The Germ Theory - 850 Words

â€Å"In the light of the germ theory†¦[d]jseases are to be considered as a struggle between the organism and the parasites invading it.† The aforementioned quote, by Henry Gandle, a professor of physiology at Chicago Medical College, characterizes the germ theory through the collective human struggle against disease inducing microorganisms. In a period of discovery, where the nature of various germs and diseases were brought to light, the common conception encompassed a war between humans and diseases; this analogy to a war implicates a united effort on the part of the human race in battling these dangerous microorganisms. Tomes writes in The Gospel of Germs not only of the different scientific discoveries associated with the emergent germ†¦show more content†¦In the Southwood-Smith excerpt, he depicts the ideal method of quarantine as influenced by â€Å"neither ancient prejudices, nor an excess of anxiety to avert possible danger, should induce the continuan ce of restrictions inessential to their object.† In other words, Southwood-Smith acknowledges not only the active societal biases, but also that these partialities can enter the medical realm through prejudicial treatment of disease. A society with such prominent discrimination, including in those with medical clout, has the capacity to formulate racial and class bias in germ theory that is but an extension of already existing anxieties concerning other ‘less well off’ members of society. Rather than bringing people together in response to the fear of disease, quarantine had the capacity to create a more segregated society praying on the middle and upper-class fears of disease spreading through the other, discriminated members of society. African Americans are among the societal groups that lacked the societal cohesiveness Tomes attributes to the gospel of germs insofar as they remained segregates and relatively uneducated on the new germ theories in comparison t o other members of society. In an

The Death Penalty And Wrongful Convictions - 980 Words

The death penalty has been a controversial topic among society for ages. An issue often brought up when discussing the legality of capital punishment is wrongful convictions. Advocates of the death penalty say that, while wrongful convictions are an issue, those few cases do not outweigh the need for lawful execution of felons who are, without a doubt, guilty. On the other hand, the opponents argue that the death penalty is wrong from both a legal and moral standpoint, an ineffective form of punishment, and should, ultimately, be outlawed. With both advocates and challengers constantly debating on this topic, the death penalty and wrongful convictions continue to be hot buttons issues for Americans and people throughout the world. In Jonah Goldberg’s article, Why Death Penalty Opponents Can’t Win, he dwells on how opponents of capital punishment may seem selective with the cases they bring up to challenge the death penalty. In his article, Goldberg expresses how he beli eves that abolitionists base their opinions of capital punishment, more or less, off of the fact that there is no way to be absolutely certain of a person’s guilt. He then goes on to state that these opponents cannot win because the cases they make public are more sympathetic in nature (12). While he calls this a good strategy (12), Goldberg goes on to express how he and many advocates believes that one wrongly accused person’s execution does not invalidate the need to lawfully execute the men and women whoShow MoreRelatedThe Wrongful Convictions Of The Death Penalty2050 Words   |  9 Pagesfour percent of them receive the death penalty being completely innocent. Scenarios like this happen all the time because there are more and more false persecutions each day which can be easily avoided. Many people are occupying prisons all over the world, for felonies they did not execute. More than 200 people have been exonerated through DNA testing nationwide. But why do these wrongful convictions keep happening? Well, in nearly 25 years since post-conviction DNA evidence has been used to demonstrateRead MoreThe Wrongful Convictions Of The Death Penalty2260 Words   |  10 Pagesfour percent of them receive the death penalty being completely innocent. Scenarios like this happen all the time because there are more and more false persecutions each day which can be easily avoided. Many people are occupying prisons all over the world, for felonies they did not execute. More than 200 people have been exonerated through DNA testing nationwide. But why do these wrongful convictions keep happening? Well, in nearly 25 years since post-conviction DNA evidence has been used to demonstrateRead MoreWrongful Conviction And The Death Penalty3795 Words   |  16 Pagesto twenty years in prison or the death penalty? The teenage years and mid-twenties heading into the thirties are supposed to be the best time in life for any individual, but also imagine all of those years taken away because the time spent in prison. No marriage, no more activities with kids or watching them grow up, can’t travel anywhere for vacation, all the holidays with family will disappear and other lifetime activities are gone as well. Wrongful conviction has been a huge issue for centuriesRead MoreThe Death Penalty Should Be Abolished1132 Words   |  5 Pagesthat has the death penalty (Jurisdictions with no recent executions, 2017). Although thirty-one states have a death penalty, executions are rare or non-existing in most states (Jurisdictions with no recent executions, 2015). In 2015, only six states carried out executions (Jurisdictions with no recent executions, 2015). The death penalty has been a topic people argued over since it was first established. Many arguments have been made stating the positive impact from the death penalty, but there hasRead MoreDeath Penalty1333 Words   |  6 Pagesï » ¿ Death Penalty: Yes or No? Amanda Nichole Hester ENG 2001 Instructor Gary Henry September 28, 2013 The debate over the death penalty has been looming over the United States of America for numerous years. The death penalty/ sentence has been around since 5th century B.C. The practice of sentencing someone to death dates back to when the colonists settled in the New World. The controversy that the death penalty has caused in the United States is startling withinRead MoreThe Supreme Court s Court1135 Words   |  5 Pagesalmost all extraditions from Canada that do not contain assurances that the death penalty will not be imposed violate the principles of fundamental justice. In that respect, â€Å"in all but exceptional cases† any exercise of the Minister’s discretion that purports to grant an unconditional extradition in light of a capital sentence is void under s. 7 of the Charter. This ruling now shifts Canada’s approach to death penalty extradition in line with that of most European states, including France, ItalyRead MoreThe Death Penalty And The Crimi nal Justice System1475 Words   |  6 PagesThe death penalty has been used as a form of punishments in the United States since the American colonies in the 1600’s (Del Carmen, 2015). The country has divided opinions about the proper procedures used by the criminal justice system to convict a person to live or death. The death penalty has created a public policy issue that has produced wide scholarly research, public debate and legal attention. The reality is that the majority on Americans support the death penalty. Only a small proportionRead MoreIdentifying Innocent People On Death Row1381 Words   |  6 PagesJackie Delaney Professor Nagy The World of Crime Fiction 12/14/15 Identifying Innocent People on Death Row through DNA Evidence How has DNA evidence helped to identify innocent people on death row? This topic raises the question of how many people on death row should truly be there and what percent are innocent. Jay D. Aronson works at Carnegie Mellon University as an Assistant Professor of Science, Technology and Society, and Simon A. Cole works at the University of California as an AssistantRead MoreIn The Beginning Of The 1930’S Wrongful Convictions Tended1228 Words   |  5 PagesIn the beginning of the 1930’s wrongful convictions tended to attract quite a bit of attention in the United States, but it mostly focuses on the individual cases. Some have extensively with the more visibility cases such as the Scottsboro boys, the Lindbergh baby kidnapping and murder and more recent cases like the the Randall Dale Adams case in Texas who faced wrongful conviction, imprisonment, and near execution. Some cases have the attention of the public, including the Sam Sheppard case, whichRead MoreThe Dea th Penalty Should Be Abolished1403 Words   |  6 Pagesabolishing the death penalty is still a controversial debate. The legal system is there to defend the cries of the innocent, yet it cannot seem to determine who the innocents are. Until the voice of its people can be defended, the death penalty should be abolished. It is administering its punishments hoping they have the right perpetrator. It’s basically a guessing game and that should not be the case when it comes to who will end up getting deprived of their life. The death penalty is a racially

Lupe Fiasco - Kendrick Lamar - and J. Cole Song Lyrics Analysis

Question: Lupe Fiasco, Kendrick Lamar, and J. Cole are a part of the new wave of conscious rappers. Pick two to three songs of these artists or similar artists and critically analyze the content of the lyrics and associated visual or social media presence. Answer: Introduction This particular assignment conducts critical analysis on three popular songs sung by rapper during their music career. The first song taken for this study is Old School Love sung by Lupe Fiasco. The lyrics of the song are really touching and close to the heart of the singer. The next song is Alright sung by Kendrick Lamar. Finally, the third song explained in the study is Crooked Smile sung by J Cole. It is another love song portraying self-reflection of the singer. Critical analysis of two to three songs by Lupe Fiasco, Kendrick Lamar and J. Cole Lupe Fiasco Song- Old School Love Figure: Old School Love by Lupe Fiasco (Source: "Lupe Fiasco - Old School Love Ft. Ed Sheeran [OFFICIAL VIDEO]") Old School Love Single by Lupe Fiasco Featuring Ed Sheeran Released October 14 2013 Recorded 2013 Format Digital Download Genre Hip-hop Label 1st 15th Entertainment Atlantic Records Producers D J Frank E Writers Wasalu Jaco, Edward Sheeran and Justin Franks Length 4:33 Figure: Lupe Fiasco (Source: "Lupe Fiasco - Pick Up The Phone") Old School Love is a song by American rapper known as Lupe Fiasco. This song was released on 14 October, 2013 in promotion of his fifth studio album by Tetsuo Youth. In the song, Fiasco professes his love for old-school hip-hop with the lyrics. Ed Sheeran sings beautiful song in soulful and laid-back hook. Fiasco lyrics reflect upon the changes in hip-hop from 1980s to 1990s. This relates with hip-hop loss of innocence to the crime as well as struggles in plaguing for hometown Chicago. Kendrick Lamar Song- Alright Figure: Alright by Kendrick Lamar (Source: "Kendrick Lamar - Alright") Alright Single by Kendrick Lamar Album- To Pimp a Butterfly Released 30 July, 2015 Recorded 2014-15 Format Digital Download Genre Alternative Hip-hop Label Top Dawg, Aftermath and Interscope Producers Pharrell Williams. Sounwave and Michael Kuhle Writers Kendrick Duckworth, Mark spears and Pharrell Williams Length 3:39 Figure: Kendrick Lamar (Source: "Kendrick Lamar") Alright does American rapper Kendrick Lamar sing the third album. Lyrically, this is a festive song about hope. It mainly features unaccredited vocals at the time of chorus. Alright has received universal acclaim. This video begins with wide-angle shot in the Oakland Bridge describing dark sky paradise. The third scene of the video dedicates with donuts on little Homie. This particular video jumps to scene featuring Kendrick in an old school automobile with his black hippy brothers. J. Cole Song- Crooked Smile Figure: Crooked Smile by J Cole (Source: "J. Cole Ft. TLC - Crooked Smile (LYRICS)") Crooked Smile Single by J.Cole Album- Born Sinner Released June 4, 2013 Recorded 2012 Format Digital Download and radio airplay Genre Hip-hop and RB Label Roc Nation and Columbia Records Producers J. Cole and Elite Writers Jermaine Cole and Meleni Smith Length 4:39 Figure: J Cole (Source: Columbia Records) Crooked Smile is the second official single from his album Born Sinner. The single mainly features R B Group TLC as part of digital version. This song was ode to self-love and finds him counseling women for embracing the inner beauty created by God It is one of the empowering song. The song was a self-reflection on J Cole on embracing his imperfections and trying to get other people at the same time. The original version of the song was three years ago after the rapped version by J Cole over Tupac beat. Conclusion At the end of the study, it is concluded these three popular singers still has global presence for their contribution to music industry. They have received awards and love from audience. Fiasco has various lyrical techniques in his songwriting. On the other hand, Lamar usually has concept albums and incorporates elements of funk, free as well as spoken word poetry and jazz. As far as J. Cole is concerned, Cole develops other ventures from Dreamville Records and other non-profit organization in Dreamville Foundation. Reference List "J. Cole Ft. TLC - Crooked Smile (LYRICS)".YouTube. N.p., 2016. Web. 6 Aug. 2016. "Kendrick Lamar - Alright".YouTube. N.p., 2016. Web. 6 Aug. 2016. "Kendrick Lamar".Kendrick Lamar. N.p., 2016. Web. 6 Aug. 2016. "Lupe Fiasco - Old School Love Ft. Ed Sheeran [OFFICIAL VIDEO]".YouTube. N.p., 2016. Web. 6 Aug. 2016. "Lupe Fiasco - Pick Up The Phone".Lupefiasco.com. N.p., 2016. Web. 6 Aug. 2016. Columbia Records, HJ Conte. "J. Cole | Official Site".JColeMusic.com. N.p., 2016. Web. 6 Aug. 2016.

Richard III - Tragedy In Isolation Essays - Shakespearean Histories

Richard III - Tragedy in Isolation "The tragedy of Richard III lies in the progressive isolation of its protagonist". Discuss. From the very opening of the play when Richard III enters "solus", the protagonist's isolation is made clear. Richard's isolation progresses as he separates himself from the other characters and breaks the natural bonds between Man and nature through his efforts to gain power. The first scene of the play begins with a soliloquy, which emphasizes Richard's physical isolation as he appears alone as he speaks to the audience. This idea of physical isolation is heightened by his references to his deformity, such as "rudely stamp'd...Cheated of feature by Dissembling Nature, deformed, unfinished. This deformity would be an outward indication to the audience of the disharmony from Nature and viciousness of his spirit. As he hates "the idle pleasures of these days" and speaks of his plots to set one brother against another, Richard seems socially apart from the figures around him, and perhaps regarded as an outsider or ostracized because of his deformity. His separation from is family is emphasized when he says "Dive, thought's down to my soul" when he sees his brother approaching. He is unable to share his thought with his own family as he is plotting against them. Thus, we are given hints of his physical, social and spiritual isolation which is developed throughout the play. But despite these hints, he still refers to himself as part of the House of York, shown in the repeated use of "Our". The concept of Richard's physical isolation is reinforced in his dealings with Anne in Act I scene ii. She calls him "thou lump of foul deformity" and "fouler toad" during their exchange. Despite these insults, she still makes time to talk to Richard, and by the end of their exchange, she has taken his ring and been "woo'd" by him. After Richard has successfully gained the throne, he isolates himself when he asks the crowd to "stand all apart" in Act IV scene ii. And later, when Richard dreams, he is completely alone. Physical isolation in Richard's deformity wins sympathy from the audience as we pity his condition. But Richard uses his deformity as a tool against the other characters, to portray them as victimizing Richard. Thus the sense of tragedy is lessened by his own actions, even though his isolation may become greater as the play progresses. Richard's psychological isolation is conveyed through his lack of conscience in his murderous acts. Nowhere does he feel remorse for his murders, until Act V scene iii when he exclaims "Have mercy Jesu!" and "O coward conscience, how dost thou afflict me!". In this turning point, Richard's division from his own self is made clear from "I and I", and "Is there a murderer here? No. Yes, I am!" He has conflicting views of himself and realizes that "no creature" loves him, not even himself. We also never the "real" mind of Richard, for he is always playing a role, of a loving brother to Clarence, a lover to Anne or a victim to the others. We feel sympathy for Richard as he awakes in a vulnerable position and for the first time acknowledges the evil that he has done. But as he only reveals his feelings of guilt in the last act of the play, we do not see him in internal turmoil and thus the sense of psychological tragedy cannot be built upon. Socially, Richard is isolated from both the upper and lower classes of society. In Act I scene iii, Richard sarcastically calls Elizabeth "sister", and she contemptuously calls him "Brother of Gloucester" making a mockery of familial bonds. Margaret calls him "cacodemon" and "devil", and any unity that the characters have on stage is temporary and superficial. In act III, the citizens are said to be "mum" and "deadly pale", which gives a sense of quiet opposition to Richard's activities. Richard is thus separated from all around him. Temporarily, we see Richard and Buckingham share a kind of bond, as Richard calls him "My other self", "My Oracle" and "My prophet". But they part when Buckingham hesitates to kill the young princes when Richard says "I wish the bastards dead". This is the only time the

Academic Ramblings from Essay Writing Service UK

Greetings everybody from everyone here at Essay Writing Service UK To begin, this being February, it seems appropriate to offer a few words on optimism and its distant cousin reality distant because, the more hopeful our ambitions become the less grounded they tend to be. Consider that February is the most optimistic month of the year, a time in which people openly announce resolutions for the entire year, which is as fanciful as it gets. It's difficult enough sticking to such resolutions for seven days let alone three-hundred and sixty five. By placing our ambitions too far afield they become impossible to reach; we set ourselves up to fail and gain nothing but the loss. The same thinking is at work when we decide that, this year, we will study every night, attend every lecture, work twice as hard, party half as much, and so on; finally, the hope runs, we will emerge from that chrysalis the beautiful butterfly we've been waiting to become. Gym membership skyrockets, but no one seems to be getting any fitter. This is because (if we're honest with o urselves), in spite of our best intentions, the likelihood of maintaining a wholesale lifestyle change for more than week is rather low. In consequence, December's lacklustre student will not suddenly become February's model scholar. The point is that genuine academic or personal change does not come at the click of a switch but, rather, is an incremental process. This is because, put simply, people don't transform, suddenly; they evolve, gradually which, in fact, is a huge relief: because, now, the pressure's off; now, you don't have to suddenly be a model student. You just have to be a model student that day. Anyone can do something for a day. And then the next day, then the next. You just need to approach your goals in the spirit of Ancient Roman architecture: one day at a time. This is the key to academic success, making things easy for yourself, first and foremost in your own head. Break it down even further. Everybody can do twenty minutes of study every day; and if you do that every day . . . You see where we're headed with this. Incrementally build your work day by day, a sentence or citation at a time, slowly constructing the final product. The trick is to do a little a bit many times rather than doing a lot a few times. Coffee fuelled all-nighters and last minute cramming sessions are not the solution. In fact such disproportionate behaviour overtaxes the mind and the body, both of which you really want in full-form all the time, let alone when sitting an exam or penning a thesis. Quick-fix study techniques will only set you back in the long run; whereas if you really understand your topic, addressing it will not be difficult. Don't make the work an enemy, make it an ally; find what you enjoy in the subject, make it work for you. Let us consider the example of the dissertation, which is likely be the longest piece of academic prose you will ever compose, a very important piece of work any way you look at it. Say you have a word count of ten thousand words. This figure can seem daunting, because it represents the outcome as opposed to the process of the work, which is the exact opposite of the way you should be thinking about it. All your focus should be on the day's contribution. If you wrote only a hundred words a day every day, you would finish your dissertation, or the first draft at least, in just over three months. This gives you another six or so months for revisions, additions, amendments, for polishing your work to a fine finish. This is how you get a first-class result. You make it easy on yourself. One hundred words a day is not an optimistic ask it is a realistic one, because it demands only a very slight change to your daily routine; and there's better news on top. The more you get into the habit of a bit of scholarly work every day, the more analytically able you will become. You will essentially be conditioning your mind to critical thinking on a regular basis. As a result, critical thinking will become part of your general way of processing information as opposed to being something you simply employ when needed; that is, it will become second nature. This ability will be a great asset when it comes to sitting exams; moreover, you will find it becomes easier and easier to complete other essays quickly and skilfully. Indeed, you will find that such mental conditioning helps you with life in general, because this daily digest of academia will be incrementally sharpening your mind in all kinds of unexpected ways, in a wax-on, wax-off kind of fashion: honing your wit, alacrity, cognition, memory, and so forth. The consistent thread in all of the above, you've probably noticed, is the fact of breaking things down into manageable chunks a kind of intellectual divide and conquer strategy, if you like. The idea being to place yourself in the most advantageous position possible by tackling objectives one process at a time. This necessarily requires a realistic and practical approach, which, if followed, will invariably deliver results. If you write a hundred words a day for a hundred days, you will have ten thousand words; no two ways about it. You just need to get your mind fixed in the right trajectory. After all, the first port of call for any great achievement is in the mind of the doer. Being able to think critically and act logically will put you in good stead for success. There is no reason not to equip yourself with every available advantage in your academic career. Make things easier on yourself. Make a new day's resolution. Start today and see how it goes; and remember, every day you meet your goal is another success, and success deserves to be rewarded. How Can I Order? It's really simple to place an order withEssay WritingService UK. Simply place the order online by clickinghere. Alternatively, feel free to call one of our friendly consultants to discuss your specific requirements on0203 011 0100. 1. Prepare in AdvanceIf you want to avoid feeling anxious in the exam hall, you want to start preparing for each exam well in advance. The last thing you want to do is start cramming last-minute as this will only get you more worked up and panicked.2. Sleep WellThere's little point in pulling an all-nighter before an exam as this will only make you exhausted and could have a negative influence on your performance. It's hard to focus on your exam if you're trying hard to stay awake!3. Healthy EatingIt's important that you eat well before your exam. A nutritious breakfast or lunch will set you in good stead for your morning or afternoon exam. Be careful not to overeat as this will make you feel tired. Likewise with not eating anything at all; even if your appetite isn't there, it will come back to haunt you at some point in the exam

Abolitionist Movement essays

Abolitionist Movement essays During the thirty years that preceded the Civil War, abolitionism was a major factor in electoral politics. Abolitionism refers to antislavery activism between the early 1830s, when William Lloyd Garrison began publishing The Liberator, and the Civil War. By the year 1834, there existed a weak framework of abolitionists, many who were determined free blacks from the north who had a common goal, the emancipation of slavery. These abolitionists took great courage and leadership, for slavery was either against their moral beliefs and gave the anti-slavery movement the growing popularity that it needed. I believe that the abolitionists (only anti-slavery persons), who wanted an immediate end to slavery, radicalized the anti-slavery movement by demanding an, immediate end to slavery and recognition of equality by the year 1836. By the year 1607, Americans realized that the Chesapeake was immensely hospitable to tobacco cultivation. However growing tobacco meant more labor, but where was the labor source to be from? The Colonies found their answer in indentured servant, servants who voluntarily mortgaged the sweat of their bodies for several years to Chesapeake masters. In exchange they revived transatlantic passage and eventual freedom dues. However, due to various reasons, indentured servants no longer poured in to America as they had previously done. Thus, the importation of slaves from Africa began. Many rich plantowners, etc did not think of the moral obligations that one has toward God and were greedy. They exploited these poor, innocent, capable, Blacks and changed the World forever. The New Years Day in the year 1831, The Liberator (doc. D), had the following passage, Assenting to the self evident truth maintained in the American Declaration of Independence, that all men are created equal, and endowed by their Creator with certain inalienable rights... ...

Mong Schoolchildrn Essay Example | Topics and Well Written Essays - 1000 words

Mong Schoolchildrn - Essay Example This book rvls th story of young tchr's lif nd work in th Klly School, prt of th Holyok, Msschusts school systm. Th book provids insight into wht it is lik tching in multiculturl clssroom nvironmnt nd how importnt it is to b bl to monitor nd djust to troubld studnts, how vitl it is to chng your mthods of working, whr tching 24/7 profssion, not 8:00-5:00 job. During th whol yr Chris tckls not only issus of difficult studnts but prsonl issus s wll. This book provids futur tchrs with much rquird glnc t th rlitis of tching whr strss of bing tchr is vidnt. From Sptmbr to Jun, Chris Zjc, compssiont, dvotd tchr struggls with th nrly suprhumn tsk of tching innr-city childrn, mny from impovrishd nd brokn homs. .It fls lik you r in th clssroom with Mrs. Zjc. Trcy Kiddr dscribs rl tchr nd hr studnts nd tks th rdr with thm through th school yr. Zjc mngd to rlt th problms s wll s th succsss in th clssroom. Zjc is th kind of tchr tht prnt would wnt thir child to b round, bcus sh dos not only tchs bsic skills nd knowldg, but lso nturs nd dls with childrn who com to th clssroom with lot of bggg. Mrs. Zjc posssss ll trits tht vry tchr should hv: tough in loving wy, disciplind, slf-wr, nd willing to confss to hr own fults. Onc in whil whn sh rlizd tht sh is probbly boring, sh tris to shk up th lsson to void wtching bord studnts. Mrs. Mrs. Zjc is wondr tchr tht vry child should hv t lst onc in thir grd school crr, bcus sh posss ll ncssry qulitis of n xcllnt tchr. Sh is sympthtic, lmost to fult, bcus somtims sh givs too mny scond chncs to pupils who try to disordr hr clss, but sh lso mngs to gt through ll of thm, vn th ons who hd to b rmovd. Sh is hrd-working tchr nd lwys brings hom both th ppr grding nd th worris in which sh constntly rumints on ch studnt's lif nd how sh cn improv it. Sh dos not lv tchr flings t th school door nd s rsult lmost ll of innovtiv ids build up whil sh broods t hom ovr som kid's dilmm. Sh hs big hrt, nough to mbrc nd provid thm with unconditionl lov, spcilly to thos who xprincs hrdships t hom or vn to thos who dos not vn hv hom.In ordr to b n ffctiv tchr on hs to nturlly possss ll thos trits nd b bl to us thm in ordr to gt through to thir studnts. It is chllnging to b bl to s th diffrnc btwn "problm studnts" nd "good studnts" nd th chllngs thy prsnt in vry dy situtions. Th mjority of studnts in Mrs. Zjc's clss r Hispnic-- growing truth throughout th Unitd Stts--so long with th vrydy frustrtions of vry tchr, w s tht Mrs. Zjc hs n dditionl worklod imposd mrly by th prsnc of lngug brrir. Looking t fiv min rs of Mrs. Zjc's clssroom cn giv n insight into wht mks hr good tchr nd thos trits includ: tchr's intrction with th studnts, studnts' intrction with th tchr, studnts' intrction with othr studnts, contnt, nd nvironmnt.Sh intrcts in such wy tht studnts hv prcption tht sh wnts th bst out of thm, so thy try hrd in ordr to mt thos xpcttions. Whn Hnritt wntd to quit working on hr mth, Mrs. Zjc just tris to rpt hr xpcttions by sying, " No, Hnritt. You cn't quit. You hv to kp trying. You cn't just quit in lif, Hnritt." By following nd mting thos xpcttions, studnts t som point will try to outprform vn. nothr lsson tht cn b drivd from Mrs. Zjc's styl of tching is hr ttitud towrds trting studnts , whr sh sys "Trting studnts qully oftn mns trting thm vry diffrntly." Sh undrstnds tht vry studnt's bst is diffrnt, but just th fct tht h of sh trid to rch thir bst is lrdy nd indictor of succss. For xmpl, sh rlizd tht th ssy tht Jimmy wrot ws hug

Victorian America Essay Example | Topics and Well Written Essays - 4500 words

Victorian America - Essay Example The country gained 12 new states, doubling its geographical area, voted on 10 new amendments to their constitution and increased its population by more than twice its number at the beginning of this period. â€Å"Americans were becoming more diverse, more urban, and more mobile.†2 Slavery had legally come to an end and an entirely new population was struggling to redefine itself and find a home. Social norms were questioned and the preconceptions of the elders were no longer automatically assumed honorable. Technology had changed too, bringing with it the mechanized tools of the factory, enabling large groups of workers to earn living wages within a single location rather than struggle to grow crops out on the farm. With the advent of the machine and the production line, more and more Americans were moving to the cities to seek work, bringing the women in from the fields on the farms to the kitchens and family rooms of the middle class. This emerging middle class gave birth to what has since been referred to as the Cult of the True Woman, coined first by Barbara Welter in the mid-1960s3, a set of ideas and beliefs regarding the proper structure of the quintessential American family. However, through this ideology, women were brought into closer contact with one another, gaining power and voice enough to finally give rise to the feminist movements that marked the tremendous strides toward equal rights that were accomplished in the early part of the twentieth century. Through this process of growth and change, moving from the True Woman to the New Woman, the feminist movement was seen primarily as a masculine movement with very little to suggest the ‘feminisation of American culture’, with its emphasis on compassion, consideration, and control that would emerge in the twenty-first century. In leaving the farms for the cities with the new modernization of the cities and factories, Welter and others hypothesized that it became necessary for women to uphold the traditional ideologies the family had held dear while in a rural setting, thereby restricting them to a single idealized image of what embodies the True Woman.

Central problems with MAINSTREAM ECONOMICS Essay

Central problems with MAINSTREAM ECONOMICS - Essay Example There are various assumptions that are related to mainstream economics. One of them is the rational choice theory where individuals continually seek for the most cost effective means of achieving their desired goals with less reflection on the worthiness of the desired goal. The basic idea in here is individuals trying to maximize their benefits while at the same time reducing their costs. People decide on how they ought to act by making comparison of the resulting costs and benefits of their courses of action. Thus, the society in question develops a pattern of behavior in relation to these choices made. Another assumption is that of the representative agent. This refers to atypical decision maker of a given type for instance the typical firm or consumer. The notion behind this is that it is much easier to consider one typical decision maker rather than analyzing many of these different decisions (Nadeau 2009). However, economists ignore the representative agent when the differences occurring between individuals are central to the arising central point. The other assumption is that of rational expectation where the prediction of the future made by an agent of all economically relevant variables are not systematically wrong and the fact that all errors made are random. This shows that the expectations of the agents are the true statistical expected values. Much of the modeling of this modern economics explores the notion that other complicating factors have on various models. Here, individuals are viewed as units with a similar goal, which they are capable of maximizing through their rational behavior. The only difference arises in the specific objective geared towards maximization where individuals tend to maximize on their utility and firms tend to maximize on profits. There also exists a difference in the process of maximization

Preventing Accidents on Construction Sites

Preventing Accidents on Construction Sites This chapter investigates the health and safety measures that are currently in place to reduce accidents and injuries on construction sites. In order to prevent accidents in construction it is not just a matter of setting up a list of rules and making safety inspections, although both of these have their place (Holt, 2001). Holt (2001) suggests that a system for managing health and safety is required that meets the needs of the business and complies with the law. This chapter intends to identify these strategies used and highlight the benefits to the industry in implementing them. The most important overall method is to implement the CDM regulations 2007 successfully, however within these regulations there are specific measures that can provide better results. The HSE concluded in ‘Blackspot Construction’ that 70% of the deaths on construction sites could have been prevented by positive action by managers within the industry (Joyce, 2001). The general principles of prevention as stated in regulation 7 of the CDM regulations 2007 are as follows: i. Every person on whom a duty is placed by these Regulations in relation to the design, planning and preparation of a project shall take account of the general principles of prevention in the performance of those duties during all stages of the project. ii. Every person on whom a duty is placed by these Regulations in relation to the construction phase of a project shall ensure so far as is reasonably practicable that the general principles of prevention are applied in the carrying out of the construction work. Welfare Facilities The provision for health, safety and welfare of workers involved on construction sites was not included in the CDM Regulations 1994 as it was the responsibility of the CHSW 1996; however these regulations have now been revoked by the CDM regulations 2007. These regulations set out the requirements for the provision of welfare facilities to be provided by the contractors as it has recently been recognized that the health and safety of workers is directly affected by their personal welfare (Joyce, 2007). The provision of high welfare facilities is likely to reduce the number of accidents and injuries on construction sites as it promotes recruitment, good morale and employee retention. These reasons alone should be sufficient justification for the investment in welfare facilities which should encourage the client and contractors to ensure that they are provided on construction sites from the outset to an acceptable level. Without the provision of welfare facilities workers are likely to be cold, overheated, dirty, dehydrated and uncomfortable (Joyce, 2007), this in turn will have an effect on the efficiency and effectiveness of their work undertaken creating an unsafe environment to themselves and their fellow workers. The provision of welfare facilities can be seen as an important measure to reduce accidents on construction sites; however the contractors must ensure that they are cleaned and maintained throughout the entire duration of the construction work in order to achieve their full benefit to the industry. Education and Training Education and training plays a very important part in the reduction of accidents on construction sites which is a legal requirement under the Management of Health and Safety at Work regulations 1999 as well as more recently the CDM regulations 2007. It is the responsibility of the employer to provide such training during recruitment, at inductions or when being exposed to new or increased risks (Hughes Ferret 2007). The levels of education and training required covers a wide range of information such as specific company health and safety policies, risk assessments, method statements, safety procedures, good practice and legal requirements (Hughes Ferret 2005). It is evident that providing essential information through a high level of education and training will enable employees to carry out tasks with limited supervision, this in turn should reduce the likelihood of health and safety risks and therefore help reduce the number of accidents and injuries within the construction industry. Construction Skills Certification Scheme (CSCS) The Construction Skills Certification scheme has been set up to help improve the general quality of workmanship as well as to reduce accidents and injuries occurring on construction sites. This CSCS scheme helps to ensure that competent workers are registered within the construction industry, which is currently the largest scheme within the construction industry which covers over 220 different occupations. As a result of this these cards are becoming increasingly demanded throughout, in particular by clients and contractors in order for workers to provide proof of their occupational competence and therefore gain access onto construction sites throughout the UK. This scheme has been supported by construction authorities such as the Major Contractors Group (MCG), National Contractors Federation (NCF) and the Major Home Builders Group (MHG) as it shows they have passed the CITB – Construction Skills Health and Safety Test. If these cards are made mandatory as a standard requirement within the construction industry then it will ensure that the general health and safety awareness of construction workers on construction sites with regards to health and safety risks will significantly improve, therefore more than likely reduce the number of accidents and fatalities within the industry. http://www.citb.org.uk/cardschemes/whatcardschemesareavailable/certificationschemes/cscs.asp Competence Assessments The CDM regulations 2007 have highlighted the increased awareness that the employment of competent workers is likely to reduce the number of accidents within the construction industry. This is evident from the increased vigour of worker competence assessments that are required before a work operative can start work. Competence assessments are carried out in order to assess whether a person is suited to carry out a job which is a method used to reduce accident on construction sites. It is the author’s opinion that competent people are more aware of health and safety risks surrounding them which they can therefore deal with before an accident occurs. The level of competence required is proportionate to the risks arising from the construction work (Joyce, 2007) which is stated in the ACoP so no work undertaken should be carried out by an unable worker. The term competence is not defined in the CDM regulations however a definition made during a civil court case in 1962 sates that a competent person is: A person with practical and theoretical knowledge as well as sufficient experience of the particular machinery, plant or procedure involved to enable them to identify defects or weaknesses during plant and machinery examinations, and to assess their importance in relation to the strength and function of that plant and machinery. The concept of confidence underpins the CDM regulations 2007 because no duty holder can be appointed unless they are competent themselves, this is required by regulation 4(1)(a): No person on whom these Regulations place a duty shall appoint or engage a CDM co-coordinator, designer, principal contractor or contractor unless he has taken steps to ensure that the person to be appointed or engaged is competent. In order to prevent incompetent people assessing the competence of others, the CDM regulations set out a statement in regulation 4(1)(b): No person on whom these Regulations place a duty shall accept an appointment or engagement unless he is competent. The introduction of the CDM Regulations 2007 clearly shows that competence assessment is an important measure to prevent accident on construction sites and must be implemented further if these measures are to be highly successful. Designing to reduce risks The introduction of the CDM regulations 2007 has provided a bigger emphasis on designing out risks in the planning stage of construction projects. Increased responsibility has been placed on designers as a result of the introduction of the CDM regulations 2007 to eliminate hazards before they have chance to occur. Holt (2001) suggests that the method of prevention to remove the risk of a hazard at the design stage is likely to be more effective than to establish a control strategy, especially as it would rely on people to work in the correct way which is not always likely to happen. An example of this may be for a designer to prevent from specifying fragile roofing materials which could present the opportunity for people to fall through. In the event of a designer unable to completely eliminate health and safety risks at the design stage, then the design and specification can still make a significant difference to actions carried out on site. It should emphasize ways in which work should be carried out in order to provide minimal health and safety risks to workers. The extra time spent that may result from a more detailed design process should be repaid through savings of time and money, and possibly lives throughout the construction process (Holt, 2001). Communication The variety of measures in place in order to reduce accidents and fatalities on construction sites which are evident from the ongoing literature review throughout this chapter. The successfulness of these measures however is dependant on effective communication, particularly when implementing training and education as it will dramatically improve work operatives understanding of health and safety risks. Hughes and Ferret (2007) suggest that many problems regarding health and safety on construction sites is a result of poor communication between management and the workforce within an organization, this often arises from ambiguities or possible accidental distortion. There are 3 basic methods of communicating health and safety information within the construction industry identified by Hughes Ferret (2007) as verbal, written and graphic. The most common of these methods is verbal communication via speech or word of mouth, this type of communication should only be used when providing simple instructions or information generally during meetings or training sessions, these are generally known as ‘tool box’ talks. In order for the implementation of verbal communication to be successful, the spokesperson needs to ensure that the messages they are trying to relay are clear and prevent confusion, the receiver should then demonstrate some form of understanding in order to prove they clear on what is expected of them before undertaking any work. This method of accident prevention can have its drawbacks and be a regular cause of accidents on construction sites if a verbal instruction has not been understood. Hughes and Ferret (2007) suggest that this may be as a result of a number of factors such as language and dialect barriers, use of technical language and abbreviations, background noise and distractions, hearing problems, ambiguities in the message, mental weaknesses and learning disabilities, lack of interest and attention. Despite the potential limitations that exist with verbal communications, there are also a number of benefits that it brings to construction sites if carried out successfully. Communication in this manner is less formal, enables the exchange of information to take place quickly and can be carried out close to the workplace (Hughes Ferret, 2007). Written communication involves the use of emails, reports, notice boards etc. in order to communicate information regarding health and safety. Potential problems involved with this form of communication are that the language used may be difficult to understand and affect the level of comprehension. Detailed reports may not be read properly due to time constraints and notice boards may be positioned in the wrong places with out of date and irrelevant information. The main benefit of using written communication, in particular emails, is that it provides a quicker method to ensure that messages get to all the people that may be concerned which is an important measure which could be implemented further to reduce accidents on construction sites (Hughes Ferret, 2007). Graphical communication is carried out through the use of photographs, drawings, posters and videos. This type of communication is often used to inform workers of health and safety information such as fire exits and HS propaganda. This is regarded as being a relatively effective method of communication as it has no barriers with regards to language or dialect and displays a simple message that can be remembered. The potential limitations regarding this procedure is that the graphics may very quickly become out of date or in the case of posters, be ignored (Hughes Ferret). Improvements in Technology A key measure in which to reduce accidents on construction sites is through the use of up to date technologies. This view is supported by (reference) who suggests that new technologies in construction sites are not only likely to help prevent accidents and injuries on construction sites but also improve the overall efficiency of construction projects. This view is also supported by Holt (2001) who suggests that keeping up to date with new technology can bring an added benefit to the industry and generally improve site conditions. The introduction of new technology may be in the form of improved software, software often gets up-graded quickly with new and improved packages that should be installed to benefit the industry. It may also involve improvements in technology such as the new Blackberry; this can incorporate cell phone capability and email connectivity into a single device that will benefit employers relaying safety messages quickly and directly to employees on site, therefore improving coordination between site operatives. New technology may also be in the form of site equipment and plant, for instance the use of mechanical systems such as hoists and lifts should be replaced instead of manual operations, this is not only likely to increase productivity on site but also prevent the likelihood of injuries such as back problems. The introduction of improved technologies into construction sites in an attempt to reduce accidents and injures is largely dependant on the level of training that accompanies it. Employers must be aware that productivity on site may not be at its peak during the period of change as new software and equipment requires training and adjustments to that of old technologies. However, if sufficient training is provided to accompany the new technology and software then employees will be able to harness the power of new technologies and provide numerous benefits to the construction industry. Risks Assessments Risk assessments are an important measure used to reduce HS risks on construction sites, they are a legal requirement of many HS legislations during the planning stage of a project so that plans can be put in place to control potential risks as assessed in Chapter 2 of this study. A risk assessment involves an examination of the potential risks that may cause harm to people which cannot be avoided through the design process of a project, the risk assessments should only identify the significant risks that apply to the construction project and ignore the trivial risks that are not likely to result in an accident or fatality. They are carried out in order for organisations to establish whether they have taken enough precautions or to identify if they could do more to prevent the likelihood of an accident or fatality on the construction site (HSE, 2006a). Risk assessments are used to decide on priorities and set objectives for eliminating hazards and reducing risks, if this is possible it is usually through selection and design of facilities, equipment and processes. However if they cannot be eliminated they are minimised by the use of physical controls or, as a last resort, through systems of work and personal protective equipment (Hughes Ferrett, 2007). ‘A hazard is something with potential to cause harm. The harm will vary in severity some hazards may cause death, some serious illness or disability, others only cuts and bruises. A Risk is the combination of the severity of harm with the likelihood of it happening.’ http://www.hse.gov.uk/pubns/indg275.pdf Hughes and Ferrett (2007) identifies two basic forms of risk assessments, these are ‘quantitative’, which involves risks given a numerical value and ‘qualitative’ which is the most common form of risk assessment in the construction industry which is based purely on personal judgement and then quantified as being either high, medium or low risk in terms of its severity. The HSE (2006a) identified the following 5 key steps in order to asses the risk in a workplace: Step 1: Identify the hazards Step 2: Decide who might be harmed and how Step 3: Evaluate the risks and decide on precautions Step 4: Record your findings and implement them Step 5: Review your assessment and update if necessary If these steps are followed by every construction organisation throughout the UK then it will make a big difference to reducing the number of accidents and fatalities on construction sites which is regarded as being the principal aim of risk assessments, this aim however is also dependant on the competence of people carrying out the risk assessment and also the communication of their findings. An example of a risk assessment form can be seen in Appendix 2. Health and Safety Culture HSE publication HSG 65, Successful Health and Safety Management Health and Safety Inductions Health and Safety Policies Health and Safety Policies are an important measure that are required by law for every organisation to produce. The can play a key role in reducing accidents and fatalities on construction sites. They have been assessed in greater detail in chapter 2, section 8.4. Managing Risks during construction The introduction of the CDM regulations have also placed more emphasis on managing risks during construction in order to target the high level of accidents and fatalities on construction sites. This measure involves creating a well established management system that controls the potential risks faced during a construction project and deciding what should be done about them. This may involve giving collective protective measures priority over individual measures to provide the biggest benefit to the health and safety of everyone involved. This may involve removing hazardous dust by exhaust ventilation rather than providing a filtering respirator to an individual worker (Rowlinson, 2004). It is therefore the role of a manager, such as the principal contractor to assess the most appropriate protective measures to use during the construction process and ensure that people under his command abide by these management decisions. Managing risks during construction may also be in the form of giving appropriate instructions to employees. This may involve making sure that all employees are fully aware of specific company policies, risk assessments, method statements, safety procedures, good practice, official guidance, and any legal requirements that they must follow (Holt, 2001). Personal Protective Equipment (PPE) It is the opinion of (make up a reference) that Personal Protective Equipment (PPE) should only be used as a control measure as a last resort to try to reduce accidents and fatalities on construction sites. This is due to the fact that it does not eliminate the hazard and will present the wearer with the maximum health and safety risk if the equipment fails. Hughes and Ferrett (2007) identify a number of limitations as to why PPE should only be used as a last resort such as the equipment only protects the person wearing it and doesn’t take into account the effects the risk may have on others working nearby; it relies on people wearing the equipment at all times which people do not often do; it must be used properly which requires training, this could result in a loss of time and productivity and it must be replaced when it no longer offers the appropriate levels of protection. Aside from these limitations the use of PPE still provides certain benefits to the industry and is an important measure to reduce, or at least prevent the level of accidents on construction sites. PPE enables workers to have immediate protection to allow a job to continue; in an emergency it can be the only practicable way of effecting rescue or shutting down plant; and it can be used to carry out work in confined spaces where alternatives are impracticable (Hughes Ferrett, 2007). The Construction Phase Plan The Health and Safety File The Construction Phase Plan and The Health and Safety File which were introduced by the CDM regulations both help to reduce accidents and injuries on construction sites. They have been discussed previously in Chapter 1, Section 7.2 in greater detail on the positive impacts they have on the construction industry. It is the opinion of the author that these measures to reduce accidents on construction sites should be reviewed periodically to ensure that they are still effective and to introduce new improvements to these measures. In the event of a serious accident or incident occurring on a construction site, then an immediate review of the risk control measures in place should be carried out to identify the problem and why it occurred. Cost of implementation of the CDM regulations 2007 The HSC has claimed that the CDM regulations are likely to save the construction industry  £2.7 billion, through reduced bureaucracy and a further benefit to the construction industry by up to  £3.2 billion by reduced loss of working time (Joyce, 2007), this however is likely to be the best case scenario, the HSC concluded that in the worst case scenario the introduction of the CDM regulations 2007 could cost the construction industry  £660 million (Joyce, 2007). The financial cost of implementing these measures of prevention through the CDM regulations may be regarded as costly to the industry; however it is the authors opinion the benefit of implementing theses regulations successfully and reducing the number of fatalities and accidents on construction sites is a small price to pay as it benefits the industry as a whole by the factors outlined below. This view is supported by Robert E McKee who commented that â€Å"Safety is, without doubt, the most crucial investment we can make, And the question is not what it costs us, but what it saves†. 4.6 Benefits of accident prevention The measures identified in section 4.1 above highlight the main factors that can assist in preventing accidents and fatalities on construction sites. The implementations of measures to prevent accidents are extremely worthwhile as they provide a number of benefits to the construction industry which are discussed below. 6.6.1 Cost in human suffering The cost in human suffering, physical pain and hardship resulting from death and disability is impossible to quantify (Holt, 2001). The accident and fatality statistics analyzed in chapter 3 provide the author with background knowledge that there are an alarming amount of accidents and fatalities within the construction industry each year. This is likely to have had a significant impact on the lives of workers and their families causing a considerable amount of disruption. This is one of the major reasons why these statistics need to be reduced and try to achieve a safer construction industry. 6.6.2 Moral Moral reasons stem from a developing public awareness that something needs to be done to raise the quality of life within the construction industry (Holt, 2001). It is becoming increasingly evident that the safety of workers within the construction industry is being put at risks for reasons such as potential increased profits. It is of the author’s opinion that this is morally wrong and should be prevented which in turn will benefit the construction industry as a result of fewer accidents. In order to increase workers moral within the industry (Holt, 2001) workers should be actively involved in accident prevention programmes, this is likely to increase the productivity of work and prevent weakened worker moral through a reduction in accidents on site. 6.6.3 Legal Legal reasons are contained in state law, which details steps to be taken and objectives to be met, and which carries the threat of prosecution or other enforcement action as a consequence of failure to comply (Holt, 2001). The prevention of fatalities is likely to reduce legal action faced by organizations which in turn is likely to reduce cost in terms of money and adverse publicity as there will be a reduction in the number of workers able to gain compensation. 6.6.4 Financial The benefit of accident prevention is likely to have a significant impact on financial reasons which will ensure the continuing financial health of a business and avoid the costs associated with accidents (Holt, 2001). These costs can be both direct cost such as production delays which include the cost of compensation as well as indirect costs such as management time spent on investigations and fines. Conclusion of chapter The analysis of measures to reduce accident and fatalities on construction sites along with the benefits that these measures bring, highlight the fact that a good safety record and document safety management systems can more than repay the time spent of achieving it. A reduction in accidents and fatalities through increased measures to prevent them will significantly reduce the problems identified in section 6.6 and therefore significantly benefit the construction industry as a whole. This chapter highlights many control systems and mechanisms that are in place to decrease the chances of accident and injuries within the construction industry, however Chapter Four: Methodology This chapter discusses the different methodological approaches for this study and expands on the outline methodology highlighted in chapter 1. Detailed accounts of the specific research strategies are also examined, highlighting the methods used to analyze and interpret the data collected. Each question chosen for the questionnaire will be examined stating why it was chosen, what it hoped to achieve, and how it relates to the research aim and objectives. Finally, the location of the study and methodological restrictions are also considered. Approach Several methodologies to assess the effectiveness, success and problems of CDM regulations have been used in the past, notably sample groups, influence network models, case studies and statistical analysis (reference). The case study approach analyses a very small number of duty holders using semi-structured surveys, and over a number of periods (e.g. quote people and times). Although this methodology can be detailed, results can be extremely unrepresentative. Resultantly, the sample group methodology was chosen for this study, which follows the same layout, but with a much larger number of duty holders. Academics such as (reference) and (reference) have used this type of methodology in the past. The sample group methodology was most appropriate for this study, as data was needed from multiple different duty holders in order to make comparisons and generalizations. Using influence network models was deemed less appropriate than a sample technique as this tended to concentrate on influences for poor health and safety rather than the effectiveness of the CDM Regulations 2007. Criteria for evaluating effectiveness In order to gain useful information it was important to understand what the outcome would be compared to (Moore, 2000), therefore, at this stage the ultimate outcome for measuring the effectiveness of the revised CDM regulations would be to measure the impact they have had on accident statistics on construction sites. This measure however takes a long period of time for changes to manifest themselves and enable a comparison to that of the CDM regulations 1994. As the introduction of the CDM regulations 2007 only came into force in April 2007, a number of different measures have been implemented throughout this study in order to measure the early effectiveness of the new CDM regulations. Table 7.1 below shows the steps taken with the required source of evidence to indicate that an early impact has been made. Effectiveness means the capability of producing an effect (www.wikepidia.org) and in this case, it can be assumed that with reference to this study the intended effect of the CDM regulations is to reduce accident statistics on construction sites. Table 7.1 Impact outcome of the revised CDM Regulations Step Outcome measure Indicative evidence of outcome 1 Duty holder awareness that CDM regulations have been revised Events and articles to launch the revised CDM Regulations 2 Duty holder obtains information about revised CDM Regulations Sales and downloads of the revised CDM regulations and guidance material 3 Duty holder acts internally on contents of revised CDM regulations Duty holder acknowledges clarity in the regulations and better known what is expected of them 4 Improvements in management and design practice appear Positive duty holder views on the improved flexibility in the fit of the revised CDM regulations to a wide range of contractual arrangements. Improved information flow including from the clients. Improved competence assessments. Improved communication, cooperation and coordination between duty holders. Improved health and safety files. Reduced bureaucracy and paperwork. Clients committed to ensuring the safe management of projects. Coordinators are perceived as adding value. 5 Improvements in risk management through good design apparent in specifications and drawings. More on-site hazards are eliminated and thus appear less frequently on drawings / specifications. More resid

High School and Handball Essay

There should always be something special to you that will warm your heart when you think of it. As I sit at home everyday, I think of this special thing that will brighten my day and get me off my seat. Ever since I can remember, handball was one of the few things I never got bored of in my life. Handball to me is more than a sport or something to past time. It has been a way for me to meet new people and make new friends. It all began when I was a little kid. I would always play games and never stop even if my parents took them away. But nothing could stop me from waking up at night secretly, and playing my Game Boy until I fell asleep. Then there was that one day when my mom bought me this red bouncy ball. She told me to play with it instead of my stupid games. I listened to her, and I started playing with the ball daily. At that time, I didn’t know what this ball would bring to my life, but soon I realized. After playing countless hours, I stopped staying up late, because I was so exhausted. I didn’t just bounce the ball around my house because I was bored. Sometimes, I threw it at my house walls and smacked it back with my hand so it wouldn’t get past me. This was probably when I first started doing something similar to what we know as â€Å"handball. † As I was a teenager, there was this park across the street from my junior high school. The park was quite big and was called Seth Low Park. I remember one day, during 6th grade, a friend of mine, named Nabeel asked me if I wanted to play handball with him after school at Seth Low Park. Excitedly, I told him that I would love to, but I didn’t know how to play. He didn’t mind, so after school that day, I went to play with him. He told me that all I had to do was hit the ball to the wall with my hands. I was eager to try this sport, so I practiced with him every day. He noticed that I was a quick learner and asked me if I ever played handball before. I told him I used to smack a ball around at home and he commented on how well I could return the ball to the wall. I didn’t know what to say. This was my first time playing, and it seemed like I was a better player than he was. I guess I really was born to be a handball player. As years went by, the only thing that I cared about was school and handball. Whenever I stressed from school or wanted to feel free and away from work, I would put on my shorts and run out to play. Nothing matters to me when I step on the court. I forget everything and just concentrate on my game. My love for handball was so great that when the sun had set and the sky was dark, I was still at the park swinging away my arm. Sometimes my arm began to hurt after playing for several hours but I continued to play, ignoring the pain. Even with these side effects, handball has helped me improve my reflexes and increased my stamina. Even to this day I still play handball. My present reflects my past on how I play. I keep getting better and better and every once in a while I meet new people, who are even better than me or people who play around my level. And as I get better, I helped them realize their mistakes and flaws which made me a better player as well. When I have a hard game, I feel challenged and it’s a wonderful feeling when you step on a court with another good player. When I win, it feels even better but when I lose I know I tried my best. However, as I played more and more handball, I realized I had a gift in this sport. I couldn’t wait to play in real competition in high school. Apparently, I realized I was better then a lot of people, so I tried out for the Madison handball team. I was really surprised when I got in because I had to play against the top players in the school. I was so sure that I would not make the cut, but I did and I was really excited. I couldn’t wait for the 1st practice and see how good the team was. After a few days of practice, I realized there were a lot of good players on the team. This motivated me to practice harder and get better at the sport. In the future, I hope I will have enough time to continue playing handball. It has had a huge impact on my life and I will never forget about it. It is both a great sport, and a friend to me that has helped me through rough times. When I did not know what to do, I turned to handball. It takes my mind off problems and most importantly, when I need it, its there. Meeting new people through handball and becoming friends with them is a wonderful thing. There is always something to share with them and they are always there at the handball courts with you. Handball will always have a special place in my life because without it, I would be another boring person.

Dark Matter: a Basic Understanding

Dark Matter: A Basic Understanding Introduction Many people, from the inquisitive, to those involved in the astronomical sciences have questioned the existence of Dark Matter. While it is called many things today, I will continue to refer to this unseen substance by its original name, Dark Matter. As it is still a theory being researched today to validate its existence and make-up, the discovery of dark matter was first presented to the world some time ago by two very intelligent astronomers. In coming to understand this matter, some of the most common questions we find ourselves asking are: What is it?And, How was it discovered? The most difficult question we all seem to face is â€Å"Does it really exist? † While quite tricky, this question is one that each of us have to conclude an answer to on our own. Therefore to start, I will address the more common questions first, and then I will provide my own answer to the question of its existence. Dark Matter: What is it? When fir st being introduced to Dark Matter, the first question we find ourselves asking is what is it? In and out of the scientific community dark matter is commonly referred to as â€Å"the source of extra gravity,† or the â€Å"mysterious form of matter that is unseen. A more refined scientific definition for dark matter is â€Å"a nonluminous, undetectable, invisible material in the universe that makes up about 70%-80% of its mass. † In short, dark matter is an unseen form of material that contains its own gravity which affects its surrounding materials; i. e. gases, stellar, and celestial bodies. With truly dedicated astronomers and cosmologists focused on the structure and composition of the cosmos, this brings me to explaining how this invisible matter called â€Å"dark matter† was discovered. Dark Matter: How Was It Discovered?In 1932 and 1933, astronomers Jan Hendrick Oort and Fritz Zwicky were the first to postulate the idea of the existence of dark matter. In studying the stellar motions of stars within the galactic plane of the Milky Way galaxy, Astronomer Jan Oort observed that the rotational velocity of stars on this outermost part of the galaxy (galactic plane) was actually increasing versus decreasing. This in itself presented a reason to question this stellar movement further since, based on Newton’s law of gravity, the rotational velocity of stars should steadily decrease the further they are from the galactic center.Oort continued his observations on stellar motions, while astronomer Fritz Zwicky carried out his studies and observations on galactic clusters and how they remained gravitationally bound. During Zwicky’s observations, here is where dark matter was discovered on a much more massive scale. Through Zwicky’s research, he found that there needed to be 10 times as much mass as observed in the form of visible light in order to keep galaxies clustered together. This observation was clear to Zwicky, as i t had been to Oort, that there was a large sum of mass existing within the cosmos that was simply â€Å"non-visible. At this point, astronomers simply referred to this material as â€Å"missing mass. † Being that the peculiar stellar movement counters Newton’s law of gravity, and occurs in the outermost part of the galaxy known as â€Å"galaxy halo’s,† both Oort and Zwicky hypothesized that this â€Å"dark matter† must exist in a spherical form that enshrouds the outermost part of galaxies, thus keeping them from flying apart. In understanding how this matter was discovered, this brings me to the final and most important question, and that is determining if it really exists.Dark Matter: Does It Really Exist? The evidence supporting the existence of dark matter today is very convincing, yet in the scientific community, it is still a theory. Giving a definite answer as to whether it exists is solely up to the individual. Despite this, astronomers ar e continuing to find more convincing information that supports the dark matter theory. For instance, an August 2012 article published in â€Å"Science News Today,† discussed evidence of dark matter filaments (fibers or threads of dark matter) discovered by astronomer Jorg Dietrich and his colleagues.Dietrich and his colleague’s x-ray observations of a pair galaxy clusters called Abell 222/223, revealed a ribbon of hot gas between the clusters. This, along with the galaxies distorted shapes and how light was bent was the first hint of the presence of dark matter. Continued observation of the galaxy clusters revealed a thick cord of invisible matter with a mass comparable to that of a small galaxy cluster. Dietrich states that gas can account for only about 9 percent of that mass, dark matter appears to make up the rest. Conclusion:In understanding that dark matter is an unseen material which contains its own gravity, the theory alone provides a unique way of understandi ng the structure of our universe. Most importantly, the work of astronomer’s Jan Oort and Fran Zwicky set the stage for astronomers to seek out and understand possible unseen forces at work within our cosmos. This is exactly what astronomer J. Deitrich and his colleague’s did. While there is a host of significant evidence supporting the theory of dark matter, Deitrich and his colleague’s evidence was eye-opening.In concluding if it actually exists, in my opinion its presence is already confirmed. Works Cited Jones, Andrew, and Daniel Robbins. â€Å"The Universe’s Dark Matter and Dark Energy, String theory for dummies. † Dummies. com. Dummies. biz. 2012. Web. 14 Nov. 2012. NASA. What is Dark Matter? Washington: Institute for Global Environmental Strategies, 23 Feb. 2012. Web. 14 Nov. 2012. Powell, Devin. â€Å"Dark Matter Filament Illuminated. † Science News Magazine 11 Aug. 2012: 9+. Print. White, Mark. â€Å"Rotation Curves. † Berkel ey Astronomy Department. University of California at Berkeley. 2011. Web. 15 Nov. 2012.

Free Essays on Caged Bird Essay

The anguish of imprisonment is indeed a hard thing to take. Especially when others are free to make it’s own choices, free to do what they wishes and to go where they will. â€Å"Caged Bird,† written by Maya Angelou, depicts the carefree life of a free bird and the incredible desire for freedom of the caged bird. The caged bird desperately wants to be let free but is denied, and the only option is to sing, laments for its lost freedom. The birds are personified in the lives of humans in emotions, physical imprisonment, and moral attachments. Freedom is the only way for the caged bird to achieve true happiness. The free bird does not need to speak at all. It is content; it has all it wants and all it needs. The free bird looks forward to the small things in life because it regrets and desire nothing, â€Å"The free bird thinks of another breeze and the trade winds soft through the sighing trees and the fat worms waiting on a dawn-bright lawn,† All it wants is more wind to fly on and food to live, that’s all it needs. The world is filled with obstacle unseen dangers, but the caged bird is willing to endure them because it has its freedom. The caged bird is safe and well taken care of; it does not need to worry about food, predators, or the bitter elements. However, it is willing to give up that protection in return for freedom. Because life is a series of experiences, to do nothing day in and day out it to not live. It would rather take the chance of living in the dangerous world than being cooped up in a caged, â€Å"his wings are clipped and his feet are tied,† it ca n not go anywhere. â€Å"The caged bird sings with a fearful trill of things longed for still and his tune is heard on the distant hill for the caged bird sings for freedom,† the caged bird sings tirelessly for freedom. It is the only thing it desires, its only want, and its only hope. It wishes to be able to do what the free bird can. The cages bird is almost like ... Free Essays on Caged Bird Essay Free Essays on Caged Bird Essay The anguish of imprisonment is indeed a hard thing to take. Especially when others are free to make it’s own choices, free to do what they wishes and to go where they will. â€Å"Caged Bird,† written by Maya Angelou, depicts the carefree life of a free bird and the incredible desire for freedom of the caged bird. The caged bird desperately wants to be let free but is denied, and the only option is to sing, laments for its lost freedom. The birds are personified in the lives of humans in emotions, physical imprisonment, and moral attachments. Freedom is the only way for the caged bird to achieve true happiness. The free bird does not need to speak at all. It is content; it has all it wants and all it needs. The free bird looks forward to the small things in life because it regrets and desire nothing, â€Å"The free bird thinks of another breeze and the trade winds soft through the sighing trees and the fat worms waiting on a dawn-bright lawn,† All it wants is more wind to fly on and food to live, that’s all it needs. The world is filled with obstacle unseen dangers, but the caged bird is willing to endure them because it has its freedom. The caged bird is safe and well taken care of; it does not need to worry about food, predators, or the bitter elements. However, it is willing to give up that protection in return for freedom. Because life is a series of experiences, to do nothing day in and day out it to not live. It would rather take the chance of living in the dangerous world than being cooped up in a caged, â€Å"his wings are clipped and his feet are tied,† it ca n not go anywhere. â€Å"The caged bird sings with a fearful trill of things longed for still and his tune is heard on the distant hill for the caged bird sings for freedom,† the caged bird sings tirelessly for freedom. It is the only thing it desires, its only want, and its only hope. It wishes to be able to do what the free bird can. The cages bird is almost like ...

Australian Politics essays

Australian Politics essays 1.A shift to a republic would be in Australia's best interests. There have been a series of debates on the actual future of the Australian state. On the one hand, there are some who suggest that Australia would have a better future as an independent and sovereign republic; on the other hand, the current status as part of the Commonwealth is considered to be a better option for the nation and the state. However, serious attempts have been made and discussions are underway for what would the government consider to be by 2020 the Australian state and an Australian head of state (BBC, 2008). In order to have a better assessment of this issue, there are several aspects to be taken into consideration which support the idea of an Australian republic and an Australian head of state rather than an overall monarchical rule. First, todays reality is one of independent and sovereign state, not one of former empires. As stated by the foreign Minister, a split from the British monarchy was inevitable. (BBC, 2008) It is not so much the mere fact that Australia is formally still entrenched in the remains of an empire which seized to exist decades ago. It is more the issue of modernity and of the role Australia came to play in the world in recent decades. In this sense, it is one of the most important countries in the Asia Pacific region and should therefore have a defining and sovereign head of state in order to allow the country to run its affairs independently from any outside force. Second, there is also the matter of the national identity worldwide. In this sense, there are voices suggesting that the Australian state, due to the fact that it has always been associated with the image of the British Empire does not have a national identity, one that could be constructed and built upon in the decades and centuries to come. More precisely, these voices suggest that the maintenance of the monarchical rule can da...

Racial Discrimination Research Paper Example | Topics and Well Written Essays - 2000 words

Racial Discrimination - Research Paper Example The enforcement of laws under Title VII is done by The Equal Employment Opportunity Commission (EEOC) and does not protect age discrimination or disability discrimination that are dealt by the Age Discrimination in Employment Act and the Americans with Disabilities Act. Employers under the jurisdiction of Title VII include private sector companies whose commercial operations affect â€Å"interstate commerce† and who employ 15 or more employees, Federal, state, and local government employers, Unions, Employment agencies (making hiring referrals). The law permits discrimination on religion, sex, and national origin if there is a bona fide occupational qualification (BFOQ) rationally essential for standard business operations. Organizations that are exempted from Title VII prohibitions and protections are religious organizations, scholastic institutions, or societies, employing persons of a particular religion; bona fide, tax-exempt private clubs; contracts that contain a Bona fi de occupational qualification necessary to perform the job; and aliens employed outside the United States. It is important to note that Title VII does not prohibit all discrimination. Employers are open to study factors such as experience; job knowledge, personality characteristics, provided those factors are interconnected to the job in question. Title VII remedies include reinstatement, back pay, damages and attorney's fees (Feldman, Fox & Morgado, PA). Backpay and similar retrospective support, presented to recipients of employer discrimination, is proposed to reimburse individuals for monetary losses straightforwardly traceable to discriminatory practices. Front pay is remuneration granted for lost compensation (opportunity cost) during the period between judgment and reinstatement. Similar to back pay, front pay fundamentally is the counterpart of lost incomes. A principal petitioner can recover attorney fees under Title VII, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA). Furthermore, main parties recover "costs" which include filing fees, transcripts, and other entries. Punitive damages exist in cases result from under Title VII (discrimination because of race, sex, national origin, and religion) and the Americans with Disabilities Act (ADA), but not the Age Discrimination in Employment Act (ADEA). These damages are created to reprimand past misconducts and discourage future wrongdoings, and the plaintiff must demonstrate that the employer acted with "malice" or in irresponsible neglect for federally protected legal rights. Elements necessary to establish a prima facie case of employment discrimination? The plaintiff must initially present a prima facie case of discrimination. A prima facie case is that minimum amount of evidence required to claim a legitimate question of discrimination (Air Force Alternative Dispute Resolution Program).

Consensus Between Violence And Argument Essay Example | Topics and Well Written Essays - 1250 words

Consensus Between Violence And Argument - Essay Example Eristic dialogue covers argumentation, a social debate where victory over an antagonist is the primary goal. This art of right argument protects their self-interest incoherent dialogue and in the process of dialogue. The art of argumentation is used in law, in trials when preparing arguments for court presentation and in the testing legitimacy of evidence.Right argument comprises identifying premises where conclusions are derived, the establishment of â€Å"burden of proof† to determine the person who made an initial claim and identifying goals of contributors in dialogue. At the end of an argument, a valid conclusion must be given with good reason explaining the same. A good argument must be built with two premises and one concluding remark. Argumentation is good in a situation where evidence does not exist especially in handling scientific, epistemic, nature, and moral where science cannot apply. Violence is good in handling dispute like border disputes, insurgency, and host ility.In politics, some kinds of argumentation are morally wrong, and some kinds of violence are morally right. Argumentation is never a solution in many nations since it only works when there is peace in the nation, and no other nation wants to attack the nation in question. Argumentation is morally upright only if the nations under conflict also handle disputes through argumentation. If the nations under disagreement handle the dispute in different angles, then violence is morally right for a nation to defend itself from intrusion.

Development of a Business Plan to Establish a Private Jet Charter Essay

Development of a Business Plan to Establish a Private Jet Charter - Essay Example The adoption of the hub and spoke system by commercial airlines requires most passengers to transit through one of some 70 large airports, adding to the total travel time for most passengers. Most major airline hubs are large and have air traffic congestion and connection times of over 2 hours are needed to provide for potential delays in the incoming flight and the transfer time including additional security screening. An additional issue with the hub and spoke system is the increased probability of mishandled baggage. Due to restrictions on the nature of carry-on bags, many business travelers need to check in tools, instruments and such material and if these do not make the transfer, the business trip itself may become abortive (Copley, 2012). There are over 5000 public use airports in the US that can be accessed by private air charter planes. The reduced travel time due to point-to-point connection, the convenience of flexible departure and turnaround times, the possibility of using flying time for work and the reducing cost differential between commercial plane tickets and air charter rates ( especially when a team of people are travelling together) is driving the growth of the air charter industry. There are over 2,000 registered private air charter companies in the US operating over 15,000 business aircraft with total revenues of over $ 12 billion a year. The overwhelming majority of these planes seat 4 to 8 passengers and have a maximum range of 1,000 miles. Private air charter companies transport between 1 and 1.5 million a year and these aircraft log over 18 billion revenue passenger miles. Contrary to the general impression, only some 3% of these are owned by large corporations (NBAA Fact Book, 2012). Most business aircraft are operated by small entrepreneurs and are typically operations with 1 -2 aircraft. The

The Removal of the Compulsory Retirement Age Essay Example for Free

The Removal of the Compulsory Retirement Age Essay However, our superannuation system is in a transition phase, and some the details of the changes are contained in the table below: Age regulations and qualifications governing superannuation and social security systems 55| Age to which superannuation entitlements are compulsorily preserved. From age 55, preserved superannuation becomes available upon retirement. For people aged 55 to 60 years, Regulations under the  Superannuation Industry (Supervision) Act 1993  (SIS regulations) define retirement as permanent withdrawal from the workforce. A phased increase in the superannuation preservation age to 60 is to begin in 2015 and will affect people born after 30 June 1960. By 2025, people born after June 1964 will be subject to a preservation age of 60 years. | | People aged 55 years and over can access a range of social security pensions and benefits depending on their circumstances, e. g. Disability Support Pension, Newstart Allowance, Carer Pension and Widow Allowance. From September 1997, superannuation assets of those aged 55 and over were taken into account under the income and assets tests after 9 months on income support (pending legislation). 60| Under SIS Regulations, after age 60, retirement may be taken to have occurred upon cessation of a period of gainful employment even if the person intends to re-enter gainful employment. Current qualifying age for Mature Age Allowance. | 61| Womens current qualifying age for age pension. The age pension age for women is being slowly increased to 65 over the next 17 years (reaching 65 years in July 2013). | 65| Mens qualifying age for age pension. | 70| From 1 July 1997 people were allowed to continue to contribute to a regulated superannuation fund up to age 70, provided they are gainfully employed for at least 10 hours per week over the year. | http://wiki. answers. com/Q/What_is_the_workplace_compulsory_retirement_age_Australia http://www. alrc. gov. au/publications/2-recruitment-and-employment-law/compulsory-retirement Most people retire at 55 years or over. According to the  Australian Bureau of Statistics, the average age Australians intend to retire is 63 for men and 61 for women. Compulsory retirement at 65 was made unlawful in South Australia in 1993. It is against the law to dismiss staff because of their age unless there is an occupational reason to be a certain age. Most staff cant be forced to retire because of age except: * judges and magistrates must retire at 70 * Australian Defence Force personnel must retire at 65. The average retirement age is likely to increase as we have an ageing population. More workers will move into retirement age and fewer will enter the labour market. As a result, there will be a shortage of workers. Governments and many employers are already trying to encourage workers to stay on longer by offering assistance to older staff and options like  phased retirement. You can retain your staff past retirement age by offering  phased retirement or flexible working conditions. http://www. eoc. sa. gov. au/eo-business/employers/staffing/dismissing-retrenching-and-retiring-staff/retiring-staff/when-do-staf The likelihood of being retired increased with age. For those aged 45-49 years, just 5% were retired, compared to 16% of 55-59 year olds, 68% of 65-69 year olds and 87% of those aged 70 years and over. In 2010-11, 63% of men aged 45 years and over were in the labour force, 33% had retired, and 3% were not in the labour force but had not yet retired. In contrast, 50% of women aged 45 years and over were in the labour force, 39% had retired and the remaining 5% were not in the labour force but had not yet retired. The average age at retirement from the labour force for people aged 45 years and over in 2010-11 was 53. years (57. 9 years for men and 49. 6 years for women). Of the 1. 4 million men who had retired from the labour force: 27% had retired aged less than 55 years; 53% had retired aged 55-64 years; and 20% had retired aged 65 years and over. The 1. 8 million women who had retired from the labour force had retired on average at a younger age than men. The ages at which women retirees had retired from the labour force were as foll ows: 57% had retired aged less than 55 years; 35% had retired aged 55-64 years; and % had retired aged 65 years and over. Of the 2. 2 million retired people who had worked in the last 20 years, 94% had held a full-time job at some stage. For nearly three-quarters (72%) of those who held a full-time job, their last job held prior to retirement was full-time. The remainder worked part-time before retiring. http://www. abs. gov. au/ausstats/[emailprotected] nsf/Latestproducts/6238. 0Main%20Features1July%202010%20to%20June%202011? opendocument;amp;tabname=Summary;amp;prodno=6238. 0;amp;issue=July%202010%20to%20June%202011;amp;num=;amp;view= ttp://jobsearch. about. com/b/2013/03/08/too-old-to-get-hired. htm In advanced and developing economies, ageing populations and low birth rates are emphasising the need for retaining and sustaining competent older workers. This paper examines human resource and governmental policy and practice implications from the contradictory accounts directed tow ards those workers aged over 44 years, who are usually classi? ed as ‘older workers’. It focuses on a key and paradoxical impediment in the workforce retention of these workers. Using Australia as a case study, this paper argues that policies and practices to retain and sustain workers aged 45 or more need to de-emphasise the term ‘older workers’ and reconsider how human resource management and government policies, as well as practices by workers themselves, might pursue longer and more productive working lives for employees aged over 45. It seeks to elaborate the paradox of the (under)valuing of older workers’ contributions and provides direction for retaining and supporting the ongoing employability of these workers. It concludes by proposing that government, industry bodies and sector councils that seek to change employer attitudes will likely require a dual process comprising both engagement with older workers and a balanced appraisal of their worth. Alone, subsidies and/or mandation may well serve to entrench age bias without measures to redress that bias through a systematic appraisal of their current and potential contributions. In addition, to support this transformation of bias and sustain their employability, older workers will likely need to exercise greater agency in their work and learning. Quite consistently across international and national surveys, a pattern emerges of employers and managers holding older workers in low esteem which appears quite entrenched. Indeed, managers’ assessments of older workers are consistently negative, seemingly irrespective of appraisals of their actual performance (Rosen and Jerdee 1988). The evidence from studies across Europe and North America commonly report that employers are far more likely to fund the training of the young and well educated, rather than older workers (Brunello 2001; Brunello and Medio 2001; Giraud 2002). Truly, some northern European countries adopt more positive attitudes towards and claim a strong sense of obligation to older workers as exercised through a set of national policies and practices (Bishop 1997; Smith and Billett 2003). Yet, it is noteworthy that elsewhere the ways in which employers distribute and fund developmental opportunities for their employees, is resistant to legislated (Giraud 2002) and mandated measures (Bishop 1997). Instead, the privileging of youth (and perhaps never more so than when they become a scarce commodity within ageing populations) is that which shapes employers’ decisionmaking about the distribution of sponsored workplace-based opportunities for learning. The International Journal of Human Resource Management 1251This suggests that government intervention by pressing or subsidising employers to employ older workers will not be suf? cient, unless the attitude of employers can in some way be transformed. Australian studies of attitudes towards older workers report similar ? ndings to those reported elsewhere. One study concluded that ‘regardless of the perceived more positive qualities of older workers , employers appear to prefer to recruit employees in the younger age groups for most employee categories’ with ‘minimal interest in recruiting anyone over 45 years for any job and no preference for anyone 56 years or older’ (Steinberg, Donald, Najman and Skerman 1996, p. 157). Despite the increasing recognition of the looming labour shortage at that time and following it, such attitudes appear to have been slow to change. Yet, such attitudes are quite potent. Taylor and Walker (1998, p. 44) concluded that ‘workplace perceptions about older workers (and different groups of older workers) may directly in? uence not only their prospects for gaining employment but also their prospects for development and advancement within an organisation’. A 2003 guide by the Business Council of Australia (BCA) identi? ed numerous ‘readily accepted negative stereot ypes of mature-age workers’, including their lacking motivation and enthusiasm, being close-minded, more susceptible to injury and illness, having outdated skills, less capable, unwilling to take on new training or challenges, risk averse and having less potential for development (p. 2). Yet, the issues raised by the BCA (2003) pose dif? culties in generalising about employer attitudes and practices. In a telephone survey of some 1000 enterprises in the business services sector, which included computer, legal, accounting and employment services, Bittman, Flick and Rice (2001) found no clear pattern of negative attitudes towards employing older workers. They claimed (p. vii) that ‘despite [employers’] reputation for favouring younger, risk-taking innovators, the study revealed a preference for a diverse workforce of intelligent, reliable, team workers with industry rather than computing experience’. However, Gringart, Helmes and Speelman (2005) claim the methodology used in that study did not allow respondents to systematically stereotype workers on the basis of age. Moreover, the business service sector may well be one of those better disposed to employing and supporting older workers than many others, as its work may be more age tolerant than others. Across a range of industries, a survey of 8000 Australian employers found the most proactive recruitment for mature age workers was in the ? ance sector (47% of ? rms), compared with only 32% in information technologies and 24% in telecommunications (Deare 2006). This kind of difference indicates that employer attitudes are not uniform in their application or intensity, across industry sectors. For instance, in their 2001 study, Gringart and Helmes found that older female jobseekers were discriminated against more than males. Yet, 4 years later, the researchers (Gringart et al. 2005) found no signi? cant gender difference. They concluded rather baldly that the sample of 128 ‘hiring decision makers’ in businesses of up to 50 employees was generally unlikely to hire older workers. These studies indicate that employer attitude is central not only to recruiting and retaining older workers, but also in advancing support for maintaining their employability through opportunities to further develop and apply more widely the knowledge they have learnt. Indeed, Howell, Buttigieg and Webber (2006, p. ) concluded that senior management’s support for diversity and effective utilisation of older workers as part of the retail workforce resulted in age-positive practices by those managers who supervise older workers. Nonetheless, in its own way, this kind of endorsement indicates, ? rstly, the importance of attitudes being premised on the basis of informed accounts of performance and not age bias and, secondly, that these attitudes can change. 1252 S. Billett et al. Such change in attitudes would n eed to be broadly applied across decision-making in businesses. For instance, the BCA (2003, p. 8) claimed that voluntary retirement is often seen as a workforce management tool, but that such policies are often based on age alone, and that consideration is not given to the employees’ skill and experience pro? les. The depth and pervasiveness of the employer discrimination against older workers are illustrated further in the BCA’s (2003, p. 11) ? ndings which suggest that recruitment agencies may actually practise ‘ageism’ when shortlisting applicants for their clients, a claim denied by the agencies (Hovenden 2004). Certainly, some of these agencies promote mature age employment through their websites. One of them commissioned a report on the implications of the ageing population in the Australian workforce that described ageism as ‘a particularly insidious form of discrimination’ (Jorgensen 2004, p. 13). Recommending that employers needed to confront their own prejudices, Jorgensen also suggested (p. 13) that ‘policy approaches that deal with ageism also need to be carefully framed so as not to stigmatise older workers, isolate younger workers or impose obligations on older workers who simply do not have the health or desire to continue in full time or part time employment’. It follows from here that in the current social and ? nancial environments, speci? c and targeted policies and sustained initiatives are likely to be required to change attitudes about older workers’ occupational capacities and employability across their working lives. However, these initiatives will need to overcome a range of societal and workplace barriers for the maximum retention of and full utilisation of these workers’ capacities. Key barriers here include a societal preference of privileging youth over age across countries with advanced industrial economies. This preference manifests itself in workplace practices of not only favouring the employment of younger workers, but also directing far more resources towards their development than older workers, among other groups (Brunello 2001; Brunello and Medio 2001). These preferences seem powerful and enduring. Even evidence suggesting that older workers are as capable as other workers and have the very attributes employers claim to value, seemingly fail to change management’s views, i. e. f those who employ and make decisions about workers’ advancement and access to development opportunities. Some might argue that this preference will change as older workers become an increasingly common element of the workforce and a necessity for employers. Countering such a claim is the prospect that a scarcity of younger people may well lead to greater enterprise competition for and sponsorship of younger and well-educated workers and more intense resourcing of these workers and away from o lder workers. Moreover, despite the growing presence of older workers in the Australian workforce over the last 20 years, little appears to have changed in terms of employer preference or workplace responses to their growing participation. Salient here is the comparison of older workers with women workers. Despite their increasing participation in the workforce, women workers across a range of national workforces have struggled to secure worthwhile work conditions, despite legislative arrangements associated with equal opportunity (Cavanagh 2008). Therefore, unless signi? ant changes occur in both the attitudes towards and Australian employers’ practices, older workers may well increasingly struggle to secure worthwhile work, and opportunities for the development and advancement required to retain them in socially and economically vital work and improve their effectiveness in that work. Indeed, there are potentially strong negative consequences here. Consequences of negative employer attitu des and practices There are both personal and societal costs of employer attitudes and practices that discriminate unreasonably against older workers. These costs include the limits in range of The International Journal of Human Resource Management 1253employment options for these workers and dif? culties becoming employed. Indeed, a consequence of policies designed to promote a deregulated and ? exible labour market is the growing distinction between ‘core sector jobs’ (‘good’ jobs that require high skills, offer decent wages and provide bene? ts such as support for training and development) and ‘peripheral sector jobs’ (‘dead end’ jobs that require few skills, offer poor wages and few bene? s, as well as little in the way of job security) (Kossen and Pedersen 2008, p. 5). Given such a bifurcation, the great risk is that older workers will be seen as only being employable in the peripheral sectors. This may well be particularly true for the range of options that are available for many older workers. Challenging the notion of meritocracy in the labour market, Kossen and Pedersen ( 2008, p. 6) cite research indicating that older workers who have been excluded from employment ‘experience far greater dif? culty in rejoining the core orkforce’. The point here is that older workers may have greater dif? culty securing worthwhile work when they re-enter the workforce. Indeed, the negative attitudes that older workers experience may well contribute to the widespread ‘culture’ of early retirement in Australia (Encel 2003) in which workforce participation by those over 55 is considerably lower than in many other OECD countries (ABS 2007) as these workers fail to ? nd meaningful employment, and withdraw from the labour market. A recruiting agency (Adage, n. d. 1) concluded that mature age workers are more likely to ‘experience the compounding effect of being out of the workforce resulting in being seen as less employable’. Another agency reported that nearly three-quarters of 2000 baby boomers surveyed believed that it is nearly i mpossible to get a job after age 45 (Brinsden 2007). The studies cited above, along with a range of other research ? ndings (see OECD 2006a, 2006b; Syed 2006; Kossen and Pedersen 2008) con? rm that age prejudice is alive and well in Australian workplaces, and likely play out most heavily on those who are currently out of employment. Consequently, a priority for policy is to ? nd ways of supporting unemployed older workers’ re-employment, and in worthwhile work, and ? nding ways of praising their worth that can transform the attitudes of their employers. Yet, others suggest that factors other than age alone play key roles in decision-making, particularly that such decisions are based on a business case, not on ageism. In an Equal Opportunity Commission seminar, Ranzijn (2005, p. 1) argued that ‘in general, age discrimination is not a function of a negative attitude towards older workers, but based on an implicit cost/bene? analysis’. The OECD (2006a, 2006b, p. 10) also noted that a dif? culty for employers with older workers is ‘wages and non-wage labour costs that rise more steeply with age than productivity’ and also that there are ‘shorter expected pay-back periods on investments in the training of older workers as well as their lower average educational attainmentâ€℠¢. Perhaps, because of such imperatives, Encel (2003, p. 4) warned that age discrimination is ‘commonly covert and evasive and easily masked’. Similarly, Bittman et al. (2001, p. 6) reported to an Australian House of Representatives inquiry into older workers’ unemployment that the latter were consistently advised that they were ‘over quali? ed for lower positions and under quali? ed for higher positions’. Whatever the reasons advanced by employers for not retaining or employing mature age workers, Ranzijn (2005, p. 8) pointed out that the changing demographics of the workforce will inevitably mean that employers will have to resort to older workers in order to maintain productivity, a point also made by the OECD (2006b) based on a multi-nation survey. However, such a pragmatic and expedient premise may not be the best one to proceed with. Despite becoming increasingly essential for the production of goods and services, older workers will continue to be seen as ‘last resort workers’: at the bottom of employers’ preferred kind of workers (Quintrell 2000). Employees categorised in this way will often be a low priority for employer-sponsored development opportunities and support in the 1254 S. Billett et al. workplace (Billett and Smith 2003) of the kinds required to retain them and further develop their capacities. Hence, even if the government supports the re-employment of older workers, it is likely that within the workplaces the opportunities are still likely to be shaped by a cultural preference where youth is championed and privileged, and where age is seen as a natural decline (Giddens 1997). Therefore, older workers cannot be con? dent of being afforded the kinds of employer support required to maintain their workplace competence and successfully negotiate work transitions. Moreover, given the privileging of youth, it is unlikely that older workers will make demands for employer-funded training, lest they reinforce the sentiment of being a liability. Analogously, Church (2004) refers to disabled workers who have particular needs for support, yet are strategic and cautious in their demands for workplace support, including that from their co-workers, lest they be seen as liabilities in cost-conscious work environments. Nevertheless, the widely held view among employers that older workers are less able and in? xible, and offer limited return on developmental opportunities is questioned by data arising from informants with direct experience of these workers. McIntosh (2001), for instance, notes that enterprises actually employing older workers value their contributions in quite distinct ways: survey responses of nearly 400 American employers and human resource development managers characterised older workers as: (a) being ? exible and open to change, (b) ha ving up-to-date skills, (c) interested in learning new tasks and (d) willing to take on challenging tasks. Furthermore, 68% of the respondents concluded that training older workers costs less or the same as training their younger counterparts; 57% reported that age does not affect the amount of time required to train an employee (14% disagreed) and 49% believed that older workers grasp new concepts as well as younger workers (18% disagreed). In all, this survey portrays older workers as ideal employees, which confounds the sentiment behind practices that distribute employer-funded support away from these workers. The exercise of this sentiment may also re? ect the contradictory and confusing discourse that many older workers experience and try to understand in the workplace: they are essential to maintain the production of goods and services, yet discriminated against in terms of the opportunities afforded them. Despite the suggestion in the survey reported by McIntosh (2001), few studies effectively describe the reaction and role of older workers to the changing nature of work processes. Indeed, McNair, Flynn, Owen, Humphreys and Wood? ld (2004) claim their surveys indicate that most workers reported not being given assistance to negotiate new work roles and new work as their work life transforms. Hence, this reinforces not only the lack of support, but also the need for and apparent success of these workers being able to independently develop their capacities. Consequently, policies and practices by government, industry bodies and industry sector interests may have to interweave both suppor t for older workers’ re-employment or continuing employment, with processes that also attempt to transform the views and perspectives of employers. Yet, sitting in here also is the need to develop and support these workers’ capacities to be agentic learners, i. e. in line with their own interests and intentions (Billett and vanWoerkom 2006). Direct subsidies may well indeed reinforce the perspective that positions older workers as being de? cient and worthy of societally incurred subsidies, and places employers as being only able to employ and promote the interests of these workers when such subsidies are available. It would then seem that policies and practices are needed to both engage employers with older workers and promote their worth to employers in a way which incrementally in? ences their decision-making. It is these kinds of engagement and development that will be required to both overcome and transform well-entrenched preferences. The International Journal of Human Resource Management 1255All of the above points to the importance of identifying what has to be done to effectively retain older workers and develop their employability. Added here is the prospect that the fewer available younger workers will be in high demand and, as such, are unlikely to select low-status occupations such as aged care. Hence, and as noted, a key consideration for approaches to improving policy and practice for older workers is shifting employer attitudes towards a more positive accounting of the capabilities and potentialities of these workers. Policy reform is needed to respond to engage and inform to secure such a shift. Therefore, it is helpful to identify what has been done to bring about such changes, policy wise. References Adage (n. d), ‘Why Adage Targets Mature Professionals,’ www. adage. com. au Ainsworth, S. (2001), ‘The Discursive Construction of the Older Worker Identity: A Re? ction on Process and Methods,’ Tamara: The Journal of Critical Postmodern Science, 1, 4, 29–46. Australian Bureau of Statistics (2004), ‘Paid Work: Mature Age Workers,’ Australian Social Trends, series, catalogue no. 4102. 0, June 15, Canberra, ABS. Australian Bureau of Statistics (2007), ‘Skilling Mature Age Australians for Work,’ Year Book Australia, ca talogue no. 1301. 0, February 7, Canberra, ABS. Australian Bureau of Statistics (2008), ‘Population Projections – a Tool for Examining Population Ageing,’ Australian Social Trends series, catalogue no. 4102. 0, June 15, Canberra, ABS. 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S. employers spends millions of man hours each year placing ads, prescreening and interviewing candidates, and hiring and training workers, only to find that many of the employees they hire work for them for just a ew months only to decide they dont want to just be a clerk anymore or feel something betters come along as they work their way up the corporate ladder. So where can businesses find a dependable, steady workforce that has no plans to move up and out? A workforce dedicated to the job at hand and that takes pride in its work? Who will cost them less to hire, train and maintain? The answer? Older workers. Below are twelve reasons why hiring older workers can he lp you maintain a reliable, dedicated workforce and provide a significant cost savings for both the short and long term. . Dedicated  workers produce higher quality work, which can result in a significant cost savings for you. Stories abound of highly committed older workers finding others potentially costly mistakes regarding everything from misspelling of client names to pricing errors and accounting mistakes. 2. Punctuality  seems to be a given for older workers. Most of them look forward to going to work each day, so theyre likely to arrive on time and be ready to work. 3. Honesty  is common among older workers, whose values as a group include personal integrity and a devotion to the truth. 4. Detail-oriented, focused and attentive  workers add an intangible value that rubs off on all employees and can save your business thousands of dollars. One business owner I know once told me that one of his older workers saved his company more than $50,000 on one large mailing job. The 75-year-old clerical worker recognized that all the ZIP codes were off by one digit. Neither the owners mailing house nor his degreed and highly paid marketing manager had noticed it. 5. Good listeners  make great employees because theyre easier to trainolder employees only have to be told once what to do. 6. Pride in a job well done  has become an increasingly rare commodity among younger employees. Younger workers want to put in their time at work and leave, while older employees are more willingly to stay later to get a job done because of their sense of pride in the final product. 7. Organizational skills  among older workers mean employers who hire them are less likely to be a part of this startling statistic: More than a million man hours are lost each year simply due to workplace disorganization. 8. Efficiency and the confidence  to share their recommendations and ideas make older workers ideal employees. Their years of experience in the workplace give them a superior understanding of how jobs can be done more efficiently, which saves companies money. Their confidence, built up through the years, means they wont hesitate to share their ideas with management. 9. Maturity  comes from years of life and work experience and makes for workers who get less rattled when problems occur. 10. Setting an example  for other employees is an intangible value many business owners appreciate. Older workers make excellent mentors and role models, which makes training other employees less difficult. 11. Communication skillsknowing when and how to communicateevolve through years of experience. Older workers understand workplace politics and know how to diplomatically convey their ideas to the boss. 12. Reduced labor costs  are a huge benefit when hiring older workers. Most already have insurance plans from prior employers or have an additional source of income and are willing to take a little less to get the job they want. They understand that working for a company can be about much more than just collecting a paycheck. Any business owner whos hesitant to hire an older worker should consider these twelve benefits. Older workers unique skills and valuesand the potential savings to your company in time and moneymake hiring them a simple matter of rethinking the costs of high turnover in a more youthful workforce vs. the benefits of experience and mature standards older workers bring to the mix. You simply do not have the time or resources to deal with high employee turnover. The next time you need to make a hiring decision, you should seriously consider older workers: Their contribution to your company could positively impact your bottom line for years to come. Stephen Bastien isa business consultant and an expert on leadership and managing employees. Hes the author of  Yes, One Person Can Make a Difference  and  Born to Be. Having started several successful businesses, his current venture, Bastien Financial Publications, provides businesses with the latest developments on fast-growing and distressed companies nationwide through his daily newsletters. Visit his site  for more information on his financial publications, books or consulting services. Read more:  http://www. entrepreneur. com/article/167500#ixzz2QXXcMEQO