Provides the following

A Study Guide, which provides the following: a. An orientation of each chapter, along with an outline of the important topics being addressed. B. Sample problems for the student to complete, with the worked-out solutions. C. Self-test questions (true/false and multiple choice) with answers. D. A tutorial on understanding the internal rate of return. E. An In-depth self-teaching supplement on capital-budgeting techniques. 2. Companion Website online study gulled for the student Includes true/false, multiple hooch, and short answer quizzes for each chapter.From my. Prenatal. Com/shown students can also access the Internet exercises, current events articles with questions, and Excel spreadsheets for the end-of-chapter problems. For the teacher: 1. A Test Item File provides more than 1600 multiple-choice, true/false, and short- answer questions with complete and detailed answers. It is designed for use with the Prentice Hall Custom Test, a computerized package that allows users to custom design, save, and generate classroom exams. 2. Companion Website provides academic support for faculty adopting this text.From the www. Prenatal. Com/shown text website, you can download supplements and lecture aids such as instructor's manuals, lecture notes, Powering presentations, problems and case solutions, and chapter outlines. Register online or call your Prentice Hall sales representative to get the necessary surname and password to access these detail supplements or contact Prentice Hall Sales directly at 3. Powering lecture notes. These Powering graphics provide individual lecture outlines to accompany Foundations of Finance.These lectures are class tested and can be used as is or easily modified to reflect your specific presentation needs. 4. Color transparencies for the primary chapters of the text, including a brief overview of the chapter, some of the exhibits in the text, and example problems that are useful in lectures. 5 Excel spreadsheet solutions to end-of-chapte r problems downloaded from www. Prenatal. Com/shown. For any teacher wanting information about the supplements, please contact the Prentice-Hall field representative for your area. Also, feel free to call any of the authors with any questions you may have.By calceolaria e. An in-depth self-teaching supplement on capital-budgeting techniques. 2. Companion Website online study guide for the student includes true/false, multiple choice, and short answer quizzes for each chapter. From www. Prenatal. Com/shown students can also access the internet exercises, current events articles with the necessary surname and password to access these digital supplements or contact Prentice Hall Sales directly at [email  protected] Com. 3. Powering as is or easily modified to reflect your specific presentation needs.

Is India Safe for India Women? Essay

Woman is the builder and moulder of a nation’s destiny. Though delicate and soft as a lily, she has a heart, far stronger and bolder than of man.She is the supreme inspiration for man’s onward march, an embodiment of love, pity and compassion, she is no doubt, her commanding personality; nevertheless, is given by solemn.Our women have a very great part to play in the progress of our country, as the mental and physical contact of women with life is much more lasting and comprehensive than that of men. Not for nothing was it said that ‘the hand that rocks the cradle rules the world’. In the apron strings of woman is hidden the revolutionary energy which can establish paradise on this earth.Women have generally been looked down upon with disdainful contempt. All sorts of strictures have been inflicted upon them, reducing their status to a mere play thing or a slave of man’s whims, a mere chattel to be dumb driven. They have been confined to the hearth a nd home. The orthodox male-oriented society in India has still not been able to adjust itself to the fresh wave of women’s liberation .But ours is still a male-dominated society. Women still continue to be exploited. There are still places where women are beaten, raped, and murdered without so much as a second thought practices.India is one of these places. A place that is both progressive on paper and in some urban areas but are also far behind in practice and in rural communities. What progress has already been made to protect women in India and what still needs to be done to ensure the equal treatment of women in all areas of India? Violence against women and girls represents a global health, economic development, and human rights problem. At least one out of every three women worldwide has been beaten, coerced into sex, or otherwise abused in her lifetime, with rates of domestic violence reaching 70% in some countries. This abuse of women and their rights is something more developed countries are taking very seriously. Over 7,000 women in India will be murdered by their family or their husband’s family because of arguments about dowries. Violence against women is rooted in a global culture of discrimination which denies women equal rights with men and which legitimizes the appropriation of women’s bodies for individual gratification or political ends. Every year, violence in the home and the community devastates the lives of millions of women. The study of why and how women are treated they way they have been is a fairly recent study.In practice they are being denied their rights and privileges. In practical life they are neither given equal rights, or status nor opportunities.5ons are given preference and better treatment while daughters are considered as curse and liabilities. Their marriage is still a big problem and parents have to arrange for large dowries to get their daughters married. In some parts of the country the girl-infants are still killed. Women are still raped, molested, ill-treated humiliated, forced to adopt prostitution and burnt alive by their greedy in-laws. Even the educated and employed women have to depend on their husbands or in-laws for money etc. Employed women are the worst sufferers as they have to work hard both at home and in the office. Moreover, they don’t have control on their purses and earnings. a woman as a daughter, wife, mother, widow etc., has to live in eternal economic slavery. She is still actually not free to choose and make her destiny. They should rise in a body and wage a relentless struggle against injustice in its various forms. They should never think in terms of weaker and fair sex. The weak and helpless are destined to be ever exploited and discriminated against, they will have to raise, struggle and sweat for their rights, freedom, empowerment and economic independence. There is no room either for complexes or complacency. They should refuse to be treated as sex objects, a thing of domestic utility, as anatomically inferior or a movable biological asset of man in marriage. They should refuse to be used as sex- symbols and models to attract business. Let there be no beauty contests where they are used as instruments to attract attention sensually.

Company Policy for S-S Technology

Recruitment Policy Purpose To ensure that required staffs are appointed at required interval for S-S Technology. Responsibility Relevant department manager shall responsible to submit staff requisition form upon staff requirement. HER manager shall review and arrange for recruitment as per requested Information. Procedure When staff requirement request from concerned department manager who shall complete the staff requisition form and submit to HER. HER shall review and take approval from management for initiating recruitment process.HER shall make vacancy announcement as appropriate ways such as Journals, newspaper, notices, etc and collect applicant's C.V.. HER manager shall review collected C.V. and inform to applicants as appropriate ways for Interview. Interviewee or candidate shall fill application Issued by their selves. HER shall conduct the Interview and make decision for appointment for interview. HER. Related manager and GM shall make interview for selected candidates. HER shall submit to management to get approval of new appointment. After selected candidate, HER shall fill record, personal data, and agreement on S-S Technology rules.HER shall explain to new staff the S-S Technology rules detail and other requirements. Provisional period shall be defined as three months but It can be varied based on the assessment of department manager. If the performance of staff is found to be satisfactory after provisional period, department manager shall inform to HER for permanently appointment by appropriate way. HER manager shall issue permanent appointment letter after getting approval from management and inform to finance. HER staff shall keep all records of Taft in personnel data files.References ; Employee Requisition, Application Form, Interview Assessment Form, Request for Medical Test Form, Appointment Letter, Evaluation of New Employee's Job Performance, Permanent Letter, Personal data(C.V.),.. Etc. Performance Appraisal Policy The purpose is to give each employee to know how their performance, behavior and potential are evaluated by manager to improve confidence, to provide improvement of work performance. Responsibility Department manager Is responsible for analyzing competency of responsible staff heir performance in yearly basis.MD/GM is responsible to make performance evaluation for managers. Requirements For manager level – MD/GM shall conduct performance evaluation of managers and above level. – For below manger level – Department manger shall conduct performance evaluation and submit appraisal form to HER. – HER manager shall review and compile proposed comments from appraisal and discuss with MM/ Managers to proceed for improvement. HER manager is responsible to review appraisal outcomes in order to provide necessary training program or provision or resources. –HER manager and related manager shall discuss to upgrade skills of employee and to determine training needs including resource requirements on yearly basis. References Performance Appraisal, Master Skills Matrix. Training Policy To ensure staff are competent to perform their task and ensure to provide necessary training at requested interval. Responsibility HER is responsible to prepare and arrange the training plan after getting approval from management. Department manager is responsible to evaluate their staff competency and communicate with HER for arranging required training.Procedure HER manager shall prepare the training plan based on training requests from department managers and take approval from management. Upon requirement of training, department manager shall fill the nominations for training course and submit to HER. HER shall submit to management for getting approval from management. HER manager and related manager shall arrange the training requirements at requested time. After training is completed, HER manager shall keep the training records such as nomination, record list, course register , evaluations.Trainee and trainer evaluation shall be made to training to get effectiveness of training evaluation as reference. The related manager shall provide the provisional or on Job training defined by managers. Training certificate, if applicable and personal training record shall be updated by HER staff and keep in each relevant personal file. References : Training Request Form, Training Plan Form, Training Record List, Training Course Register, Training Evaluation (trainer), Training Evaluation (trainee), Personal Training Record.

Developmental Disorders Essay Example | Topics and Well Written Essays - 500 words

Developmental Disorders - Essay Example ired non verbal behavior and movements, diminished interest in playing and interaction with peers, lack of spontaneity and emotional reciprocity, delay or total lack in speech, repetitive use of language, behavior patterns or mannerisms and constant preoccupation with certain objects (Lord et al; Brereton and Tonge). Recent research has revealed that the cognitive ability of children with autism ranges from severely disabled to normal. They have low IQ scores and have difficulty in verbal sequencing. However, they have good immediate memory and visuo-spatial skills. The language, speech tone and modulation of these children are quite unusual and they sound mechanical and devoid of any emotions. They might use abnormal words, talk out of context or simply repeat them. They also have difficulty in understanding spoken language. Autistic children also suffer from social impairments such as disinterest in interpersonal relationships, lack of non-verbal communication with people and inability to play with other children. Doctors believe that these may change as the child grows. The genetics of autism has revealed that susceptibility to the disorder may be due to the presence of at least 3 abnormal genes. However, more research should be carried out to determine the genetic and environmental factors, if any, that may cause the disorder. Neurobiology Neurobiological evidence suggests that the brains of people with autism are underdeveloped with abnormalities observed in the brain-stem structures. Current research also points to the involvement of the cerebral cortex for onset of clinical symptoms (Hughes). The heterogeneity of the disorder has made it difficult to study the neural systems involved and hence a detailed study of the neurobiology of autism would require proper categorization of the people with the disorder in order to find out the various brain regions causing the various impairments (Lord et al). The key clinical features include narrowing of the

Position Paper on Emergency Contraception Research

Position on Emergency Contraception - Research Paper Example Emergency contraceptive pills should be taken immediately after unprotected sexual intercourse or within a time period of 72 hours. These pills contain both estrogen and progestin. The minipills are birth control pills that only constitute of progestin (Trussell et al 1997). â€Å"When started within 72 hours after unprotected intercourse, a combination of ethinyl estradiol and levonorgestrel is at least 75% effective against pregnancy.† (Glasier 1997 p.1058). Emergency contraception methods should be made available to women of all ages as it is an effective method of preventing unintended pregnancy. Especially availability of emergency contraception to young women of child-bearing ages is important in controlling pregnancy after unprotected sex. The consequences of unintended pregnancy are quite serious and are a cause of over-bearing burdens on the women and their surrounding families. This necessitates the importance and significance of emergency contraception in prevention of unwanted pregnancy. However, it is also crucial that enough information regarding its adverse effects, mode of action, uses and primary purposes should be provided to the general public. Between 1996 and 2002 the percentage of women who had awareness about emergency contraception and the percentage of women who had ever used emergency contraception increased. ... It has been observed that awareness about the emergency contraception is very inadequate amongst the women and such short-comings should be overcome by the health providing centers and professionals. Not only should emergency contraception remain available to women of all childbearing ages, information should be made available to the public to educate all women about the use, purpose, potential side effects and the availability of emergency contraception. View 1: Pro Emergency Contraception Young women should be educated on all of their options when it comes to contraception. They should be aware of emergency contraception methods and complete knowledge about these methods should be made available to them. In certain situations such as rape or birth control failure, knowledge about emergency contraception becomes particularly important in preventing unwanted or unplanned pregnancies. It has been observed through national surveys and health care surveys that public knowledge about eme rgency contraception is quite limited. A random survey of 1000 American women and 1002 men who were 18 years and above was conducted in 1994. It was estimated that Americans were not well informed about the emergency contraception methods. Only 1% had actually used the emergency contraceptive pills and 55% had heard of the pills. It was concluded that the aspects of availability and uses of emergency contraceptive pills should be made clear to the public and enhanced knowledge should be provided. Health care providers could play an important role as the general public relies on them for health information and awareness (Delbanco, Mauldon & Smith 1997). Unintended pregnancies can occur due to several causes and

Capital structure Research Paper Example | Topics and Well Written Essays - 2500 words

Capital structure - Research Paper Example ure of an organization; however, the uptake of debt has several implications to a business, first, debt leads to an organization having to increase the business risk. The enterprise’s business risk goes up due to its high contribution to the enterprise, in this case, the high contribution of debt such as in option one leads to the debt holders having a high control of the enterprise. As a result, the organization or investment becomes vulnerable for takeover, if the business does not meet the interest payments, as goes into bankruptcy. Secondly, reduces the stake of the enterprise shareholders in that they have to work on servicing the debt at the expense of making profits, which a business’s prime objective(Martin & Baker, 2013). In the consideration of debt options, it is important to consider the debt period, in most cases, long-range debts are highly favorable since the organization utilizes the funds for a long period before repaying the sum value of the bond. Hence, the organization is able to enjoy a return on the investment and even re-invest the excess funds or paid dividends to equity and other shareholders in the business. Short time range bonds such as option three, four and five negatively affects business shareholders, this is because, the business is forced to source for funds and pay the creditors irrespective of whether it has generated profits or not, the bottom line is that the business has a responsibility to repay the funds within the agreed period. Given the long-term nature of projects, the funding requirement leads to complications, as the return may not be realized in good time to pay the sum value as per that date. When this situation arises, the business becomes ripe for takeover according to the provisions of business law. In the light of these, careful considerations have to be made before the business can settle on certain kinds of financing and the activities upon which funding is needed. Careful evaluation can give the

The principle ,method and applications of fluid pressure measuring Coursework

The principle ,method and applications of fluid pressure measuring - Coursework Example For example, the pressure at the bottom of a dam is equivalent to the ratio of the weight and the area of the column covered by the water. Fluid pressure can be caused by acceleration, gravity or hydraulic systems those results into force thus affecting static fluid pressure. Fluid pressure applies in all directions hence internal pressure of a fluid is equivalent to the external. In this regard, if either pressure is different (internal or external) the object holding the fluid would break. This principle explains the reasons why dams are always constructed thicker at the bottom. The fluid pressure increases as you go deep through the fluid column. The fluid pressure at any point in this case depends on how deep that point is from the surface of the water. If the surface of the water is flat or if the water surface is not tilted to any side, then pressure at point having the same level of depth will always be the same. However, other factors such as can affect fluid pressure. Having described what fluid pressure entails, it is imperative to discuss how this fluid pressure is measured. The theory and principles of fluid pressure measuring Fluid pressure is measured by application of the first principle mentioned in the introduction above that fluid pressure is the force exerted by fluid per unit area. It is also important to note that the intensity of transmission of fluid pressure is equal to all directions. This is expressed in Pascal’s law of pressure Pascal’s law of pressure This law was established by a French Blaise Pascal and states that pressure is exerted and transmitted equally in a confined and non compressible fluid thus the initial variations is always the same (Balachandran 2006, p. 237). In this regard, pressure change at any point of the fluid is transmitted wholly to every point of the fluid. Pascal’s principle is used to derive the equation for measuring fluid pressure and changes in fluid pressure. The following diagram d escribes how Pascal’s principle is demonstrated by the fact that the fluid pressure at any point is equal in all the directions. Fluid static law The fluid static law states that increasing depth of fluid results into the increase in pressure (Balachandran 2006, p. 238). This law is also referred to as hydrostatic law which implies that fluid pressure is directly proportional to the depth of the fluid The pressure depth equation For static fluids, the pressure p at depth h and weight w of the fluid can be expressed as Pressure (p) = height of the fluid (h) x density of the fluid (w) The above equation describes the formulae for fluids that are standing still thus this formula describe the force exerted per unit area. The above equation can be used to derive the equation for the total force that is exerted by the fluid on a horizontal base. Since the above equation simply tells us the force exerted per unit area, to get the total force, we multiply force exerted per unit area by the total area of the horizontal base. F = force per unit area (wh) x area (A) = whA The above equation is used to calculate pressure especially when a horizontal plate is submerged in water. The above equation gives the total force exerted on the upper face as a result of fluid pressure. However, when such plate is submerged vertically, then, pressure will vary depending on the height of the fluid column. Pressure = Force p = F/A Area over which the force is applied In this

How can high schools better educate students imaginations Essay - 1

How can high schools better educate students imaginations - Essay Example Educating students’ imaginations through the different initiatives forms a firm foundation for creativity and generation of improved ideas. This paper elaborates how having a class pet would improve students’ imaginations in school and later on in life i.e. expanding their imaginative skills could mark their cultivation as a habit and application in daily tasks of the world. Pets or animals make good companions for man and the relationship creates a different understanding of everything as compared to the way humans express their interactions. Introducing a class pet creates a unique chance that educators can utilize for edification through fun and augmented interaction. Some student’s might argue that they are too old to pet but it is because they do not comprehensively understand the advantages of introducing a rabbit, cat or hamster as part of the curriculum. Learning works better when students cultivate a candid interest of the environment and its components thus introducing a pet in the English or art class enhances the overall experience. The idea of class pet provides a wide platform for educating students’ imagination inside and outside the classroom. For instance, the teacher can ask the students to research on the class pet, which sparks an interest in reading various books on the pet and can share with their age-mates. Upon researching, the teacher can also request the students to write an article on their pets after everyone spending a day with it. The description of their experience enhances the imaginative skills, especially if the teacher participates more by giving each student a particular aspect to focus on in their description. Additionally, such a task combines English and imaginative skills development. Definitely, the idea of a class-pet for better educating students’ imagination has its challenges with the main being resentment from students in the classroom. Definitely, some of the

LAW Case Study Example | Topics and Well Written Essays - 1750 words

LAW - Case Study Example One of the iconic pioneers of law in health issues was Dr. John Snow (Goodman, et al 3). This came after an outbreak of cholera and thus states had to enact proper rules to regulate the spread of this contagious disease. The practice of Medicine is entwined to the practice of Law (Corfield, et al 1). Thus, medical practitioners at one point or another are required to give either written or oral evidence in courts of law. This study relates to the application of law in medical situations over a period of time. There are four sources of law. These are: the Constitution, Statutes, Decisions and Rules of administrative agencies and Court decisions (Stelner 5).In most states, there is a department concerned with law relating to healthcare issues. Another external source of law is the International law (Stelner 9). Under the International law, state agencies are allowed to surrender the privacy of medical information of their citizens travelling to foreign countries. This study will look i nto six different scenarios. Workforce scenario 1 In the first scenario, Cayce Pollard, the new African-American nurse has to undergo several health tests before being hired at Big City Hospital, BCH despite the fact that she is a licensed nurse. Licensing of health practitioners is done to ensure that only the qualified individuals undertake the delicate duty of health provision. This is to protect the interest of the public (Stelner 84). This is an example of Common Law only applying to the terms of employment in BCH. She is also not allowed to smoke, both at work and off duty and should her BMI exceed 26, she has to pay higher premiums for her insurance cover. Agreeing to these terms by both parties makes it an Implied Contract. In the first instance where a mother does not want her baby to be attended to by an African-American, she feels offended. However, this falls under Charting by Exception. Since there was a chart indicating that she could not attend to the baby, it would b e a criminal offence for her to do the contrary. In the second instance, her male colleagues have been sexually harassing her which is against the code of ethics at BCH.Her senior, whom she is supposed to report to also, enjoys the sexually explicit content that the other two use to harass her sexually. Though she knows that this amounts to punishable crime, she resorts to remain silent. However, according to state laws, this does not amount to crime since Quid Pro Quo applies in instances where a senior or fellow staff solicits sexual favor in order to grant a promotion or other work related favors. Also she has noticed that Bernard, her colleague might be a drug user and might cause problems while in duty. Upon reporting the matter to the supervisor, all their lockers are searched but against their consent. This is an instance of invasion of privacy. On another instance, Cayce and her friend Ivy discriminate their colleague Robert. They both discriminate him on gender arguing that male nurses are not competent. Ivy also discriminate him racially saying she does not like the Chinese. Negligence scenario 2 In the first instance, Dr. Yang diagnoses Ms. Campbell with PCS and Compound P which are new drugs being tested on patients. This he does with the aim of prolonging her life despite her being not eligible for the drugs but only after she accepts to take it. Though the drugs did tremendously help other patients, Mrs. Campbell’s condition worsened and she developed fever and rashes. Upon realizing this, the doctor prescribes Gallacticol, a drug that is approved for treating asthma. Her conditions became worse and she died. The doctor expected her to live for three or more months even after injecting her with Compound P but due to his negligence in not prescribing

Clinical Trials Essay Example | Topics and Well Written Essays - 250 words

Clinical Trials - Essay Example The investigator is also responsible for their designated treatment or intervention. After the trial, outcomes are measured. Observational studies, on the other hand, are observation only of the individuals and measuring of outcomes by the investigator. In participating to a clinical trial, human subjects must be informed of its pros and cons. Among the pros of clinical trials are the following: the participants will be able to play an active role in their health care, they will be the first one to access to new research treatments before it becomes widely available, participants will be entitled to obtain expert medical care at leading health care facilities during the trial, and they will help others by participating to the medical research. Investigator must also inform the participants of the consequences such as possible occurrence of unpleasant, serious, or life threatening reactions during experiments, ineffective experimental treatment for the participant, and protocol comple xity requiring more time and attention of participants. Although there are standard protocols for a clinical trial, ethical concerns cannot be avoided. Issues regarding confidentiality of information and beneficence might be violated.

Intelligence of the heart Term Paper Example | Topics and Well Written Essays - 3750 words

Intelligence of the heart - Term Paper Example The artist, Rene Schwaller de Lubicz argued that civilization in Egypt is much older than the orthodox Egyptologist suggests it. However, this claim has of recent been disputed by the recently unveiled work of the Graham Hancock and Robert Bauval arguing that Rene might have been unfounded in their artwork research. Despite the opposing views, Rene Schwaller de Lubicz presented that the Egyptian antiquity could not be used as enough proof to place the dissenting voices beyond reproach. He further argued that the study of the Egyptian history could be the basis of insightful thinking with reference to the laws of creation, which was critically fundamental by then. With all care and considerations of Egyptian culture and civilization ranging from the construction of the pyramids, which took the shape of beer mugs, Rene claimed central metaphysical vision to be his source of motivation. This form of motivation could be directed towards the nature of the cosmic harmony and this took cons ideration towards awareness creation of the place of the humanity in the constantly evolving world full of consciousness (Buhner, Stephen & Harrod 2004). Form the remarks of his able translator Deborah, Rene’s studies about Egypt are constituent parts of his widely spread Philosophical and metaphysical pieces of art work. Brief Historical perspective Rene was born in Alsace-Lorraine, which was then part of Germany, he grew up in a polyglot surrounding. Through a Lithunian poet and diplomat, Lubicz Milosz Rene attained the name â€Å"de Lubicz†. This was in recognition of his efforts after the negative impacts of the Second World War in a Lithuania. His city of birth turbulently shifted power between the French and the Germans alternately and this took place right from Rene’s birth (Buhner, Stephen & Harrod 2004). The writer lent a lot of his work in the curious characteristics of his work. Some of the artists associating with Rene suggested that the writer was g ifted in a way that he could think in German and write in French. In addition, he was also gifted with the inherent difficulty of expressing non-linear issues. Such combinations ranged from â€Å"living† to â€Å"dead† linear languages, which presented an uphill task before the previous readers. As suggested in his work, insights of the apropos with regards to functional consciousness, he describes that nature presents a hip or a great mountain which is wound up with a peak of immaculate whiteness which he could not be able to made understand the way towards (Mookerjee & Ajit 2004). In a nutshell, for functional consciousness to be achieved it is vital that a clear roadmap be established showing the procedures towards achieving such objectives. We may be interested in adopting Schwaller’s insights as upcoming artists, the only challenge is that whenever we try doing this, we find ourselves in a very difficult situations given the turbulences facing his works. De spite such concerns, Rene was not actually touched as he argued that it is in the interest of the persons concerned to find their way out. Schwaller believed that knowledge was only a right to those who were willing to make the effort to get the

Organizational Commitment Essay Example for Free

Organizational Commitment Essay The focal point of effective human resource management (HRM) is on managing people within the employer-employee relationship. As banks are considered a very critical industry of the economy, it is important that the workforces supporting these banks are well motivated and are effective in delivering the necessary work output. It includes the productive utilization of employees to achieve the organization’s business objectives and satisfy individual employee needs (Stone, 1998). HRM seeks to strategically combine the interests of an organization and its employees (McGraw, 2003). Consequently, ineffective HRM can be a major barrier to employee satisfaction and organization success (McGraw, 2003). HRM practices in the banking industry play a key role in attracting, motivating, rewarding, and retaining employees. HRM practices include recruiting employees, selecting employees, designing work, compensating employees, and developing good labor and employee relations (Noe, 2005). For the purpose of this study, the researcher bundled five specific human resource management practices. These are HR planning, training, career development, performance appraisal, and employee participation programs. The researcher chose to bundle HRM practices since bundled HRM practices produce interrelated and complimentary functions. For example, training and development, and performance appraisal overlap each others’ results. The appraisal of an employee’s performance will show potentials and identify gaps in employee’s knowledge, skills, and abilities that will be filled in by training and development. Furthermore, the alignment of HR practices produce synergy contributing to increase productivity and corporate financial performance (Huselid, 1995). Bundled HRM practices contribute to overall firm performance by motivating employees to adopt desired attitudes and behaviors (Bowen Ostroff, 2004). Moreover, Chang (2005) argues that employees perceived HR practice as an exclusive and single practice rather than separate and diverse fields. According to Fishbein’s (1963) an individual’s overall attitudes towards each HRM practices can be represented by a summation of the belief held about each HR practices. It is important to study HRM practices and its relationship with work related attitudes, and behaviors. Attitude is a mental state of readiness that is organized through experience, applying a dynamic influence on the individuals response to objects and situations to which it is related such as job satisfaction and organizational trust. (Allport, 1935). On the other hand, behaviors are manners in which an individual or group conduct and respond to his/her environment like Organizational Citizenship Behaviors or OCBs ( Robbins, 2005). Employee perception of organizational banking practices and working conditions within the banks of Jamaica influence employee attitudes and behavior (Guest, 2001). Existing organizational practices within banks in Jamaica such as HRM should facilitate the development of desired employee attitudes and behavior that contribute to enhance firm performance. Previous studies have found that positive perceptions of HRM practices lead to positive employee attitudes and behaviors such as job satisfaction (Guest, 1999), organizational trust, organizational commitment, organizational justice (Greenberg, 1990). Job satisfaction, organizational trust and OCBs were the variables selected to be studied in relation with HRM practices as these three elements are key factors in organizational effectiveness and these variables are considered understudied. These facets affect and overlap each other’s functions and outputs that contribute to the development of HRM practices. Furthermore, this study contributes to the literature by examining a wide breadth of outcome measures within the same study. The study extends HRM literature in three ways. First, it provides additional research in the examining the role of HRM practices to employee attitudes and behaviors since there are limited studies in HRM conceptualized as a bundle (Chang, 2005; Guest, 2004; Huselid 1995). Second, it examines the proposition of Morrison (1996) on the role of HRM practices in contributing to extra-role behaviors. An examination of HRM literature revealed that there has no study conducted investigating HRM to organizational citizenship behaviors. Third, it also simultaneously examines HRM, job satisfaction, organizational trust, and OCBs in one study. Previous studies have examined these variables separately. For example, Ellickson (2002) and Bradley, Petrescu, and Simmons (2004) conducted the study on HRM practices to job satisfaction, Tzafrir (2004) examined HRM practices to organizational trust. Furthermore, since there are limited studies on HRM practices within the banking industry; this would contribute to the importance of HRM practices in the management organization. Review of Related Literature Human Resource Management Practices HRM contribute to the attainment of an organizations competitive advantage through the strategic implementation of a highly committed and competent workforce using an integrated range of cultural, structural, and personnel techniques. Effective HRM leads to an organization success by developing employees that contributes to the delivery of products and services bring customer satisfaction, business results, and shareholder value (Stone, 1998). The main purpose of HRM is to improve the productive contribution of people wherein the employees are being heard by the management and helping the employees to find new resources that enable them to successfully perform their jobs (Ulrich, 1997). The role played by human resource functions is best explained by determining the key objectives that they seek to align strategies, develop effective policies, systems and activities which are significant to the firm’s overall success (Torrington, Hall Taylor, 2002; Storey, 1995). HRM functions are critical in running an effective organization. Organizations need to have a competitive HRM functions in order to maintain a competent workforce and attain business objectives (Newman Hodgetts, 1998). HRM function includes planning, training and development, career development, performance appraisal, and employee relations. These functions help organizations to facilitate strategies that allow them to achieve efficiency and effectiveness (Stone, 1998). HRM functions must change in manner that it accomplishes new roles and new competencies. It also has to be transformed to deal creatively and practically with the emerging challenge. HRM practices have a tangible and various intangible organizational consequences. Prior researches have found support for the role of HRM practices in predicting organizational commitment (Davidson, 1998), job satisfaction (Bradley et al. , 2004), and procedural justice (Edgar Geare, 2005). Job Satisfaction Job satisfaction is a pleasurable emotional state resulting from the valuation of his or her work (Locke, 1976; Steijn, 2002). Even though job satisfaction is a highly personal experience, there are a number of facets that seem to contribute the most to feelings of job satisfaction. Steijn (2002) stated that mentally challenging work, adequate compensation pay, career opportunity, the ready availability of promotions, people that are friendly, considerate, or good-natured superiors contribute to job satisfaction (Johns Saks, 2000). For instance, the ready availability of promotions is positively related to job satisfaction. The promotion given enhances the perception of the employees that they are valued enough by the organization (Garrido, Perez, Anton, 2005). Previous studies have shown that compensation (Bassett, 1994), opportunity for advancement (Schneider, 1994), psychological climate, and leadership style (Howell Frost, 1989) are antecedents of job satisfaction. Organizational Trust Trust is an individual’s expectation, assumption, or belief about the likelihood that another’s future action will be beneficial, favorable, or at least not detrimental to one’s interests (Meyer, Davis, Schoorman, 1995). Trust is considered to be an essential component in organizations since it is a consistent mechanism that supports organizational change and development in an unpredictable environment than hierarchical power and direct surveillance (Kramer Tyler, 1996). Several studies clearly indicate that the formation of trust within workplace relationships is complex and elusive (Tzafrir, 2003). Furthermore, workplace trust is a necessary element for the development of competitive advantage through support, co-operation, and improvement of systems. Trust is viewed as a feature of the social foundation that begins interactions among parties (Mayer Davis, 1999). According to Kramer and Tyler (1996), there is a need for organizational trust for the reason of there are organizational needs that are not to be disclosed and one of the elements to address these requirements are employees that trusts their organization. Currall and Judge (1995) defined trust as an individual’s reliance on another person under conditions of dependence and risk. Dependence means that one’s outcomes are reliant on the trustworthy or untrustworthy behavior of another. Furthermore, risk means that one would experience negative outcomes from the other person’s untrustworthy behavior (Kramer Tyler, 1996). Previous studies have shown that psychological contract breach (Costa 2001), leadership style and organizational communication are antecedents of organizational trust. Organizational Citizenship Behavior Organizational Citizenship Behavior (OCBs) are behaviors that are discretionary, indirectly seen or recognized by the official compensation system, and as a whole encourage the effective functioning of an organization (Organ, 1998). It is also defined as an employee behavior that is above and beyond the call of duty and is therefore discretionary and not rewarded in the context of an organization’s formal reward structure (Konovsky Pugh, 1994). Social exchange is an explanatory mechanism to obtain OCBs. It refers to relationships that entail unspecified future obligations. Social exchange is a critical element in understanding OCBs. It is the theoretical basis and the starting point for OCBs to obtain. When HRM practices offered by the organization are perceived favorable by employees, they tend to reciprocate by OCBs (Organ, 1998). For example, when supervisors treat employees fairly, social exchange and the norm of reciprocity (Gouldner, 1960) dictate that employees reciprocate, and OCBs are the avenue for employee’s reciprocation. There are five dimensions of OCBs (Organ, 1998). First is altruism that involves all discretionary behaviors that have the effect of serving a specific other person with an organizationally important task or problems. The second is conscientiousness it is the extent that a person goes well beyond the satisfactory or required level in work attendance; the person exemplifies the brand of OCBs. Third is sportsmanship which the employees’ goodwill in tolerating less than ideal circumstances without â€Å"complaining and making a federal case out of small potatoes. † The fourth dimension is civic virtue which is the behavior that shows a concern for participating in corporate life for example, by performing tasks that they are not required to perform, and doing so for the benefit of the organization. It also implies a sense o involvement in what policies are adapted and which candidates are supported. The last dimension is courtesy which involves such actions as â€Å"touching base† with those parties whose work would be affected by one’s decision or commitments. Touching base refers to actions done by employees that their co-employees values (Organ, 1998). Previous studies have shown that procedural justice (Alotaibi, 2001; Organ, 1998), organizational commitment (Alotaibi, 2001; Mayer Allen, 1997; Moorman et al. , 1993 ), and job satisfaction (Alotaibi, 2001; Moorman et al. , 1993) leads to OCBs.

Looking at Corporate Governance in TESCO Plc

Looking at Corporate Governance in TESCO Plc Corporate governance basically is a kind of concept that has been described with thousands of definitions because of its relations to economic positions of the companies.The most basic ones that can be conceptualised are as Corporate governance is a system that regulates efficiency in management of business companies involving of certain codes of practice,contracts and legislations. Corporate Governance are the policies, procedures and rules governing the relationships between the shareholders, (stakeholders), directors and management of a company, as defined by the applicable laws, the corporate charter, the companys bylaws, and formal policies. ZAWAIDEH, M. (2003).Definition of Corporate Governance [WEBSITE].AVAILABLE FROM: https://www.xing.com/net/balancedscorecard/2-insights-4642/definition-corporate-governance-1813244/ [ACCESSED:8 NOV 2009]. Corporate Governance in TESCO Plc. Corporate governance of a company encompassing with high defined values and plans i.e efficient discharge of board responsibilities towards the interest of shareholders can produce good performance.if the basic principles or codes of practice of corporate governance is not followed may lead to deterioration in the economic and financial performance of a company. Corporate governance under Combined code in TESCO plc. can be summarised by dividing into sub-categories. Effective board Chairman and executive having their own responsibilities Balance and Independence of directors Appointments of directors Committees Nomination committee Audit Committee Renumeration Committee Board performance evaluation Risk management and Internal Controls Effective board of any company forms the backbone towards good performance and stability of company. Consistent growth and success of Tesco plc. during recent years shows that company has potentially qualified and highly experienced board of directors.Moreover taking consideration into Tesco plc. annual report it is also clearly visible that board of directors are aware of goals and objectives related with the company. Northcote Internet Pvt Ltd(NO DATE).Tesco Plc. [WEBSITE].AVAILABLE FROM. http://www.northcote.co.uk/company_links/by_sector.asp?SIT=1SID=12SDL=NI02770. [ACCESSED:9 nov 2009]. Chairman and chief executive officer form as two main pillars of the company. Vital activities necessary in smooth progress of the company depends on the shoulders of chairman and chief executive officers. Company having, chairman and chief executive officers, distributed responsibilities and accountabilities fall under provisions of good governance. Considering Tesco plc. set of responsibilities and duties for chairman(Sir David Reid) and chief executive officer(Sir Terry Leahy) are very well distributed therefore avoiding any way of decisions to be taken by a single person.The shareprice of the company is also maintaining good consistency ,because of trustworthy relations between shareholders and chairman. Morningstar (NO DATE) Tesco Impresses with First Half Results (Management and stewardship). [WEBSITE].AVAILABLE FROM: http://www.morningstar.co.uk/uk/news/article.aspx?lang=en-GBarticleid=82979categoryid=660 [ACCESSED:9 NOV 2009]. Balance between the directors in the board is one key point in maintaining the stability and financial progress of the company. if the balance between the board of directors in a company is not present, the company cannot flourish unanimously. Taking consideration into tesco plc,the company has 15 members in the board where eight are executive directors and seven are non-executive directors. According to combined code atleast half of the board should be comprised of directors that are independent and there should be balance, whereas in case of Tesco plc balance between board of directors is not attained,this also raises the question of independence among the directors. Appointment of board for a company is another essential footstep that has to be followed on a regular basis in order to maintain the standard of required skills and experience. Generally the election in a company is held annually, which is the best way of practising and complying with combined code. In accordance with Tesco plc the election of board is held every three years,which is not very well regulated. Morningstar (NO DATE) Tesco Impresses with First Half Results (Management and stewardship). [WEBSITE].AVAILABLE FROM: http://www.morningstar.co.uk/uk/news/article.aspx?lang=en-GBarticleid=82979categoryid=660 [ACCESSED:10 NOV 2009]. The Committee structure provides company to perform in parts and give out united results by concentrating on key areas.cosidering Tesco plc. ,it is divided into three important committees namely Nominations Committee Remumeration Committee Audit Committee Nomination committee The Committees purpose is to mould the approach of TESCO to concerns of corporate governance and, from time to time, to review such approach and make recommendations to the Board of TESCO in respect of such matters. In addition, the Committee shall advise the Board on corporate governance and related matters.the committee is chaired by David Reid.as it can be percieved re-election in tesco happens to be every three year so nomination process needs to be improved ,may be it can be reduced to one year process which can explore new talents and experiences Audit committee The Committees purpose is to represent and assist the Board of Directors with oversight of the integrity of TESCOs accounting and financial reporting processes (including related internal controls) and the audits of the financial statements of TESCO. Management is responsible for the TESCOs accounting and financial reporting processes. The external auditors are responsible for the audit within accepted auditing standards of TESCOs accounting and reporting process and reporting the results of that audit to the Committee. Tesco Corporation(2008).Audit committee charter. [WEBSITE].AVAILABLE FROM: http://www.tescocorp.com/data/1/rec_docs/523_Tesco%20Audit%20Committee%20Charter%2007-05-18.pdf [ACCESSED ON:11 nov 2009] Remuneration Committee Remuneration committee is basically designed for remuneration of directors,employees or staff in a proper and efficient way.In a statement, Tesco said: Remuneration for the main board reflects the highly competitive environment in retail and the need to recruit and retain the best people.An independent remuneration committee approves rewards, linking them to challenging long-term performance targets. If these targets are not met, the rewards diminish. Breakingnews.ie(2003).Tesco chief gets 15% pay and benefits boost. [WEBSITE].AVAILABLE FROM: http://www.breakingnews.ie/archives/2003/0511/business/snidojeykf/ [ACCESSED ON:11 NOV 2009]

Tpm In Japan Industry Management Essay

Tpm In Japan Industry Management Essay It can be argued in Japan it is strongly believed that the success of a country depends on the brilliance of its production ability. Japanese commitment to continuous technical innovation in manufacturing industry, in which allowed them to become a leading economic power. Many Japanese manufacturing companies believe that there are two key feature needed to create a reasonable benefit: one is attractive products and strong manufacturing potential. Japan has made a concerted effort to strengthen its manufacturing capability over the last three decades, however to accomplish this success many Japanese factories implemented TPM. Manufacturing industries which retain production plants in Japan, concentrate on improving output by implementing TPM. (Yamashina,  1995) 3.2 Why TPM It can be argued there are many reasons why TPM has stretched so quickly in Japanese industry and also companies outside worldwide are interested. The main reason for expanding of TPM is provide remarkable results, first transforms the work place evidently and elevates the knowledge in production and maintenance team. Companies practicing TPM consistently achieve reduce in equipment break downs, minor stoppages, reduction quality defects, cutting accidents and promoting employees confidence. TPM increases workers roles in the decision making process. TPM increases roles in providing input and in making tactical decisions. Empowering the workforce is the main goal of TPM. TPM helps operators appreciate their equipment and expands the range of maintenance and other tasks they can handle. It allows workers to make new finding, obtain fresh knowledge and enjoy new skill. It strengthens motivation, prompt interest in their work and concern for equipment and furthers the desire to preserve equipment in top good condition. (chokotei in Japanese) 2.3 TPM Implementation In order to implement a successful TPM structure of the firms need to be studied. unacceptable organization structure can guide to the failure of TPM implementation. A typical organizational structure for TPM implementation is as shown in Figure below: Figure 14: TPM Structure According to (McBride, 2004) TPM needs effectual management from higher level, without successful leadership TPM efforts to the business, worker, equipment performance and consistency will keep on to decline. Also TPM is a long range program which can take more than few years to implement there for is more reasonable for firms to have a person responsible of implementing TPM. 3.1 TPM Implementation Nakajimas 12 Steps Total productive maintenance TPM was developed by  Seiichi Nakajima, Vice Chairman of the Japan Institute of Plant Maintenance, and below are the 12 famous steps for implementing TPM: Step 1: TPM management declaration This step requires top management support for TPM introduction. Lacking the support of management, doubt will execute the proposal. TPM aims need to be highlighted clearly in companys newspaper, newsletter and magazine. Step 2: TPM education This step will allow and teach all the employees about TPM. Managers provide data and presentation, in other hand this step of implementing TPM also include collection of data about TPM and to appreciate how it works. Step 3: Create Organizations to Promote TPM This team will encourage and continue TPM activities once they started. One of the tasks of this group to include individual from every level of the organization from each department in the firms, this structure will allow good communication between each departments to achieve same goals. Step 4: Establish Basic TPM Goals In this step existing conditions need to be analyzed and set of goals needed to be sets. The established TPM policies and goals should be very simple and obvious to everyone concerned in TPM implementation. Step 5: TPM Development Master Plan In this stage full master plan for implementation of TPM is all set and suggestion given to management. This task can be done by a consultant, with a plant visit to study production operations, equipment problems and losses, maintenance operations, and cleanliness in the plant, and talk to employees to determine their motivation and attitude. The consultant can then come up with proposal plan (Hartmann, 2000) Step 6: TPM kickoff In this stage visible study will establish a base dada, against which TPM results and progress can be calculated. Also teams needed to include OEE explanation and calculations of important equipment. The study will assess the condition of these equipments, maintenance activities and personnel skill. Then viability study results are presented to management team. Hartmann (2000) Step 7: Improve Equipment Effectiveness In this steps TPM guide installation should cover between %25 percent overall equipment, need of different teams to insure carry on of the installation. All employees in the stage must get TPM training. Step 8: Establish an Autonomous Maintenance Program Program need to be drawn for how to manage maintenance effectively, Maintenance that is performed by the machine operator rather than the maintenance staff Step 9: Introduction inspection: Inspection needs to be carryout and by checking TPM fundamentals are done correctly. . Step 10: Conduct Training This stage highlights the importance of training the worker to achieve high standard performance from the equipment. Step 11: Certification: The stage is very important because certificate is to show to the client that equipment and product quality have been improved and maintained from equipment. Step 12: TPM Award: The final stage is reward for TPM installation is. By gaining award it shows the improvement in the firms also carrying out individual reward to boost worker morale. 3.5 TPM and Training It can be argued team approach training will help development of worker individual skills. The aim of training is to have multi-skilled and refreshed employees with high morale, who are keen to perform all the required functions. By correctly formulate teams create an environment where employees know the benefits of training and the correct method of operating their equipment, research shown that motivation is misplaced because the workers not last long enough at specific workplace to seek basic equipment problems (Kennedy, 2006). Company normally motivated independent small teams activities with the aim of matching with company goals and constant training which includes formal daily basis knowledge about equipment and maintenance issues (Kister et al., 2006). 3.6 TPM and Autonomous Maintenance (Jishu Hozen) Autonomous maintenance is the procedure in which operators recognize and share responsibility within maintenance area to check the performance of the equipment. According to (Robinson and Ginder 1995) the idea of Autonomous Maintenance is the creation of skilled equipment workers for protecting equipment maintenance. In other hand (AM) can be a keystone of TPM activities. (Komatsu 1999) according to the writer in this Autonomous Maintenance environment, the maximum requirements for operators to have the ability to notice nonstandard with relation to equipment The goals of Autonomous Maintenance are following (Suzuki 1994): Prevent equipment decline . Bring equipment to its ideal state. Establish the basic conditions needed to keep equipment well maintained. 3.7 TPM and Planned Maintenance It can be defined as a planned maintenance system in which rising production without no failures, no defects and improving the quality of maintenance methods by increasing machine availability. Implementing this activity powerfully help decrease input to maintenance activities. Also planned Maintenance supports the concept of zero failures (Shirose 1996), also the aim of TPM activities is to support company structures by eliminating losses through the achievement of zero defects. 3.8 Kobetsu Kaizen Kaizen is a Japanese word in which means (improvement), this methods objective is to improvement a number of small improvements to reach and maintain zero losses. The key feature of kaizen is that it is an ongoing improvement approach process through eliminating losses using all techniques for kaizen and by shifting the operation process to make the job more productive. The Kobetsu kaizen 10 steps development are showing in the figure below: Figure 15: Kobetsu kaizen 10 steps Development 3.9 TPM and Quality Maintenance Quality maintenance can be described a establishment of circumstances that will prevent the incidence of defects and control of such circumstances to reduce defects to zero. According to (Japan institute of plant maintenance 1996) can be accomplished by establishing environment for zero faults, inspecting and monitoring conditions to eliminate disparity, and carry out blocking actions in advance for equipment failure. It can be argued the key thought of quality maintenance is focusing on preventive action before it happens rather than reacting after it happens. Quality maintenance, like (MP), structured to develop within the focused Improvement, Autonomous Maintenance, PM, and (MP) all are TPM support. Quality maintenance helps implementing TPM by make certain equipment are functional up to high standard. (Schonberger 1986) (Pomorski, 2004). 3.10 TPM and Office Office TPM is another important part of whole package of TPM and it need to implement in correct way to improve productivity, efficiency from administration side and also eliminating of losses. This includes analysing processes and procedures for increased office efficiency. Office TPM demonstrates twelve major losses (Venkatesh, 2007): Processing losses; Cost losses include accounts and marketing sales Communication losses Office equipment breakdowns Communication breakdown Time depleted on recovery of information Supply eminence non- accessibility Customer complaints emergency purchases precision loss Setup loss Idle loss 3.11 TPM and Environmental, Health and Safety The TPM safety and environmental support is important as well as other aspect mention before, no TPM program is significant without focus on safety and environmental issues. According to (Suzuki 1994) describes ensuring equipment consistency, stopping human error, and eliminating disaster and toxic waste are the key aims of TPM. The operators must be trained to execute risk evaluation to build self-assurance and hazard maps should be available to stay away from needless exposure. According to (Heinrich 1980) shows for every 500,000 safety issues there are 300 are near neglects, 29 injuries, and 1 death ash showing in figure below. In recent years environmental safety is attracting more focus for when implementing TPM. Many argue manufacturing management currently will be less efficient without environmental safety. In todays manufacturing environment, environmental safety includes decrease of energy use, elimination of toxic waste, and decrease of material raw material use (Pomorski, 2004). http://kaizenrms.files.wordpress.com/2012/01/heindrich2bprinciple.jpg http://www.tpmconsulting.org/images/EngV/concept_pic26.jpg Figure 16 The Heinrich Principle

Community And Social Structure :: essays research papers fc

Community and Social Structure AssignmentIII The idea of people being social in nature can be clearly illustrated by the groups, or communities that one sees all around them. Groups of individuals share a common perspective of what reality consists of, this is known as culture(Charon, 1997). This reality is perceived through our interactions with others in the group and by what our position is within that group(Charon, 1997). The way in which we see the world is in a sense limited by both our position and our interactions. In order to actually fill your position in the group you need to have a working set of ideas and concepts to get the job done(Charon, 1997). This working set of ideas is actually formed by the interactions that you have with other people who have the same position as you. It works for everyone else, and therefore you can t just randomly choose another set of concepts and ideas andexpect them to work, so you choose the ideas, concepts, and means that your peers use(Charon, 1997). For instance, if you are a Chemist, you obtain knowledge and perspectives consistent of your environment, i.e. chemistry, you would not learn a great deal about molecular biology because those concepts and ideas are not useful to you. We don t have a complete picture of everything around usbecause we perceive only the things which fit into our social structure(Charon, 1997). Reality is not a Velcro Nerf dart toss of facts and ideas, but rather a magnetic selection of those facts and ideas which are conducive to our pre-constructed structure. To one man power and riches are the greatest thing to achieve, but to a bum The oiliest thing is to have a warm placeto sleep (Coleman,1982:207). It s unfortunate that these conceptscan be utilized by a dictator to gain control and power for his own ideas and concepts. Hitler was just such a man, he used a social construct known as patriotism, that is, sense of pride and connection with everyone within a society. Hitler rallied people by the droves claiming eco nomic bloom, and prosperity for all if they submit to the organization, and promised death to any that were not within that organization. He kept them thinking the same thoughts, holding the same beliefs, and striving towards a common cause, and six million Jewish people gave their lives up for not being part of his concept of community.

Story Of An Hour :: essays research papers

In the Story of An Hour, Mrs. Mallard seemed to me like an old misunderstood woman and as we are told in the very first line, afflicted with a heart trouble. I was surprised later, when it said that she was young. I think that Chopin is showing us a social situation of the times with the woman as a prisoner of her husband. Marriage was not always about mutual love between two people and during that time Chopin was writing, which was during 1804-1904, this was often the case. Marriage was as much about monetary comfort, social status as it was about possible love. There are no children mentioned in the story, which makes me wonder if there was a sexual relationship between the Mallards. It seems from the description that Mrs. Mallard has been trapped in this marriage for a long time even though we know she is young. How young is she? I would probably guess that she would be in her middle thirties. She probably got married very young, as they usually did at that time. The women would usually stay at home and the men would go to work. Things have changed a lot now a day. I don t think that this marriage is arranged. I think that she has been forced by her society to marry despite what she may want to do in her heart and soul. I believe she does love her husband, but it is possible to love a man and not be married to him. Is her heart condition purely physical or is it psychological and emotional? We know that women can be hysterical, timid, weak and very emotional. When is her first name mentioned and why? That is the interesting part of the story that gave me the idea of my whole conclusion. Her first name is only told to us after she hears of her husband’s de ath and when she feels the freest. Before her husbands death she is referred to us as Mrs. Mallard or she, and after when her husband returns home, she is referred to as wife. When Louise marries Brently she becomes Mrs. Mallard; she loses her identity and assumes a new and strange one. While it seems very normal and average for a wife to assume her husband s name in marriage and in that time, become the property of him, it cannot be ignored that a certain part of the self is lost.

Earthworm Biodiversity in an Arid Region of Rajasthan, India

Among the soil fauna, earthworms have an important role to improve soil texture. The soil texture plays an important role in water holding capacity. Earthworms have an ability to enhance soil characteristics. It contributes to the breakdown of organic matter and release plant nutrients (Edwards and Bohlen, 1996). Earthworms are also considered as useful indicator of the health of soil ecosystem (Edwards and Bohlen, 1992) as to their role in soil fertility through fragmentation and mixed up the soil with mineral particle, enhancing microbial activity to breakdown plant organic matter.The contribution of earthworms in soil turnover, structure formation and serve as a fertility enhancer in different way. Earthworms are useful in land improvement and organic waste management (Edwards and Baker, 1992; Lavelle and Martin, 1992; Johnson, 1997; Villenave et al. , 1999). The distribution and population density of various earthworm species have been correlated with soil type and agriculture la nd use (Haynes et al. , 2003; Sbrina et al. , 2009). The biodiversity of earthworms is influenced by physical, chemical and biological properties of soil and climatic conditions of habitats.Earthworm’s biodiversity is directly affected by soil characteristics (Edwards and Lofty, 1977). These community influencing factors are soil pH, organic matter, nitrogen, C/N ratio, soil moisture and soil texture. Biodiversity is counted as human resources (Heywood, 1996). Recently, many biologists studied the biodiversity and distribution of earthworms in the different parts of the world (Blakemore, 2000, 2002, 2003; Change and Chen, 2004,2005; Blakemore et al. ,2006; Sautter et al. , 2006; Ghafoor et al. , 2008).Present study was done in Bikaner district, which is located in Thar desert of Rajasthan ranging 28. 01 ° N 73. 19 ° E. . The average rain fall in this area is 10† to 15† only. Therefore, climatic conditions are adverse for organisms. Most of its area is irrigate d with tube wells and Indira Gandhi canal. Due to adverse conditions from a long period, there is still a few information about biodiversity and habitats. The present study will revealed new basic information for further research on earthworms and its ecology and application of earthworms in agriculture sector.

Developing Communication and Interpersonal Skills: Continuing Professional Development ?

Introduction The Nursing and Midwifery Council (NMC) has set out at least four domains of competencies for entry to the register in Adult Nursing. In this brief, I will focus on the second domain of communication and interpersonal skills. Communication plays a crucial role in addressing the needs of the patients. Adult nurses are expected to communicate effectively, listen with empathy and advocate for their patients (Department of Health, 2012a, 2012b). Specifically, the Department of Health (Commissioning Board Chief Nursing Officer and DH Chief Nursing Adviser, 2012) has introduced the 6 Cs of nursing, which encompasses compassion in nursing practice. Compassion in care is only possible when patients feel that their nurses understand their feelings and show empathy (Chambers and Ryder, 2009). Communication is essential in helping patients articulate their needs (Hall, 2005). Similarly, poor communication could result to misunderstanding, anxiety for the patients and poor quality of care (Chamb ers and Ryder, 2009). In this brief I will focus on the domain of communication and interpersonal skills since these form the foundation of my relationships with my patients. Developing my competency in this domain would help me identify both verbal and non-verbal messages of the patients and address their needs accordingly. Meanwhile, effective communication is needed when I communicate with my colleagues and other healthcare practitioners. A focus on my communication skills with my patients will be made in this reflective brief. Communicating effectively with my patients and other health and social care professionals would help improve the care received by my patients. Benner’s (1984) stages of clinical competence would be used to underpin my development from novice to competent. Gibb’s (1988) reflective model will be utilised to reflect on my experiences in the last three years from novice to competent. Professional Development from Novice to Competent Level Reflective practice (Gibbs, 1988) allows healthcare practitioners to improve current practice by learning from incidents and one’s own experiences. Pearson et al. (2009) explains that one’s own experiences are another form of evidence in healthcare. With the focus on patient-centred care, the NHS (Department of Health, 2012b) has encouraged evidence-based care when addressing the needs of the patients. I will use Gibbs (1988) model in reflecting on my communication experiences in years 1 to 3. This model starts with a description of an incident followed by analysis, evaluation, conclusion and action plan. An incident during my year 1 exemplifies how I developed my communication and interpersonal skills as a novice. I was assigned to the mental health ward and assisted an elderly patient with dementia who was admitted for pneumonia. During his first day in the hospital, my senior nurse performed a nutritional assessment and informed me that I should assist the patient during feeding time. This was consistent with the Patient Mealtime Initiative (PMI) (NHS, 2007) implemented in our ward. As a student nurse, I would be assist the patient to self-feed and make his environment comfortable and uncluttered. During mealtime, I talked to the patient and informed him that I would assist him in eating his food. He stared at the wall and did not respond. I gently asked him if he was ready to eat. When he turned to me, I informed him that he could now start eating. He only stared at his food and did not seem to understand my instructions. I placed the utensils near his hand so he could grab it and eat. When he did not respond, I asked him if he wanted me to help him eat. After a few minutes, he got his spoon and held it for a few minutes. I began to realise that he did not seem to understand my instructions so I started to place the spoon with food in his mouth and gently touched his chin to remind him to chew his food. My senior nurse passed by and informed that I have to put some pressure on the patient’s chin and make some chewing motions to help remind him that he needs to chew his food. It took me an hour to feed my patient. On reflection, communicating with older patients with dementia could be a challenge. Most of these patients suffer from cognitive impairments, which make it difficult for them to communicate their feelings and concerns (NICE, 2006). A significant number of older patients with dementia who are admitted in hospital wards are underweight (World Health Organization, 2014). Jensen et al. (2010) explain that many of these patients have forgotten how to eat and chew their food while others lack cognitive abilities in understanding instructions on feeding. Hence, the National Institute for Health and Clinical Excellence (NICE, 2006) guideline on nutrition for older patients highlights the importance of assisting the patients during feeding. For patients in the advanced stages of dementia, the main aim of nutrition is to maintain hydration and comfort feeding. Meanwhile, some patients could also suffer from swallowing problems, making it more difficult to ingest food (Lin et al., 2010). The hospital ward environment is also new to older patients with dementia and might trigger anxiety and fear (Lin et al., 2010). Since patients are in unfamiliar surroundings with unfamiliar people, they might express their fears and anxieties through aversive behaviours (NICE, 2006). It is shown that nurses react negatively to aversive behaviours of older patients with dementia (Jensen et al., 2010). On reflection, the incident taught me to be more patient and to understand both verbal and non-verbal messages. It took some time for me to realise that I have to feed the patient since he appeared confused. I was also unprepared on how to communicate with an older patient with dementia. As a novice nurse, my feelings and apprehensions are normal and are also shared by other nurses (Cole, 2012; Murray, 2006). Best and Evans (2013) have shown that nurses feel unprepared to communicate and care for older patients with dementia. On reflection, I should continue with my professional develop ment by joining training and seminar on how to communicate with older patients with dementia and address their nutritional needs. When faced with a similar situation in the future, I am better prepared and would not need more supervision from senior nurses on how to communicate with older patients with dementia and address their needs. For instance, I am now aware that these patients have difficulty verbalising their needs and I have to be sensitive of non-verbal cues and interpret aversive behaviour as possible signs of distress, anxiety or fear (Best and Evans, 2013). The second incident occurred during year 2 in my placement in the Urology Department. At this stage, I already considered myself as an advanced beginner (Benner, 1984). I was assigned to care for a 45-year old male patient who was admitted due to testicular pain. I introduced myself to the patient and informed him that I was part of a team that would be caring for him during his hospital admission. I noticed that he was uncomfortable communicating with a student nurse and asked for a more senior nurse. I gently informed him that my senior nurse was supervising other student nurses and he was left to my care. I tried to communicate and noticed that he had difficulty with the English language. I asked him if he needed a language interpreter. Once an interpreter was identified and assisted me with communicating with my patient, I noticed a change in his behaviour. He began to open up and was willing to take his prescribed medications. I slowly understood that he was anxious about his co ndition and wanted a male nurse with the same ethnic background to be his nurse. When he realised that most of the nursing staff are composed of female nurses, he began to accept me as his nurse. On reflection, this incident illustrates the importance of taking into account individual differences and using communication strategies to understand the patient’s needs. Specifically, I became aware that he had difficulty with the English language. The act of getting an interpreter greatly improved our communication. One of the competencies stated under communication states that nurses should be able to use different communication strategies in order to identify and address the patient’s needs (Nursing and Midwifery Council, 2010; National Patient Safety Association, 2009). It was apparent that the patient was self-conscious that a female nurse was addressing his needs. It is shown that a patient’s perception about his condition is also influenced by their cultural beliefs and ethnicity (Department of Health, 2012b). He was uncomfortable that a female nurse was providing care when he was suffering from testicular pain. However, the patient shares similar ethnic background as the interpreter and only became comfortable when the interpreter assured him that he could trust me. I realised that patients with different cultural background could be anxious about their treatment and might have difficulty communicating. On evaluation, I felt that I was able to address the immediate language barrier gap by getting an interpreter to help me communicate with the patient. My experiences during my first year in placement with patients who have different ethnic backgrounds and have difficulty expressing themselves in English helped me prepare for this situation. As Benner (1984) stated, nurses develop competency through experiences. I felt that I have improved on my communication skills and have achieved the advanced beginner level during year 2. Being sensitive to the communication needs of my patient is also consistent with the 6 Cs of nursing (Commissioning Board Chief Nursing Officer and DH Chief Nursing Adviser). In this policy paper, nurses are encouraged to show compassion in caring through effective communication. On analysis, I could have improved my communication skills by learning how to communicate with patients with different cultural beliefs about human sexuality. The patient was shy that a female nurse is part of the healthcare team managing his testicular pain. As part of my professional development and action plan, I will participate in training and seminars on how to communicate about health issues, such as testicular pain, that are considered sensitive and may carry some cultural taboo. The third incident happened during year 3, in my placement in the surgical ward for orthopaedic patients. At this stage, my previous experiences in communicating with patients during year 1 and 2 have helped me develop important communication skills. These included recognising non-verbal messages, understanding how culture influences my patients’ perceptions of nurses and the care they receive. Culture plays a crucial role in how patients place meanings on the words and symbols I use when communicating (Funnell et al., 2009). Apart from culture, I realised that the patient’s own perceptions of the illness and pain they are experiencing could also influence the quality of our communication. In the incident, I was assigned to assess the level of post-operative pain of a patient after surgical operation. He was a 32-year old male and was unable to communicate even after four hours of surgery. I tried to communicate with him to help assess his level of pain. Since he could not verbalise his level of pain, I used the visual analogue scale (VAS) to identify the level of pain. On analysis, I felt that I have done the right thing and have fulfilled one of the competencies under the domain of communication. Specifically, the NMC (2010) states that nurses should be able to use different communication strategies to support patient-centred care. The use of the VAS helped the patient articulate his level of pain. The VAS is often used as a tool in healthcare practice when assessing the patient’s level of pain. This tool is reliable and has been validated in different settings (Fadaizadeh et al., 2009). On analysis, my personal experiences in the last three years helped me be come acquainted with current guidelines on pain assessment. It also helped me identify a simple but valid and reliable tool in assessing patient’s level of pain. Pain perception in post-operative patients is highly subjective and could be influenced by several factors (Gagliese and Katz, 2003). These include age, gender, prior pain experience, medications and culture (Lavernia et al., 2011; Grinstein-Cohen et al., 2009; Gagliese and Katz, 2003). Regardless of the factors that influence pain, nurses should be able to assess the patient’s pain accurately and communicate with the patient strategies on how to control pain (Clancy et al., 2005). Hence, communication is crucial in ensuring quality post-operative care. On reflection, I was aware that the patient has difficulty communicating. Hence, choosing a more complex tool in assessing pain could add to more distress and anxiety for the patient (Gagliese and Katz, 2003). I realised that choosing a simple assessment tool helped calm down the patient since I was able to deliver care appropriately. On reflection, I would follow similar procedures in the future. However, I would improve my knowledge on pain assessment by participating in pain education nursing classes in university or in the hospital where I am assigned. This would form part of my continuing professional development and action plan. Abdalrahim et al. (2011) argue that nurses with high knowledge on patient education are more likely to accurately assess patient pain, leading to earlier relief and management of the patient’s pain. However, Francis and Fitzpatrick (2013) express that despite high levels of knowledge on pain management, there are some nurses who have difficulty translating this knowledge into actual practice. One of my roles as a nurse in an orthopaedic surgical ward is to manage post-operative pain of my patients. Failing to manage pain could lead to chronic pain, longer hospital stays and poorer health outcomes (Grinstein-Cohen et al., 2009). I also realised that effective communication with patients is needed to ensure that the patient’s needs are addressed. Conclusion In conclusion, the three incidents portrayed in this reflective brief demonstrate how I evolved as a nurse practitioner from novice to competent. Specifically, my communication skills have developed from year 1 until Year 3. In the first incident, I had difficulty communicating with older patients with dementia. Beginner nurse practitioners have no experience in the situations they find themselves in. This was true in my experience with the older patient with dementia. It was my first time at communicating with a patient with cognitive impairment and feeding him. I lacked confidence in carrying out the task and only improved after several meetings with the client. However, in year 2, my communication skills improved. For instance, I was able to immediately identify the needs of the patients by depending on verbal cues and non-verbal messages of the client. I was able to get an interpreter and communicate with him. However, I also realised that I still need to improve by participating in classes and training on how to communicate effectively with patients with different ethnic background. Finally, in year 3, I was now more competent in communicating with patients. Even when the patient in post-operative care could not communicate, I was aware that he was in pain. I was also able to use an appropriate assessment tool that is consistent with the guidelines in our hospital. I realised that I possess more confidence in communicating with the patient and identifying his needs. My previous experiences in communicating with different groups of patients helped me become competent in identifying the needs of the patients. Importantly, care was delivered promptly since I was able to appropriately assess the level of pain of the patient. All these three experiences show that I could hone my skills in communication. My communication experiences in nursing will help me become more competent and ready as a future nurse registrant. References Abdalrahim, M., Majali, S., Stomberg, M. & Bergbom, I. (2011) ‘The effect of postoperative pain management program on improving nurses’ knowledge and attitudes toward pain’, Nurse Education in Practice, 11(4), pp. 250-255. Benner, P. (1984) From Novice to Expert: Excellence and power in clinical nursing practice, Menlo Park: Addison-Wesley. Best, C. & Evans, L. (2013) ‘Identification and management of patients’ nutritional needs’, Nursing Older People, 25(3), pp. 303-6. Chambers, C. & Ryder, E. (2009) Compassion and caring in nursing, London: Radcliffe Publishing. Clancy, C., Farquhar, M. & Sharp, B. (2005) ‘Patient safety in nursing practice’, Journal of Nursing Care Quality, 20(3), pp. 193-197. Cole, D. (2012) ‘Optimising nutrition for older people with dementia’, Nursing Standard, 26(20), pp. 41-48. Commissioning Board Chief Nursing Officer and DH Chief Nursing Adviser (2012) Compassion in Practice, London: Department of Health. Department of Health (2012a) The Power of Information, London: Department of Health. Department of Health (2012b) Bringing clarity to quality in care and support, London: Department of Health. Fadaizadeh, L., Emami, H. & Samii, K. (2009) ‘Comparison of visual analogue scale and faces rating in measuring acute postoperative pain’, Archives of Iranian Medicine, 12(1), pp. 73-75. Francis, L. and Fitzpatrick, J. (2013) ‘Postoperative pain: Nurses’ knowledge and patients’ experiences’, Pain Management Nursing, 14(4), pp. 351-357. Funnell, R., Koutoukidis, G., and Lawrence, K. (2009) Tabbner’s nursing care: Theory and practice, 5th Edition, Chatswood, London: Elsevier. Gagliese, L. and Katz, J. (2003) ‘Age differences in postoperative pain are scale dependent: a comparison of measures of pain intensity and quality in younger and older surgical patients’, Pain, 103(1-2), pp.11-20. Gibbs, G. (1988) Learning by doing: A guide to teaching and learning methods, Oxford: Further Educational Unit, Oxford Polytechnic. Grinstein-Cohen, O., Sarid, O., Attar, D., Pilpel, D. and Elhayany, E. (2009) ‘Improvements and Difficulties in Postoperative Pain Management’, Orthopaedic Nursing, 28(5), pp. 232-239. Hall, L. (2005) Quality work environments for nurse and patient safety, London: Jones & Bartlett Learning. Jensen, G., Mirtallo, J., Compher, C., Dhaliwal, R., Forbes, A., Grijalba, R., Hardy, G., Kondrup, J., Labadarios, D., Nyulasi, I., Castillo Pineda, J. & Waitzberg, D. (2010) ‘Adult starvation and disease-related malnutrition: a proposal for etiology-based diagnosis in the clinical practice setting from the International Consensus Guideline Committee’, Journal of Parenteral and Enteral Nutrition, 34(2), pp. 156-159. Lavernia, C., Alcerro, J., Contreras, J. & Rossi, M. (2011) ‘Ethnic and racial factors influencing well-being, perceived pain, and physical function after primary total joint arthroplasty’, Clinical Orthopaedic and Related Research, 469(7), pp. 1838-1845. Lin, L., Watson, R. & Wu, S. (2010) ‘What is associated with low food intake in older people with dementia?’, Journal of Clinical Nursing, 19(1-2), pp. 53-59. Murray, C. (2006) ‘Improving nutrition for older people’, Nursing Older People, Vol. 18, No. 6, pp. 18-22. National Institute for Health and Clinical Excellence (NICE) (2006) Nutrition support in adults: oral nutrition support, enteral tube feeding and parenteral nutrition. London: NICE. National Patient Safety Association (2009) Being open: communicating patient safety incident with patients, their families and carers, London: NPSA. NHS (2007) Protected mealtimes review: Findings and recommendations report, London: NHS. Nursing and Midwifery Council (2010) Standards for pre-registration Nursing education, London: NMC. Pearson, A., Field, J., Jordan, Z. (2009) Evidence-Based Clinical Practice in Nursing and health Care. Assimilating Research, Experience and Expertise. Oxford. Blackwell Publishing. World Health Organization (2014) Nutrition for older persons [Online]. Available from: http://www.who.int/nutrition/topics/ageing/en/index1.html (Accessed: 1 February, 2014).

The Definition of Institutionalize Racism

United States of America is not a country for one specific group of people such as French, China, or Angola. Instead, many of these people come to United States to live. Under one roof, all these different groups have to coexist for this country to function properly. As a result of interaction between groups of different background, race, tension develops. Soon, it becomes a personal dislike from one member of one group for members of another group. While these feeling are unavoidable and sometimes understandable, it is unacceptable to institutionalize these feelings and make it an acceptable part of society. Yet, this has existed and prospered in the social fabric of America since the day of slavery. Black Americans, victims of this institution of racism, have tried to change the system through legal means, and protest. The government has responded through legislation such as Civil Right Act of 1965 and Affirmative Action. These policies have faced opposition from some white Americans, but Justice Blackmun said, â€Å"In order to beyond racism, we must take account of race. † The institution of racism has targeted minority Americans as its victim by denying them the opportunity that everyone else have such as making a living. Those policies address this problem by using race, rightfully, to identify who is the victim of racism, and discrimination. Racism has plagued the public education system long before Brown vs. Board of Education. Segregation has led to underfunded school that has no tools to teach children in black-dominated area. State and local government use property tax to determine the amount of fund a school gets. However, properties in black-dominated area are either run-down, or have low value. As a result, underfunded schools lead to underfunded education that gives black students no skill to make a living. Very few of them will be able to get out of the poverty cycle that has plagued their parents. After Brown vs. Board of Education, mandatory busing has tried to bring black students to white dominated neighborhood school, and also bring white students to urban school. This policy has given black students access to school that has better facilities and equipment. It has forced states and locals government to give more funds to urban school. Many white parents have refused to send their children to urban school for countless reason. They have a valid claim that busing violates their personal freedom. The court has to decide between two conflicting interests, whether to give equal access to one group at the expense of one individual's personal freedom. After deciding in favor of equal opportunity, the court has tried to enforce the decision by mandatory busing, and it has even used the National Guard to escort black students to white school. However, it did not require states to change their school overnight. State and local government then began to have gradual mandatory busing. However, gradualism has watered down the effort of true integration. Juan Williams, Thurgood Marshall's biographer, has said on C-span that Marshall has regretted for not having demanding more aggressively for rapid integration. Today, due to the court keep chipping away part and part of Brown vs. Board of education, school integration and busing remain far and few. State and local government have almost stopped funding for mandatory busing. As a result, public school has become as segregated as ever and the accomplishment of Brown vs. Board of Education has vanished. In its place are programs such as magnet, school choice, voluntary enrollment, or voucher. However, these programs fall far short the goal of equal access, and integration. Magnet, school choice, or voluntary busing promise to bring diversity to school. However, these programs only bring children from urban school into suburban school. White parents will not risk sending their children to urban school for reasonable fear of drugs, crime, or lack of educational equipment. Suburban schools will end up getting more money, and urban schools will keep losing money and students. Since these programs have a quota of how many student can enroll, the majority of students cannot enroll. These unfortunate ones will have to settle for a school that lacks money at their neighborhood. So, these programs only allow a selected few to have an opportunity that students in suburban schools have. Another program is voucher that promotes to give poor minority students a chance for quality education at a private school. However, voucher works much better for a middle class white family trying to get into an exclusive private school than a poor black family. The voucher system determines how much to give by looking at the property tax of a family. If a family is poor, the voucher for that family will not have much worth. Since poor family cannot put much more money into their voucher, voucher program eliminates poor minority families as its recipients, contrary to what it promotes. While voting is considered by many as a personal choice, special interest groups working to ensure representation for minorities have dominated the election process. Sometimes, this helps minorities but can also hurt them. The common method for ensuring minority representation is racial districting. White Americans had used racial districting method such as â€Å"cracking† or â€Å"stacking† to eliminate black votes at first (Swain 426). These methods give minorities no representation or hope of electing a candidate that is friendly toward minorities. Since court has ruled against â€Å"stacking† or â€Å"cracking†, racial districting has appeared of the form â€Å"packing† in recent years (Swain 426). Even though packing surely gives minorities representation, it has diminished the voting power of minorities. In 1991, 15 of the 27 seats held by black politicians have a black population of over 50 percents (Swain 423). This packing of black voters has led to poor turnout and poor performance. For example, one 13 percents of black in Major Owen's district vote in 1986 (Swain 423). Poor performance also contributes to the problem due to an automatic reelection of a black politician in a black majority district. So packing has its benefit in term of ensuring black representation but it also wastes the vote of black Americans. Major Owen surely would have won his district even if it were only 40 percents to 45 percents black. The remaining black voters should move to another district where they can vote for another candidate that will work for their interest. Ironically, the Republican Party appears to be benefited from packing. It has been very supportive of packing that involves large black district. Even if it ensures the election of a black Democrat, it allows the Republican to compete at the new district that has been drained of black Democrats (Swain 405). This makes the election more racially polarized. So the symbol of democracy, the Congress, will also be the most segregated as Republican tries to portray Democrat as a party of black's interest. Swain names the two most promising alternative method for packing are black representation in majority white district and voting for white candidates that can represent the interest of blacks (Swain 431). There has been many doubts that black candidates cannot win in a majority white district. However the election of Governor Wilder, Mayor Bradley, has proved otherwise. Black politicians has proved that they can both represent racial interest and their white constituent such as Louis Stokes (Swain 430). Black voters must not forget there are white politicians that can be as good a black politician such as Gephardt, Kennedy. Minority voters can only benefit from these two methods. First, it allows black politicians to look beyond the House of Representative for a higher office such as the Senate or may be the presidency. Second, it fosters a coalition with other racial and ethnic group (Swain 433). This will expand the representation of Black Americans. These two methods go beyond blaming white people or society for racism by reaching out to white people to combat it. Black and minorities need the help of white politicians and activist who are in a position to make a difference. Only then, the goal of racial equality will be achieved. Racism has tried to exclude minorities from public school and voting. Now, it has turned to another target, the college system in America. Public colleges in America have always used Affirmative Action to determine admission. This program has given minorities an opportunity to seek higher education. It does not promote under-qualification but instead, it will level the playing field for people who are capable of taking the advantage of opportunities that has denied them because of their gender or ethnicity (Patterson 443). When Affirmative Action is examined alone in term of college admission, it has mixed success. For example, the number of Asian students at Berkeley is half of the student body, whereas blacks and Hispanics continue to stagger. This program has come under the attack of conservatives who label it as reverse discrimination. Justice Scalia call it as â€Å"racial preferences appear to even the score† (Siegel 458). Conservatives have completely overlooked the fact that being white is a privilege that other minorities do not have. White men control 99. percents of all the important top position in this country, so what they do from hiring employee, or drafting policy will tend to benefit white people. This is just a normal pattern of human behavior (Patterson 449). Affirmative Action's goal is to correct this problem but it is on the verge of extinction because of proposition 209, or Hopwood vs. Texas. As a result, black admission drop from 65 to 11 in the year following the court case Hopwood vs. Texas. We have seen that effect spreads to UCSD where the number of black students can be measured by finger counting. Opponent of Affirmative Action in college admission has called for using a class-based initiative to determine college admission. They have claimed Affirmative Action not only hurts whites but also Asian Americans. A class based initiative can only help with diversity and does not have the reverse discrimination element that Affirmative Action appears to have. Nonetheless, research has shown Asian American enrollment will increase, white will stay the same, black and Hispanic will decrease if socioeconomic status is used to determine admission (Omi and Takagi 438). The result shows the University of California will be more racially polarized if this plan is implemented. It will generate hostility toward Asian Americans from whites and other minority groups because this plan clearly give Asian American an advantage, unlike Affirmative Action. For a plan that promise diversity, it will end up hurting the diversity makeup of University of California because it deletes race as a factor for consideration. Therefore, minority groups beside Asian American will be denied from an opportunity for higher education. To promote diversity and equal opportunity, race must be taken into consideration because it allows us to identify the victim of racism, who has been denied the opportunity he is entitled to. Without race, how do we know who or where is the victim? Justice Blackmun has said â€Å"to get beyond racism, we must take account of race†. This signifies a shift from protecting individual to protecting a certain group. As a result, race based policies such as Affirmative Action and school desegregation was created. They have helped protecting minority from racism and leveling the playing field. They have forced the public sector and private sector to give minorities equal opportunity because minorities do not have the privilege of being white. The white establishment, without government intervention will extend it hands only to those similar to its. Those policies remedy this preference. Critics of race based policies claim these policies practice reverse discrimination. They want a colorblind policy to be implement instead. However, colorblind policy assumes society to be free of racism and discrimination toward minorities. Statistics have shown otherwise from the low college enrollment of black to the lack of minority in the top position. Colorblind policy will give the control back to the white establishment. Then, discrimination, intentionally or unintentionally, will be directed toward minorities will be much more visible similar to the pre-Civil Right period. In this case, racism cannot be blamed because the people in the establishment are â€Å"colorblind†. It is ironic that a colorblind policy, the goal of the civil right movement, will end up nullifying the legacy of the civil right movement because colorblind is a policy ahead of its time.