and communication skills to confirm it. By making everyone concentrate on only their job, for the top performance employee can have 25 percents of their pay. Unfortunately, this result can be applied effectively with call centre staffs a competitive labour market. The other concern is that this method encourage employee to be more selfish and lost interest in helping the others and the absenteeism is also rising even though it will be effect the rating. (Leopold, Harris and Watson, 2005, Page 234) Nucor Corporation, United States Nucor Corporation, the largest steel producer in the United States. The secret to success is to give huge bonuses of 100% or even 150% to 160%, thus, every employee can see how the incentive arrangement affects their wages each week. Even in the down times, the company doesnt lay people off. Such as, the plant shuts down its production lines for a day or two a week but salaried executives still work. About 80% of Nucors employees are on this production-incentive plan. Other employees also have performance-based compensation. When the whole organization is involved: To make it work, the most important thing is the involvement of the whole company, even if there is only a 1 percent profit, it should be divided among everyone, including the administration. Everyone is part of the team building. For instance, gives non-production employees other awards -from a free dinners for outstanding work to one share of stock for every year of employment. (www.findarticles.com) Health Net of California Health Net of California announced that was paying $18 million to 70 physician groups statewide in recognition of their efficiency and quality in 2004. Of the total, $5 million was tied for the Pay for Performance program, which rewards physician groups for providing high-quality clinical care and customer service. In addition, Health Net is working with through the Integrated Healthcare Association to make wider the potential of Pay for Performance quality measures and increase the proportion of compensation for physician groups that present a commitment to quality and efficiency. PFP bonuses were paid to Health Nets commercial physician groups. The other quality disbursements, which are paid to commercial and Medicare physician groups, include shared-risk funds, financial investments in technology and a generic drug incentive program. (www.findarticles.com) Abbey National Alan Eagles role as Assistant Manager of the Abbey National Community Partnership is to identify opportunities for staff who want to volunteer. He run a matched time scheme where staff can claim up to 35 hours of paid work time per year to match their own volunteering time commitment. Why would a banker necessarily want to be a treasurer in their spare time? Employee volunteers are like any other volunteers they need to feel that their contribution is worth it. To ensure this, organizations need to offer volunteer roles that are properly thought out. They believe that an employee who volunteers can specify personal objectives for community activities, as well as work related goals, in their annual appraisal. If they achieve those goals they are financially rewarded. (http://www.voluntarymatters3.org/motivation/case_studies/case_study3.html) The Royal Bank of Scotland In 1998, the company launched RBSelect that is a total reward benefits package giving employees. The package is divided into six groups: private health cover; insurance, including life assurances for spouses and partners; saving such as voluntary contribution to pension schemes; lifestyle features, which include the managers company car, childcare vouchers and retail voucher; basic salary; and holiday. Even the Christmas bonus can be traded in for a different benefit. Employees can change their benefits package once a year. The new total reward system has been positively received and is expected to have a positive impact on recruitment and retention. (Boddy, 1998 P.282-283) The National Security Personnel System Nearly all of the employees in the Defense Departments new personnel system were rewarded for their job performance in their first paychecks in 2009, with the average pay raise and bonus totaling 8.35%. 98% of the more than 170,000 employees rated under the National Security Personnel System received performance-based payout, meaning their supervisors graded their work as a 3 or better out of 5 possible points. The majority of those employees 55.4% earned a rating of 3, defining them as valued performers. Worker in the Washington area received the highest overall increase of the General Schedule employees, at 4.78%. General Schedule employees have earnings potential beyond their annual raise, while under NSPS, within-grade pay boosts, quality step increase and bonuses are factored into the overall performance-based pay increase. (http://www.govexec.com/dailyfed/0209/021809b1.htm) Lloyds TSB STAFF at Lloyds Banking Group is set to get about pounds 80min bonuses despite amulti-billion pound bailout from the taxpayer. The payments were apparently authorized by the Government as part of the deal for it to take a controlling interest of at least 65% in the firm. The figure is lower than the pounds 120m Lloyds bosses were thought to be seeking, but will still provoke controversy over rewards for failure. Newspaper reports suggested that some 4,000 junior staff will each get about pounds 1,000 this year, making up half the pay-out. Unions have argued that staff from the former Lloyds TSB deserve to receive bonuses, because their side of the business remained in profit while its merger partner HBOS lost billions of pounds. A spokesman for Prime Minister Gordon Brown said Lloyds had agreed that there would be no discretionary bonuses paid in 2009 except to the most junior staff, earning an average of pounds 20,000. (http://findarticles.com/p/articles/mi_6784/is_2009_March_10/ai_n31418985/) General Motors-Powertrain Division In the mid 1980s, GMs sale was going down dramatically and looks to be continued for some times. On contrary, new Japanese company was booming. Behind their success GM found that they used Dr. W. Edwards Demings rules. After trying this method for one year GM Powertrains H.R. staffs agree that appraisal system has some flaws. (Mary Jenkins, 2002, p.148) Strategic approach to rewarding performance at Unilever At Unilever, to improve its employees performance and cut off unnecessary pay the manager created the model proved to be effective as global called Work Levels. With six levels of qualitatively different work in the company use to encourage people to work as a team instead of oneself. Predictably, many workers complained at the beginning but years after years it became clear that the method benefits both employees and the company. (Duncan Brown, Michael Armstrong, 1999, p.92-95) Conclusion The organizations having job evaluation in practice, are determined the causes of pay inequity through the carefully implementation of pay design that is based on base pay structure. A tentative effort to introduce this discrete and coherent function is required to carry out the comprehensive review. There must be a system of inequity recognition through the organization achieves its smart objectives and vital to prioritize the analysis which are very likely to enlighten on any potential inequities. It is a management tool that asserts the jobs of comparable value are treated and paid equally and emphasizes to estimate the size of inequity. Nevertheless, change in the pay system in any organization can be resistive. It can be suspected among the employee in term of pay changes, apparently. The purpose of pay system design should not be decrease or cut the employees pay rather than fixing the inequity within the organization and taking all the relative perspective into account before the implementation of the required method. To make it constructive, expert facilitation of job design team can be useful to ensure that safe and sound primary principles are going to be followed while the organization gets its cherished goals. In addition, where it eliminates many flaws in term of analysing the jobs worth but also effectively productive with the employers perspective. This method can be typically undertaken by the employers to prevent them from prejudice or discrimination and to establish a platform where everyone has got equal opportunity to build up their career. No doubt, it enhances and defines an appropriate and decisive track for any organization practicing this feasible method that can be comp

No United States without Mexico :: essays research papers

No U.S. without Mexicans   Ã‚  Ã‚  Ã‚  Ã‚  As a Mexican American in the United States I can honestly say that Spanish colonialism plays a crucial role in understanding the history of Mexicans in the United States. Spanish colonialism brought forth many factors that shaped the Mexican. One huge factor is religion. The Spanish brought a unified form of religion, we know it as Christianity. Secondly, with its priority of converting the indigenous people to Christianity, they migrated and created pueblos in what is now part of South Western United States. With its expansion and creation of Haciendas and Ranchos, the Spanish created a new style of culture, which is important in the shaping of the Mexican in the United States.   Ã‚  Ã‚  Ã‚  Ã‚  One of the most influential aspects of the Mexican in the United States is his religious beliefs. If not for the Spanish and their devotion to convert people to Christianity, life would be differently for the average Mexican. Spiritually, the Mexican looks to god for guidance and support. Growing up in a Mexican household, I can say that religion played an enormous role in my life. As a family, we would attend church every Sunday. I also attended catechism through the course of my childhood, which shaped me into the individual that I am today.   Ã‚  Ã‚  Ã‚  Ã‚  With its expansion of Christianity, the Spanish Colonialism created Haciendas, Ranchos and pueblos in the Southwestern United States. With these Haciendas and ranchos the Spanish brought a unique form of architecture. This Spanish Style architecture as it is now known is evident throughout the southwestern United States today. Large portions of Chicanos live in homes that are influenced by the expansion of Spanish colonialism. Spanish style architecture, with its enormous archways and brick cultured construction is one of the most elaborate and popular forms of architecture found today. Within these haciendas lies a cattle cultured economy which is extremely important now in the United States. The Spanish brought horses, cows, goats, and sheep to the United States. Cattle play a role on just about every person in the United States, for the United States thrives as a meat eating country. With the creation of haciendas a new style of culture would be created from th ese flourishing communities.   Ã‚  Ã‚  Ã‚  Ã‚  Mexican culture is extremely important in the lives of a Mexican. Religion, food, folklore as well as community contribute to the culture of a Mexican. The Spanish culture is well and alive throughout the United States.

The New Jim Crow: Mass Incarceration in the Age of Colorblindness, by M

The New Jim Crow: Mass Incarceration in the Age of Colorblindness is a book by Michelle Alexander, a civil rights litigator and legal scholar. The book discusses race-related issues specific to African-American males and mass incarceration in the United States. Michelle Alexander (2010) argues that despite the old Jim Crow is death, does not necessarily means the end of racial caste (p.21). In her book â€Å"The New Jim Crow†, Alexander describes a set of practices and social discourses that serve to maintain African American people controlled by institutions. In this book her analyses is centered in examining the mass incarceration phenomenon in recent years. Comparing Jim Crow with mass incarceration she points out that mass incarceration is a network of laws, policies, customs and institutions that works together –almost invisible– to ensure the subordinate status of a group defined by race, African American (p. 178 -190). Alexander (2010) describes the New Jim Crow as a moment where society have already internalized the stereotypes of African American men as violent and more likely to commit crimes and where mass incarceration has been normalized – especially in poor areas– . That is, today is seen as normal that black parents are missing in their homes because they are in institutions of control (p.181). She also stresses American society denies racism when they assume the justice system works. Therefore, she claims that â€Å"mass incarceration is colorblind† (p.183). American society does not see the race biased within the institutions of control. Alexander (2010) suggests mass incarceration as a system of racialized social control that functions in the same way Jim Crow did. She describes how people that have been incarcer... ...ople (p.195). 7) Symbolic production of race. Perhaps this is the most important category of her analyses. She stresses that mass incarceration as Jim Crow and slavery define and reinforce what being a black person means. During slavery being black meant to be a slave. During Jim Crow meant to be a second class citizen. And mass incarceration defines black people, especially men, as criminals. We can conclude with her analyses that the criminal justice in America is biased an even though I don’t agree with the suggestion Alexander has heard from other people that mass incarceration is a â€Å"conspiracy to put blacks back in their place† (p.5). It is clear that the justice system in the US is not completely fair, and that collective action must arise to struggle it. Works Cited Alexander, M. (2010). The New Jim Crow. New York, NY: The New Press. The New Jim Crow: Mass Incarceration in the Age of Colorblindness, by M The New Jim Crow: Mass Incarceration in the Age of Colorblindness is a book by Michelle Alexander, a civil rights litigator and legal scholar. The book discusses race-related issues specific to African-American males and mass incarceration in the United States. Michelle Alexander (2010) argues that despite the old Jim Crow is death, does not necessarily means the end of racial caste (p.21). In her book â€Å"The New Jim Crow†, Alexander describes a set of practices and social discourses that serve to maintain African American people controlled by institutions. In this book her analyses is centered in examining the mass incarceration phenomenon in recent years. Comparing Jim Crow with mass incarceration she points out that mass incarceration is a network of laws, policies, customs and institutions that works together –almost invisible– to ensure the subordinate status of a group defined by race, African American (p. 178 -190). Alexander (2010) describes the New Jim Crow as a moment where society have already internalized the stereotypes of African American men as violent and more likely to commit crimes and where mass incarceration has been normalized – especially in poor areas– . That is, today is seen as normal that black parents are missing in their homes because they are in institutions of control (p.181). She also stresses American society denies racism when they assume the justice system works. Therefore, she claims that â€Å"mass incarceration is colorblind† (p.183). American society does not see the race biased within the institutions of control. Alexander (2010) suggests mass incarceration as a system of racialized social control that functions in the same way Jim Crow did. She describes how people that have been incarcer... ...ople (p.195). 7) Symbolic production of race. Perhaps this is the most important category of her analyses. She stresses that mass incarceration as Jim Crow and slavery define and reinforce what being a black person means. During slavery being black meant to be a slave. During Jim Crow meant to be a second class citizen. And mass incarceration defines black people, especially men, as criminals. We can conclude with her analyses that the criminal justice in America is biased an even though I don’t agree with the suggestion Alexander has heard from other people that mass incarceration is a â€Å"conspiracy to put blacks back in their place† (p.5). It is clear that the justice system in the US is not completely fair, and that collective action must arise to struggle it. Works Cited Alexander, M. (2010). The New Jim Crow. New York, NY: The New Press.

Stalking Celebrities Essay -- essays research papers

The Stalking of Celebrities Stalking remains Hollywood's recurrent celebrity nightmare.1 Never before have we been able to know as much about a star as we do about a close pal. Thanks to publications and TV shows that cater to the public appetite for celebrity news, there's little privacy for stars. We learn the minor details of their lives--from an early schooling, to first kiss, last divorce, drug problems, hopes and fears.2 Celebrities on their own property are not safe from high-powered lenses, I will discuss what celebrity stalking is, why we should have harsher laws against stalking, and what the difference is between photojournalism and the paparazzi. I will prove that stalking celebrities just because there rich or famous is wrong. The law defines stalking as placing a person in fear of his or her safety, even without intent to carry out the threat.4 Being famous increasingly means living in fearSeventeen percent of the stalker's victims are celebrities.6 â€Å"Stalking of celebrities is not done by yo ur average autograph hound.7 The stalking behavior due to delusional disorders affects 3 out of every 10,000 people and only 1%-2% of all mental patients,† Dietz says. â€Å" But it is increasing as our culture promotes celebrities as the religion of the day.†8 â€Å"The knowing of the habits and secrets of celebrities has become a national obsession,† says James Swanson, a lawyer and author.9 There is roughly a dozen types of stalkers. Obsessive love motivates most celebrity stalkers, followed by erotomania--a person believing that he or she is loved by someone famous. Can't celebrities just put in a security system, hire a few body guards, have their fan mail checked and relax?10 It's not that simple. â€Å"There's a lot of terrorism involved in stalking that is life-altering,† Lane says. â€Å"Once you live in fear, you lose trust in people and become more isolated. It hangs with you for the rest of your life. That's a very high price to pay for fame.à ¢â‚¬ 11 Where stalking is concerned, society, it seems, wants to keep it a personal matter. Perhaps due to the mostly domestic context of the crime, most people rely on the out of sight, out of mind approach where stalking episodes are concerned. Cases are viewed as â€Å"lover's quarrels† or â€Å" personal matters,† and other people (often including law enforcement officials) choose to turn a blind eye--usually until it is too late to he... ...pers and magazines. This requires lying, bribing, and getting the photograph by any means necessary.22 A photojournalists is journalism in which news stories are presented mainly through photographs. This requires getting assignments from reporters, listening to scanners, and going to games or press conferences. They are there to summarize events and emotions through the lens .23 It's a lot of money when one considers that hundreds of photojournalists struggle to find jobs that average around $20,000 a year. Maybe a little more money could keep the press more focused on what is news?24 Not every news event is pleasant. There are times when people don't want to be photographed. Fires, car accidents, shootings--they are not pleasant, but they are news. I have discussed what celebrity stalking is, why we should have harsher laws against stalking, and what the difference is between photojournalism and the paparazzi. I have proven that stalking celebrities just because of their riches or fame is wrong. If you support my thesis you will go to http://www.soshelp.org/ and expand your knowledge about stalking. Celebrities' lives are like a diary open to the public, supplied by the press.