Medea by Euripides and by Seneca free essay sample

Major trends in corrections Essay Example for Free

Significant patterns in adjustments Essay Elements of photography in police examination: It very well may be to recuperate utilizing of photography, the agent explained the wrongdoing by looking at the photo and distinguish who is the culprit. It very well may be to advise It very well may be to record-to record the wrongdoing scene itself and to record the proof. It very well may be to impact It very well may be to engage It very well may be to change It very well may be to protect to safeguard all the proof that caught in the wrongdoing scene. Despite the fact that the wrongdoing scene is cleaned there are the photos to be analyzed. It very well may be to design It very well may be to utilize utilized in analyzing wrongdoing scene. What's more, it is utilized as proof. It very well may be to play 2010: The time of the remedial officerIn a time of fixed moves, official vacations, and expanded media consideration, officials stood strong.| By Barry EvertEvery year I am gotten some information about the year earlier. Honestly, I once in a while consent to this since it typically has small preparing esteem. This year, however, I have made the special case. 2010 was a great deal of things to many individuals. Generally speaking, presumably, it was a harsh year for most understanding this. 2010 was not the time of the monster, or the time of the canine; it was the time of the Correctional Officer.Budget cuts was the tune sung from high at pretty much every state house working in the nation. Legislators gladly strutted themselves as the rescuers of the economy as they sliced open security spending plans to new lows. Simultaneously new spending programs were established for everything from the security of tree frogs to building extensions to no place. At the base of this heap was redr esses. Many police offices had the option to shout uproariously enough to get enough financing to keep their areas of expertise running, yet scarcely. At the point when Corrections offices made a similar call, we were to a great extent disregarded. Numerous states executed a â€Å"furlough† program, or something comparative, that cut the compensations of the least paid representatives. On this, preparation was sliced to an untouched low, while the recruiting of new officials was solidified. Basic math discloses to us that it was likewise time for an entire age of officials to resign. They presently can't seem to be supplanted, so obligatory additional time is the standard. During the development of the prominence of rocks in the mid 80’s, wrongdoing rose to an untouched high. Detainment rates shot through the rooftop simultaneously. This, alongside harder condemning laws, prompted a rush of jail fabricating and recruiting. By the mid 90’s, most divisions had grown out o f themselves, and were urgently employing the same number of individuals as they could. Those officials are presently due to resign. Not many states mulled over this, so as we entered for the current year under spending cuts, we were required to accomplish more with less much less.So was 2010 a misfortune? Not actually. Through the entirety of this, the network has taken in a significant exercise on the off chance that they decide to look. In practically some other calling, these decreases in pay, alongside an expansion in peril at the workplace, would have prompted cataclysmic work stoppages, or enormous scope fights. Be that as it may, nobody left their obligations. Nobody picketed. Also, as far as I could possibly know, there were just a couple of little scope dissents by officials. By the day's end, feeling undervalued and came up short on, prison guards check in the wake of shielding society from those they have detained. With a large number of the assets cut or gone, we continued on ahead and carried out our responsibility. Indeed, a few missteps were made. Many were because of an absence of assets or outright worn out officials committing errors. With less assets set up, and with less staff, the normal official worked considerably harder than expected, and did as such at a limited salary.No walk-outs, no â€Å"blue flu,† no disobedience. I could never have anticipated less from us as a gathering, however others are beginning to observe. Individuals who have never managed remedies are beginning to comprehend our difficulty. It was not on the grounds that we sat on the floor and pitched a temper fit about our working conditions, yet it was through our proceeded with devotion to the security of general society, paying little heed to what was tossed at us, that individuals are beginning to observe us. 2010 was the time of the Correctional Professional. I have never been prouder to be a piece of a gathering of individuals than I am today. I understood this around a half year prior when I caught a few officials talking. The officials were talking about a significant association meeting that had recently occurred. During this gathering, the chance of striking had come up. It was chosen at this meeting the participation of this association could cast a ballot to strike in the event that they felt it important. The officials were talking about the chance of a strike. When the brief discussion was finished, the entirety of the officials left concurring that there was no chance they could ever strike, regardless of whether it was lawful to do as such. The reasons ran from not having any desire to leave their siblings and sisters behind, to feeling that they were officials first, patrons second. Do you figure this discussion would have been the equivalent had it been on the floor of a factory?This estimation immediately spread all through the state, and it was clarified to this association that striking isn't currently, and never will be a choice; it is smarter to leave. This came out of the mouths of officials who, similar to me, had endured a 15% compensation decrease, an expansion in their clinical installments, and an increment in retirement commitments. Numerous officials have lost their homes, or have had individuals in their family, or themselves, take on another activity. Through everything they are still dedicated.This is the reason this has been the time of the Correctional Officer. Despite the fact that this has been an intense year, and things are not looking any better for one year from now, individuals outwardly are getting the chance to recognize the truth about us. How often have we stated: â€Å"If individuals just realized what we went through.† The individuals are tuning in, so talk shrewdly and keep your head up. Don’t ever overlook why you wear that uniform, and keep on being the glad, devoted officials we realize you can be.So I raise my glass as we go through the last piece of this current year, to those we lost for the current year. To the entirety of our siblings and sisters who have made a definitive penance: You are not overlooked. To us all who keep on ensuring, I state: Bravo! The individuals are at long last beginning to tune in. Ensure you are stating the privilege things.Be safe out there people, and gathering rationally.

13 Components of Effective Alcohol Treatment Programs

13 Components of Effective Alcohol Treatment Programs More in Addiction Coping and Recovery Methods and Support Overcoming Addiction Personal Stories Alcohol Use Addictive Behaviors Drug Use Nicotine Use How can you tell if an alcohol treatment program or facility is effective? What are the components and ingredients of programs that get the best results? Ensuring Solutions to Alcohol Problems, a research-based project at George Washington University Medical Center, reviewed research literature and consulted with professionals in the treatment and rehabilitation industry to identify 13 active ingredients of effective alcohol treatment. Features of Effective Alcohol Treatment Early detection including screening and brief interventions (for non-dependent problem drinkers). The earlier treatment for drinking problems begins, the better the chance for success.Comprehensive Assessment and Individualized Treatment Plan: Treatment for alcoholism and drug abuse is not a one-size-fits-all proposition. Not all patients require the acute care approach.Care Management: Treatment programs need to be carefully managed every step of the way, sometimes involving family members and friends, from the initial assessment through continued follow-up after the intervention program ends.Individually Delivered, Proven Professional Interventions: Several interventions, based on different treatment philosophies, can be effective in reducing alcohol consumption depending on the patients gender, the severity of dependence and motivation to change. Effective treatment programs will offer more than one approach.Contracting With Patients: Also called contingency management or behavior contracting, contracting with patients to reward good behavior and to punish bad behavior can improve treatment outcomes.Social Skills Training: The basis for cognitive behavioral therapy, people with alcohol problems can be taught to recognize stressful situations, in which their drinking has been a problem in the past, and skills to help them cope with those situations.Medications: Medical treatments cannot cure drinking problems, but they can be combined with other interventions and therapies to produce a treatment that is even more effective.Specialized services for medical, psychiatric, employment or family problems. Treatment programs need to be targeted at the individual needs of the patient through problem-to-service matching.Continuing Care: Most who enter treatment have at least one relapse. Follow-up contact, as well as participation in support groups, have both been shown to improve long-term treatment outcomes.A Strong Bond With the Therapist or Counselor: Research sho ws that counselors and therapists who bond with patients through empathy, rather than confrontation, are powerful motivating influences in alcohol treatment.Longer Duration for Alcohol-Dependent Drinkers: How long a patient stays in treatment matters more in most cases than if a patient is treated in an inpatient or outpatient setting. Studies indicate that outpatient treatment lasting less than 90 days results in poorer outcomes.Participation in Support Groups: Project MATCH and other studies in the 1990s definitively proved that participation in support groups, such as Alcoholics Anonymous, can be an active ingredient of treatmentâ€"  both during a professional intervention and after.Strong Patient Motivation: All approaches to alcoholism recovery depend on the desire of the person to get and remain sober. Effective treatment programs enhance this motivation with intervention and therapy.

Racism in Othello and An Echo in the Bone - 2296 Words

Every emancipation is a restoration of the human world and of human relationships to man himself. MARX, Zur Judenfrage (1844) It has often been mistaken that racism only exists between those who are black and white. This of course, has largely been influenced by colonialism and slavery in the New World. Carlos Hoyt Jr in his article, ‘The Pedagogy of the Meaning of Racism: Reconciling a Discordant Discourse,’ states that although several key concepts in the study of diversity, social bias, and social justice are somewhat nebulous and overlapping, for example, culture, race and ethnicity, there†¦show more content†¦Racism hummed within the veins of the oppressed and the oppressors alike and blanketed the atmosphere within that era and in the play as well. Through the nine night ritual and a series of possession and flashback techniques, Scott further illustrates the atrocities of slavery and racism and the traumatic effects it has on the oppressed even after emancipation. This causes one to question the real meaning of emancipation. Even after fifty two years of independence Jamaica an d the Caribbean society has yet to liberate themselves from slavery and racism. Though we are not shackled and bound by chains, evidence of this trauma is still rooted deep within our minds. From skin bleaching to the notion that foreign is better and the ‘crab inna barrel attitude’ displayed by the majority of Jamaicans it is obvious that the freedom fought by our fore fathers to gain was in vain. Like Marcus Garvey who pleaded with us to emancipate ourselves from mental slavery, Bob Marley who sang songs of redemption, King who had dreams of a better tomorrow, Malcom X who fought for equality and Mandela who endured humiliation behind bars fighting against the apartheid system in Africa, Scott in his play seeks to give a voice to the disenfranchised. By incorporating the nine night ritual the playwright places emphasis on possession, this he demonstrates through the

Ruminant Nutrition - 747 Words

Supplementation of folic acid in ruminant Consequently, the role of FA in ruminant nutrition has largely been ignored. As folate plays crucial role in DNA synthesis and methionine cycle, its requirement increases during gestation and lactation. Recent evidences however, suggest that microbial synthesis may not be adequate to meet the high demand of FA during gestation and lactation (Ragaller et al., 2008). It is now quantitatively known that microbial synthesis of FA ranged from 16.5 to 21 mg/d in a high yielding cow weighing 650 kg and producing 35 kg of milk per day, whereas, the estimated requirement was 35 mg/cow (Scwab et al., 2006; Santschi et al., 2005). There are some studies which indicates that supplementation of FA increased the†¦show more content†¦This might be due to increased rumen activity due to increased supply of degradable carbohydrates. However, other studies (Santschi et al., 2005) did not observe any difference in rumen folate concentration in cows fed either 37 or 70% forages. Lower concentra tion of rumen folate in cows on high forage diet was attributed to the fact that most fibrolytic bacteria take up folate. A recent study shows evidences that fibrolytic bacteria need FA acid for growth and multiplication (Wang et al., 2016). Similarly, Heyes et al. (1966) and Girard et al. (1994) reported decreased rumen concentration of folate in cattle fed high forage diets. It is already demonstrated that Ruminococcus flavifaciens require folic acid, tetra-hydro folate or para-amino benzoic acid for growth and multiplication (Ayers, 1958; Slyter and Weaver, 1977; Scott and Dehority, 1965; Bryant and Robinson, 1961). Two strains of Rminococcus albus also required FA (Bryant and Robinson, 1961). Supplementation of rumen protected folic acid (RPFA) at 0. 0.6, 1.2 and 1.8 g/d to steers provided 0, 18.2, 36.4 and 54.6 mg/d of folic acid to rumen microorganisms, respectively. The influence of supplementation of RPFA on rumen fermentation was mostly quadratic (Wang et al., 2016). Secretion of cellulytic enzymes depend on the growth and multiplication of cellulyticShow MoreRelatedEssay about Placental Ruminants and Herbivorous Marsupials of Australia3561 Words   |  15 PagesPlacental Ruminants and Herbivorous Marsupials of Australia The marsupial animal species that have evolved on the isolated continent of Australia are unique compared to the rest of the animal kingdom in many ways due to the harsh and distinctive environment found on the continent. The major area of marsupial biology that distinguishes them from all other eutherian mammals is their mode of reproduction. 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Our food should not be treated like sweat shops; I am talking about CAFO (Concentrated Animal Feeding Operations). Allen Trenkle, Ruminant Nutrition Expert Iowa State University said, â€Å"Animals evolved consuming grass and some research found that a high corn diet results in e coli that are acid resisted and that are the more harmful e coli† (qtd. in â€Å"Food Inc.†) The cow’s diet and livingRead MoreRural Food Security And Nutrition4387 Words   |  18 Pagesfood security and nutrition in southern Africa- a review Abstract The need to increase poultry production in southern Africa to meet the increasing protein requirement of the growing population is becoming a great concern. The quality of poultry meat and eggs produced in terms of taste, texture, flavour and leanness are of importance to consumers. 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God Is Great Free Essays

‘God is great, God is good, now we thank him for our food. ’ This simple prayer reflects twin commitments in Christian belief to God’s greatness and God’s goodness. Yet Christian theodicies have often averred to God’s greatness to the detriment of his goodness. We will write a custom essay sample on God Is Great or any similar topic only for you Order Now Let us interpret God’s greatness in a manner other than power. Indeed, let us consider God’s greatness, as the medievals understood God’s goodness, in terms of being: goodness and being are interchangeable; 1God is the most real being; hence, God is the greatest being. God is great. Let us interpret God’s goodness in a manner analogous to human goodness. I take God’s goodness as analogous primarily to the parent-child relationship; God is good, according to this analogy, as a father or mother is to his or her children. 2Caring for one’s children is a paradigm metaphor in Scripture for God’s carefor his creatures. God is good. The purpose of this essay is to explore the ramifications of these two views for the problem of evil and especially for the problem of hell. Judgements typically viewed hell as an eternal torture chamber perhaps with God himself as the torturer. I shall expound both views of divine goodness, present some arguments in their defense, and then locate them within the context of a Theodoric of human suffering. I shall argue that neither is singly adequate as an understanding of the divine nature; but, if both are maintained, a trilemma arises for the traditional doctrine of the eternal punishment of the damned. That is, I shall argue that one can hold the following three views only on pain of inconsistency: 1. God is great. 2. God is good. 3. There is a hell (an eternal torture chamber). How to cite God Is Great, Papers

Truman Burbank Hero and Victim Essay Example For Students

Truman Burbank Hero and Victim Essay In a society that demands conformity, individuality is a heroic act. The Truman Show by Peter Weir portrays the protagonist Truman Burbank to be together a hero and a victim. From his lack of conformity, to his privacy exploited for millions to see and the manipulation of him, this is my essay on why Truman Burbank is victimised, yet still heroic. Trumans non-conformity was brave and determined. While the masses conformed and lived a controlled life in Seahaven, Truman was alone and stood out of the crowd. Everyone in Seahaven was the same. They all lived in architecturally identical housing, all participated in the community and conformed to the society which was controlling Truman. At the start of the movie it was very apparent that Truman doubted the society in which he resided. When the light fell from the sky a frown of doubt was clearly visible on his expression. When he drove to work he also had an air of doubt about him from what the radio was reporting. This doubt increased progressively throughout the film until we are met with him wanting to entirely leave the town of Seahaven by sailing away. We will write a custom essay on Truman Burbank Hero and Victim specifically for you for only $16.38 $13.9/page Order now To live in a town in which everyone is the same and to disagree with the flow and be true to your self is truly heroic. To fight against the conformity that Seahaven brought especially when the capitalist ideals are about conformity. But a hero cannot exist without a victim. Trumans life was being monitored. As the point of the Truman show was to capture Trumans life, Truman Burbanks privacy day in day out was displayed on TVs all around to world for all to see. Cameras were set up all around his house, at his office at work, in his car and everywhere Truman moved. Everyone in the town knew where he was and what he was doing so they could plan around it. Truman had to be so closely monitored to keep him unsuspecting of Seahaven and unsuspecting of true reality. In one scene you are made to feel uncomfortable as you can see Truman looking in the mirror. This just goes to show how everyone is criminally infringing on this humans life. In this way was Truman victimized. Truman Burbanks existence was to generate profit. His life was exploited in an effort to gather money. The whole TV show was a proud showcase of the American Dream, a dream about materialism, consumerism and capitalism. Trumans life was a grossly manipulated. His was denied love for others profit, his family and friends were falsified in order to trick Truman and make more profit. His marriage was also false as he later found out when he discovered that in their wedding photo, his wife Meryls fingers were crossed signifying a untrue marriage and that his wife was getting paid per time she slept with him. Even his very own best friend who he talked about life with, his family that deceived him, the trauma Christoff inflicted with his fear of the water and the sadness about his fathers death. The fact that Christoff and his crew, the media, could go to such extreme lengths to create money is repulsive and they all make Truman a victim. Truman being manipulated and exploited for profit, true love denied for him, having his personal moments and privacy exposed to the world yet having the strength to struggle against conformity. That is why Truman Burbank is victimised, yet still heroic.

About the Author Examples (That Youll Actually Want to Read)

About the Author Examples (That Youll Actually Want to Read) About the Author Examples (That You'll Actually Want to Read) We’ve all heard the clichà © that writers have big egos - so it makes sense that there’s a section in every book where you’re required to talk about the author (meaning yourself).That said, it’s crucial to get the About the Author right. Whether it appears on the back of your book, your Amazon Author page, your social media or all of the above, you should make every sentence count (and tailor it depending on where it will appear). For non-fiction authors, who you are can be more important than what you write about. For indie fiction writers, this is an opportunity to let your growing readership get to know you.If you're here to learn the ropes, we’ve already published an extensive guide on how to write one. In this post, we'll be looking at 13 About the Author examples to further illustrate what works (and what doesn't). Writers, writing about themselves? These About the Author examples will show you how.   About the Author Examples: FictionFor fiction writers (especially self-published ones), who you are matters little in comparison to the quality of the story you've written - and an attention grabbing synopsis. But that doesn’t mean you shouldn’t take full advantage when you’re encouraged to talk about yourself. Here are some examples of how to pull it off without soliloquizing.1. Veronica Roth, Divergentâ€Å"Veronica Roth is the New York Times bestselling author of Divergent, the first book in a trilogy that she began writing while still a college student. Now a full-time writer, Ms. Roth and her husband call the Chicago area home. You can visit her online at www.veronicarothbooks.com or on Twitter (@VeronicaRoth).†Why it works: Is this the flashiest bio in the world? Of course not. But that’s exactly why it works. Each word builds on the last, adding new information to her story: her name, her qualifications, her books, their history, her home li fe, and, finally, her online presence. It’s short and simple†¦ but then again, a bestselling author can afford to be.2. Glynnis Campbell, Danger’s Kissâ€Å"Glynnis Campbell is a USA Today bestselling author of swashbuckling action-adventure romance. She’s the wife of a rock star, and the mother of two young adults, but she’s also been a ballerina, a typographer, a film composer, a piano player, a singer in an all-girl rock band, and a voice in those violent video games you won’t let your kids play. She does her best writing on cruise ships, in Scottish castles, on her husband’s tour bus, and at home in her sunny southern California garden. Glynnis loves to play medieval matchmaker, transporting readers to a place where the bold heroes have endearing flaws, the women are stronger than they look, the land is lush and untamed, and chivalry is alive and well!†Why it works: Glynnis Campbell isn’t a household name - but this w ill definitely make her readers remember her. Why talk about your books themselves, when you can make your whole life sound more interesting than a romance novel. This is the ideal approach for emerging genre authors who have plenty of exciting material, but might not be able to carry a bio off the strength of their work alone.3. Jomny Sun, Everyone's a Aliebn When Ur a Aliebn Tooâ€Å"Jonathan Sun is the author behind @jonnysun. He is an architect, designer, engineer, artist, playwright, and comedy writer. His work across multiple disciplines broadly addresses narratives of human experience. As a playwright, Jonathan has had his pieces performed at the Yale School of Drama, and in Toronto at Hart House Theatre and Factory Theatre. As an artist and illustrator, he has had his art exhibited at MIT, Yale, New Haven ArtSpace, and the University of Toronto. His work has appeared on NPR and BuzzFeed, as well as in Playboy, GQ, and McSweeney’s. In his other life, he is a doctoral student at MIT and a Berkman Klein fellow at Harvard.†How would you write your bio? Short? Sweet? Side-splitting? We want to know! Show us in the comment box below.

The Path

The Path I have a mantra I preach at conferences, where writers are looking to me for advice on making a dollar at this writing thing. The fact is there isnt one path to writing, there isnt one income stream (unless you take a full-time job as a writer), and whatever path youre on will unexpectedly twist, turn and fork. Any assignment, contest, publication credit or gig can alter your direction, giving you options you never imagined. And if youre so set on a given journey you just might overlook opportunity, because sometimes it subtly taps your shoulder as its whisking past. The shrewd writer stays tuned for chances. Others sit back, waiting for opportunity to knock on the door, show its business card, and dump buckets of money at their feet. This business is as much about staying keen and open to opportunity as it is about writing. A contest, even with an entry fee of $25, might give the finalists publication on top of the prize money. That publishing credit might grab the attention of another publication, editor or agent. But if you fear contests, how will you know? Whoosh.there goes opportunity. Your grant application might not achieve the $2,000 you seek, but a panelist judge could remember your name for a different opportunity down the road. The magazine feature you wrote just to put a few bucks in your pocket while you hammer your novel could add several hundred people to your platform, newsletter or Facebook page. As Im fond of preaching, more people read your magazine article in a weekend than will read your book in a year. Your crowdfunding project can open doors to agents and publishers, build platform, and add oomph to your resume as youre pitching for gigs. A speaking engagement can land you three others, freelance writing gigs, an opportunity to sell your books, even acquire more reviews on Amazon that could raise your rankings. All of the funding opportunities out there are easily entangled tangled in a good way. But if you keep seeing your profession as a straight and narrow path to success, youll wake up one day lost, with your missed opportunities in someone elses pocket. Eyes open, people. Study all your writing options. If I hadnt entered contests, my agent would not have signed me. If I hadnt spoken to a small town radio station one cold morning, I would not have landed the three other speaking events, and a request to stock my books in an indie bookstore. You get the picture.

Save our city Essay Example | Topics and Well Written Essays - 500 words

Save our city - Essay Example However, with continuous human interference with Venetian ecology, the city is now more prone to floods from high-rise tides. The utilization of mudflats for construction and diversion of rivers and other similar actions have disturbed the ecological balance of Venice with the Arabian Sea. This is the main reason for Venice getting floods during high tides and heavy rains. (Nosengo). It is the Italian name of the engineering solution for saving Venice. Italian Prime Minister Silvio Berlusconi initiated this costly project and declared the working on it in December 2001. The project cost is around USD 2.6 billion and it is scheduled to complete in 2011, with the construction of hollow gates starting in 2006.The project being an engineering solution to save Venice from floods involves construction of 78 hollow metal gates, having the height of 20m with thickness of 5m. The placement of these gates is at three main inlets of this lagoon. (Nosengo). Many environmentalists have shown concerns about the project as they feel that even a few hours of closure of gates can cause tremendous disturbance to the ecosystem of this lagoon. Politicians have expressed fears that money meant for this project will be diverted elsewhere in the city. Deputy Mayor of Venice, Gianfranco Bettin has been the most forthright in his criticism of MOSE, saying that it is â€Å"expensive, hazardous and probably useless†. (Nosengo). The strong criticism to the technical feasibility of MOSE is from Paolo Antonio, who was born in Venice and works with Laboratory of Physical Geography in Meudon, France. His main concern relates to MOSE being developed keeping in mind the 1966 major floods, which are unlikely to occur for another 165 years. He says the project cannot offer result-oriented solution for smaller floods. His other concern relates to the rapid rise in water levels during the closure of gates. However, supporters of MOSE argue that 1966 can

Reflection paper about residential school Essay Example | Topics and Well Written Essays - 500 words

Reflection paper about residential school - Essay Example It seems the schools also had a larger purpose of eliminating the cultures of indigenous people in Canada. The problems started by sending the children to schools far away from home. Putting the native children far away from home and not allowing their parents to visit was psychologically devastating to the children. To worsen the situation, the government developed laws to force every child to attend school and forcefully remove children from school for the retraining. If the residential school system had good motives, then why force children to such schools. I think this was just a plot to remove the Indian culture by breaking the transmission chain through excluding children from their culture and putting them in complete isolation. The government’s slow response to the report issued by the Royal Commission on Aboriginal People further highlights the ill motive of the residential school system. The report extensively elaborated the abuse and neglect facing the natives in these schools. The food was inadequate; there is poor sanitation; they were overcrowded; students were malnourished and often abused by the teachers. The children were also exposed to diseases both deliberately and from the poor conditions in the schools. Rape, murder, sterilization and forced electrocution were among the problems reported by the Commission (Cherrington 1). Therefore, one is left to wonder if these are schools or some form of government torturing facilities for suspected terrorists. The residential school was fair to the natives. Despite coming from different cultures, these children are not in any way entitled to be treated as animals. It is important for government and people to respect the ethnic backgrounds and cultures of different individuals. I do not see any reason for developing initiatives to eliminate the customs of the natives. Why even create the residential schools in the

Reproductive Health in Low Income Women Essay -- Health, Diseases, HIV

The District of Columbia (D.C) is made up of 52.8% females, 54% African Americans, and 40.6% Caucasians. Of the roughly 600,000 living in D.C., 101,400 (or 16.9%) are living below the poverty line (US Census, 2009). Over the years, the poverty rate in D.C. has continued to grow. With this number growing, there is a profound need to learn more about the women that are being affected. That being said, it is important to learn more about sexual and reproductive health in low-income women. In the District of Columbia, many women are living below the poverty life and are thus unable to get the help that they need in regards to their sexual and reproductive health. As researchers, there is a need to investigate why this is and what can be done to fix it. Through this research paper, there will be a large focus on low income women, their rates of and what barriers they may face with regards to Human Immunodeficiency Virus/Acquired Immune Deficiency (HIV/AIDS), Sexually Transmitted Disease ’s (STD’s), Breast Cancer and Cervical Cancer. As of December 31, 2008, there were 16,513 residents of DC living with HIV/AIDS. Of the residents, 75.6% were African American. This large number gets more devastating when it is seen that one in every 21 African Americans in D.C. has HIV/AIDS and African American women are 17 times more likely to have HIV/AIDS than a Caucasian women (DC Department of Health, 2009). When studying testing rates for HIV/AIDS, Medina (2009) found that most of the participants in the study were self-motivated to get tested. After the initial test, participants had a slightly higher chance of reducing risky sexual behavior. However, the study also found that testing was not a method that should be used to sustain consistent... ...) set up free, easy to access care for low-income women. Even when the testing was free and easy to access, many women still did not participate. In addition, they found that less mammogram usage is associated with low income women, as 36.4% to 54% of the low income women that were seen had never had a mammogram. The studies above have found three main points that will be used in the rest of this research article. First and foremost, DC has a high number of reproductive illnesses among women of low-income that need to be addressed. Secondly, there is a definite need to address the income barrier, as many studies show that income and insurance are high predictors of sexual health testing and treatment. Lastly, minority women are more likely to have reproductive diseases, and are also less likely to be diagnosed in a timely matter, and thus treated appropriately.

Discrimination and Sexual Harassment

Most Americans can trace their predecessors back to some country across the oceans or the Mexican-American or Canadian-American borders. Each ethnic group has enriched American culture with its own particular types of music, food, customs, and dress. It usually takes two or more generations for the members of a new immigrant group to become sufficiently absorbed into the life of a community that they lose their separate identity. Some ethnic groups – mainly those of dark skin colors – never achieve total acceptance.People concerned about improving group relations in their organization must guard against such clichà ©s as â€Å"I'm not prejudiced† and â€Å"I treat all people the same. † Even the most â€Å"liberal† individuals do not treat all people the same. Moreover, they should not. All people are prejudiced for or against other people. However, it is behaviors, not attitudes, which comprise the major group problems confronting managers and sup ervisors. There are many laws against discriminatory behaviors, but there are none against prejudicial attitudes.The ethnic prejudices found in neighborhoods, schools, and jobs come from two main sources: (1) the values and beliefs individuals learn from others, and (2) the tensions and frustrations all people experience while competing with other people, especially those who are culturally different. Race and racism, outgrowths of prejudice, disrupt organization behaviors (Shepherd & Penna 34). Cultural diversity changes the organization by providing new human resources and managerial challenges to employers.As the United States experiences shortages of skilled workers, most organizations should to find ways to optimally utilize multicultural workers. This often entails dealing with employees who have different attitudes toward time, status and roles, relationships, responsibility, decision-making, and technology (Goldstein & Leopold 45). In addition, as the nation's workforce is r eshaped with respect to age, sex, racial composition, and national origin, the challenge to managers and supervisors is magnified; managers must take strong leadership in eliminating discrimination and sexual harassment in the workplace. Abbasi & Hollman 96).If organization devises an innovation strategy to cope with discrimination and sexual harassment the result will be the successes an organization will experience. First, managers should play role: in the management of diversity initiatives in order to deliver permanent change in organizational culture, systems, and structures; should work in an integrated partnership within their organization to implement diversity successfully; second, cultural and gender diversity includes every employee, so, managers and supervisors must be aware of their values, motivations, communication styles, attitudes, and needs.Arguments that support the thesis 1. Helping across cultures at workplace can be accomplished only with the assistance of well -trained manager Most discrimination and sexual harassment problems are rooted in the organization culture. Certainly, group therapy is an alternative. Another alternative is affirmative action designed to change jobs. One of the reasons managers and supervisors are continually frustrated is because the social problems they are called upon to solve are themselves the products of a larger social environment.Frequently, for example, an alienated worker's problem resolution depends not on his or her adjustment to an existing situation but instead on being moved to another job or another company. This kind of environmental change is modeled after milieu therapy. It is clear that many minorities and women do not get the help they need because company resources are not attuned to their needs. The more effective employers behave in the following manner: 1. They regard each employee as a vital part of the organization.2. They view all personnel positively, because whatever diminishes anyone 's self (e. . , humiliation, discrimination, degradation, failure) has no place in a culturally sensitive organization. 3. They allow and provide for individual and cultural differences. 4. They learn how employees see things. Since sensitivity to their own feelings is a prerequisite to effective leadership, it is beneficial for administrators to have maximum self-insight. For some administrators, this is an integral part of their personality; for others it must be learned. A growing number of administrators are participating in some type of sensitivity training.If it is true, that helping across cultures can be accomplished only with the assistance of a healthier person. A worker does not need guidance from an administrator who is a racist. Nor does a female employee need a sexist supervisor. The more effective administrator is a mature person who functions with compassionate efficiency, who is able to assist his or her subordinates to solve their problems without resorting to pity , panic, or resignation. This type of administrator maintains professional balance and keeps his or her perspective with self-insight and humor.Once diversity-related problems are identified, managers should move with great care when implementing change. Some actions, although well intentioned, will only exacerbate the problems. Anything that disrupts the existing flow of work activities can cause additional complaints and stress. 2. Diversity-related leadership is an important organizational factor determining the extent of discrimination Without the full commitment of upper-level leaders in an organization, discrimination and sexual harassment initiatives are likely to fail and thus discriminatory practices are unlikely to be ended (Cox& Blake 8).However, it is also necessary to look below the upper-most levels to examine the ways in which the behaviors and decisions of mid-level management and direct supervisors may also perpetuate discrimination and sexual harassment. Upper-leve l management at the highest levels of leadership in organizations, the CEO, the top management team (TMT), and the corporate board are instrumental in determining the direction that the organization will take with regard to discrimination and sexual harassment.Leaders must first recognize the potential for discrimination in traditional organizational practices and structures and must believe in the need to value all employees and remove obstacles to their success (Stoner & Russell-Chapin 13). The CEO and top management team make important decisions regarding organizational strategies and resources, and they communicate the organization's priorities to all members and stakeholder groups (Chevrier 45).The extent to which leaders choose to emphasize inclusiveness in the organization's strategy and the extent to which resources (i. . , personnel, money, time) are devoted to eliminating all forms of discrimination and sexual harassment are indicators of leaders' priorities and of which à ¢â‚¬Å"types† of employees are valued (Morrison & von Glinow 67). Top-level leaders can also discourage discrimination and sexual harassment by implementing systems of accountability that make rewards contingent upon meeting diversity goals. After the corporate board and TMT have decided to pursue an organizational change strategy throughout the organization, the role of the CEO is particularly important.Cox and Blake (1991) argued that for champions for diversity are needed to enact change—and the CEO is in a very good position to passionately pursue change, to role model the behaviors required for change, and to help the organization to move forward. Such a leader can help to establish an inclusive organizational culture through persistent communication of and visible support for all programs and policies aimed at reducing discrimination and sexual harassment (Morrison & von Glinow 89). In addition, when successes occur, he or she would provide rewards and interpretati ons consistent with the desired values.In this manner, a CEO who demonstrates commitment to eliminating all forms of discrimination and sexual harassment throughout the organization may play a crucial role in transforming an organization from monolithic (unicultural) to multicultural. The quality of leader-subordinate relationships is also an important consideration for discrimination and sexual harassment in organizations. High-quality leader member exchanges (LMX) may be less likely to develop between leader subordinate dyads composed of individuals who are demographically different (Hiller & Day 34).Yet, because LMX relationship quality is thought to be pivotal for the access that subordinates receive to resources, information, important networks, and opportunities, high-quality LMX relationships with diverse subordinates are one key to combating discrimination sexual harassment in organizations. Ultimately, those managers who establish high quality LMX relationships with all of their employees without discriminating against minority subordinates will be in a better position to utilize all of their human resources (Douglas et al. 8). Indeed, recent evidence demonstrated that departments in which racial minorities reported high-quality LMX relationships with their managers had higher profits than departments where minorities reported low-quality LMX relationships (Nishii, Mayer, Goldstein, & Dotan 19). 3. Without integration of equality goals within the broader business diversity-oriented strategy the organization will not develop open communication, mutual trust, and confidence in managementWhen strategies for advancing diverse employees and creating a culture of inclusiveness are embedded within an organization's strategic business plan, consequent levels of discrimination and sexual harassment conflict tend to be lower. Actually including EEO as part of a company's business strategy is important because statements of non-discrimination are a very tangible and salient sign that discrimination is not tolerated within an organization (Morrison & von Glinow 167).Further, publicly stating the importance of diversity as a basis of competitive advantage and human resource quality fosters the belief that diversity represents an opportunity for the organization rather than a problem. There is also a theoretical basis for expecting that organizations that pursue an innovation strategy will be motivated to capitalize on the diversity of behavioral scripts that result from a diverse workforce.This is based on the evidence that diverse groups are more likely to produce a diverse set of ideas compared to homogeneous groups (Milliken & Martins 78), and the wider set of ideas is expected to translate into better decisions. An organization that perceives the differential competencies and experiential bases of diverse employees as a source of competitive advantage is less likely to engage in practices that discriminate against diverse groups. Argumen ts on the other side 1. People form different backgrounds and cultures tend to form unhealthy teamwork with diversity-related problemsWorkplace harassment which entails the use of abusive language or isolation of specific workers may result because of their diversity (disabilities, performance record, sex, or place of birth) which will hinder the efficient formation of teamwork (Broadnax 13). People are more susceptible to workplace harassment and discrimination, which is bad for the organization. However, people form different backgrounds and with varied skills when effectually managed tend to form a strong teamwork. Teamwork is useful for an organization in that people are able to share their ideas or problems, thereby, providing workable solutions to issues.The use of cross-functional teams and employee participation are key to success of the organization. This is because they provide a more firm platform on which to exchange knowledge and information. Therefore, managers who tak e strong leadership in this area are essential. Workplace harassment practices such as sexual harassment are so inhuman that it results in the breakdown of individual and team relationship in an organization and in most cases; it results because of ones race, disability, or gender. Harassment is not only directed to junior employees but it can be directed to a senior member of the group.The consequences of workplace harassment and surveillance are normally severe in that it results in mental, physical, and emotional illnesses. Therefore, the managers in this case have a lot to lose if they do not act quickly. 2. People solve nothing, time solves problems Most managers are reluctant to admit that there diversity-related problems that should be solved. While managers must be supportive and allow a reasonable period of time for problem abatement, it is important to remember that managers do not help employees or the organization by neglecting problems.Nor do problems go away or resolve themselves if given ample time. If a business is managed poorly, it loses profits and eventually fails. If cultural conflicts and sexual harassment are handled poorly, valuable employees are lost. Avoiding financial and human resources losses tests the leadership mettle of managers. Central to conflict resolution is mastering the processes of problem solving, the dynamics of which are threefold (Nishii, Mayer, Goldstein, & Dotan 78-90): 1. The facts that constitute the problem must be understood. Facts usually consist of both objective reality and subjective reactions. 2.The facts must be thought through. They must be probed into, reorganized, and turned over in order for distressed employees to grasp as much of the total configuration as possible. 3. A decision must be made that will result in resolving or alleviating the problem. This usually involves a change in behavior and, if possible, attitude. Succinctly, the three operations of problem solving are fact-finding, analysis of facts, and implementation of conclusions. For the maximum effectiveness, the people involved in the discrimination and sexual harassment conflict must be fully involved in the efforts to solve their own problems.It is possible for a manager to define the problem and prescribe solutions, but when this happens the self-responsibility of the employees involved in the conflict is weakened. It is always better if the employees who have problems are able to assist in bringing about the resolution. A problem cannot be solved if the necessary information is missing. A manager may want to understand his or her subordinates' conflicts but be unable to do so because some of the data are missing or distorted. In some situations, administrators are not privy to all the information. In other instances, the information may have been misinterpreted.Like any puzzle, missing pieces of information in a human relations problem will render it insolvable. Information alone is seldom enough. Too much inf ormation can freeze negative attitudes and reinforce dysfunctional behavior. Conditioned by organization and peer group norms, contradictory information may cause a manager to say to a complainant, â€Å"I understand what you have said but I don't believe it. † For example, a sexist supervisor may disregard documentation of a female's abilities to do male-oriented jobs. An individual with delusions of male superiority is not likely to believe reports documenting female competence in male jobs.Thus, in order to be helpful, information must be believed by the manager. All of this underscores the crucial importance of managers taking strong leadership in order to eliminate harassment and discrimination. Sensitivity is the capacity to identify and empathize with the values, aspirations, and feelings of subordinates. Today, more than ever, organization needs culturally sensitive administrators. Without being able to see employees as they see themselves, to dispel fears of cultural differences, and to communicate with their subordinates, managers will turn their organizations into socially and psychologically destructive battlefields.If they are unable to put themselves in the minds of their subordinates, there will be little help for the aggrieved persons. Frequently, managers are problems themselves or causes of problems. As noted earlier, the ability of managers to achieve and maintain a condition of objectivity when dealing with their subordinates' problems is important in the conflict resolution process. If a manager is wrapped up in his or her own inner world, he or she will not be able to perceive clearly the feelings of others. The challenge to administrators is awesome: They must empathize with subordinates but not to the point of losing their objectivity.In many instances, aggrieved workers do not know how they really feel about their situation until they have communicated these feelings to someone else. Distressed workers may only be aware of inter nal discomforts. Providing opportunities for them to tell how they feel is usually the first step in isolating negative feelings and related behaviors. They may have previously communicated internal discomforts by arguing with, laughing at, or avoiding contact with other workers. Talking about negative feelings can provide a better view of them and a better chance for managing them.While allowing an employee to ‘tell’ is a valuable technique in resolving problems, it is only a first step. Telling should be related to some end and not merely an end in itself. Solutions must be sought. Perhaps the major distinction lies between talking about the discrimination and sexual harassment conflict and talking through the discrimination and sexual harassment conflict. In the first instance, usually nothing more than random talk, free association of ideas occurs. In the second instance, more structured thinking occurs: a problem is acknowledged, its implications and related behavi ors examined, and solutions pondered.Talking through a problem excites all the body processes, often causing increased heartbeat and sweating. The whole person is caught up in it. It is imperative that distressed workers focus on problems that can be solved. This is by far the most efficient use of one's energies. For example, an older worker who focuses on his age, a woman on her gender, and a Hispanic on his ethnicity are all wasting valuable time and energy, as they cannot alter those things. However, if they focused on ageism, sexism, and, racism, then something constructive is possible. Managers must also focus on problems that have the potential of being solved.Some of the questions to be answered by managers and supervisors during this process are: †¢ What is the problem? (Who did what, when, where, what happened? ) †¢ Who senses (feels) the problem? (Only the aggrieved, co-workers, supervisors? ) †¢ How are you personally affected? (Emotionally, socially, econ omically, professionally? ) †¢ What was the immediate cause for what happened? †¢ What organization rules and regulations pertain to the problem? †¢ Who can act to resolve this problem? †¢ What do you want to happen? †¢ What are your options? †¢ What will you do? ConclusionDiscrimination and sexual harassment management in the organization is a reflection of how the changing world and market place will be in the future. Diversity will enhance respect for individual differences within the organization and hence make it able to create a competitive advantage in the organization. Discrimination and sexual harassment management in the organization is able to benefit associates through the creation of safe and fair environment for all. Future research is needed to examine the consequences that the alignment among organizational processes and structures has for levels of organizational discrimination.This is critical because an intervention into a single proc ess or structure is unlikely to effectively reduce discrimination and sexual harassment. For example, if top management leaders adopt a strategic business plan that explicitly involves reducing discrimination and sexual harassment, but fail to also build a culture of inclusion, their efforts are likely to be ineffective. It would be useful to examine how individuals perceive the alignment of organizational processes. More generally, research needs to take a systems approach to discrimination and sexual harassment. Restate your thesis somewhere near the end of your paper.

Childhood Obesity A Growing Epidemic - 1099 Words

From gym to honor roll There is a growing epidemic in our country, its called obesity. In fact, according to the Center for Disease Control and Prevention (CDC), childhood obesity has doubled in children and quadrupled in adolescents in the past 30 years, and in 2012 more than one third of children were overweight and obese. There are countless reasons as to why this epidemic has gained so much weight over the recent decades, often people say; it is an inherited tendency to put on pounds, lack of good nutrition and diets, or simply because we are too busy or too lazy to exercise. The truth is, physical activities and dietary behaviors of young Americans are influenced by many sectors of society. Including; the families and cultures we†¦show more content†¦Physical education has numerous psychological, sociological, and physiological benefits. At its core, proper physical education class helps children become more intelligent, learn cooperation and teamwork, reduce stress, im prove self-confidence and develop self-esteem. We often hear about the physical benefits of exercise and less about the psychological benefits promoted through physical activity. In fact, multiple researches suggest that physical activity increases academic performance and supports a positive outlook that is contributive to learning gains. Physical activity stimulates various brain chemicals that leave you feeling focused, more relaxed, and happier. A recent study by Fotuhi, M. confirms that exercise enhances both neurogenesis (the creation of new brain cells in regions of the brain associated with higher-order thinking and recall) and experience-dependent synaptogenesis (the formation of synaptic connections between neurons in response to learning and sensory input from the environment). Specifically, physical activity appears to stimulate the production of a protein called brain-derived neurotrophic factor (BDNF), which helps neurons and synapses grow. In fact, BDNF has been liken ed to fertilizer for the brain (Conyers, M., and D. Wilson p. 40). Students across the globe are struggling in their