Students Absenteeism

INTRODUCTION Absenteeism, according to Merriam- Webster dictionary means chronic absence. In the context of the school it is the habitual or intentional failure from going to school. It cannot be denied that every now and then, students may miss some school activities and lessons. But it becomes a problem if the student will be away from school for many days. Chronic absentee students are placed at a disadvantage both socially and academically. They miss out on critical stages of social interaction and development with their peers and at the same time impacts negatively on their academic progress.This can result to low self-esteem, social isolation, and dissatisfaction that could well have precipitated non-attendance in the first place. School absenteeism is an alarming problem for administrators, teachers, parents, and the society in general, as well as for the pupils in particular. Unaccepted absence has a negative effect on peer relationship which could cause absence. Also, prolon ged absence can have deleterious effects for the child in later life. Students who are absent from the school are at the risk of dropping out of school early.Absenteeism also affects the teacher’s ability present class work in sequential and organized way. This can have an effect on the progress of all the students attending the class. One way of addressing this problem is to identify the causes why students become truant from school. Once they are singled out, understood and analyzed, specific actions and measures can be undertaken. This will eventually redound to the better performance of the students, teachers, and the school in general. II. Background of the study Jason Caringal is a student who belongs to heteroclass.He is already third year and he is not a shy type and silent student. He tends to sleep when he wants, and commit absences without informing his teachers. He have been absent two days in a week and though he will come to school he seldom participate in schoo l activities. III. Review of Related Literature A child or student’s interest is the most basic element that makes a group learning system work in an organize way. From the head to the base members of this organization, the condition of one may affect the others.This kind of educational system is comparable to a series light connection where in the state of one greatly affect the others. Population and percentage within that population which causes negative feedbacks can be primary reason of a poor product. The group or classroom type of organized way of learning has given that impact to the community being the commonly used system. Its effectiveness has been proven and has never been out of fashion. The relationship between the student’s physical presence on the class discussions and their learning performance are greatly relative.Class participation is just one way of measuring a child’s learning ability. In a class, the teacher-student relationship is one of the most fundamental units in student’s learning. When a student misses a day of school he/she must have lost the chance to hear others, interpret and analyzing the lessons or joins the interaction within the class. This lost is being rooted to two different courses and varying factors under these courses. The inquiry might be a family situation or an individual problem. Then, under these courses are the factors that contribute to a child’s regular truancy.These may be finance concerns, disability, psychotic imbalance, poor school climate, family health, transportation problems, drug and alcohol use, and differing community attitude towards education, (Savers, D. et al, 2005). Absenteeism in one angle view point is one of the most common causes of degrading performances of the students. Especially to those who are included in the advance intelligence curriculum, absenteeism causes a great lose and may result to giving up an aimed position. It can also cause social repl etion especially when a class is composed of a great number of students.This habit causes a dilemma to the school administration when big figures are involve and may decrease the school’s performance. On the other hand, contamination of sickness and disease can be avoidable because of the absences of a person (Marburger, D. ,2001) A student’s attendance may be the grounds of the results of his or her learning performance. School administration and faculty may also affect the absenteeism rate of their student, and so as the population of those who practice absenteeism affect the administration and the school itself.Absenteeism in students affects their school performances especially when they are in a group or teamwork for their assignments and projects. Since grouping will help develops the students’ cooperative and ability to share and gain knowledge from their group mates will also miss the opportunity of gaining knowledge from the absent student (Koppernhaver , 2003). According to Schmidt in 1983, absenteesm affects the students’ ability to get high scores in examinations which can cause the decreasing of grades or the student may fail and will cause him/her to repeat the same year level.Students who have spent time attending lectures or classes have a significant, positive effect on students’ performance. Students that participated exhibited higher grades and scores in examinations of the student. Marburger states tat the difficulty inferring the effect of absenteeism on performance because, once a student is absent in a class, he or she may miss the opportunity of learning other techniques. He found out that missing in class progresses the likelihood of missing examination material covered that day compared to the students who were present in the class (2001).It indicates that persistent absentees at an inner-city school in South Wales had significantly lower self concept self-esteem, more deprived socioeconomic backgroun ds, lower intelligence level, and more educational problems to control groups. Suggest that remedial measures for absenteeism should focus on raising self-concepts and changing attitudes toward school (Reid K. , 1982). Absenteeism is the most significant factor to affect the functioning of assembly lines in the development of the School Administration.Those high level of absenteeism have negative repression colleges’ effect to the production of quality levels of well trained students because of work specialization. The analysis of hundred absentees reveals hundred of instances of negative effect of building well discipline students for the future. In contrast to the empirical evidence it confirms that absenteeism produce higher level of problems, that value specialization among student has been significant reduced in the students’ achievements (Mateo R, 1998). Here are some causes of absenteeism . Lack of Subject Interest 2. Lack of Personal Interest in studies. 3. Ava ilable opportunities for entertainment like malls, movie halls etc. 4. The mental capacity of a students does not matches with the the course opted. 5. Too much Pamperness from family. 6. The poor teaching skills of a teacher also keep away student from the school. 7. Lack of confidence 8. Ragging also cause absenteeism 9. Lack of allied activities also causes absenteeism like no sports program, no fresher’s or farewell parties ,no annual day celebration etc. 10.Poor food of canteen may also be consider as one of the reason for absenteeism. 11. Poor infrastructure facility in school such as no place in a library to sit is also one of the reason of absenteeism. 12 Excess of homework and sometimes fear from examination keep away students from school/college. 13 Preparation for the participation in TV shows in dance musical or acting,G. K. contest programs also increase the percentage of absenteeism. 14. Preparation for examination causes absenteeism. 15. If school or college is far off the percentage of absenteeism may increase. 16.Over expectation of parents also deteriorate the attendance of a student when s/he is unable to cope with parent nature of making comparison among their own children of with the friends of their child. 17. Too much socialization causes absenteeism. It mostly happens during teen age and college when the students forms a group to freak out . 18. Inferiority complex within student causes absenteeism. V. Solutions made by the Teacher to remedy the cause of the problem A. Counselling approaches As a subject teacherer I talk to him and gave some advices in regards with his attitudes.I explained to him that it is not good to be always absent because it will affect his performance. It will be very hard for him to cope up with different activities. B. Parental involvement programs Parents know everything that happened to their child, with this as a solution I seek an advice from our guidance and from my CT. I shared that there is a need to talk with the parents of the child. I told to my student who is related to him that I’m going to talk with his guardians, and if they can able to visit the schools during their free time.During the visitation we talk the problem of his son, it became clear to us real reason of his always being absent and I asked also for their help in order to minimize his absenteeism. C. Student – Centered Agreements My student and I made an agreement, that though he made absences he should make sure that he will complete all the outputs and requirements upon submission in order for him not to be late an all his task or responsibilities. We also agreed that he will not commit absences unless he cannot carry himself in school. VI. Results or FindingsAfter adopting several solutions, I came up with this result. Student’s attendance is always affected by the health condition. Once the student is not feeling well the tendency of it is to absent on their class. If the teacher di d not give any concern with the problem of the student, definitely the performance of the student will fail. Otherwise if the parents did not coordinate to the school in regards with their son, problem may really occur. VII. Recommendations Having the basis from the findings the researchers offer the following recommendations that can be taken into considerations: . The school administration with the parents of the concerned students must conduct and effective conference dialogue with the help of findings of the study. 2. Solutions to the different areas of difficulty due to absenteeism can be taken action by individuals in their respective fields. 3. Orientation and briefing on these students might be conducted to all least they would commit to absenteeism with the help of the study. 4. Removing Sickness Parents, teachers, can control sickness by emphasizing upon school students to maintain a high standard of cleanliness and health.Physical check up must be carried out as programme . These measures will not only check the absences but will improve the overall health of the school pupils. BIBLIOGRAPHY Internet Resources http: /Q/What_are_the_causes_of_absenteeism_of_students http://www. merriam-webster. com/dictionary/absenteeism http://www. studymode. com/essays/Absenteeism-3-898789. html ACTION RESEARCH IN SOCIAL DIMENSION Submitted by: Kimberly Mae D. Rosales Jethro H. Salvan Sharmaine D. Fiedalan Angeli Rose E. Robles Shenalyn I. Ilagan Rolando L. Tampucao (ENGLISH MAJORS)

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Source and Scope of Authority The Joint Commissions main source of authority is governed by the Board of Commissioners that consists of a diverse group of health care experts. The corporate members include the American College of Physicians, the American College of Surgeons, the American Dental Association, the American Hospital Association, and the American Medical Association. The Joint commission also works closely with Congress to improve the quality and safety of health care (The Joint Commission, 2010). Structure The structure of the Joint commission is made of a diverse group of health care experts that seek to improve health care services. The Joint Commission’s Board of Commissioners and the corporate members collaborate on setting standards and requirement for health care organizations for improving health care and safety practices within the United States. The Joint Commission has set multiple standards for different health care programs. The standards and requirements must be approved by the Board of Commissioners. The Joint Commission also consists of several board committees’ that have specific areas of interest, such as executive, accreditation, performance measurement, standards, survey procedures. The Joint Commission also has a Board of directors who help provide consults to health care and focuses on global accreditation. The board members also serve as liaisons to many groups and committees that are affiliated with the Joint commission (The Joint Commission, 2010). Day-To-Day Responsibilities The responsibilities of the Joint Commission are to set standards to help improve the quality of health care services and provide safety guidelines for health care organizations. Their mission as a nonprofit organization is to continuously improve health care (The Joint Commission, 2010). The Joint  Commission accredits and certifies health care organizations by surveying facilities to ensure health care standards, performance measurements, safety guidelines have been implemented and carried out for better patient. The Joint commission sets standards and guidelines in compliance with federal laws to evaluate health care services. Health care organizations generally volunteer to seek accreditations from the Joint Commission by allowing expert surveyors evaluate their facility. The surveyors are made up of a multi-disciplinary team that spends an average of two days inspecting health care facilities. The purpose for the inspection is to evaluate a health care facilities standards, staff, regulations, policies and procedures, and quality improvement, and performance measurement. The Joint Commission surveyors generally look to see if the organizations governing board is taking part in ensuring that the facilities has facilitated safety and quality assurance program. In order for a health care organization to qualify for an accreditation, they must certain requirements. The requirements that health care facilities must meet before applying for an accreditation are, the organization must be located the United States and governed under the United States government, the facility works on improving quality of care, the facility has an indication of services provided, the facility addresses the standards set by the Joint Commission, the facility meets the requirements Medicare and Medicaid. Other responsibilities of the Joint Commission are to strengthen the safety of patients and build the trust and confidence of communities. The Joint Commission is constantly addressing specific areas to help hospitals improve their performance measurement. Effects on Health Care The Joint Commission has a direct effect on the health care system. The standards developed by the Joint Commission help health care organizations improve their care they provide. An accreditation from the Joint Commission is a seal of approval that is an indication to patients that the health care facility focuses on quality care and the safety of their patients. According to Ernest, (2009, p.48) â€Å"evaluating healthcare organizations and inspiring them to excel in providing safe and effective care of the highest quality value†, However, Ernest, (2009, p.48) also argues that The Joint Commission has placed the needs of the facility it inspects above those of  their patients. This is an indication that some of the standards set are burdensome to health care organizations and deemed unnecessary. According to (Doctors lash out, 2007), JCAHO requirements that become implemented are sometimes at odds with the real needs of patients even though they are supposedly driven to en sure patient safety. They take control away from the physician/nurse-patient relationship where it should be. Example of Agency Carrying out Duties An example of an agency carrying out its duties would be the Joint Commission and their mission to improve the health care and safety for patients. Health Care organizations, such as hospitals must comply with federal and state laws to protect the health and safety of their patients. A hospital that provides different services must meet the regulations and standards set for each service provided. The duties are carried out play a role in governments funding toward health care, such as Medicare and Medicaid. These government funded programs set certain standards that hospitals and other health care organizations must adhere to in order to qualify for reimbursement. The Joint Commission has set standards that must be carried out by health care organizations compositions, structure, and daily functions. Basically, a health care organization must carry out their duties because of the responsibility that encompasses the health care system a whole. Conclusion The Joint Commission is a nonprofit organization that is dedicated to improving the quality of health care and the safety of all patients. Their mission is to continuously improve the health care services within the United States. The Joint Commission has helped improve the quality of health care and how it’s delivered through a series of standards and regulations that health care organizations must comply with in order to meet the accreditation that symbolizes excellence in health care delivery. Through much collaboration with a diverse team, health care and health care safety will continue to improve through the ongoing effort and dedication from the Joint Commission.

Competition Analysis of Yahoo!

Competition Analysis of Yahoo! Yahoo Competition Today’s society relies heavily on the internet. People can spend hours a day on the internet, either for work or pleasure. With all the countless hours on the computer, what are people supposedly doing? Yahoo! desires to be the location that people spend all their time. How will Yahoo! create and sustain competitive advantage? What strategy will best serve Yahoo! on the race to the top between the other firms looking to have a digital theme park? To understand how Yahoo! plans to keep up with the changing economy, the resource-based view strategic model allows the analysis of both the internal and external perspectives of the firm. To create and sustain a competitive advantage Yahoo! should allow for differentiation and focus to its services. The resource-based view analyzes how the tangible resources, intangible resources, and the organizational capabilities work together to form a competitive advantage. For Yahoo! to have a competitive advantage against other companies with the same goal of the digital theme park, Yahoo! must take advantage of their tangible and intangible resources. Yahoo!’s tangible resources include financial, physical, technological, and organizational sources. Yahoo! started to turn around financially after Terry S. Semel took over as CEO. Semel brought structure and order to the â€Å"spontaneity that drove the firm’s decision during its go-go days† (Shamsie, 2007, p. 792). Yahoo! relied heavily on advertising for revenues of the firm under the old management. After Semel took over, he did not feel comfortable on relying only on advertising. Semel and his Product Council allowed premium services to be offered at a low rate. These low rates and advertising raised the company’s net assets. Yahoo!’s physical tangible resources include the company headquarters. After Semel took over, he â€Å"moved swiftly to chop down the 44 business units†¦to 5† (Shamsie, 2007, p. 792). The chopping down of cubicles also relates to the organizational tangible resources. Semel whole new order changed Yahoo! as a whole. The care-free culture turned into a culture with more order and structure. Yahoo!’s newly founded Product Council is made up of a group of managers. These â€Å"managers have to make formal presentations to bring up their new ideas in weekly meetings† (Shamsie, 2007, p.792). On the technological sector of the tangible resources, Yahoo! has search engine and other premium service technology. The search engine technology is from the company Inktomi. â€Å"Analysts claim that in terms of technology, Inktomi offers a search engine that is better than most others† (Shamsie, 2007, p. 796). The other premium services include job-hunting, personals, music, games, e-mail, and yellow pages. Yahoo! acquired the job-hunting service from the â€Å"buyout of HotJobs.com in 2002†¦the addition of this premium service has provided a significant boost to the firm’s revenue† (Shamsie, 2007, p.795). Yahoo!’s technology is directly related to the financial market of Yahoo!. As Yahoo!’s technology increased, the revenue of the firm also increased. An advantage in the technological sector that Yahoo! possess is â€Å"Yahoo!’s Yellow Pages, which provide them [customers] with the return addresses and driving maps† when searc hing and typing in area code (Shamsie, 2007, p 797). Semel also made deals with SBC Communications and Verizon Communications to help move Yahoo! into the broadband age. Yahoo!’s intangible resources include human skills, innovation and creativity, and the firm’s reputation. Semel is the reason Yahoo! turned around. Semel possess human skills that are not imitable. â€Å"Semel has also used the deal-making skills that made him a legend in the movie business to land crucial acquisitions and partnerships that would allow Yahoo! to tap into new sources of advertising revenue† (Shamsie, 2007, p. 793). Semel pushed through deals that the old CEO’s could not get. Innovation and creativity sectors include Semel’s organizational views and the creativity that came to the Product Council meetings. The last of the intangible resources is Yahoo!’s reputation. Yahoo! has been around for years, it is known for its free e-mail service, search engine, and its instant messenger. People can pay a little extra for a premium e-mail service that has a larger storage space than the free e-mail. Yahoo! is also known for its free fi nancial pages called Yahoo! Finance, which gives up-to-date information on stocks and bonds. Lastly, the resource-based view looks at the organizational capabilities which are â€Å"the competencies or skills that a firm employs to transform inputs into outputs† (Dess, Lumkin, Eisner 2003, p.93). Yahoo!’s organizational capabilities are the innovativeness of new and multiple services at one location. Yahoo! is no longer just a search engine, it is a powerhouse of different features that all intertwine together to create this multi-cultural funhouse. For Yahoo! to gain the competitive edge against the other firms like Google, MSN, and AOL, Yahoo! can focus on differentiation between its products. Porter’s three generic strategies involves overall cost leadership, differentiation, and focus. Overall cost leadership will not help Yahoo! sustain competitive advantage, but the combination of differentiation and focus will allow Yahoo! to outrun the other companies. Although most of the time, differentiation leads to failure but in Yahoo!’s case with its different interest areas that are already occurring differentiation will lead to success. â€Å"A differentiation strategy involves providing unique, high-quality products and services that promote a favorable reputation and strong brand identity and usually command a premium price† (Dess, Lumkin, Eisner 2003, p.209). Yahoo! already exhibits a strong brand identity since almost everyone in the world would know what Yahoo! is. Google has become one of the leading search engines in only four years because it can search millions of web-pages in milliseconds. Yahoo! can now compete with Google when Yahoo! made a deal with Inktomi for a new search engine. â€Å"Inktomi offers a search engine that is better than most others† (Shamsie, 2007, p.796). Yahoo! has many areas of interest that pertain to all different types of people. Yahoo! offers personal pages, email, financial pages, job-hunting service, etc. For the younger generation, Yahoo! offers on-line games, chatting, and a messenger service. Yahoo! already has differentiated its products, but so have the competitors. Yahoo! needs to obtain unique services that their competitors do not have. One thing that is unique for Yahoo! is the offering of music to its customers. Viewers can go on-line and watch music videos for free or for a fee, without commercial breaks. Yahoo! also differentiates its look to go with the seasons, not all web-pages do this. Using the combination of differentiation and focus strategies, Yahoo! will be able to focus individually on the different sectors of services. â€Å"For companies that pursue focus strategies, the Internet offers new avenues in which to compete because they can access markets less expensively and provide more services and features† (Dess, Lumkin, Eisner 2003, p.301). As Yahoo! accesses their intangible and tangible resources, managers can figure out which services to differentiate and which services need have a narrower focus. The tangible technological resources are the services that managers need to distinguish as profitable and valuable, and which services are not helping the company succeed in the jump to digital theme park. Semel should allow more focus to the product council meetings, so that managers would be able to get different services recognized. For the digital economy, the combination strategy of differentiation and focus is the best to have. The company’s resources all working together creates a successful business. Yahoo! demonstrates how a company can use the strategies of the resource based view, differentiation, and focus to obtain a sustainable competitive advantage. As long as Yahoo! uses their tangible and intangible resources efficiently and effectively they will be able to advance and compete with the other companies such as Google, MSN, and AOL. Tangible Resources: Financial- cut costs, advertising, premium services Physical- Cubicles Technological- Inktomi search engine, HotJobs, yellow pages, other features Organizational- Product Council, structure Intangible Resources: Human- Semel’s deal making skills Innovation and Creativity- meetings Reputation- free services, search engine Organizational Capabilities: Making a digital theme park Differentiation and Focus Services offered Design/Appearance Brand Identity Reputation References Dess, G. Gregory, Lumpkin, G.T., Eisner, B. Alan. (2007). Strategic Management 3e. New York, NY: McGraw-Hill. Shamsie, Jamal. Yahoo!. Michigan State University. Strategic Management 3e. (792-797). New York, NY: McGraw-Hill.

Sexual Harassment in the Workplace

Sexual Harassment in the Workplace Sexual Harassment Unwelcome lewd gestures, demands for sexual favors and other verbal or physical behavior of a sexual nature. A verbal badgering is in oral structure and incorporates uncomfortable and hostile teasing, clowning, addressing, joking or making suggestive comments or sounds, or verbal repartee. Though a sneer with foul suggestion, sexual movement or yearning meant by hand sign, lips licking or nourishment consuming and industrious being a tease are classified as non-verbal badgering. Covering the divider with pin-up, schedules, drawings, photos of bare and sparsely clad ladies or other sex-based materials and composing sex-based letter are viewed as visual provocation. Sexual presentation likewise falls under this manifestation of inappropriate behavior. Mental badgering damages an individuals mental prosperity and incorporates abusively consistent proposition for dates, rehashed undesirable physical closeness or social welcomes. Physical badgering incorporates tacky activity, for example , touching of a personal body part, tapping, squeezing, stroking, looking over against the body, embracing, kissing, petting and rape. All types of inappropriate behavior will be conduct that inspire sexual consideration There are a few sorts of lewd behavior one of it are sexual compulsion It is known as quid star qul inappropriate behavior in the United States. Sexual Coercion is a kind of provocation which has direct results in some result to the victimized persons occupation. It is occupation separation. Sexual pressure is under a state of occupation, where a straightforwardly or verifiably offer in keeping work or getting an advancement is made by a manager to a worker in return for sexual favors. Such individual regularly has the control over advancement or raise of the representative. In sexual intimidation, advancement and ideal occupation advantages will take after if a worker takes the focal point and agreed to sex. Actually, if the worker rejects, the employment advantages are denied. Next sorts of lewd behavior is sexual disturbance which confront by a large portion of the representative. It is otherwise called threatening environment inappropriate behavior. Then again, the irritating con duct makes a hostile work space which influences the exploited persons capacity to keep working. Lewd behavior is an unbiased offense, from a certain perspective: Men can sexually annoy ladies, and ladies can sexually irritate men. Notwithstanding, insights demonstrate that the mind larger part of inappropriate behavior claims and charges are brought by ladies asserting that they were sexually pestered by men. Individuals of the same sex can likewise sexually badger one another the length of the badgering is in view of sex as opposed to sexual introduction, which is not an ensured trademark under Title VII. Case in point, if a mans collaborators always assault him with sexually express photographs of ladies, and this makes him uncomfortable, he may have an inappropriate behavior claim. In the event that, in any case, a mans colleagues tease and disparage him in light of the fact that he is gay, that may not be unlawful badgering under government law as it is right now deciphered. In any case, such lead may be unlawful under laws instituted by specific states, or even urban areas . There several reason why is sexual harassment is happening. One of the reason is the attire of the individual that is tempting the opposite sex to approach them by wearing clothes that can see their flesh from the outside or wearing sharp colors under garment such as wearing a white color shirt and under garment is bright color for example, pink, red and so on. A manager suggests to a worker that the representative must lay down with him to keep an occupation. Business representative makes disparaging remarks about female clients to his collaborators. An office supervisor in a law office is made uncomfortable by legal counselors who frequently tell sexually express jokes. A clerk at a store squeezes and pets a collaborator without wanting to. A secretarys associates put down her and allude to her by sexist or belittling terms. A few workers post sexually express jokes on an office intranet announcement board. A worker sends messages to associates that contain sexually unequivocal dia lect and jokes. The harasser can be the victimized persons manager, chief, or colleague. A head honcho may even be at risk for provocation by a non-worker, (for example, a merchant or client), contingent upon the circumstances. There is stand out law in presence that verges on managing the issue of lewd behavior in Malaysia Penal Code, segment 509. The Penal Code, segment 509 gives that : Whoever, meaning to affront the humility of any ladies, articulates any words, makes any sound or signal or display any article, expecting that such word or sound should be listened, or such motion or item might be seen by such lady, should be rebuffed with detainment for a term which may reach out to 5 years or with fine, or with both. There are various steps that Human Resources (HR) can take to diminish the danger of lewd behavior happening in working environment. In spite of the fact that will be unable to make the greater part of the strides recorded beneath, Human resources ought to take the greatest number of them as they can. Receive a reasonable lewd behavior approach. In worker handbook, HR ought to have a strategy committed to lewd behavior. That arrangement ought to: characterize inappropriate behavior state in no questionable terms that you wont endure inappropriate behavior state that HR will teach or fire any wrongdoers set out an agreeable strategy for recording inappropriate behavior dissentions state that HR will examine completely any protest that any individuals get, and state that HR wont endure countering against any individual who gripes about lewd behavior. Train representatives. Once year behavior preparing sessions for representatives. These sessions ought to show representatives what inappropriate behavior is, clarify that workers have a privilege to a working environment free of inappropriate behavior, survey their protestation methodology, and urge representatives to utilize it. Train bosses and directors. In any event once a year, behavior preparing sessions for chiefs and administrators that are independent from the worker sessions. The sessions ought to instruct the supervisors and managers about lewd behavior and disclose how to manage grumblings. To take in more about managing representative grumblings, see Nolos article Guidelines for Handling Discrimination and Harassment Complaints. To urge exploited people to report inappropriate behavior, there ought to be sufficient measure to guarantee greatest privacy to minimize shame to the victimized person particularly at the time of reporting and in the process of examination conc erning the protestation. For a situation where the casualty of lewd behavior has endured a misfortune, for example, a downgrade or a disavowal of an advancement, it is fitting to restore such individual to his or her legitimate position at work. The victimized person ought to likewise be adjusted for any financial misfortune emerging out of a dissent of livelihood related profits which were legitimately because of him or her. Where the objection is discovered to be unjustified and unjustifiable, fitting cure ought to be conceded to the denounced individual if there has been any misfortune endured by such individual. Sexual harassment in the working environment exhibits a continuous and developing danger working in a organization. Today, the time is ideal for organizations to start to deal with their danger around there all the more carefully. Counteracting inappropriate behavior in the work environment obliges an impressive speculation of time and staff. At last, then again, these expenses will be balanced by huge investment funds in lawful charges and human services costs. Organizations will likewise profit from expanded laborer gainfulness. From a simply business point of view, an organization just stands to pick up on the off chance that it takes a serious, hard-line position on inappropriate behavior. Not just is it the correct thing to do, it is the brilliant thing to do. Sexual Harassment in the Workplace Sexual Harassment in the Workplace Introduction Equal Employment Opportunity Commission (EEOC) was established in 1975 and since this time sexual harassment has been one of its major issues that arise in the workplace on a day to day basis. Sexual harassment can be defined as â€Å"unwanted sexual attention that would be offensive to a reasonable person and that negatively affects the work or school environment† (Brandenburg 1997, p.1). The key word in this definition is â€Å"unwanted.† The EEOC has used its influence under the Sex Discrimination Act to support claims of sexual harassment at employment tribunals. It has also initiated investigation on organizations that had an excessive number of sexual harassment complaints. The guidelines by the EEOC about sexual harassment are defined as unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Bohlander Snell pg112) There are two types of sexual harassment quid pro quo harassment and hostile environment, in which the EEOC recognizes that, will elaborate on. We will also investigate the liability that is held by employers if sexual harassment is not recognized and how employers can prevent from being liable. We will also discuss how failure to adopt a pro-active and aggressive stance on this issue can result in costly lawsuits, and also be a loss of employee morale, decline in productivity, and an erosion of a companys public image. Review of Literature â€Å"A Legal and Psychological Framework† focuses on variety of points concerning sexual harassment. First of all, in the order for companies to act wisely they need to understand the whole issue of sexual harassment. They should consider the disturbing statistics behind an often hidden problem, the legal grounds available to victims, the current trends in the law, and the ways that companies can protect themselves. The Civil Rights Act of 1964 is an act that should be studied and acknowledged by all companies. It has made it â€Å"illegal to discriminate on the basis of race, color, religion, age, national origin and sex†. (Bladley Fishkin, 1998, p. 207). This gave birth to Title VII of the Act, which states that when a complaint is made, employers are obligated to investigate and take necessary corrective measures. In 1986, the Supreme Court held that employers can reduce the danger of being held liable for sexual harassment by establishing procedures calculated to encourage victims of harassment to come forward. Since then, almost 75 percent of companies with more than one hundred employees have adopted anti-sexual harassment policies. Most of those policies look very much like the Sample Antiharassment Policy reproduced in Barbara Lindemann and David Kadues Sexual Harassment in Employment Law, which first appeared in 1992. (Rosen, 1998, p. 25-35) If you are in management, now is the time to refine your sexual harassment policy so that it is in the spirit of your organizations values rather than written to the letter of the law, writes Rita Risser in a report in 1996 by Fair Measures Management Law Consulting Group. Your policy should go beyond [what the law forbids]. If you set your standards too low, one mistake by one supervisor could make you the next landmark case. Also, the EEOC accepts claims for conduct that clearly is not illegal. Since its costly to respond to such claims, its in an organizations best interest to minimize them. (Rosen, 1998, p. 25-35) Sexual harassment is embodied in two different forms and companies should be aware of them. The first type is Quid pro quo is a Latin term, which means this for that. It occurs when an individuals submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individuals submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes his or her mind can still bring quid pro quo harassment charges against the alleged perpetrator. For example, a supervisor promotes a female employee only after she agrees to an after-work-date, the c onduct is clearly illegal (Bohlander Snell, 2007, p 112). Hostile Environment is the second form of sexual harassment. This occurs when unwelcome sexual conduct unreasonably interferes with an individuals job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a get a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. A hostile work environment might include, repeated requests for sexual favors, demeaning sexual inquiries and vulgarities, offensive language, other verbal or physical conduct of sexual or degrading nature, sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view, and offensive and vulgar graffiti. SEXUAL HARASSMENT INTERVENTIONS Sexual harassment has an effect on people of all races, ages, and regardless of sex. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment and still today many organizations have failed to successfully implement adequate policies and procedures to address sexual harassment issues. According to the U. S. Equal Employment Commission, their agency received an increased number of filed grievances from 10,532 in 1993 to over 15,000 in 1998 (Ganzel 1998). U. S. Supreme Court rulings on cases such as Faragher vs. City of Boca Raton and Burlington Industries vs. Ellerth attempts to decrease the number of sexual harassment grievances filed with the EEOC and the court rulings are requiring employees to work in conjunction with their employer to resolve sexual harassment issues with the EEOC. This requirement places the responsibility on the employer to employ guidelines for preventing sexual harassment and it also places responsibility on the employee to follow the guidelines s et forth by the employer. In turn, the rulings are serving as a motivator to employers so that their action will be in compliance with federal laws. COMPANY POLICY It is important for companies to maintain effective compliance with the rulings of the Supreme Court. It is a requirement of all federally-funded organizations, as well as, schools to establish sexual harassment policies in writing, distributing the policies to employees, and to enforce the policies (Barrier 1998). Effective organizational policies on sexual harassment mush clearly identify (Ganzel 1998): 1)The behaviors constituting the harassment along with the companys intolerance of these behaviors 2)Channels employees must follow to report sexual harassment complaints to their supervisors or designated company representative 3)Strategies the company will follow in investigating and resolving a complaint to include confidentiality practices 4)Warnings that violation of the policy will result in punishments that could include dismissal Assurance that retaliation will not be allowed Good sexual harassment policies echo partnership among company executives, supervisors and employees, and among administrators, teachers and students. Sexual harassment is a demonstration of deeply held beliefs, attitudes, feelings, and cultural norms (Brandenburg 1997). It shows the abuse of power, a gender-power discrepancy, and sometimes power-related vengeance. Marjorie Fink, a national sexual harassment prevention trainer, attributes climate as a major element to guide prevention efforts (â€Å"Trainer: Stop Bullying† 1999). The climate in business and schools is unique. In some organizational climates, verbal teasing, dirty jokes, and sexual pictures may be the central behavior that mirrors sexual harassment; in other instances, improper touching, stalking, or shoving may be the behavior that reflects sexual harassment. As all members of a work organization or school become involved in establishing policy, these related issues can be more effectively addressed and behaviors pursued. GRIEVANCE PROCEDURES Companies and schools are finding internal grievances to be an effective tool to handle sexual harassment claims. Internal grievance procedures may save time, minimize emotional and financial expense, and be more sensitive to all involved parties (Brandenburg 1997, p. 53). In order to be effective, grievance procedures must include clearly defined informal and formal steps for employees to follow when submitting claims. Informal claims should specify how the harassed party should proceed with seeking advice or counsel about a proper response to the offending behavior. Also, informal claims should explain the process of mediation, negotiation, and problem solving that may be used to resolve the issue. In formal claim procedures, grievances are required to be submitted via writing and must present all related facts to the incident who, what, where, when, the scope of the incident, and the names of the individuals involved in the claim. Employees should submit sexual harassment claims immediately after the incident. It is also important for organizations and schools to specify the procedures that are required of employees or students to follow. Grievance procedures should also identify the party or parties to whom grievances must be submitted. According to the grievance officer model, all complaints are processed through a designated supervisor or officer; in the grievance board or committee model, grievances are submitted to a group (Brandenburg 1997). An advantage of the grievance officer model is that it includes one entry point for complaint submission. An advantage of this model is that is may require the harassed employee to deal with someone with whom he or she may feel uncomfortable with discussion the issue. The grievance board or committee model places the problem in the hands of many and has the disadvantage of requiring greater communication and coordination between committee members and the harassed employee which in turn makes the issue more difficult to remain confidential. SEXUAL HARASSMENT PREVENTION TRAINING All employees (supervisors down to line workers, administrators to custodial staff) must have clear and acquired knowledge of the companys policy and grievance procedures. In order to prevent or decrease sexual harassment allegations, it is imperative for organizations and schools to provide access to training for all employees and document their sexual harassment training participation and completion of the training program. It is important that the employees are made aware that although Supreme Courts rulings held companies liable for harassment by supervisors even when management was unaware of the incidents in which a harassed employee did not follow the companys reporting procedures or did not participate in company-sponsored sexual harassment prevention training (â€Å"Protecting Employees† 1988). Effective training should include training on Title VII of the Civil Rights Act of 1964 which prohibits sexual harassment, identify the required actions that may be categorized as sexual harassment, and describe the companys policy and its grievance procedures. Therefore, training provided should serve as a tool to enhance awareness of sexual harassment and present strategies for intervention. Effective training programs provide: 1)Good teaching and learning practices if training is descriptive, intensive, relevant, and positive 2)Involvement of all members of a company or school 3)Interactive problem-based learning experiences 4)Present information from a positive viewpoint, encourage healthy behavior rather than forbidding poor behavior 5)Teach intervention skills (Berkowitz, 1998) Help learners to recognize sexual harassment by providing them with appropriate and relevant definitions and examples of sexual harassment Help learners to interpret which behaviors indicate harassment Encourage participants to share their experiences and their tolerance for certain behaviors as a means of demonstrate their common ground Encourage participants to feel responsible for dealing with the problem Teach intervention skills and provide opportunities to practice them. Use role play scenarios to assist participants find comfortable and appropriate ways to express their discomfort with anothers behavior Assist participants to be free of retaliation. Explore participants fears about retaliation and provide examples of how interventions will be supported. Department of Defense 1995 Sexual Harassment Study In 1994, the DoD implemented 3 types of surveys regarding sexual harassment. The first survey (Form A) was a replica of a 1988 DoD. Disadvantages of the1988 survey was it did not provide opportunities for those responding to the survey to report certain types of behavior related to sexual harassment, the survey limited reporting of sexual harassment claims to occurrences at work, and it did not include items that measured various areas of importance such as how much training was being provided; how effective was the training; what were the opinions of the responders regarding the complaint process. Therefore, two surveys were compiled in which Form A provided comparative data and Form B permitted collection of important information that broadened the DoDs knowledge of sexual harassment in the active-duty member services in 1995. The main purpose of conducting the Form A survey was to compare sexual harassment incident rates between 1988 and 1995. Form B (the second survey), provided an expanded list of potential harassment behaviors of those survey participants, provided respondents to report sexual harassment experiences that took place outside normal duty hours and on/off a military installation, and the measures of service members perceptions of the complaint process and training. For research purposes, the third survey (Form C) was conducted with a small sample of active-duty members. The results from this survey were not calculated. Over 90,000 active-duty military personnel received one of the three surveys between February 15, 1995 and September 18, 1995. Approximately 30,000 members received Form A, 13,600 actually completed the survey resulting in a response rate of 46 percent. Form B was mailed to about 50,000 members with a completion number of 28,300 resulting in a 58 percent response rate. Form C was mailed to approximately 9,500 members and 5,300 surveys were completed with a 56 percent response rate. Major Finding 1: How much sexual harassment is occurring? How do 1995 results compare to those obtained in 1988? (Form A) Major Finding 2: Form B consisted of 25 items. Once the data was collected, it was analyzed and reported into five broad categories. This survey doubled the possible categories of reporting and broadened the circumstances under which harassment could be reported (off-duty hours, off-based). This survey concluded that 78 percent of women and 38 percent of men indicated that they had experienced one or more of the behaviors listed in the survey within the previous 12 months. Major Finding 3: Did service members consider the experiences they reported to be sexual harassment? Many of the service members did not consider the experiences they reported to be sexual harassment. Although 78 percent of the women and 38 percent of men checked one or more items, only 52 percent of women and 9 percent of men indicated that they considered experiences they checked on the survey to be sexual harassment. Major Finding 4: Comparison of surveys and results Based on the information collected from the three surveys, evidence shows that sexual harassment within active-duty military services has declined. Between 1988 and 1995, the percentage of women reporting incidents declined 9 percent while the percentage of men declined 3 percent. Method In our method we decided to have several different people complete an anonymous questionnaire that held a position at United Parcel Service. The questionnaires were handed during the employees lunch break and returned to us at the end of the work day. A large amount of sexual harassment is not reported due to embarrassment or being fearful of termination. Date of Birth Employer Name Have you ever sued anyone before for any reason? Yes No If Yes, Who have you sued? If Yes, Why were you suing them? What is your job title? When did you start working for your employer? Are you still employed there? Yes No If not, were you fired? Yes No If you were fired, when were you fired? What has happened that makes you believe you have experienced sexual harassment? What has been said to you? What is the job title of the person in relation to you that has said or done these things? Have you been touched physically in any part of your body, either with or without your consent? Yes No If you consented to being touched, or involved sexually, did you feel this was important to your job to do so? Yes No Have you reported this behavior to anyone at all? Yes No If so, to whom? Have you reported this behavior to anyone in management? Yes No If so, to whom? When? Was the report verbally or in writing? Verbal Written What was managements response? When did the acts that you believe were harassment take place? Have you had any emotional or psychological consequences from the sexual harassment in the workplace? Yes No Have you shared these experiences with a support group, a doctor, a minister, a spouse, or any other person? Yes No If so, with whom did you share? Have you had any physical illness or results from the sexual harassment? For example, breaking out in hives; insomnia (inability to sleep); nausea or vomiting; pregnancy resulting; headaches (migraine), anxiety attacks, shingles. Yes No If Yes, Why were you suing them? RESULTS Equal Employment Opportunity Data Posted Pursuant to the No Fear Act Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 *Unable to reconstruct data from FY 2002 through FY 2003 CONCLUSION We have determined that sexual Harassment is definitely not about sex, instead it is about power. This type of harassment is disrespectful and has no justification for the actions that are presented. Companies need to understand the sexual harassment and its severity that can be caused. All companies should have guidelines into place in order to protect themselves. One of the best tools is training on this behavior in order to prevent the action before it takes place. Companies can begin by describing the forms of sexual harassment, which are quid pro quo and hostile environment. Quid pro quo harassment occurs when â€Å"submission to or rejection of sexual conduct is used as a basis for employment decisions and hostile environment can occur when unwelcome sexual conduct â€Å"has the purpose or effect of reasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment.† Although, these two forms have different definitions the ir base point still remains the same â€Å"unwanted behavior.† Intervention is one of the major sources that companies can use in order to save themselves time as well as money on lawsuits. In addition, it can save the employee of any embarrassment they may feel. Sexual harassment continues to go till this day, but we must intervene the first time that it occurs. Allowing this type of behavior to continue is the mistake that is made so often. REFERENCES Berkowitz, A. D. How We Can Prevent Sexual Harassment and Sexual Assault. Educators Guide to Controlling Sexual Harassment 6, no. 1 (October 1998). Bohlander Snell. Sexual Harassment. Nations Business 86, no. 12 (December 1998): Bradley, David Fishkin, Shelley Fisher. (1998). The Encyclopedia of Civil Rights In America. New York: M.E. Sharpe, Inc., p. 207. Brandenburg, J. B. Confronting Sexual Harassment. New York: Teachers College, Columbia University, 1997. Ganzel, R. What Sexual-Harassment Training Really Prevents. Training 35, no. 10 (October 1998). â€Å"Protecting Employees-and Your Business. Nations Business 86, no. 12 (December 1998). Roberts, Barry S. Mann, Richard A. (2000, June 19). Sexual Harassment In The Workplace: A Primer. Retrieved July 2, 2005 from the World Wide Web: http://www.uakron.edu/lawrev/robert1.html Trainer: Stop Bullying and Teasing in K-6 to Prevent Sexual Harassment Now, Later. Educators Guide to Controlling Sexual Harassment: Monthly Bulletin 6, no. 4 (January 1999):

Technology, Belief Systems and the Individual in Dune and Foundation Es

Technology, Belief Systems and the Individual in Dune and Foundation Technology and belief have a great deal to do in making a good science fiction novel. Frank Herbert's Dune and Isaac Asimov's Foundation Series give excellent examples of this. Belief systems are defined as religious beliefs in a society. Technology is defined as the level of science achieved in a society. These two factors play separate roles in a society.   Yet, at times, they fall into the same categories like in the book Dune where science reflects religious aspects or in Foundation where the society depends on religion and social behavior to survive the onslaught of advanced technology. Religion might be a fuel to achieve a specific level of technology. Such as in the Bible, "Seek and you shall find." May mean that God wants all Christians to achieve the highest amount of experience that they are capable of. Religion gives an individual, morals and control, while science gives an individual the medium under which he can explore the hidden. Dune is a fine example that shows the mingling of religion and science and how it affects the individual or society.   Ã‚  Ã‚  Ã‚   Religion is the main idea in the book Dune.   The author states the different types of religions that come to pass since the beginning of this age. Before the coming of Muad'Dib (a savior), the desert people on the planet of Arrakis practiced a religion whose roots came from an undetermined source. Many scholars have traced the extensive borrowing of this religion from other religions. Many people were confused to find that so many ideas in one religion easily reflected another. From this confusion, the people of Arrakis formed a committee known as the Orange Catholic Liturgical Church. This ch... ...changeably. In other words religion and technology have to become a part of each other. In Foundation, these is a lack of religious beliefs and a lack of social behavior among the people and the government known as the Empire, until the savior discovers the truth and proves that a society cannot rely upon technology alone. In the book Dune on the other hand religion and technology are the cornerstones of the society and the people think of scientific events such as space travel as a religious event. However, this relationship becomes fragile as the greed among the people destroys those cornerstones and as a result, the society. In every community, religion and technology are together in harmony which brings order to an individual's mind, therefore it is very important to maintain that order in a society. Works Cited: Herbert, Frank. Dune. New York: Ace, 1965.

The Drug Heroin Essay -- Drugs History Narcotics Abuse Essays Illegal

Drugs Drugs have been around for hundreds of years. Indians were known to have used Opium and other drugs for medical and various other purposes. During the 7th Century A.D. in China a drug emerged called Opium. Opium, the dry juice from immature seed pods of the opium poppy plant, is a narcotic drug that is very powerful in the relief of pain but is also very addictive. At the beginning Opium was like any other drug, but then people unaware of the harm it could cause began to use it more and more often. During the 19th century in China there was a period called the Opium Wars where the use of Opium had become such a problem the government tried to prohibit it. But by then no one could stop its growth. In 1803 the compound responsible for the painkilling effect was found and called Morphine. This discovery brought even more use of Opium. Finally in 1898 a chemist discovered diacetylmorphine or Heroin. Heroin was at first considered a safer, stronger but less addictive pain killer and was used by doctors everywhere. However doctors soon found out that it was more dangerous and even more addictive. During the 70's heroin reemerged as a powerful drug but many were afraid to use it. Throughout the 80's strong anti-drug campaigns seemed to be winning the war on drugs. But, in 1996 people have become alert to the increase in Heroin addiction. Heroin use has doubled every year since 1992. What caused the use of heroin to increase? The growth of heroin abuse has increased in the United States because famous musicians and movie stars have been caught with the drug, because pop culture continues to make heroin seem glamorous, and because babyboomers have a relaxed view on drugs. To begin with, the abuse of heroin has increased because famous musicians and movie stars have been caught with the drug or have been known to use it. Kurt Cobain, lead singer for Nirvana, openly admitted to abusing the drug and checked himself into a detox center weeks before his suicide. Kurt Cobain had chronic stomach problems and was always looking for something to ease the pain. During an interview with MTV he commented on his stomach pain with, "The pain in my stomach made me feel like a junky so if I was going to feel like a junky I might as well become one." Cobain's stomach pains made him look, talk, and feel like a wrecked individual. So... ...s body or future. During the 80's there was a huge war against drugs. Many parents thought that the government was doing a good enough job of informing children of the risks about drugs and let their guard down. Obviously, the government did not do a good enough job of informing children of the dangers of drugs, recently there have been a number of studies showing that almost every illegal drug's use among teenagers has risen dramatically since the early 90's. In conclusion, the use of heroin has grown because rock stars and actors have been caught with the drug, because the media glamorizes the use of heroin, and because some parents have a carefree view of drug usage. Almost everybody knows at least one person who has at one time done an illegal drug. Anybody can become hooked on drugs. Today the percentage of teenagers using drugs keeps rising just as it was in the sixties. Chances are in the future there will be another strong anti-drug campaign just like the one in the 80's which will reduce the amount of drug abuse for future generations. When today's teenagers become parents what will the attitude on drugs be? Will it be more accepting or less accepting?

The Signalman by Charles Dickens Essay -- Charles Dickens Signalman Es

The Signalman by Charles Dickens 'Halloa! Below there!' †¦Ã¢â‚¬ ¦ A small expression that once understood strikes you with an essence of alarm, fear and intrigue. Throughout the short story of The Signalman, this quote was used several times and was repeated by several characters. Coincidence? Charles Dickens invites you to decide. This dissertation from www.coursework.info For the duration of this half term we have studied numerous short stories from the book Telling Tales. Throughout this period, we have developed our skills of assessing characters (characterisation), identifying language style and structure plus various others, and I will try to use my newly developed skills to answer our assigned question. Ultimately, we came round to The Signalman. The Signalman is a grim but well sustained story about an alleged encounter with something not of the natural world. This dissertation from www.coursework.info Throughout his story, Charles Dickens uses a variety of methods to create an atmosphere of tension, mystery and suspense. Suspense is created through supernatural horror and ambiguity. I will explore these qualities, which make this a good suspense story. The methods of creating tension include leaving characters anonymous, using similar gesticulation and supposed 'coincidences,' plus many others. Throughout this essay, I will explain all of these methods.cogd gdr segdgdw orgd gdk ingd fogd gd; The author of this short story was a man named Charles Dickens who wrote during the 19th century. The motivation for Charles Dickens writing this story was a terrible train wreck at Staplehurst, Kent, on 9 June 1865, in which several passengers died. Dickens was a passenger, and although he was fond of ra... ...ies entertaining; I think this is due to the twist at the end of the stories. To me this shows that an unexpected twist makes a good short story. It is evident that Dickens creates a lot of suspense throughout the story with the opening words and as he descends the cutting, looking at the signalman whose actions are very strange, plunging you immediately into the setting. Suspense is created as the signalman tells the gentleman of the strange happenings recently. Mystery surrounds the settings, which are even prone to something like this happening; the mystery also surrounds the two main characters, the Signalman and the narrator. They remain anonymous throughout so the mystery stays with them constantly. I feel that due to Dickens' ability to bring mystery and suspense to life are the main reasons behind what makes this story so fluent and mind initiating The Signalman by Charles Dickens Essay -- Charles Dickens Signalman Es The Signalman by Charles Dickens 'Halloa! Below there!' †¦Ã¢â‚¬ ¦ A small expression that once understood strikes you with an essence of alarm, fear and intrigue. Throughout the short story of The Signalman, this quote was used several times and was repeated by several characters. Coincidence? Charles Dickens invites you to decide. This dissertation from www.coursework.info For the duration of this half term we have studied numerous short stories from the book Telling Tales. Throughout this period, we have developed our skills of assessing characters (characterisation), identifying language style and structure plus various others, and I will try to use my newly developed skills to answer our assigned question. Ultimately, we came round to The Signalman. The Signalman is a grim but well sustained story about an alleged encounter with something not of the natural world. This dissertation from www.coursework.info Throughout his story, Charles Dickens uses a variety of methods to create an atmosphere of tension, mystery and suspense. Suspense is created through supernatural horror and ambiguity. I will explore these qualities, which make this a good suspense story. The methods of creating tension include leaving characters anonymous, using similar gesticulation and supposed 'coincidences,' plus many others. Throughout this essay, I will explain all of these methods.cogd gdr segdgdw orgd gdk ingd fogd gd; The author of this short story was a man named Charles Dickens who wrote during the 19th century. The motivation for Charles Dickens writing this story was a terrible train wreck at Staplehurst, Kent, on 9 June 1865, in which several passengers died. Dickens was a passenger, and although he was fond of ra... ...ies entertaining; I think this is due to the twist at the end of the stories. To me this shows that an unexpected twist makes a good short story. It is evident that Dickens creates a lot of suspense throughout the story with the opening words and as he descends the cutting, looking at the signalman whose actions are very strange, plunging you immediately into the setting. Suspense is created as the signalman tells the gentleman of the strange happenings recently. Mystery surrounds the settings, which are even prone to something like this happening; the mystery also surrounds the two main characters, the Signalman and the narrator. They remain anonymous throughout so the mystery stays with them constantly. I feel that due to Dickens' ability to bring mystery and suspense to life are the main reasons behind what makes this story so fluent and mind initiating

Corporate Culture

Corporate culture has been said to be the toughest component of a business to change. Do you agree or disagree with this statement and why? I do believe In this statement and believe that It Is actually true. The company's culture Is something that consists of the values, norms, and the goals of the organization. When all of these things are put together, they form the culture of that company. Any company that is being unethical can obtain all of these goals. However, they must surely stand to fall in the future. Unethical behavior will always come to the light in given time.If a company selects to run In an organized, ethical way – then the company will surely not need to change their culture but to build on It and Increase positivist in It. A company that hasn't been running so smoothly and In the ethical way will have a hard time in changing its ways. When we think of culture – we think of a large term with a large meaning. For example, if the United States wanted to change something culturally, then we would have a very hard time in doing so. First because our ultra is NOT to do what someone else says to do but what we, in general, say to do.It can be the same with a business. Even though It may be easy for the company to see the rewards of changing the culture of the business, actually Implementing and following that change will be difficult. Define the five types of power according to French and Raven's theory. Provide examples of each. According to this theory, there are 5 types of power: Coercive, Reward, Legitimate, Referent, and Expert. Coercive power is something, or an action, that someone in power will take in order to make hangs go their way. Threats and punishment are common tools of coercion. Implying or threatening that someone will be fired, demoted, denied privileges, or given undesirable assignments (French and Ravens Five Forms of Power, Reward power is something that someone will do in order to â€Å"praise† an employe e; obviously only a person who has access and the ability to reward people. † Raises, promotions, desirable assignments, training opportunities, and even simple compliments (French and Raven's Five Forms of Power, n. D)†.Legitimate power is a â€Å"type of power that can be unpredictable and unstable. If you lose the title or position, legitimate power can Instantly disappear – since others were Influenced by the position, not by you. Also, your scope of power Is limited to situations that others believe you have a right to control. If the fire chief tells people to stay away from a burning building, they'll probably listen. But if he tries to make people stay away from a street fight, people may well ignore him (French and Raven's Five Forms of Power, n. . )†. Referent power â€Å"Is sometimes thought of as charisma, charm, admiration, or appeal. Referent power comes from one person Liking and respecting another, and strongly Identifying with that person In some way. Celebrities have referent power, which is why they can influence everything from what people buy to whom they elect to office. In a workplace, a person with charm often makes everyone feel good, so he or she tends to have a lot of influence (French and Raven's Five Forms of Power, n. D. )†.Lastly, expert power is† when you have knowledge and skills that enable you to understand a situation, suggest solutions, use solid Judgment, and generally outperform others, people will probably listen to you. When you subject matter expert, your ideas will have more value, and others will look to you for leadership in that area (French and Raven's Five Forms of Power, n. D. )†. Reference French and Raven's Five Forms of Power: Understanding Where Power Comes From in the Workplace. (n. D. ). Retrieved September 6, 2014, from http://www. Middleton. Com/ pages/article/Newell_56. HTML

Business Culture in Italy

Doing business abroad introduces international business people to differences in approaches to business, business etiquette and protocol. Although these may not be crucial to business proceedings they should not be dismissed as unnecessary. Cross cultural awareness can enhance the potential of the international business person's trip considerably. Let us look at a brief example: There are two business people each planning on doing business in Italy. Both have similar proposals. One ignores the possible impact of culture and concentrates their efforts on the business proposal. The other also invests time and energy in the proposal but in addition realises that doing business in Italy is a lot different to doing business in the UK or USA. They look into the business etiquette of Italy, the way in which meetings are conducted and negotiation styles. Nine times out of ten the latter of the two will have the advantage. They will be able to tailor their proposal and demeanour to gel better with the Italian way. In addition, they would endear themselves to the Italian hosts. This guide to doing business in Italy is designed as a brief introduction to areas business people should take into consideration before travelling to Italy. Doing Business – Etiquette Good manners and courtesy are prized qualities in Italy. When doing business in Italy ensure your conduct is always polished. There are etiquettes and protocols for many social and business situations, however, it is important to remember that Italians rate considerateness above behavioural formulas. When meeting and departing always shake hands. This is valid for both individuals and groups. After doing business in Italy for a period of time and building relationships do not be surprised if you are embraced when being met. This indicates the relationship has reached an intimate level. When doing business in Italy you will notice that little personal space is left between people when interacting. In addition, Italians are a tactile people. Moving away or keeping your distance may be interpreted as cold and unfriendly. If you are familiar with Italian, use the polite ‘lei' form until a relationship is established, then use the more informal ‘tu' form. When doing business in Italy, address people using ‘Signor' (m) or ‘Signora' (f) followed by their surname. ‘Dottore' (m) or ‘Dottoressa' (f) is used for those who have graduated. When doing business in Italy, dress to impress. It is no coincidence that Versace, Gucci, Prada and Dolce & Gabbana are all Italian fashion houses. Italians like to make an impression with their clothes. What you wear speaks volumes about the kind of person you are. Doing Business – Punctuality Italians are usually relaxed around issues relating to time. Being late with a good reason will not have any negative consequences. However, deliberate lateness is considered sloppy and taking people's time for granted is simply rude. When doing business in Italy err on the side of caution and aim to be punctual. Doing Business – Business Entertaining Hospitality plays a key role in Italian business culture. Invitations to lunch and dinner are to be expected when doing business there. At such occasions a small exclusive group will usually be present. Each attendee will have a particular interest in your visit. If you plan to host a meal, ask the most senior Italian contact who you should invite. Dining does have certain protocol in Italy. However, do not place too much emphasis on this as more time would be spent worrying about etiquette mistakes than enjoying the experience. Major etiquette tips are that the most honoured guest sits at the middle of the table or on the right of the host; the host always pays; pass dishes to the left; keep your knife in the right hand and fork in the left and do not answer phone calls at the table. Doing Business – Meeting and Negotiations Italians prefer to do business with someone they know. When doing business in Italy, use contacts and networks to introduce you before proceeding to set up meetings. To arrange a meeting write, in Italian, first. Follow this up with a phone call, fax or e-mail. The best time for meetings is between 10 – 11 a. m. and after 3 p. m. Avoid August as most businesses will run on skeleton staff due to holidays. Negotiations can be slow. Demonstrating a sense of urgency is seen as a sign of weakness. At the beginning of a meeting avoid business and concentrate on some small talk. Topics of discussion could include Italian culture, food, wine and football (soccer). Italians will take away proposals and analyse them carefully. Be sure to offer as much information as possible in written form for them to take away. A known Italian tactic is to dramatically change demands at the eleventh hour to unsettle or test the flexibility of their counterparts. Remain firm. Location: Southern Europe, bordering Austria 430 km, France 488 km, Holy See (Vatican City) 3. 2 km, San Marino 39 km, Slovenia 232 km, Switzerland 740 km Capital: Rome Climate: predominantly Mediterranean; Alpine in far north; hot, dry in south Population: 58,057,477 (July 2004 est. ) Ethnic Make-up: Italian (includes small clusters of German-, French-, and Slovene-Italians in the north and Albanian-Italians and Greek-Italians in the south) Religions: predominately Roman Catholic with mature Protestant and Jewish communities and a growing Muslim immigrant community Government: republic The Italian Language Italian is the official language of Italy, and 93% of population are native Italian speakers. Around 50% of population speak a regional dialect as mother tongue. Many dialects are mutually unintelligible and thus considered by linguists as separate languages, but are not officially recognised. Friulian, one of these dialects, is spoken by 600,000 people in the north east of Italy, which is 1% of the entire population. Other northern minority languages include Ladin, Slovene, German, which enjoys equal recognition with Italian in the province of Alto-Adige, and French, which is legally recognised in the Alpine region of the Val d'Aosta. Albanian is spoken by 0. 2% of the population, mainly in the southern part of Italy, as too are Croatian and Greek. Catalan is spoken in one city, Alghero, on the island of Sardinia, by around 0. 07% of the population. On the rest of the island, Sardinian is spoken by over 1m, which comes to 1. 7% of the Italian population.