Compare and Contrast of Zeena and Mattie Essay - 687 Words

In the novel, Ethan Frome, there are two women that are apart of Ethan Frome’s pitiable existence, Zeena and Mattie. There are both acutely different from each other but they also share some similarities between themselves. Zeena and Mattie are different in many ways in the matter of appearance, their outlook on life, and their interest in Ethan Frome but eventually it shows towards the end of the novel that Mattie is not so much distinct from these qualities after â€Å"the smash up†. The two main female characters, Zeena and Mattie differ in appearance quite a bit. Zeena is displayed as a prematurely aged woman that has, â€Å"grayish ting skin and false teeth† and her voice is like a â€Å"flat whine†. Making Zeena out to be unattractive in pretty†¦show more content†¦So, it can be seen that Zeena and Mattie do have common feelings for Ethan Frome. She probably has resentment and dislike for Ethan From and even herself since it was her idea to crash the sleigh into the oak tree. Also, since her youthfulness was cut short because of an accident and there was no everlasting love that followed it. They both have very different outlooks on life and thoughts about their predicaments. Zeena is more worried of curing her illness and is in a gloomy and stagnant state. Where she is in constant despair and thinks that curing her illness will bring her joy. While Mattie is a friendly, outgoing person that is full of life and everything a young woman could ask for. She is the type that is always dancing and constantly moving around, and shows the character role that is full of passion. After her and Ethan Frome’s wreck though, she becomes what Zeena was and experiences what she went through. She becomes that resentful and despaired person, that the younger version of Mattie is majorly differentiated from. At the end, irony is displayed because Zeena seems to regain some of her health and beauty while Mattie lost all of hers. T he two were ultimately different in the beginning of the story but eventually Mattie has to endure what Zeena did and it makes Mattie more alike to Zeena. Irony is seen since in the beginning it may have seemed that Zeena had a terrible life but in the end Mattie was the one stripped of all that sheShow MoreRelatedZeena and Mattie Essay771 Words   |  4 Pagescomparison the protagonist Ethan constantly faces and struggles with throughout the novel. On one hand, Zenobia, commonly called Zeena, Frome has been a long-standing part of Ethan’s life. Years of marriage, although not always happy, combined with her always declining health, cause Ethan to feel indebted and sympathetic towards her. While, on the other, Mattie Silver, a relative of Zeena walks into the life of the Frome’s, and with her brings a new feeling of life and vitality to which Ethan has never experiencedRead MoreHow far do you agree with the view that the tragedies in ‘Ethan Frome’ and â⠂¬ËœA View from the Bridge’ are brought about by individual characters rather 2084 Words   |  9 Pagesthe downfall is described and exposed to the audience is relevant to both texts. Both Arthur Miller and Edith Wharton use an external narrator. The narrator used in Ethan Frome, a businessman who is intrigued by Ethan. The narrator often describes/compares Ethan to his surroundings â€Å"He seemed a part of the mute melancholy landscape, an incarnation of its frozen woeâ‚‚ This description suggests that Ethan is very withdrawn and has been affected by unfortunate circumstances. The use of the word muteâ‚‚

Victor Frankenstein’s Free Essays

As I walked through the huge cold rusty door of Frankenstein’s workshop, my nostrils suddenly burned with the disgustingly smell of decaying flesh and dried blood, but still I carried on my journey threw the cold workshop. I looked up and there were broken electrical cables running right to the center of the workshop. Every couple of seconds they gave out a sudden spark of electricity. We will write a custom essay sample on Victor Frankenstein’s or any similar topic only for you Order Now Whilst I was wondering what they were being used for, I walked further in to the workshop and I tripped over a blood covered sheet I panicked and kicked the sheet of me, and jumped back to my feet. I couldn’t figure out what the electrical cables were being used for so I decided to follow them deeper in to the workshop. Along my path, I walked across broken bottles and tubes all with their contents covering the floor, and their were more of undamaged ones stacked up high on shelves, filled with their own custom colors and distinctive smells. I finally came to be the cables were linked up to, it seemed to be a giant copper tank filled with discolored water, and chunks of bone and flesh, which smelled like rotten egg. It had steam slowly escaping from the poorly welded seems of the tank, I looked behind the tank to discover another one, This one had dark green water in it and was glass, completely opposite to the copper tank, I decided to take a look. The tank was filled with dead electric ells, which had been obviously there for a while, as they were decaying. I heard loud scratching noise coming from a door in the workshop, I slowly wondered towards it,and give it a small push open, when suddenly two or three rats came scurrying out of it, they ran off somewhere behind the tank, I mainly focused what was in the room, their was a window in the corner letting rain threw its hole in the glass, it hadn’t been cleaned by the looks of things since it had been installed as it was covered in years of dust and grime. I walked into the room to see what lied on the table that laid in the middle of room, the table was covered with books, one book laid open reading â€Å"Life after death†. At the other side of the table were two dissected frogs, one of them laid lifelessly with a big gash running down its back, and the other one had small wires attached to its hands and feet, I knocked a book to the floor I bent down to pick it up, and I saw a key I picked both the key and book up, I read the book cover which read â€Å"bringing back the dead† and I put it back on the table, I saw another door next to an old bookshelf, I tried to open it but it was locked. I looked at the key and tried it in the lock it worked, and I opened the door. I jumped back in fear as the door lead to a closet containing human body parts and organs I quickly slammed the door shut and ran to the other side of the room. I vomited, I panicked and ran out the room back to the main part of the workshop, to again smell decaying flesh, I ignored the smell this time and I continued running back to the entrance following the electrical cables which lead me into the workshop, I reached the rusty door and pushed it open to let me free in to the rain outside and to take a much needed fresh breath of air. How to cite Victor Frankenstein’s, Papers

Capability Maturity Model Integration Management Teams

Question: Describe about the Capability Maturity Model Integration for Management Teams. Answer: Introduction In this paper, there shall have in-depth dissuasion on the phases of capability maturity model integration (CMMI) with the inclusiveness of the management teams. In the primary stage, the staff accrues recognition of the objectives of change and later in the end stage; head of the department get inclusion thus aligned to a common completion goal. The paper integrates this model by the use of an example of software engineering processes in support of CMMI principles. Functionalities of CMMI are with intents of ensuring product/quality are still additional enhancement of competitiveness among various business entities. It also acts as a representation of significant change activities within an organization's environs. Software development processes apply to business entities mostly in times of considering a change for an organization. From the above utterances, an adoption of CMMI is a complicated issue involving management of change. While exploring shifts in an organization, it is crucial to note the after and before context plus the expected time for the whole change process. Traditional organizational change studies have mainly taken a keen interest in the unique perspective with an example of leaders' mannerism, the design of the work or the buildup of knowledge. There has cropped up less attention on the organization communes while in the change adoption process. There exists a huge gap with few to no studies on the interactions before and later and while on the modification's course. A theory best for this framework is the Activity theory that utilizes the human activities as the primary unit of the psychological analysis to studying the relationships between social factors and the psychological developments exhibited by a person. A scholar called Engestrom in 1987 came up with a model (triangle model) that included an object, subject and the community as a whole. Tools, labor division and rules were the major items added to the triangle model hailing from the Activity Theory. To pin CMMI's phase, a representative study in Taiwan's' software company catered for this. The above investigation was carried comprising of a CMMI maturity level 2 and Maturity level 3. Conversely, comparison for the two phase's changes was the basis for the analysis of CCMI in action. The modified approach that had the inclusion of the course's time enabled ample time and space for the society and organization thus showing the relationship between time and space. It also supported in clarification of the relationship between the commencement time and the end of the events. Organizational change Organizational change is a criterion used with intents of facing shifts in the external environs, pursuing survival and enabling continuum in the development (Pppelbu 234). The change process is driven by the market dynamics or the changes in technology and employees attitudes towards success in the transition process. To succeed, leaders ought to act as role models thus exhibiting communication skills, effective styles of leading and incepting incentives to motivate passion regarding accruing successful transition(Batten 132). Employees are the main complainers since most of them are used to the former model of operations and in some instances resist to any changes. Recent studies on organizational changes have focused on performance explorations inclusive of results of changes, satisfaction by the user and overall performances by the Organization. According to (Guy 23) focused on investigations concerning cultures exhibited by organizations, promotional criterions, work designs and tools of management. From the above dissuasions on the adoption of CMMI and Organizational change, adopting CMMI is an all rounded organizational change since it covers transformations in relations among workflows, faculties, structure in tasks and contents of the work assigned to the employees (Software Engineering Institute). Rico (87) utters that in order to promote adoption of CMMI, it is crucial to develop an understanding of the activities that crop up while experiencing changes. Activity theory Activity theory is an active object-oriented system that assists in observing activities carried by human beings on both the macro and micro-mental angles of perception(Software Engineering Institute). Artifacts aid in determining interactions existing between the environs and people through reflections in sorting out issues accrued as a result of experiences and enlightenment via division of labor. In the activity theory, the subject led and held guidance to the activities carried down. The community being an active environment is inclusive of individuals together with teams holding similar goals(Batten 66). There are contradictions which mean imbalances existing between factors of activity. Research approach In attempts to get integration of CMMI, a case study by a Taiwanese Software company in-depth investigation on developing a profound enlightenment of the subject researched(Software Engineering Institute). In the research, there were analysis and data explanation from an angle of activity theory and changes in an organization. Briefly, there were three approaches used; the first one cross-analyzed many interviewees and respondents transcript for further classification with encoding and filing and later forming the basis for analyzing and future referencing. The second one made use of cross- examined sources of data with repetition of transcripts across various data for verifying reliability of the results. There was an exploration of variables constructed using distinct meanings from every change in each stage (Software Engineering Institute). Third, there was a cross analysis of different view point from many observers. With basis on activity theories, the artifacts had labeled as comprising of change activities. Findings The study took a perception of CMMI adoption being a type of organizational change whereby there was a mediation action in organizational transformation activities. While exploring the phases (four) insinuates that the mediator and the artifact had adverse effect hailing from labor divisions. Before the occurrence of mediating activities happened, there was the existence of regulatory mechanisms related to enterprising culture. Dissociating on the community- mediated object aided generate changes in goals recognition in the communes. Due to the absence of correct labor division in the initial stage was distinct from that of the end stage (letting go). Discussions and implications The above study had a proposition of an independent interpretation of framework of getting an in-depth understanding of organizational change. There was an effect for the academic world whereby a single activity can assist in exploring the activities' nature. However, it does lack operational traits of the real world environs. The study advocated a modification of activity system, breaking away from single events analysis hence integrated with the time axis for studying Organizational dimensions. Consistency with the broad action concept defined MAT as an extension of activity theory including dynamic axis perception(Batten 55). The two CMMI adoption phases were not free from themselves. There was also an effect laid to the practitioners where CMMI adopted to emphasize an intimate understanding of Organizational changes phases during the CMMI adoption thus pinning some findings (Pppelbu 231). Here, the initial planning stage is firstly dependent on various grounds with examples of subjects CEO and the Corporation. At this phase, senior managers are concerned on converting change goals into labor divisiveness. Communications methods existing between employees and the Organization, and the commune's mannerism are all tied to the leaders. Another implication is the establishment of clarity in change objectives among staff and being concerned about division of labors due to their role in effecting changes. Entity's executives must lay down goals and provisioning of moral supports thus involved in continuous commitment of resources required by the staff. Employee's resistance frequently disrupts the progression of CMMI, particularly if its adoption includes distinct departments from the entire corporation thus later bringing shocks to the workflow. It is during the promotions changes such as adoption of CMMI when the differences among various faculties should be handled. Notably, at the letting go phase, the mediators of communication affect the morale and efficiencies of changes. Adoption of CMMI is affected by various interactive adjustments or changes of huge factors, both externally and internally to the Organization (Pppelbu 332). Therefore, communication is a significant mediation activity in the process of change. CMMI adoption does attach crucially to learning and leveraging and emphasizing enlightenment and self-improvement in the changes process. In attempts to realize effectiveness in change activities, community, object, and outcome ought to be examined thus further relaying a close-tied relationship between individual's mannerism and operations of the Organization. Work Cited Baskarada, Sasa. (2010). "IQM-CMM: Information Quality Management Capability Maturity Model." Business Economics (2010): 348. Batten, Lance. (2012). "CMMI 100 Success Secrets Capability Maturity Model Integration 100 Success Secrets - 100 Most Asked Questions: The Missing CMMI-DEV, CMMI-ACQ Project Management and Process Guide." Business Economics: 184. Dymond, Kenneth M. (2007). "A Guide to the CMMI: Interpreting the Capability Maturity Model Integration." Capability maturity model (Computer software): 341. Guy, Dawn. (2014). "Capability Maturity Model Integration 39 Success Secrets - 39 Most Asked Questions On Capability Maturity Model Integration - What You Need To Know.": 30. Poeppelbuss, J., Niehaves, B., Simons, A. and Becker, J., 2011. Maturity models in information systems research: literature search and analysis.Communications of the Association for Information Systems,29(27), pp.505-532. Rico, D.F., 2004.ROI of software process improvement: Metrics for project managers and software engineers. J. Ross Publishing. Smartt, C. and Ferreira, S., 2014. Exploring beliefs about using systems engineering to capture contracts.Procedia Computer Science,28, pp.111-119.

Liberty University Engl 102 free essay sample

No, he had not slept but had experienced hysterical hallucinations, the products of his own obsessive concern with sin and marital fidelity. B. The question demands an answer. 1. The narrator’s question rests on much more than the fact that he asks it. 2. The nature of the question is implied throughout a story which asks, â€Å"Is there a natural (as opposed to supernatural) explanation for what Brown underwent? † 3. Such ambiguities of natural/supernatural conflicts are characteristic of Hawthorne: ) â€Å"The Minister’s Black Veil† b) The Scarlet Letter (e. g. , the flaming â€Å"A† in the sky and the scarlet â€Å"A† on Dimmesdale’s chest) I. Technical ambiguities A. Point of view 1. The story is almost entirely told from a limited omniscient point of view (Brown’s perceptions), and it is so limited that it is impossible for a reader to discriminate fact from Brown’s imagination. 2. At several points in the story, the point of view expands to include an authorial voice, but this voice editorializes further ambiguity. We will write a custom essay sample on Liberty University Engl 102 or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ) Words and phrases 1) â€Å"as it were† 2) â€Å"as if† 3) â€Å"some affirm that† 4) â€Å"must have been an ocular deception† 5) â€Å"doubted whether he had heard ought but the murmur of the forest† 6) â€Å"whispering without a wind† b) The authorial voice also reports Brown’s perceptions with ambiguity. 1) â€Å"seem† 2) â€Å"appear† 3) â€Å"beheld† 4) â€Å"fancied† 2. The cumulative effect of this language is to cast doubt on the literal reality of Brown’s experience and to make any of the four explanations plausible. II. Ambiguity of theme A. Hawthorne’s ambiguous narrative creates an issue much larger than the question which the narrator poses about Brown’s personal experience; that is, is the devil correct when he pronounces that evil is the inherent nature of all mankind? B. Has Brown’s journey, irrespective of its degree of literalness, revealed truth to him? C. Hawthorne provides no answer; such ambiguity is the theme. (For Hawthorne, all men are potentially evil and potentially good. )

5 Steps to Choosing the Right Medical Career Path

5 Steps to Choosing the Right Medical Career Path Whether you’re a biochem whiz, or just a Grey’s Anatomy addict, you’ve decided that the medical field is for you. You want to save lives, or hold hands and mop brows, or make a difference. Or maybe you just want to make more money, and have noticed that the medical professions tend to be well-paid. That’s great. But what if you don’t know any more than that? Where to next?Here are 5 steps to figuring out which medical career to choose, and in which direction to push yourself in your drive forward toward success.1. Choose your adventureWhatever your motivation, dig a little deeper and make sure you know exactly what it entails. Then orient yourself accordingly. Are you more of a people (read: patients) person? Or a lab rat? Do you want to do the nitty-gritty day-to-day aide of the ailing? Or would you rather assist a surgeon? Or would you like to be more hands on and try working in PT or occupational therapy? Figure out what skills and tastes you hav e, then figure out which field within the medical family suits those best. Then make sure you’re aware of any training or schooling you’d require for that field, and whether or not you’re willing to acquire it.2. SpecializeWould you prefer to be in hospital or clinic? A doctor’s office or an urgent care? Do you want to be around children, the elderly, expecting mothers? Or a couple hundred beakers and test tubes? Figure out your ideal work environment, then start looking for positions within those.3.  Pick an ideal roleWithin that work environment, what’s your ideal role? Do you want to be a leader? A team member? An assistant? Would you rather do administrative duties? Or patient care? Consider what is most appropriate for you, your skills and talents, your knowledge, the level of education you’re likely to attain, and of course, your temperament. (Don’t decide to be a trauma surgeon if stress makes you faint. And don’t pick a desk job in health records if you get easily bored.)4. Get the skillsOnce you’ve narrowed down a field, a work environment, and role, make sure you have a good grasp on the skills and experience required. If you don’t have any of them, or you need to pursue certifications or degrees, get started as soon as you can. You’ll never have a shot at the jobs you want unless you work to be qualified enough to land them.5. Study hardNo matter what path you’ve chosen, you’re probably going to need some additional school. Do similar soul-searching when choosing a program that’s best for you. Then study hard, keep your eye on the prize, and remember: now that you’ve done all this preparation and self-interrogation, you can be confident in your choice. This is the career you want. Go get it.

Arguments for and Against Horse Slaughter

Arguments for and Against Horse Slaughter While animal advocates argue against horse slaughter, some horse breeders and owners say that horse slaughter is a necessary evil. According to The Morning News, â€Å"a recent national poll found that almost 70 percent of Americans support a federal ban on horse slaughter for human consumption.† As of May 2009, there are no slaughterhouses killing horses for human consumption in the United States. There is now a federal bill pending that would prohibit horse slaughter in the US and would prohibit the transport of live horses for slaughter. While this federal bill is pending, several individual states are considering horse slaughterhouses. A Montana bill allowing horse slaughter and protecting potential slaughterhouse owners became law in April 2009. A bill modeled on the Montana law is now pending in Tennessee. Slaughter for Human Consumption Horses were being slaughtered for human consumption in the US as recently as 2007. In 2005, Congress had voted to withhold funding for USDA inspections of horse meat. This move should have stopped horse slaughter because the meat cannot be sold for human consumption without USDA inspections, but the USDA responded by adopting new rules that allowed the slaughterhouses to pay for the inspections themselves. A 2007 court ruling ordered the USDA to stop the inspections. Horses Still Being Slaughtered Although horses are no longer slaughtered for human consumption in the US, live horses are still shipped to foreign slaughterhouses. According to Keith Dane, Director of Equine Protection for the Humane Society of the US, about 100,000 live horses are shipped to Canadian and Mexican slaughterhouses each year, and the meat is sold in Belgium, France, and other countries. A lesser-known issue is that of horse slaughter for pet food and for zoos to feed to carnivores. According to Dane, these facilities are not required to be inspected by the USDA, so statistics are not available. The existence of such facilities usually goes unnoticed until there are a cruelty allegation and investigation. The International Society for the Protection of Exotic Animal Kind and Livestock, Inc. alleges that one such slaughterhouse in New Jersey kills the horses in an inhumane manner, and the case is still under investigation. According to Dane, most major pet food companies do not use horse meat, so there’s little chance of buying cat or dog food that supports horse slaughter. There are many reasons a breeder or owner may decide to sell a specific horse for slaughter, but on a macro level, the problem is overbreeding. Arguments For Horse Slaughter Some view horse slaughter as a necessary evil, to humanely dispose of unwanted horses. Unlike dogs and cats, unwanted horses cannot be dropped off at the local animal shelter. Sanctuaries for horses do exist, but there are not enough of them. Euthanasia is not always financially feasible. Having the horse humanely euthanized and then having the body of a 1,200-pound animal disposed of or transported to a rendering plant is expensive, sometimes prohibitively so. Rendering plants that turn horses into fertilizer and industrial products will accept carcasses, but do not pay for them. Some argue that the alternative to horse slaughter is neglect and abandonment. Horse slaughter proponents argue that horses should be treated no differently from cows, pigs or chickens, and there is no reason horses should not be slaughtered for human consumption. Arguments Against Horse Slaughter Animal rights activists do not believe in killing any animals for food, but there are several arguments that apply specifically to horses. Horse slaughter increases prices and profits for horse breeding. If there is no profitable or easy way to dispose of unwanted horses, fewer horses will be bred. As reported in the Morning News, Before slaughterhouses closed, ranchers knew they could get $1 per pound for the meat. The same meat is now worth only about 20 cents per pound[...] Ranchers are also simply getting out of the horse business, said Ross Lockhart, owner of Stockman’s Pride in Bentonville. He used to raise registered quarter horses but hasn’t bred anything for the past two years. Many Americans believe horses are special and should be treated more like companion animals than livestock. Neglect and abandonment do not increase when slaughterhouses close. According to the International Fund for Horses: California banned horse slaughter in 1998. California has experienced no increase in abuse case, and even noted a decrease 3 years following the ban. During the 4 years that [the Cavel slaughterhouse] was closed, Illinois saw a noticeable decrease in abuse and/or neglect cases. Texas, which had the only two slaughter plants in 2003, had among the nations highest rates of cruelty and theft. Some believe that horse slaughter is unusually cruel. At some slaughterhouses, horses are first stunned with a captive bolt gun, then bled to death. However, the horses are sometimes improperly stunned and are sometimes skinned and bled while still conscious. Allowing horse slaughter creates another source of profit for thoroughbred breeders, thereby supporting horse racing, to which many animal advocates object. Several major horse racetracks oppose horse slaughter. There are about 9 million domestic horses in the US, and approximately one percent of that number are sent to foreign slaughterhouses each year. If shipping live horses for slaughter were banned, that relatively small number of horses could be absorbed by the horse community in the US. The Upshot Whether prohibiting the export of live horses for slaughter will lead to neglect and abandonment remains to be seen, especially in an economy where foreclosures threaten all types of companion animals. However, several major racetracks oppose horse slaughter and taking away an incentive for breeding or overbreeding is a powerful argument against horse slaughter.

Personal statement Outline Example | Topics and Well Written Essays - 250 words

Personal statement - Outline Example For this undoubted reason, I considered it ideal to apply for the program in your institution. I am fully informed of the outstanding reputation of your institution. My certain interest has been intensified by positive encouragement and recommendation from some of your alumnae, who among other credits cite your outstanding quality of education, which attracts many people. Apart from coming from an oil producing country, my enthusiastic interest in the field of law is driven by my principle of adherence to the rule of law and justice. Being one of the top producers of oil in the developing countries category, my country still lags behind in many aspects of development. I believe that achieving my master’s degree in oil and gas law will offer me a suitable opportunity to assist my country deal with intrigues that face the oil industry. Therefore, it is true to argue that your program will not only help me acquire the knowledge in oil and gas law, but also equip me with the necessary skills that will help me serve the

Investment Law Essay Example | Topics and Well Written Essays - 4000 words

Investment Law - Essay Example In some countries including United Kingdom, money laundering would be treated as a severe crime and persons indulged in money laundering would be punished strictly. It is not necessary that money laundering is restricted to only organized crime, it may be employed to create new assets or to increase the present assets illegally so that it would hamper the national economic growth rate of any nation in terms of gross domestic product3. The measures which lead to tax manipulations and faulty http://74.125.153.132/search?q=cache:WDGICRzCIJoJ:www.unodc.org/pdf/convention_1988_en.pdf+vienna+convention+against+illicit+traffic+innarcotic+Drugs+and+psychotropic+substances(1988)&cd=1&hl=en&ct=clnk&gl=in As discussed earlier, money laundering may be operated by different agencies or persons ranging from private individuals to terrorists at both national and global levels. The main concern of the society now a days is the role of money laundering played in strengthening the organization and financial health of terrorist outfits which is highly dangerous for establishing world peace4. There are sympathisers operated at various levels from the society who support terrorists by financing them through illegal means which also come under money laundering. Hence there is a strong connecting link between money laundering and terrorist financing. The alarming thing before us at this moment is the increasing magnitude of the problem of money laundering. Various types of processes are involved in terrorist financing terrorists and money laundering is most important means out of these processes. People from regular streams like employees, scientists and artists may be involved in online transactions which finance the terrorist outfits. Hawala is one of the most important means through which money is laundered. Terrorist organizations like Alkhaida got tremendous benefit through hawala transactions in building their

Communication Styles Essay Example for Free

Communication Styles Essay What is Communication and Communication Styles? Communication according to Webster Dictionary is defined as a process by which information is exchanged between individuals through a common system of symbols, signs, or behavior (Merriem-Webster). Communication can be verbal and in this day in age text and email. Communication styles are the behaviors in communication that are observed by others. This paper will discuss communication, the four types of communication styles, why communication styles matter and how to improve on them. Four Types of Communication Styles The four types of communication styles include passive, passive aggressive, assertive and assertive. Below you will find the definitions of each: * The Passive Style: Communication is done in an apologetic, timid manner that leads to being disregarded by others. * The Passive Aggressive Style: This style is similar to the passive style in that they hide their real thoughts in feelings but in turn will express these thoughts and feeling indirectly through often negative actions. (e.g. talking behind backs, causing conflicts indirectly, â€Å"getting even† in an indirect manner) (Dr. D. A. Williams and Dr. M. Carey). * The Aggressive Style: This style is characterized by an individual being argumentive, threatening, fighting, and having a tendency to interrupt during conversing. Individuals who communicate in this style have no problems with standing up for themselves and communication just how they feel. * The Assertive Style: This style is the healthiest and most balanced communication style. This style is characterized expression of feelings, self-pride, and self-regard, while at the same time being considerate of others (Dr. D. A. Williams and Dr. M. Carey). Communication styles that can lead to problems are: the aggressive style, the passive style, and the passive-aggressive style (Dr. D. A. Williams and Dr. M. Carey). The disadvantages to the passive communication style you are unable to express your true thought and emotions in the fear of rejection, being misunderstood. These types of communicators often go throughout life feeling out of control, depressed, anxious and little self esteem because they are unable to effectively able to communicate their needs. These types of communicators are often taken advantage of by others because they come off so timid. Those who have an aggressive communication have a tendency to alienate others because of their aggressive style of communication. The aggressive communicator uses belittlement, humiliation, and overall overbearing demeanor to control a conversation and get their message across. Passive aggressive communicators also alienate others. They are often left feeling resentful and powerless because they do not communicate their feelings and allow them to bottle up resulting in anger, stress. Often time’s passive communicators cause conflict with those in their lives because they tend to communicate negative feelings sublimely through their actions. Individual who use an assertive style is far more well adjusted because they have the ability to effectively communicate their thoughts and feelings while considering the feelings of others. Why Do Communications Styles Matter? Having the ability to communicate effectively is very important. The style or way in which we communicate effects the relationships we have throughout life and how others view you. In order to succeed in a career one must be able to communicate effectively. More than ever before, the ability to communicate well determines an employees ability to thrive in todays workplace (Kapusta, M. Ph. D). These people are always in demand (A prime example of this is the recent debate between Mitt Romney and President Obama. During the first debate Romney often interrupted the moderator and the President; he seemed to be communicating in an aggressive style. Those in the media reported that he was not looked upon well by some because of it. Improving Communication Skills In order to improve on your communication styles one must identify your communication style, identify problematic situations, and given you have some areas that could be improved, practice changing your communication skills style (Dr. D. A. Williams and Dr. M. Carey). Many are just not aware of or never even thought about what their communication style is. If you realize that you communicate in a more aggressive style just simply try and be more aware of your tone, body language, and listening skills. If one is educated on this subject and understands the components of all four of the communication styles as with anything else, practice makes perfect. Conclusion As previously stated your communication style can either enhance or negatively affect many aspects of your life. Being able to communicate effectively will avoid conflict and misunderstanding with those around you. Beyond just being aware of your personal communication style and practicing to improve there are several other ways in which you can improve in this area. There are classes available in public speaking and communication and interpersonal skills. So be self aware and ask for feedback from others, your relationships and even your career depends on it. References Dr. D. A. Williams and Dr. M. Carey. Getting the Most Out of Your Interactions with Others.: Use effective communication. Retrieved from http://www.med.umich.edu/painresearch/patients/Communication.pdf Kapusta, M. Ph. D. Why Communication Matters. Retrieve from http://www.studentaffairs.pitt.edu/sites/default/files/PDFsandForms/OCC/WhyCommunicationMatters.pdf Merriem-Webster Dictionary. Communication Definition. Retrieved from http://www.merriam-webster.com/dictionary/common \

The Civil Rights Movement Essay -- Black Civil Rights in America

"Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate; only love can do that." - - Martin Luther King, Jr. The Civil rights Movement helped people realize how powerful their voice can be, which changed America completely. One of those people who had a powerful voice was Martin Luther King, Jr. He was an inspiring and influential leader of the Civil Rights Movement. The quote above is just one of many inspirational comments made by Martin Luther King. The peaceful protests against racism, which this African-American man directed, often got responses of violent threats, beatings, and arrests. King stressed how significant it was that the black community would not stoop down to the level of the people that they were fighting against. He had an attitude of This way of thinking was extremely successful and gave the Civil Rights Movement a motivating honorable influence and cleverness. Although Rosa Parks did not exactly have a powerful voice, she had a powerful attitude. Rosa Parks, known as "the mother of the Civil Rights Movement,† rode the bus home from her work in Montgomery, Alabama on December 1, 1955. This was the day that she was also arrested for refusing to stand and let a white passenger take her seat. With the help of Martin Luther King, Jr., who launched a boycott of Montgomery buses, the Supreme Court declared that it was unconstitutional for segregation to occur on buses. Another person that played a big role in the Civil Rights Movement was the brave civil rights lawyer, Thurgood Marshall. Marshall’s plan of changing racism in the United States was using the legal system. Before Thurgood Marshall took charge of this situation, white and black schools ... ... Transitional//EN""http://www.w3.org/TR/xhtml1/DTD/xhtml1-transitional.dtd"Welcome to the United States Department of Justice. Web. 14 Mar. 2015. . Infoplease: Encyclopedia, Almanac, Atlas, Biographies, Dictionary, Thesaurus. Free Online Reference, Research & Homework Help. Infoplease.com. Web. 14 Mar. 2015. . "The Importance of the Civil Rights Movement." EzineArticles Submission - Submit Your Best Quality Original Articles For Massive Exposure, Ezine Publishers Get 25 Free Article Reprints. Web. 14 Mar. 2015. . "Veterans of the Civil Rights Movement -- Impact Of?" Civil Rights Movement Veterans - CORE, NAACP, SCLC, SNCC. Web. 14 Mar. 2015. .

The Likeliness of Being Different

Based on every class, every story, and every essay I've sat through learning or writing about Human Development, I don't think I can fit the term into the simple definition that it is the unfolding of the human potential in each person's unique environment. It just feels like so much more. Among the many things that have been engraved in my mind about the subject, the idea that everything is due to our genes and environment fascinates me the most. Development starts at conception, and because of that everything that happens in during our lifetime is a contribution to our development as human beings. Frances Klagsbrun's article â€Å"Long-Term Marriages† tries to explains the secrets being long lasting marriages. The article resembles our first assignment where we had to go out and interview couples about their marriage recipe. Klagsbrun clearly writes from a North American point of view. She divides the â€Å"secrets† into eight categories: an ability to change and tolerate change, an ability to live with the unchangeable, an assumption of permanence, trust, a balance of dependencies, an enjoyment of each other, a shared history that is cherished, and luck. If we compare said article to Nicholas D. Kristof's â€Å"Who Needs Love! In Japan, Many Couple Don't,† we can see how these secrets are relevant to just one certain culture, or certain types of people. Japanese marriages, as one of the interviewee said aren’t made out of love: â€Å"Love marriages are more fragile than arranged marriages. † The article shows how wives aren't told ‘I l ove you' or complimented for a good dinner, or shown any affection, and they aren't happy. Instead, Japanese marriages, are long lasting, not because of the categories Klagsbrun told us about, but because divorce is looked down upon, and Japanese people don't want to be gossiped about. These two articles show how marriage does have a common universal goal. Marriages want to last â€Å"forever. † But, the recipe on how to make that delicious long last marriage varies from culture to culture. f In â€Å"Relationships,† a chapter of Human Aging, the authors discussed how friendships work across cohorts. People with friends, regardless of their age, have more social support and, as a result seem to enjoy better health and lower mortality rates. The article stresses how different genders deal with friendships. Women tend to develop a more sentimental attachment to friends, while men depend on friends to be active with. One interesting thing about people is that the number of friends they have stays relatively stable throughout their lifetime. If they had a lot of close friends in their young adult days, then they will tend to have a large amount of close friends, as they grow older; if they had a few close friends in their young adult days, then they will more than likely have a few close friends as older adults. One of the things that differ between older people and younger people is the number of people in their lives. Older people reduce the number of people in their lives who do not provide emotional closeness and focus more on those who do. Younger people don't focus on people who offer that kind of reward, and that is a difference among cohorts. However, some things stay the same even across cohorts: Both younger and older friends maintain a strong emotional attachment. Younger and older friends trust and understand one another. These aspects of friendship always seem to be present and are found in cross-sectional and longitudinal comparisons. It seems to me, that as we develop, we realize that some of the â€Å"friends† we have aren't necessary. They don't offer us anything, and when I say, â€Å"offer† I don't mean gifts and trips, I mean those other sentimental things like confidence, love, life experience, etc. As we age, we realize that it's necessary to cut those people who aren't benefiting our lives, and keep those who do, in. Those who we chose to keep in our lives help us achieve our human potential, hopefully. As a society, we seem to be easily impressed with high I. Q. In his article â€Å"What's Your Emotional I. Q.? † Daniel Goleman tells the story of a bus driver who was very cheerful and good at his job. He engaged with riders by greeting them with a happy smile. Then he switched over to a story of a straight A Florida High School student who really wanted to go to Harvard Medical School. Once he got an 80 on a quiz, and his reaction was to stab his teacher. The article suggests that I. Q. doesn't determine all of the success waiting in someone's future, just about 20 percent. As a North American society, what help us achieve our human potential are other things like self-awareness, mood management, self-motivation, impulse control, and people skills. Like we learned in class – these types of test tell us how someone performs on a test. A longitudinal study was made with children from the 1960s to test their self-motivation. The study tested preschool children with a marshmallow. They were told right before being given the marshmallow that, if they waited for the experimenter to come back, they'd get 2 marshmallows. Some kids settled for the quick one-marshmallow while some waited for the experimenter to come back, to get two. Some of the kids closed their eyes to keep themselves from being tempted into eating the marshmallow. When these children became adolescents, the same characteristics were seen in them. The ones who had waited for the experimenter to come back were more socially competent and self-assertive and better able to cope with life's frustrations, while the others who hadn't waited were more likely to be stubborn and stressed. In the end, this article explains that I. Q. isn't what's important, but rather the emotional intelligence that helps us achieve our maximum human potential. Lou Ann Walker's â€Å"We Can Control How We Age,† presents three projects that were started in the 1920s and followed throughout a lifetime. There were different types of people involved, of different ages and from different places in North America. There were a total of 824 men and women. The study divided the individuals who were now between the ages of 60 and 80 into two categories, the â€Å"Happy-Well† and the â€Å"Sad-Sick. † This was one of the most interesting articles I read. The study interviewed and studied these people from different cultures and age groups, and regions, and gender to see how they had lived their life and how they controlled how they aged. The study did come up with a list of successful strategies that worked across cultures and various differences. An example was how people who stopped smoking before 50, lived longer, and those who were in happy marriages, and healthy and optimistic. All of those factors contributed to a long life, full of health. Despite the differences in culture or cohort, it was the similar life choices that led the people in the study to age well. Lastly, I looked at â€Å"How different religions pay their final respects† by William J. Whalen. This article goes to show that we are so different even though we all go through similar events. Our cultures influence our lives and who we become as people, and how we depart from the world, as well. The article looked at ifferent religions like Judaism, Christianity, Parsi, Mormons, Muslims and even Atheists to see different ways they say goodbye to the dead. Many religions prohibit embalming or cremation, or simpler things like music at funerals. I decided to end with this article because it's the end. I always think about what my funeral will be like. I'm an Evangelical Christian since birth, but I'm not an active member of the church at the moment. Funerals follow the religion of the person who died and say a lot about who that person was. Burying the dead is a common event, but it's done in many different ways depending on our culture. It's interesting how we all, as human beings, tend to go through the same things. There are events that are involved in all cultures like marriage, births, deaths, and rites of passage. There are certain relationships that develop like friends and marriages. There's work involved. There's aging. And emotions are all among these events and relationships. But how we get to these events and how we develop these friendships vary so widely. There's no right way or wrong way of living life, I think, but in the end, it really is about achieving that goal of being the best you you can be, the ultimate human potential.

Legal Environment Essay

Sexual harassment is always a legal topic in the work environment because the ramifications are so severe, but at the same time very abstract to describe what can constitute sexual harassment. This paper will take into consideration different elements of the law including Employment Law and cases tried before the U. S. Supreme Court. It will also offer suggestions for corrective action pertaining to the issue of sexual harassment in the workplace. In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in order for companies to avoid large costs associated with lawsuits stemming from allegations of being sexually harassed in the workplace. Sexual harassment is usually an immediate damage. According to Crucet et al. (2010), â€Å"sexual harassment can cause damage to a company’s representation, status, customers, as well as their proceeds†. Sexual harassment can be identified as any unwelcome sexual jesters or advances, request for sex, and/or any physical or verbal conduct that may be considered in a sexual nature. The legalities circling sexual harassment can be broken down into two particular categories. According to Crucet et al. (2010), â€Å"the first category is quid pro quo and the second one consists of a hostile environment†. The first category of quid pro quo (this for that) sexual harassment usually involves an employee and a supervisor because in most situations only supervisors have the power of hiring and firing an employee. It also â€Å"involves some express or implied linkage between an employee’s submission to sexually oriented behavior and tangible job consequences† (Mallor et al. 2010, p. 1328). An example of quid pro quo could be related to a supervisor telling his female employee that â€Å"if you do this sexual favor for me, then you will be promoted†. According to Tyner & Clinton (2010), â€Å"other examples include managers requesting sexual favors, and the receipt or non-receipt of those favors as a condition for making hiring, termination, promotion, and other placement decisions. † Quid pro quo is easier to identify than hostile environment harassment. The second category of sexual harassment is called hostile environment harassment. According to Mallor et al. 2010), â€Å"hostile environment harassment, occurs when an employee is subjected to unwelcome, sex-related behavior that is sufficiently severe or pervasive to change the conditions of the victim’s employment and create an abusive working environment† (p. 1328). The key element of any type of harassment is unwelcomed sexual advances but in hostile environment harassment it is definitely a bit tricky and at times hard to define (Tyner & Clinton, 2010). Both categories of sexual harassment violate Title VII of Employment Law that is in place to protect equal opportunity in the workplace. In order to avoid or limit their liability for sexual harassment allegations, an employer must act immediately when issues of sexual harassment are brought to their attention in addition to providing adequate training on sexual harassment along with having an effective policy in place that identifies the definition of sexual harassment. A current ethical situation that I have encountered in the workplace involves hostile environment harassment. I have an employee by the name of Bob Doe that has been accused of sexual harassment in the workplace. Bob has been working as an Admissions Counselor under my supervision since January of 2011. Bob is married with three young children between the ages of ten to sixteen. Bob is a great worker but people still feel uncomfortable around him and comes off much different that the other male employee or co worker. He carries around an aura or vibe that makes the female employees feel uncomfortable. For instance, when Bob has a conversation with other female employees he tends to get too close and invade personal space. He is often caught saying vulgar and raunchy remarks that are HR inappropriate and has a habit of speaking under his breath a lot. Many of the female employees have claimed that he stares at them for periods of time without saying anything. He is medium to tall height, with a muscular build and tends to wear tight articles of clothing to reveal his muscles. Bob is middle aged and is about 5-10 years older than the average of other Admissions Counselors. In August of 2011, one day another male employee approached me and said that Bob had made some remarks to him regarding another female employee. Bob told this male employee â€Å"that he would love to catch her drunk† about that female employee. As a supervisor, this remark made me feel very angry that one of my employees would make comments like that about another employee and I immediately reported this action to my Director, Steve. Steve said that he really couldn’t do anything about that comment because I could not confirm whether or not he said it based off of the word of another employee and that the comment was not heard by the female employee. The director then told me to stay away from the gossip in the workplace and not to get involved in drama, He reminded me that I am suppose to be above that sort of office slander and that I was put in this position to make others people at their job and not be a whistle blower. I acknowledged what he told me and agreed that I would do a better job moving forward, but I still asked him to please report this incident to Human Resources. Steve said that he would handle the situation and would report the incident to Human Resources. Steve likes to handle all HR issues as he calls, â€Å"in house†. Steve wants the managers to run an incident by him before going to HR because he feels that he can handle the issues and that only if the cause was serious enough and if he was not present then we could go to Human Resources, otherwise we were to seek his approval or direction first. The second incident that involved Bob was in November 2011, when he approached another female employee on the team and grabbed her from behind and hugged her. Although he was not being overly aggressive and had a smile on his face, the female employee named Helen was caught off guard and felt violated and asked Bob not to touch her again because it made her feel uncomfortable. Bob laughed it off and said â€Å"Gezz girl relax! You know it’s not like that† and pointed at his wedding ring and walk away. Helen approached me and told me what happened. I immediately pulled Bob into a conference room and told him very sternly that it was inappropriate to hug and/or touch another employee in the workplace especially if it is unwelcomed because it could be viewed as sexual harassment. He said he understood and apologized for his behavior. At this time, I felt that this particular incident did not need to be reported to Human Resources since I felt I had a pretty good handle of the situation. I, however did document the incident in his employee activity log and mentioned it to my director who also said I handled the situation appropriately The third incident that happened regarding Bob was in January 2012. Bob was flirting with a female employee named Lisa who was not an employee on my team but still in the same division. Bob then began to grab Lisa’s hand and hold it with his hand. As Lisa pulled away, she asked Bob â€Å"why are you trying to hold my hand? † Bob’s response was â€Å" you’re so hot you’re making my hands clammy. † This was another sexual harassment issue that could have blown up. Once Lisa’s manager brought this situation to my attention, I once again called Bob into the conference room and explained to him that this was his second warning not to touch another employee, especially a female employee because it is inappropriate and unwarranted and if it were to happen again, then I would have no choice but to personally report him to Human Resources. Once again, I turned to my Director, Steve to seek his advice. Steve again told me that as long as you feel that you handled the situation appropriately and documented it then Bob should be fine. At this point I started getting the feeling that Steve didn’t care about the safety of my female employees and that he just wanted to avoid HR to avoid a situation. I felt as if Steve was allowing this to happen to prevent himself from looking bad. I then decide that I had to take the situation into my own hands and be more cognizant of Bob’s behavior with other employees. There have been a number of other times that Bob continued to make inappropriate comments to other female employees. He would compliment girls on their dress and say how nice their legs looked or that a certain color really brings out their figure. However, there were no mo complaints from Bob in regards to touching another employee inappropriately. He eventually decided to move onto another role with a different company and that was that. Sexual harassment is subjective because everyone identifies and perceives sexual harassment differently. Bob did come from the food and beverage industry where he was a bartender and a lot of his employees were cocktail waitresses in a night club in downtown. He did mention that in his previous job that he was very friendly with his staff because the culture would be more tolerable, especially with alcohol being involved. So, he may not have viewed his actions as being sexual harassment to his female employees, but obviously the employees felt otherwise. Author Tyner and Clinton write that â€Å"According to the law, the victim must be a â€Å"reasonable person† (Tyner & Clinton, 2010). The â€Å"reasonable person† standard initiated in the landmark case of Rabidue v. Osceola Refining back in 1986. According to Tyner & Clinton (2010), â€Å"in this case the majority ruled that vulgar language and the sexually oriented posters did not result in a working environment that could be considered intimidating, hostile, or offensive under the guidelines. † Essentially Judge Keith felt that â€Å"sexual harassment should not be judged by a reasonable person but rather by a reasonable victim† (Tyner & Clinton, 2010). It is the victim that feels uncomfortable and is claiming the allegations of sexual harassment. They are the one that feel that the acts of another are unwelcomed and violating their legal rights. Unfortunately, as a manager of fourteen Admissions Counselors, at times I don’t have the presence to be everywhere at all times. I have frequently not been present at urgent moments because I was helping or assisting another employee. I always made it a conscience effort to praise in public and coach or criticize in private. This was the course of action I took with Bob whenever I witnessed an inappropriate behavior from him. I took him into the conference room and let me know that what he just did is not acceptable. I did not want him to feel that he was being discriminated against because he was an older male. I know that it was my ethical duty to make sure that all of my employees have the right to feel safe in the workplace. This topic really sticks out to me because as a manager of a big company we are constantly having sexual harassment trainings and seminars on how to identify and prevent instances from occurring. A manager at the training shared with the rest of the managers a horrific case of sexual harassment from one of her employees. The employees name was Tim and he was a very skilled and tenure Admissions Counselor and often looked at as a great example of a successful hard working Admissions Counselor. When a female new hire Kristy was added onto the same team as Tim the manager advised that the new hire learn from Tim and create best practices and habits that Tim has. Kristy was near Tim a lot because she was given orders to learn from Tim. Tim would use this opportunity to flirt with Kristy constantly and asking her very intruding questions about her personal life such as, if she is dating anyone or if she is interested in a relationship or just â€Å"hooking up. † Kristy became very ucomfortable when Tim started to text message her at night saying that he is bored now that he is divorced and that he wants to meet her early in the morning to go over performance strategies. When Kristy finally confided in another employee the manager was brought to attention. The manager immediately told Kristy to go to HR right away and the manager went to her supervisor and they both took immediate actions. Because of Tim’s behavior Kristy was about to quit her job and she would attempt to be sick in order to stay away from Tim’s desk. Tim’s behavior created a hostile environment because Kristy was in fear of encountering Tim. This incident not only saddens me for Kristy, but also made me sad because of what Bob had done in the past to my fellow employees and I had not taken immediate actions like I should have. Legal Viewpoints: The U. S.  Supreme Court According to Crucet et al. (2010), â€Å"in 1980 the Supreme Court said that sexual harassment was a breach of the Civil Rights Act of 1964. † Title VII of the Civil Rights Act of 1964 â€Å"prohibits discrimination based on race, color, religion, sex, and national origin in hiring, firing, job assignments, pay, access to training, and apprenticeship programs, and most other employment decisions† (Mallor et al. , 2010, p. 1323). An important case that first appeared the â€Å"reasonable person† argument was in the Rabidue v. Osceola Refining in 1986 mentioned earlier in this paper. This case is often cited as the predecessor to the landmark Supreme Court case of Ellison v. Brady in 1991. In Ellison v. Brady (1991) the Supreme Court rules that â€Å"it is unreasonable to use a â€Å"reasonable person† standard since the rules were established by men† (Tyner & Clinton, 2010). This is where the â€Å"reasonable victim† came into existence. The court went on to say that â€Å"we note that the reasonable woman victim standard we adopt today classified conduct as unlawful sexual harassment even when harassers do not realize that their conduct creates a hostile working environment† (Tyner & Clinton, 2010). This Supreme Court ruling is of great importance. Many of times, harassers don’t even realize what they are doing is wrong because their perception of reality is off. Two important Supreme Court cases in 1998 created the framework for deciding whether or not employers were held liable for sexual harassment committed by its employees. The first was Burlington Industries v. Ellerth (1998) and the second was Farragher v. Boca Raton (1998). According to Cabassa (2011), â€Å"employers in jurisdictions where courts have allowed indemnity claims against employees for actions giving rise to harassment cases† are on the rise. There are many cases linking to sexual harassment in the workplace that they have launched a litigation committee that covers employment law to covering all legal issues related to the employment relationship (Cabassa, 2010). The question still stands on whether or not a company is liable for sexual harassment committed by one of its employees. The answer to that question lies on â€Å"whether the harasser was a coemployee or a supervisor of the victim, whether the victim suffered tangible job detriment and whether the company had sexual harassment policies, training, and grievance procedures† (Mallor et al. , 2010, p. 1328). Therefore, in order for a company to release themselves from association and allegations of sexual harassment a number of things need to be considered. Suggestions for Corrective Action According to Das (2007), â€Å"sexualization itself, as a precursor to signaling, could arguably stem both from a targets developmental trajectory and from later-life experiences that get layered onto this basic personality substrate. † Therefore, although Bob had these precursor straits of sexualization prior to him going through divorce, the later-life experiences of divorce layered into his life may have caused him to be more relentless. Regardless of his personal life experiences, Bob needs to be in line with the Employee Handbook and follow its policies. It is imperative each company have a Human Resource or Employees Relations Representative that can handle any allegations of sexual harassment. It is first and foremost important for a company no matter of size small or large, to have an Employee Handbook in place to identify what is considered acceptable and what can be recognized as sexual harassment. Then adequate training needs to be in place to help identify what may be considered as sexual and/or ostile environment harassment. After the training, each employee should be required to sign off on an acknowledgment form acknowledging that they know and understand the sexual harassment policy. Once those guidelines are set then it is important for managers and supervisors to take the allegations of sexual harassment very seriously and prevent any further occurrences to take place. If allegations of sexual harassment are made, it is important for Human Resources to open an investigation immediately to determine the facts of the case and to get each sides of the story.  Once the pieces of the puzzle are in place, then the next step is to take appropriate disciplinary action up to and including termination of the harasser. This measure will hopefully prevent sexual and hostile environment harassment. Conclusion In conclusion, the Employment Law has been established by Title VII of the Civil Rights Act of 1964 allowing every person the right to pursue a career and economic gain with the absence of sexual harassment in the workplace. The U. S.  Supreme Court has been a huge help in identifying the law surrounding and interpreting the U. S. Constitution as it pertains to sexual harassment. According to Tyner & Clinton (2010), â€Å"the Society for Human Resource Managers reported in 2002 that 97 percent of employers have written sexual harassment policies and that 62 percent of those employers provide training on sexual harassment. † Therefore, as a society we are on the right track to preventing harassment of any type in the workplace especially unwelcomed and unwarranted sexual advances.

x generation essays

x generation essays Talking About My Generation I was born in 1980, which puts me in a category of the X-generation. As much as I despise to be categorized and stereotyped by the society, I cant help but to admit that there is some truth to a few traits about my generation. What is generation X? It seems we had to be called X-generation since we represent something negative to our parents and the world. We are the children of the 1990s. We are the MTV generation and the ones who came home after school and turn on the TVs or computers since there is no one to talk to. We are the product of the previous generation our parents and whether we like it or not, we are the present and the future and I think its about time we face the issues of our generation and deal with it. We are selfish, cynical and sad. Everything has always been provided for us. We never had to worry about where our next meal is going to come from. For that reason, we tend to take things for granted and no matter how many times our parents tell us about how tough it was for them to grow up in the 60s (especially my parents since they had to live through the post war period in Korea), we cant really know what it was like to be in their situation. When a person died, the old Greeks did not write an obituary but asked one and simple question, which was that if that man, or woman had passion while he/she was alive. We, the Xers, are passionless. We are left with the biggest debt in U.S history and the economy is stagnating. It is a fact that one out of every three college graduates between 1990 2005 is expected to take a job that does not require college degree. * The future seems bleak along with the fact that we will be forced to support the largest amount of senior citizens ever. It seems as though everything has already been set and decided...

Communications Plan Template How to Build Yours In 12 Steps

Communications Plan Template How to Build Yours In 12 Steps What message do you want to communicate to your audience? What do you want your audience to know about your organization? Whats your brands mission and purpose? These questions can leave marketers grasping at straws.   If you cant answer them clearly, though, your communications plan is bound to go off the rails. And thats exactly why weve written this post. Youre about to learn exactly how to create a consistent messaging strategy for your organization. As you go along,  youll learn how to document it all using a simple communication plan template. Plus, youll learn how to execute that plan using your blog, social media, and email marketing. Get Your Free Communication Plan Template + Bonus Calendars To make planning your communications strategy easy, we’ve built this free template. Plus, we’ve also included two calendar templates to keep your execution organized. Here’s what your kit includes: Communication Plan PowerPoint to lay out your entire communications strategy. Marketing Calendar template  to plan all of your content and campaigns. Social Media Calendar template  to schedule all of your social media messages. Download them now, and then let’s get down to work. How To Create A Communications Plan in 12 Steps (Free Template)What Is A Communication Plan For this post, a communication plan is: "A communication plan is a detailed strategy that outlines an organization's target audiences and the messages they need to receive to drive desired business outcomes." What is a communication plan, anyway?12 Steps To Develop A Solid Communication Plan Now that you know what a communication plan is, you can work on building one. The following 12 steps will help you plan a full strategy that you can share with your team. Here's how to develop a communications plan in 12 steps.Step One: Establish Your Mission Statement The first step in your communication planning process is reminding your team of your mission statement. Your mission statement is the end goal that your company wants to fulfill for your customers. Here are a few example mission statements to inspire your own (if you don’t have one yet): Starbucks:  To inspire and nurture the human spirit – one person, one cup and one neighborhood at a time. :  Organizing the world one marketing calendar at a time. Nike:  To bring inspiration and innovation to every athlete* in the world. Try using this template to format your mission statement. Our organization exists to provide [benefit], [benefit], and [benefit] through [product or service]. Once you have your mission statement record it in your communication plan template: Do you know your organization's mission statement?Step Two: Identify Your Business Objectives The next step in your process is to identify your business objectives. Business objectives are goals your company or organization needs to hit to be successful. Every goal your team sets needs to contribute back to these objectives. If you’re unaware of what you’re aiming for, you’ll miss every time. Talk to or schedule a meeting with your manager to find these objectives. Once you have them record them in your template: Step Three: Develop Audience Personas The next step is to find your target audience or audiences. These are the people your organization is trying to reach. Therefore, you need to identify who they are and what makes them tick so you can create messages that connect with them. Identify Your Target Audience Before you start developing your audience personas, you need to identify your target audience. Your target audience is the group of people who are most likely to purchase your product or service. Here are a few ways to learn more about your target audiences: Survey current customers to learn more about them.  Try using tools like SurveyMonkey  or Google Forms  to gather data from your audience. Ask demographic style questions  to gather the information you are looking for. Dig into Google Analytics  to learn more about who is currently visiting your website. Search through your competitors  social media followers to see who they appear to be attracting (and compare that to your own followers). Once you’ve gathered the data, you need to create a one to two sentence description about your audience. It could look something like this: Our target audience is made up of professional 20 to 28-year-olds who have just started their first job after graduating from college with a four-year degree. Remember to keep it brief, as you’ll go into more detail later. Record these statements in your communications template: Are you using personas in your communication plan?Develop Your Audience Persona Once you’ve determined the basic information of your target audience, you can use the survey information you collected earlier to create a detailed audience persona. Each persona should contain the basic information about each of your target audiences including: Age Gender Job Title Location Income There’s also space to fill out interests and hobbies of your audiences as well as the problems they are currently facing. Recommended Reading: How To Find Your Target Audience With A Marketing Persona Step Four: Identify Your Unique Selling Proposition (USP) To craft effective communication, you need to know your unique selling proposition. What is a USP? According to Entrepreneur, a unique selling proposition is: The factor or consideration presented by a seller as the reason that one product or service is different from and better than that of the competition. Let’s take a look at an example. Casper is an online mattress retailer, and their USP is focused around one simple idea. Since their product is sold directly to the consumer, they can offer lower prices than what you would find if you went to a brick and mortar store.  Unbeatable low cost sets them apart. Big or small, identifying your USP  will make a huge difference in your communication strategy. Work with your team to come up with your USP and record it in your template. What's your unique selling proposition?Step Five: Draft Your Calls To Action Each one of your target audiences will have a call to action. What do you want your audience to do after they have read or heard your message? For example, let’s say your organization is a budgeting program  designed to help people create financial freedom.   Your target audience is ages 20-28, starting their first job and dealing with a   mountain of student loan debt. Your call to action would be to sign up for a free consultation to help them get their loans paid off as soon as possible. You know what you want them to do; now you have to figure out the right phrasing that creates the final push they need to take action. This graphic is packed full of 54 different words that you can include in your CTA: If we go back to our example some CTAs that this company could use are: Discover how to get ahead of your student loan payments and sign up for a free consultation. Register for a free consultation and take advantage of this special offer before it’s gone. These CTAs should identify the action and general messaging your organization needs to communicate to each audience. Record them  in your template. Does your communication plan include clear calls to action?Step Six: Choose Your Channels The next step in your communication plan process is choosing the channels that you’re going to share your message on. Blogging According to Express Writers, featuring a blog  as a key part of your website increases your chance of better search engine rankings by 434%. Blog posts are great for sharing a variety of news including: Company events. Company news. Feel good projects your organization has taken on. How-to content. Updates to products and services. Launches of new products and services. Recommended Reading: How to Create Effective Blog Posts That Convert Like Crazy Email A second channel option to consider is email. According to Imagination, emails usually generate 38 dollars for every 1 dollar spent. That’s a 3,800% return on investment. So how can you use email to spread your message? Some common tactics are: Email Newsletters that keep your audience up to date with your latest content and news. Press Relations:  Need to get a press release out in a hurry? Email is a great way send your press releases out to your press contacts. Sales Offers:  Having a limited time offer to entice your customers to buy from you? Let them know with a quick email blast that is full of message copy that encourages them to buy. Tools like MailChimp, Campaign Monitor, and Wordfly  can help you get started. Social Media If you decide to use social media, ensure that your organization is using the best channels for your purposes. Here’s are some facts to keep in mind about each network. You can also choose your networks based on where your audience would be most active. According to the Pew Research Center, this the most updated audience demographic data as of 2016. Source: pewinternet.org/2016/11/11/social-media-update-2016/ Use this data to see where your target audience is most active. Recommended Reading: How To Automate Your Social Media With And Get Your Time Back Choose your channels and record them in your template. Step Seven: Decide Your Publishing Frequency Now that you have your channels decided, your next step is to determine how often you’re going to publish your content. Each channel has its own set of best practices regarding publishing frequency. Blog Post Publishing Frequency Your blog post publishing frequency will vary a lot depending on your content team’s work span and how often they can write full blog posts. Start small and grow your blog post publishing frequency as you get ahead in your content. As you start to publish your blog posts, refer to this graphic to figure out the optimum days to post your content. Recommended Reading: When Is The Best Time To Publish Blog Posts? Email Send Frequency According to Crazy Egg, if you grow your email list by subscribers, your optimum send frequency is: Source: https://www.crazyegg.com/blog/email-marketing-frequency/ Again remember that these are just suggestions. If your audience wants to hear from you more often, give them what they’re asking for! Recommended Reading: What 10 Studies Say About The Best Time To Send Email Social Media Publishing Frequency For social media, there are two things your communications team should focus on when sending messages; how often to post and when to post. Here’s an infographic on how often you should post to social media according to 14 different studies: Recommended Reading: How Often To Post On Social Media? [Proven Research From 14 Studies] After you’ve determined how often you want to post to each of your social media channels you can move on to deciding when you’re going to post. This is important because posting at the right time helps increase the chance that your audience will see your content in their newsfeed. Check out this infographic on the best times to post on your social media channels: Recommended Reading: What 20 Studies Say About The Best Times To Post On Social Media It’s important to note that you don’t have to follow this publishing schedule exactly. Create one that works for your team and focus on growing it as you become more comfortable posting to the channel. So how do you decide what your initial publishing schedule will be? An example schedule might be: Publish 3 Facebook posts a week. Publish 15 tweets per day. Publish 2 blog posts a week. Send 3 emails a week. This publishing frequency is here to help you get started. If you can’t post as frequency as this schedule suggests, try working your way up to it instead. The main thing to focus on is consistency. Ultimately the schedule that you decide on will depend on you and your team. Once you have figured out your initial publishing schedule, record it in your template. Step Eight: What Messages Do You Need To Deliver? You have your strategy, now comes the fun part, deciding what messages you want to send. Each one of your target audiences has a specific message they need to hear to beat the final hurdle to converting. So how do you figure out what that message is? Each of your audiences experiences a particular problem that would draw them to your product or service. The messages you create for each of your audiences should address: The problem they’re currently facing. The solution your organization offers. The call to action you created in step six. Creating your messages involves a five-step process: Let’s walk through an example of this five step process. Think back to the example of the financial company who’s looking to help students who just graduated with their loans. This is how it should look in your communications plan template. Their target audience would be 20 to 28-year-olds who have just graduated from college and are in their first job. After you have identified your target audience, determine the problem they are facing and the solution your company can offer: Next, create a message your company’s target audience would connect with. Try using this fill in the blank template to start: Are you experiencing [insert problem]? See how [insert company name] can help with [product or service]. [insert the CTA that you came up with in step six.] In your template, it could look something like this. Your next step involves finding the channels that your audience would prefer to receive your message on. For this example, we could assume that 123 Accounting’s target audience would be most receptive to their message coming from a variety of social media channels. Then decide on the frequency that you will send your message out. Finally, take the CTA that you created for your target audience earlier in this post and add it to your messaging matrix. What are the core messages your brand needs to communicate?Step Nine: Determine Your Important Events and Campaign Plans Another critical part of your communication plan is going to be laying out the essential events your team needs to keep track of throughout the year. You’ll also want to start formatting the campaign plans for each of those events. To start take a look at your calendar for the next year. What common recurring events would your audience be interested in? This could be holidays, company events, anniversaries, or recurring sales or promotions. Some common holidays are: Christmas Thanksgiving (In the US) Hanukkah Easter The Fourth of July (In the US) Memorial Day (In the US) Veterans Day (In the US) Labor Day (In the US) President’s Day (In the US) Valentine’s Day Halloween St. Patrick’s Day New Year’s Day Many sales and promotions will fall around the holidays, but there are also some recurring dates to keep in mind: End of quarters (the end of every third month). End of companies fiscal year (this will depend on the organization). Beginning of a new season. End of a new season. Recurring industry conferences. Mark any of these recurring events and holidays in your calendar: Record those recurring dates in your communications plan so your team doesn’t have to flip through a previous calendar. Make sure your communication plan anticipates important events ahead of time.Step Ten: Set Your Communication Goals The next step in your communication process is to set goals that your communications team needs to reach. These goals should relate back to the business objectives you identified earlier in this post. For example, let’s say your business objective is to increase charitable donations by 50%. So a communications goal for your team could be: increase the number of event signups by 75% from last year. Each goal that you create should also be SMART or: S: Specific. M: Measureable. A: Attainable. R: Relevant. T: Timely. Try this fill in the blank template when you’re creating your goals: Our [insert team name] will reach [number] [metric] every [time frame] by [date]. So in practice, it could look something like this: Our communications team will reach 5,000 event trial sign-ups every quarter by December 2018. Once you have your goals you need to determine what metrics you’re going to track. Metrics are data points that show whether or not you are reaching your goals. If you’re looking for blog metrics some common ones are: Unique page views Total pageviews Time spent on site Bounce rate Organic search ranking Backlinks If you’re tracking email metrics, some common data points are: Email opens Number of new subscribers Total subscribers Link clicks Unscribers Finally, here are some common social media metrics your team could track: Impressions Reach Follower total New followers Engagements Once you’ve connected your goals to your metrics, record them in your template. Recommended Reading: How To Set SMART Marketing Goals Step Eleven: Using Your Marketing Calendar to Execute Your Communications Plan You finally have a full communications plan. Now comes the time to execute it. The question is how? That’s where your marketing or content calendar comes in. Using the content calendar template that you downloaded earlier, fill out each one of your events and the length of the campaign it’s related to. It could look something like this: You can add in what days your blog posts, emails and more are publishing: To schedule your social media posts open your social media calendar and use the same color codes to indicate which social media posts are related to each campaign: Do This With You may start to notice you need three, four, five maybe even six tools to get your messages out to your audience. That seems like a lot. What if there was a way you could do it all in one tool? That’s where comes in. With our marketing calendar software, you can: Manage your team’s workflows, plan all your content, and see deadlines in one place. Automate your WordPress and social media publishing schedule (and email scheduling is coming soon). Measure your content + social performance. Plus a whole lot more. Recommended Reading: The Ultimate Guide to Execute your communications plan on one marketing calendar. @will show you how.Step Twelve: Measuring Your Results The very last step in your communication plan is to measure your results. You need to know what you’re doing is working right? This is where you’ll pull the metrics that you created for each one of your goals and start tracking them to see if your efforts are indeed paying off. If you’re going to be tracking blog post metrics, Google Analytics is going to be your best friend. To find the data you need to go Behavior → Site Content → All Pages: There you’ll be able to find all the data on the metrics we mentioned earlier in this post including page views, average time spent on page and bounce rate. Email metric data should be found in your ESP or email service provider tool. Each one will vary a bit on what data they pull and where this is located on the platform. Social metrics actually need to be found and tracked in Google Analytics and the internal analytics that the app gathers. Google Analytics will let you find traffic by going to Acquisition → Social → Network Referrals: From there you’ll be able to see the number of sessions, pageviews and session durations coming from your social media channels. Another way to find your social media data is to go to the in-app analytics of each of your social media channels. Each channel holds its own series of analytics including post reach, post engagement, audience demographics and more.

Great Britain Essay Example | Topics and Well Written Essays - 1000 words

Great Britain - Essay Example rnment has been one of the most complex and multifaceted political processes.1 This is so because throughout history there has been a struggle to shift power and accountability from the supreme king to the people who claimed to be the representatives of people. Britain is one of the very few countries that have been lucky enough to have not been invaded over the past thousand years. Due to this reason, Britain has no history of any revolution or constitution. As a consequence, there has never arisen any need for a written constitution or set of laws. The ultimate result is that the political system of Britain is not really logical or clean. However, the change in laws that has occurred throughout history has been gradual and often built on consensus. One of the major problems that the political system in Britain faces is the fact that the United Kingdom throughout political history has been divided into three parts. According to Hesperides, the three parts of United Kingdom, namely Scotland, Wales and the Northern Ireland have special statuses and have separate local administrations with a huge number of responsibilities.2 It is, however, ironic because England, the part of Great Britain that has the highest (or more precisely 84%) population, does not have a strong sense of regionalism. As a result, the United Kingdom is not very similar to the American system of government that rules over a total of fifty states. Although matters like defence and foreign affairs are some things that are under the direct control of the central British government, devolution of the Scottish, the Welsh and the Irish assembly have led to a greater desire among the people to strengthen the local government in the United Kingdom. This has led to an increased divide between the people who just wish to be representatives of a certain group of people. UK, as mentioned earlier, is a country that has not been invaded and conquered in any way for the last thousand years. The fact that