The External Analysis Essay Example | Topics and Well Written Essays - 1000 words

The External Analysis - Essay Example The cell phone industry is very competitive because same products and services are being offered with different features, giving multiple options to buyers to choose from. Customers want better services at low costs, bundled up features in just one cell phone such as text messaging, camera, internet browsing etc. The cell phone industry’s growth and profitability entirely depends upon innovative technology, providing improved and better services to customers. Many companies claim that their customers are completely satisfied with the services being offered, whereas the reality is much different. Consumers frequently complain about network error, irresponsive customer services or ridiculous penalties from exiting a contract. Like any other industry, cell phone industry was also hit by the recent recession but the good news is that it is finally reviving now. According to Tina Teng (2010), senior analyst for iSuppli Corp cell phones ended 2009 with shipments of 1.15 billion units. While this number is lower than what it was in 2008 but it has been noted that sales picked up mainly in the fourth quarter of 2009. The Top 5 players accounted for 77% share of the total handset market. The global market continues to thrive on consumers replacing old sets with new ones. Nokia Corp. undoubtedly remained the market leader, shipping 126.9 M handsets, capturing a 37.9% market share. Samsung Electronics Co. Ltd was a runner-up, which introduced its own smart phone operating system and captured 20.6% market share. The remainder of the Top 5 is rounded out by LG Electronics, in third place with 10.1 percent share; Sony Ericsson in fourth, with 4.4 percent share; and Chinese giant ZTE, whose impressive 77 percent growth from the earlier quarter vaulted it into fifth place, with a 4.0 percent share. 1. Rivalry: The competition between cell phone companies is quite tough since all of them are fighting an intense price war. Most of them have chosen ‘low price’ strategy

Psychological Contract in the Contemporary Organisation Essay Example for Free

Psychological Contract in the Contemporary Organisation Essay Every human being is an unique individual. This is an undeniable fact, thus organisations have to explore the various antecedences of the psychological contracts between employees and the organisation. Employees have different perceptions and thinking over the concept of psychological contracts. Generation Y is slowly filling up the positions in contemporary organisations. Therefore, what are the influencers revolve around this power craving group of people? Research has concluded that employees and employers have different perceptions on job support and resources (Attridge 2009, 392; Kahn 1990, 708) and even job satisfaction (McShane and Travaglione 2007, 180). Employee disengagement has been occurring more and more often nowadays (Bates 2004, 44). Employee engagement is closely linked with the result of the organisation (Medlin and Green 2009, 948; Harter, Schmidt and Killham 2003, 27), where employee disengagement may cause unsatisfactory employee achievement; leading to undesirable organisational advancement and financial development. Because of these, organisations should examine the psychological contracts between them and the employees, especially that of the Generation Y. Psychological Contracts Ppsychological contract is defined as ones beliefs about shared responsibilities and commitments in the framework of the relationship between employees and the organization (Robert, Kristie and Kathryn 2010, 220). Cyril (2004, 1) mentioned that psychological contracts are the employees’ mindset about what they look forward to from the organization and what they feel they should commit to the organization. The psychological contracts emphasize more on the relationship between an employee and employer as a whole rather than traditional compensation issues (Robert, Kristie and Kathryn 2010, 220). The concepts of the psychological contract are commitments particularly based on perceived obligations by the others (Robert, Kristie and Kathryn 2010, 220). Whether well expressed or not, the perceived obligations create commitment and responsibility that must be executed for the contract to be affirmed (Robert, Kristie and Kathryn 2010, 220). For instance, the organization making use of a relational psychological contract is responsible to account for the individual fairly, provide hazard free working conditions, allow employees justifiable personal time, and provide adequate materials to accomplish their job. On the contrary, the employee is responsible to accomplish given tasks, display a positive attitude, boost the reputation of the company, and abide corporate policy (Robert, Kristie and Kathryn 2010, 220). Given so, these obligations do not only encompass on the quantity of work is to be carried out for a certain amount of pay, but also draw in the whole pattern of rights, privileges, and obligations between employee and organisation (Mario Pepur, Sandra Pepur, and Dr. Ljiljana Viducic 2010, 231). For instance, after serving the company for a number of years, the employee may expect the company not to fire him and similarly, the company may expect that the worker not to tarnish company’s reputation or leak out confidential secrets to rival companies(Mario Pepur, Sandra Pepur, and Dr.  Ljiljana Viducic 2010, 231). Expectations as such are not transcribed into contractual agreement between employees and organisation, yet they work as power determinants of behaviour (Mario Pepur, Sandra Pepur, and Dr. Ljiljana Viducic 2010, 231). Literature Review No doubt, the theory on psychological was established in the 1960 by Argyris (Cyril 2004, 1), it is still highly applicable in today’s context. Rothbard’s (2001, 656) empirical study shows that there is a relationship between psychological contracts and employee engagement. Rothbard (2001, 656) mentioned that attention is the psychological presence and the time spent by the employee contemplating about his responsibilities at work, while absorption is concerned with the affection of employee to put emphasis on the responsibilities on duties. It is believed that the psychological contract is generally an appropriate and impactful construct that can aid explain, and inform effective management of, contemporary academic work performance and workplace relations (Grant, Branka and David 2010, 6). The psychological contract can help both employee and employer to gain awareness on contemporary employment relationships; indeed, it has been debated that perceived obligations within the psychological contract are usually more vital to work related attitudes and behaviour than are the official and explicit elements of contractual acknowledgement (Grant, Branka and David 2010, 6-7). Employees trust that the employer has the obligations to facilitate them the following: career advancement, incremental salary, alary based on the current working efficiency, upgrading, safe long-term employment, opportunities to build their career as well as support in case personal problems occur (Mario, Sandra and Dr. Ljiljana 2010, 233). On the other hand, the employees believe that they have the following obligations towards their employer: working overtime, staying loyal, taking initiative to take up new responsibilities at work, providing a beforehand notice when taking another position, be ready for transfer, rejecting support to rivalry, protecting confidential company information, spending a minimum of two years doing the routine (Mario, Sandra and Dr.  Ljiljana 2010, 233). Many studies indicated that personal and psychological factors have significant influence on employees, including biological factors and the work attitudes of employees (Hung-Wen 2010, 92). Hung-Wen (2010, 92) mentioned that Yu suggested work attitude is the level of organizational identification, the levels of involvements in current jobs and overall job satisfaction. Therefore, this research explains job satisfaction and work involvement as its two variables (Hung-Wen 2010, 92). Job Satisfaction Job satisfaction is an assessment of the work and job context by employees (McShane and Travaglione 2007, 116; Spector 1997, 2). Little and Little (2006, 115) deemed job satisfaction as an enjoyable experience or positive emotional condition . They agreed with the research done by Kreitner Kinicki in 2004 that job satisfaction is associated with job involvement, organizational behaviours and commitment (Little and Little 2006, 115). In an adverse effect, it is also associated with turnover and stress. Similarly, experimental studies on 7,939 business units in 36 organizations find out that job satisfaction concludes employee engagement, and are forecasting organisation progression (Harter, Schmidt and Hayes 2002, 268). The extended studies by Harter, Schmidt and Hayes (2002, 268) states that it is crucial to constantly stress on the degree of employee engagement and contented and happy employees would be very much motivated in the organisation (McShane and Travaglione 2007, 180). Poornima (2009, 35) has given a hypothesis that statistically, there is a strong relationship between age and difference between expectation and fulfillment levels of employees with regard to monetary and non-monetary compensation practices followed by the organizations (Poornima 2009, 35). The result shown that those aged between 25to28 are not responding positively to monetary motivation. Research shown 85% of the young people want progressive management to inspire them and 52% of them think that the managers are not helping in their development (Robin 2007, 34). Kim (2007, 154) agrees with (Henry 2006, 11) that Generation Y is motivated by the chances to grow and develop, thus they welcome comments and feedback. Therefore, Generation Y would expect organisation to enrol them with training and development program, as well as providing them with feedback for improvement. Failing to do so, goal is not achieved, thus motivation of Generation Y decrease. With that, these create job dissatisfaction in Generation Y. Taking consideration of Poomima and Kim’s studies, Generation Y is a group of people who are more intrinsically driven rather than monetarily motivated. Work Involvement In today’s context, organisation should anticipate expectations of their employees through their psychological contracts if they want to gain their loyalty (Mario, Sandra and Dr. Ljiljana 2010, 236). Mario, Sandra and Dr. Ljiljana (2010, 236) agrees to Rousseau that the main difference between new and old psychological contracts lies in the lack of job security. She proves this by quoting an employee of a telecommunication company who says that: It used to be that working for the company meant being part of a family (Mario, Sandra and Dr. Ljiljana 2010, 236). As organisation moves towards the modern era, the younger generations are beginning to fill up most of the positions. Tulgan (2009, 3) shared that Generation Y is so far the hardest generation to manage. While organisation expects employee to stay loyal to the company, Generation Y, a group with high expectation and believe in their capability tends to switch jobs to satisfy their hunger for fast career advancement (Tulgan 2009, 3). Another contributing factor to the frequent job switch is the Generation Y’s expectation; they are constantly looking out for jobs that provide training (Sue and David 2008, 368). Sara and Ans (2010, 256) have come up with two hypothesizes. â€Å"The level of careerism will be emphatically related with psychological contract expectations in account of job description, employment development, training, and monetary rewards. The level of careerism will be cynically related with psychological contract expectations in account of social environment, work-life balance, and employment assurance† (Sara and Ans 2010, 256). The first hypothesis does make sense as the three factors mentioned act as a motivator to increase the level of careerism. However, the second hypothesis is countered by the research of Sue and David (2008, 368) which points out that â€Å"although Generation Y has a desire for defined goals and managerial reinforcement in what is to be done, they also crave for autonomy and flexibility in decision making process. Furthermore, despite being autonomous, they are viewed as being emotionally needy and consequently, continuously looking for acknowledgement and commendation. In terms of work, they are power thirst. However, they do look upon work life balance and if given a choice will choose family and friends rather than work†. Evaluation Given the unique characteristics of Generation Y, it is difficult for the organization to determine their psychological contract with the organization, thus making it a challenge for the organization to come up with strategies to motivate and retain these â€Å"potential job switchers†. Demanding for power in workplace, yet craving for work life balances; organizations have to come up with plan to satisfy these employees before they can be aligned and work towards the same goal. Event such as Bring Your Child to Work promotes work life balance yet not disrupting the normal working procedure. Organizations can consider such event to strike a balance for the employees. Employee disengagement is one of the crucial explanations for organization turnover. With this getting more and more common in the organization (Pech and Slade 2006, 22), management should seek to understand the reasons behind the dissatisfaction and explore the psychological contract between them and the employees to reduce the possible unhappiness, thus creating a conducive work environment. Conclusion The concept of psychological contracts is characterised by dynamic features. They are continuously adjusted to new trends in the working environment. A triumphant resolution to the productive handling of employee engagement kicks off with recognition of the uniqueness of each employee. Accessing the factors influencing their needs and perception after presuming that employees are engaged is an fallacious way and is not very much encouraged. Psychological contracts can encompass various areas such as work involvement and job satisfaction. However, psychological contracts involve many other factors. For instance, human resource practices such as employees’ relation and welfare, training and development, and compensation and benefits (Saks 2006, 613). Therefore, effective understanding of psychological contracts would require organisations to contemplate the perception of individual employees towards the influencing variables. Franking speaking, how many organisations are prepared to go for the extra mile for the employees? Even though the organizations may acknowledge the significance of psychological contracts, it is intricate to get to a mutual understanding for both the organisation and employee. Organisations may only see the link between the understandings of psychological contracts in both aspects with beneficiary outcomes as a theoretical model, thus are not convinced that their employees can make it happen. Every employee is unique. They have different needs and perceptions in terms of psychological contracts with the organisation, which may also change over time. This would also mean that the organizations have to take into consideration of the incalculable factors catering to the different employees. Is this cost and time efficient? Management would rather spend the time on the operations and focus on the visible and instant results. Nevertheless, there are organizations that are still prepared to spend their effort working on psychological aspect in employees. Personally, I feel that understanding of psychological contract is essential to organization success. However, it is very much reliant on the distribution of time, effort and loyalty of the organizations to form a successful understanding and alignment of the psychological contracts between themselves and their employees.

The Second Amendment - The Right To Bear Arms Essay -- Gun Bear Arms C

The Second Amendment And The Right To Bear Arms Throughout the years there has been an ongoing debate over the Second Amendment and how it should be interpreted. The issue that is being debated is whether our government has the right to regulate guns. The answer of who has which rights lies within how one interprets the Second Amendment. With this being the case, one must also think about what circumstances the Framers were under when this Amendment was written. There are two major sides to this debate, one being the collective side, which feels that the right was given for collective purposes only. This side is in favor of having stricter gun control laws, as they feel that by having stricter laws the number of crimes that are being committed with guns will be reduced and thus save lives. However while gun control laws may decrease criminals’ access to guns, the same laws restricts gun owning citizens who abide by the law; these citizens make up a great majority of the opposing side of this argument. These people argue tha t the law was made with the individual citizens in mind. This group believes that the Amendment should be interpreted to guarantee citizens free access to firearms. One major group that is in strong opposition of stricter gun control laws is the National Rifle Association (NRA). The NRA argues that having stricter gun control laws will only hinder law-abiding citizens. The final outcome on this debate will mainly depend on how this Amendment is going to be interpreted.   Ã‚  Ã‚  Ã‚  Ã‚  The Second Amendment of the Bill of Rights states: A well-regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms, shall not be infringed. (Amendment II 1791) This debate has produced two familiar interpretations of the Second Amendment. Advocates of stricter gun control laws have tended to stress that the amendment’s militia clause guarantees nothing to the individual and that it only protects the states’ rights to be able to maintain organized military units. These people argue that the Second Amendment was merely used to place the states’ organized military forces beyond the federal government’s power to be able to disarm them. This would guarantee that the states would always have sufficient force at their command to abolish federal restraints on their rights and to resist by arms if necessary. T... ... stricter gun control, the states are moving in a different direction. The reason behind this action is that the constitutionality of tighter gun control laws is becoming a question. Once the Supreme Court of the United States answers this question on the legality of infringing on the right to bear arms we will know what our exact right is. Works Cited [1] Cottrol, Robert, ed. Gun Control and the Constitution: Sources and Explorations on the Second Amendment. New York: Garland Publishing Inc., 1994 [2] Dowlut, Robert. The Right to Keep and Bear Arms in State Bills of Rights and Judicial Interpretation. SAF 1993 [3] Freedman, Warren. The Privilege to Keep and Bear Arms. Connecticut: Quorum Books, 1989 [4] Hickok, Eugene Jr., ed. The Bill of Rights: Original Meaning and Current Understanding. Virginia: University Press of Virginia, 1991 [5] Kruschke, Earl PHD. Gun Control: A Reference Handbook. California: ABC-CLIO Inc., 1995 [6] Image on the cover page taken from TIME. Photographer unknown. [7] Prune Yard Shopping Center v. Robins, 447 U.S. 74, 81 (1980) [8] Zimring, Franklin E., Gun Control. Encyclopedia Encarta: 1993-1997 Microsoft Corporation.

cordless tech :: essays research papers fc

A Cordless Future Wireless technology, from cell phones to business networks is revolutionizing the world we live in. Now we can access the Internet while in our cars, on the beach, and even at dinner. This wave of technology will soon be felt in full force as we begin to travel with the assistance of a computer, run businesses with high quality networks, and check last nights game on our digital phones and personal digital assistants (PDA). Advancements made by wireless technology are allowing us greater degrees of freedom, security, and efficiency. Cars are feeling the wave of wireless technology as we speak. â€Å"General Motors Corp.’s navigation systems subsidiary, OnStar Communications, will provide drivers voice access to the Internet, starting with 30 of its 2001 models. The OnStar service provides airbag deployment notification, remote door unlocking, location services, stolen-vehicle tracking, and remote diagnostics† (Wallace). It is easy to see why this techn ology is sought after, authorities will arrive on the seen faster, thieves will be detoured, and locking one’s keys in the car wont incorporate the vandalistic approach once used. Also it is figured that 50-80% of all cellular phone calls are made from vehicles, with this new technology voice activated technology, users can expect to have both hands free while talking. â€Å"With the new services, drivers will set up profiles from their desktop PC that are then kept on servers in OnStar’s service centers. With a hands free, voice-activated interface, OnStar subscribers will use voice prompts, such as â€Å"Start my E-mail† or â€Å"Start my stock quotes† to receive information via the Internet. The service will convert Internet text to speech and read the information via synthesizes voice† (Wallace). And if that isn’t enough, the price ranges from $199 to $399 a year, a great buy, as it will cut one’s insurance bill down to size. Truc king companies are also using wireless connections to the Internet. â€Å"Wireless Internet access is just fine with ePaccar, a division of truck maker Paccar Inc. in Mt Vernon, Wash. The unit is building a package that will let truck driver’s access more than weather and directions using a wireless Windows CE device in their cabs. The commercial transportation industry is working on razor-thin profit margins and is fiercely competitive, so the ability to provide the fastest and most fuel-efficient route saves truckers time and money. And providing them with wireless access to load-brokering sites lets them pick up more cargo and make more money without deviating much from their original route† (Wallace, â€Å"Wireless Everything†).

Cendant Corporation

Cendant Corporation [1] (a) Related parties make decisions based on information provided through financial statements. It is the auditor’s responsibility to plan and perform audit engagement to offer reasonable assurance that the financial statements are correct and fair. (b) The two main categories of fraud that affect financial reporting include misstatements arising from fraudulent financial reporting and misstatements arising from misappropriation of assets. c) Factors that auditor’s should consider when assessing the likelihood of material misstatements due to fraud include: whether or not the company has a reason to make something seem consistent (rationalization), whether or not the company or individuals have an incentive or pressure on them, and whether or not the company has the opportunity to commit fraud. (d) Many factors existed during the 1995 to 1997 audits of CUC that created an environment conductive for fraud. For example, CUC’s top management w as aggressive to increase their market share due to the pressure put on them to meet analyst expectations.CUC had been committing the same type of fraud for many years before 1995, so it was rational for them to maintain their consistency. One person even stated that he thought he was only doing his job. The adjustments that were made at the end of each year brought about the opportunity for CUC to also commit fraud. [3] (a) In the Cendant fraud management override occurred when the CUC management recognized deferred revenue as revenue immediately, or delaying recognition of membership cancelations. (b) To further address the risk of management override of internal controls auditors must remain skeptical that management override exists.Auditors should also become familiar with the company and it’s internal controls upon acceptance. [5] (a) A company may want to hire a member of its external audit team because the auditor is familiar with the company, or management has develop ed a strong working relationship with the auditor from working on the audit together. (b) If the client has hired former auditors it might affect the independence of the existing external auditors in fact and appearance. Current auditors may rely on the representation made by former co-workers.

Biography of John Adams, 2nd United States President

Biography of John Adams, 2nd United States President John Adams (October 30, 1735–July 4, 1826) served as Americas second president and was one of the founding fathers of the American republic. While his time as president was rife with opposition, he was able to keep the new country out of a war with France. Fast Facts: John Adams Known For: Founding father of the American Revolution and United States; second U.S. President, after George WashingtonBorn: October 30, 1735 in the Massachusetts Bay ColonyParents: John and Susanna Boylston AdamsDied:  July 4, 1826 in Quincy, MassachusettsEducation: Harvard CollegePublished Works: The Autobiography of John AdamsSpouse: Abigail Smith (m. October 25, 1764)Children: Abigail, John Quincy (the sixth president), Charles, and Thomas Boylston Early Life John Adams was born on October 30, 1735, in the Massachusetts Bay Colony to John Adams and his wife Susanna Boylston. The Adams family had been in Massachusetts for five generations, and the elder John was a farmer who had been educated at Harvard and was a deacon at Braintree’s First Congregational Church and a selectman for the town of Braintree. The younger John was the oldest of three children: his brothers were named  Peter Boylston and Elihu. Johns father taught his son to read before sending him to a local school run by their neighbor Mrs. Belcher. John next attended Joseph Cleverlys Latin school and then studied under Joseph Marsh before becoming a student at Harvard College in 1751 at the age of 15, graduating in four years. After leaving Harvard, Adams worked as a teacher but decided instead to take up the law. He trained under Judge James Putnam (1725–1789), another Harvard man, who would eventually serve as attorney general of Massachusetts. Adams was admitted to the Massachusetts bar in 1758. Marriage and Family On  October 25, 1764, John Adams married  Abigail Smith, the high-spirited daughter of a Brookline minister. She was nine  years younger than Adams, loved reading, and built an abiding and tender relationship with her husband, evidenced by their surviving letters. Together they had six children, four of whom lived to adulthood: Abigail (called Nabby), John Quincy (the sixth president), Charles, and Thomas Boylston. Career Before the Presidency Two of Adams most influential cases were the successful defense of the British soldiers involved in the Boston Massacre (1770). He defended both the commanding officer, Captain Preston, winning a complete acquittal for him, and his eight soldiers, six of whom were acquitted. The remaining two were found guilty but were able to escape execution by praying the benefit of clergy, a medieval loophole. Never a fan of the British- Adams took the case in the cause of justice- his experiences with the Boston Massacre trials would begin Adams journey towards accepting that the colonies would need to separate from Britain.   From 1770–1774, Adams served in the Massachusetts legislature and was then elected a member of the Continental Congress. He nominated George Washington to be Commander-in-Chief of the army and was part of the committee that worked to draft the Declaration of Independence. Diplomatic Efforts In 1778 during the early days of the war for independence, Adams served as a diplomat to France alongside Benjamin Franklin and Arthur Lee but found himself out of place. He returned to the U.S. and served in the Massachusetts Constitutional Convention before being sent to the Netherlands on another diplomatic mission negotiating trade agreements from 1780 to 1782. From there, he returned to France and with Franklin and John Jay created the Treaty of Paris (1783) officially ending the American Revolution. From 1785–1788 he was the first American minister to visit Great Britain. He later served as vice president to Washington, the nations first president, from 1789 to 1797. Election of 1796 As Washingtons vice president, Adams was the next logical Federalist candidate for the presidency. He was opposed by Thomas Jefferson in a fierce campaign, causing a political rift between the old friends that lasted the rest of their lives. Adams was in favor of a strong national government and felt France was a greater concern to national security than Britain, while Jefferson felt the opposite. At that time, whoever received the most votes became president, and whoever came in second became Vice President. John Adams received 71 electoral votes and Jefferson 68. France and the XYZ Affair One of Adams major accomplishments during his presidency was to keep America out of a war with France and normalize relations between the two countries. When he became president, relations were strained between the United States and France mainly because the French were conducting raids on American ships. In 1797, Adams sent three ministers to try to work things out. The French would not accept them and instead, French Minister Talleyrand sent three men to ask for $250,000 in order to resolve their differences. This event became known as the  XYZ Affair, causing a great public uproar in the United States against France. Adams acted quickly, sending another group of ministers to France to try to preserve the peace. This time they were able to meet and come to an agreement that allowed the U.S. to be protected on the seas in exchange for granting France special trading privileges. During the ramp-up to a possible war, Congress passed the  repressive Alien and Sedition Acts, which consisted of four measures designed to limit immigration and  free speech. Adams used them to censor and repress criticisms against the government- specifically the Federalist Party. Marbury vs. Madison John Adams spent the last few months of his term in office in the new, unfinished mansion in Washington, D.C. that would eventually be called the White House. He did not attend Jeffersons inauguration and instead spent his last hours in office appointing numerous Federalist judges and other officeholders based on the Judiciary Act of 1801. These would be known as the midnight appointments. Jefferson removed many of them, and the  Supreme Court  case  Marbury vs. Madison  (1803) ruled the Judiciary Act was unconstitutional, resulting in the right of  judicial review. Adams was unsuccessful in his bid for reelection, opposed not only by the Democratic-Republicans under Jefferson but also by  Alexander Hamilton. A Federalist, Hamilton actively campaigned against Adams in hopes that vice presidential nominee Thomas Pinckney would win. However, Jefferson won the presidency and Adams retired from politics. Death and Legacy After losing the presidency, John Adams returned home to Quincy, Massachusetts. He spent his time learning, writing his autobiography, and corresponding with old friends. That included mending fences with Thomas Jefferson and beginning a vibrant letter friendship. He lived to see his son John Quincy Adams become president. He died at his home in Quincy on July 4, 1826, within a few hours of the death of Thomas Jefferson. John Adams was an important figure throughout the revolution and the early years of the United States. He and Jefferson were the only two presidents who had been members of the founding fathers and signed the Declaration of Independence. The crisis with France dominated most of his time in office, as he was faced with opposition to actions he took concerning France from both parties. However, his perseverance allowed the fledgling United States to avoid war, giving it more time to build and grow. Sources Adams, John. 1807. The Autobiography of John Adams. Massachusetts Historical Society.Grant, James. John Adams: Party of One. Farrar, New York: Straus and Giroux, 2005.McCullough, David. John Adams. New York: Simon and Schuster, 2001.Farrell, James M., and John Adams. John Adamss Autobiography: The Ciceronian Paradigm and the Quest for Fame. The New England Quarterly 62.4 (1989): 505-28.Smith, Page. John Adams, Volume I 1735-1784; Volume II 1784-1826. New York: Doubleday, 1962.John Adams: Biography. John Adams Historical Society 2013.

Electrical Fire Causes Half Million in Damages to Calistoga Inn

Electrical Fire Causes Half Million in Damages to Calistoga Inn Introduction Fires are real and a constant threat in places of every kind. They not only cause costly damage to facilities and equipment but also cause numerous injuries and deaths. The Calistoga Inn located at 1250 Lincoln Avenue suffered a blaze on August 28 2012.Advertising We will write a custom term paper sample on Electrical Fire Causes Half Million in Damages to Calistoga Inn specifically for you for only $16.05 $11/page Learn More The fire began at 3:13 am and it took fire fighter nearly twenty minutes to bring the fire under control. Although the cause of the fire is still under investigation, evidence has it that the fire was caused by an electrical malfunction in one of the bathroom appliances. Eric Goose, a guest at the hotel that night, reported that he had seen a glow from the bathroom that triggered him to go to all the guest rooms alerting the other guests of the looming danger (Scully, 2012, p. 4). This paper explores the Calistoga Inn fire highlighting the specific sections of the 29 CFR 1910.164 and 29 CFR 1910. 165 that were neglected by the Calistoga Inn administration, the specific hazards that were faced by the employees and quests at the Inn as well as the corrective actions that the administration needs to consider in preventing a similar occurrence in the future. General fire prevention and control Fire prevention entails avoiding it completely. The four main requirements for a fire to occur are heat, oxygen, fuel, and a self-sustaining chemical reaction (Jones, 2008, p. 6). The self-sustaining chemical reaction propagates the action of the three components. According to Schroll, â€Å"fuel is anything that will burn† and â€Å"heat comes in the form of an ignition† (2001, p.26). Almost all places have not only fuel but also heat sources. Therefore, the essence of fire prevention is to keep all types of fuel separated from heat and heat separated from fuels. Fire control can be achieved by using either automatic systems or the manual efforts of the people within the affected area e.g. employees or the fire department of a facility. For a long period, automatic systems have proved to be the best in controlling as well as extinguishing fires. If properly installed, automatic fire control systems are able to control the fire during its early stages-while the fire is still small. It is noteworthy that to achieve such efficiency, they must be properly designed, installed and maintained. Research has shown that they provide the best defense against fires (Schroll, 2001, p. 27). On the other hand, manual fire control is risky to the people involved. Careful consideration is essential in determining the involvement of the facility’s personnel in manual fire fighting. Additionally, the use of portable fire extinguishers may pose a great threat to the lives of the personnel. There are three main types of defense against fire. The most effective and safe involves the use of eng ineering controls. These do not require human intervention for their functionality when required.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More They are the most reliable not only in handling but also in prevention and protection issues. However, they are not a perfect method since there are certain aspects that may interfere with their functionality either accidentally or intentionally. The second type of fire controls is the administrative controls. They require human involvement thus tend to be less reliable. They include policies, procedures, work practices and rules. They also include all forms of training geared towards equipping people with the knowledge on how to control fires. It is advisable that institutions and recreational facilities embrace administrative controls. Personal protective equipment is also essential in one’s defense against fire. They preve nt injury during fire incidences. It is the least effective as far as the methods for handling hazards are concerned. OSHA has set up regulations that require all employers to control and extinguish fires that break out in their premises. They have the responsibility of planning for the safe evacuation of the premises in the event of a fire. The fire safety requirements are contained in two subparts of the Occupational Safety and Health Standards-29 CFR Subparts L and E (Anonymous, 2004, p. 7). Subpart L outlines the equipment that one must have in place as far as dealing with fires is concerned. They include fire detection systems, fire alarm systems and in-house fire brigades. Additionally, the premises must have fire suppression equipment such as fixed extinguishment systems, portable fire extinguishers, as well as standpipe and hose systems. Subpart E focuses on the emergency exit routes. It deals with emergency action plans and fire prevention plans. The preparedness of the Inn to fire incidences as evidenced by the blaze The management of the Inn had not taken proper measures as far as electrical fire break out is concerned. As aforementioned, one of the guests in the Inn during the time when the fire broke out took the responsibility of informing the others about the looming danger. It is evident that the efforts of Mr. Gose prevented all the tragic outcomes that the fire would have had to all the guests as well as the employees who were present in the Inn at that night. The report also asserted that the Inn was only equipped with smoke alarms, which are not designed to alert people on the break out of electrical fires. This was a violation of the OSHA requirements according to 29 CFR 1910. 165. OSHA requires employers to establish effective alarming systems to alert all the occupants of their facility in case of an emergency. The most common type of standard electrical alarm system is audible alarms. As far as the Calistoga blaze is concerned, one can also conclude that if the Inn had installed fire alarms, then they were either not sensitive enough or they were not properly functioning. OSHA requires that fire alarm systems must be maintained in good working conditions at all times.Advertising We will write a custom term paper sample on Electrical Fire Causes Half Million in Damages to Calistoga Inn specifically for you for only $16.05 $11/page Learn More It also requires that incase the alarm system is out of service, the employer must have alternative or rather backup systems such as employee runners. The Inn did not have fire detection systems. As provided in the OSHA requirements in 29 CFR 1910. 164, all employers should not only install but also properly maintain automatic fire detection systems in all their facilities. The lack of fire detection systems in the Inn is evidenced by the fact that only one guest noted the electrical fault in one of the bathrooms. Hazards faced by the employees Althoug h no one was injured during the Calistoga Inn fire, the employees faced some consequences. The facility was closed for the facility to be repaired. During that period, almost all the employees remained at home-a drastic change of one’s routine and they may not be comfortable with it. Additionally, not all of the Inn’s seventy employees will be compensated during the time they are forced to be out of work. The insurance company stated that it would only cover the salaries of the ‘key employees’ but they have not yet established who is a ‘key’ employee (Scully, 2012, p.18). Most of the employees also panicked during the incidence an aspect that presents serious health issues to them such as a heart attack. The corrective actions that the Inn should adopt It should provide adequate number of fire detectors and space the around the restaurant as well as the brewery. This will serve effectively in warning the employees and guests in the facility of any incipient fires. The management body of the Inn must ensure that all the installed fire detectors are functional at all times. The only time that they may not be expected to be operational is during repairs and maintenance. Additionally, they should test and adjust all the fire detectors in the facility to maintain reliability and the systems proper operational condition. Detectors also need to be prevented from corrosion especially when installed in areas that are prone to high humidity that promotes corrosion. Research has shown that some of the components may be destroyed during an alarm or test. This requires that the employer should have spare components to ensure that the systems are operational at all times. The Inn also requires an effective set of alarm systems. It must be a distinctive as well as recognizable to all the employees. Just like the fire detection systems, it should be properly maintained to ensure that it is operational at all times. As far as the employe es are concerned, the Inn’s management body should define who their ‘key employees’. This will prevent any confusion between the Inn and the insurance body in compensating the employees.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The employer needs to come up with a fire prevention plan. It requires them to have procedures for regular inspection as well as the maintenance of safeguards installed on heat producing equipment. This helps in preventing the accidental ignition of combustible materials. An effective and reliable fire prevention plan must start by zeroing in on the particular fire hazards of the work place. This calls for employees to look closely at the different parts of the facility in question and examine each of the specific work areas, fixtures, processes and operations to uncover all the hazards (Jones, 2008, p. 38). The management body must also look into the possible electrical hazards. Electrical hazards are usually overlooked as a prime source of fires yet they are the most dangerous sources of fire. Some of the electrical aspects that can lead to fires include overloaded circuits, damaged wiring, defective switches and outlets among others. Inadequate machine and equipment maintenance p resent a threat as far as the break out of electrical fires is concerned. This is due to the inability to detect any electrical problems and system defects, which can lead to fires. Conclusion This paper had discussed in detail the Calistoga Inn fire highlighting the specific sections of the 29 CFR 1910.164 and 29 CFR 1910. 165 that were neglected by the Calistoga Inn administration, the specific hazards that were faced by the employees and guests at the Inn as well as the corrective actions that the administration needs to consider in preventing a similar occurrence in the future. The Inn did not have any fire detection system in place since one of the guests alerted all the people in the facility of a fire break out. Owing to this, the Inn’s management body should strongly consider the installation of fire detection and alarm systems. References Anonymous. (2004). Fire Prevention: Good planning Saves Lives and Property. Safety  Compliance Letter, 2446, 7. Jones, A. M. (20 08). Fire Protection Systems. NY: Cengage Learning. Schroll, C. (2001). Fire Safety Essentials. Occupational Health and Safety, 70(11), 26-32. Scully, S. (2012). Electrical Malfunction Blamed for Calistoga Inn Blaze. Web.

5 Simple Ways to Improve a Boring Lesson

5 Simple Ways to Improve a Boring Lesson The key to teaching any student is to get them to be actively engaged in the lesson. Textbooks and worksheets have been a staple in classrooms for decades, but they can be extremely boring. Not only are they boring to the students, but they are boring for the teachers as well. Technology has made teaching and learning more engaging, but sometimes that may not be enough either. Although its quite possible to have a paperless classroom that is filled with appealing technology, its not always possible to keep students actively engaged. Here are 5 teacher-tested tricks to help you improve a boring lesson and keep your students engaged. Give Student Choice When students are given a choice they feel like they have some kind of control over what they are learning. Try asking students what they want to read, or give them an option on how they want to go about learning a topic or completing a project. For example, lets say that students have to read a book for a lesson but its a boring book. Give them the option of watching the movie, or acting out the book as well. If you are conducting a lesson and you want students to complete a project about it, then give them a few options, it will make it more interesting if they decide how they will complete the task, versus having you tell them what to do. Add Music The benefits of music are amazing; increased test scores, higher IQ, improved language development, and thats just to name a few. If you find that your lesson is boring, add music to it. You can basically add music to anything if you really think about it. Lets say that you are in the middle of a multiplication lesson and you find that students are getting extremely restless, add some music. Have students clap, snap, or stomp as they are saying the times tables. Every time they count, 5, 10, 15, 20... they will add a sound. Music can help you get out of any boring lesson, and get students back on track. Use Food Who doesnt like food? Food is the perfect option to make your boring lesson, a little less boring. Heres how. We will take the same example from above. You are working on a multiplication lesson and students are doing their times tables. Instead of adding rhythm and music, you can add food. For example, lets say students are trying to figure out what 4 x 4 is. Give each student enough gummy bears, grapes, fish crackers, or whatever other food you want to use and have them use the food to figure out the answer. If they get the answer right, they get to eat the food. Everyones got to eat, so why not make this lesson during snack time? Use Reals There is no better way to keep students engaged then to relate the lesson to something that they already know. If you are teaching fifth graders a social studies lesson, then try having students create a song by changing the lyrics of a popular artist to correlate with what they are learning. Use technology, popular celebrities, video games, musicians, or whatever else that is currently relevant to children to keep them interested. If you are teaching students about Rosa Parks, then find a real-world example to compare her journey to. Use Objects By objects, we mean anything from a tiny manipulative like a coin, to a magazine or an everyday item like a paper towel roll or piece of fruit. Here are a few examples of how you can use objects to increase student engagement and make your lessons less boring.

Continual support for returning veterans. Determine program success in Research Paper

Continual support for returning veterans. Determine program success in helping veterans enter the job market - Research Paper Example Together with the different health problems (PTSD, TBI, and disabilities among others) that they experience, some ultimately seek ways to reduce or hide their suffering by suicide or becoming alcoholics. There are government developed programs that offer rehabilitation, education and training programs, and in support to this, the government provides financial support to the programs and veterans after service. This document also gives the statistics of veterans’ issues on health and fatality in some states. Keywords: Veterans, Soldiers, Programs, PTSD, Homeless Veterans, Alcohol and Drugs Abuse, Troops, Treatment, Rehabilitation, Training, Military Service, Employment, Vocational Rehabilitation and Employment, Veterans’ Affairs, Health Care After the long and loyal service to their nations, military veterans deserve proper care and treatment back home. However short the period they served in military services battling for their countries, they all risked their lives, leaving behind their families and home places, just hoping that they will come back. Many of them lost their lives and can only be commemorated, while those who survived may have shortcomings in their lives that require to be addressed. Some do not have arms, though they can think straight and perform much better in other fields. Wars will never be over, since colonization, World War I and II, some nations are still at war with one another, and the world will need such patriotic military men and women to safeguard mankind. Terrorism is the norm of the day in this modern society, but it has been there and the soldiers have been active to combat the act that risks nations and world economies. Once the soldiers or military men retire or are kept offline the d uty due to physical or health issues, it should not mark the end of their productivity in life. Just like other people, they have an alternative of venturing into other

Analysis Of The Relationship Between Religion Essay

Analysis Of The Relationship Between Religion - Essay Example The consideration of the idea of God inevitably leads to consideration of another, contrary idea, namely the evil. Indeed, if there is light, there must be darkness or at least shadow as well. So, the Christian doctrine is likely to make some provisions about the nature of evil. According to the scholars, there are two forms of evil: moral and natural. The former is something that is caused by people. This form involves the concept of morality and, therefore, can occur only within the environment of the people. So, murder or incest is something that is seen as moral evil by the people. There is a different form of evil, the natural one. It occurs in the environment and people are victims of it, not the creators. For example, earthquakes are put into a natural evil category. Keeping in mind the above-mentioned idea, â€Å"the fact of evil becomes an objection to rational belief in God, at least believe in a perfectly good, all-powerful deity†. However, the Christians were able to come up with various justifications, theodicies. For example, according to one of them, evil is necessary since it makes people morally mature; in other words, the ability to distinguish between good and evil is something that should be seen as a characteristic of a fully developed human and something which Adam and Eve were deprived at first. Therefore, evil exists not because God cannot destroy it (He is omnipotent), not because He does not know about it (He is omniscient) or not because He is not good (He is omnibenevolent).

Matrices and function Coursework Example | Topics and Well Written Essays - 1000 words

Matrices and function - Coursework Example 0.0072 = 0.9928 are alive at the end of the year. Some of this number will have reached the age of 15 during the 1 year and become adults. We shall assume that15 of the surviving juveniles become adults. So the proportion of juveniles still alive and still juveniles at 14 the end of the year is . (b) The network model above can be written as a matrix equation of the form where M is a 2 x 2 matrix. Write down the matrix M (c) (i) Edit the matrix M, and the vector whose entries are the initial subpopulation sizes J0 and A0, in a copy of a worksheet so that the worksheet shows the predicted changes in population size for the country considered in this question. Set N = 50, so that the worksheet covers 50 years. Here we have: For n=0, For n= 2, As the value is influenced by the previous value the table has the accurate calculation: Table below shows the juvenile population, Adult population and total population, while the first column shows the increase in the years startind from 2007 an d ending at 2057. n Jn An Tn 0 8.3 30.1 38.4 1 8.82254 30.09562 38.91816 2 9.306561 30.12591 39.43247 3 9.756194 30.18769 39.94388 4 10.17515 30.2781 40.45324 5 10.56675 30.39457 40.96132 6 10.93398 30.53483 41.46882 7 11.27954 30.69682 41.97636 8 11.60582 30.87871 42.48453 9 11.91499 31.07884 42.99384 10 12.209 31.29576 43.50476 11 12.48958 31.52816 44.01774 12 12.7583 31.77485 44.53315 13 13.01658 32.03479 45.05137 14 13.26567 32.30705 45.57272 15 13.50671 32.59079 46.0975 16 13.74073 32.88526 46.626 17 13.96865 33.18981 47.15846 18 14.19129 33.50384 47.69513 19 14.40939 33.82683 48.23623 20 14.62363 34.15832 48.78195 21 14.83461 34.49789 49.3325 22 15.04287 34.84518 49.88805 23 15.2489 35.19987 50.44877 24 15.45315 35.56167 51.01482 25 15.65601 35.93033 51.58634 26 15.85784 36.30564 52.16348 27 16.05896 36.68741 52.74637 28 16.25968 37.07546 53.33514 29 16.46026 37.46966 53.92992 30 16.66093 37.86989 54.53083 31 16.86193 38.27604 55.13797 32 17.06344 38.68802 55.75146 33 17.26566 39.10576 56.37142 34 17.46873 39.5292 56.99793 35 17.67283 39.95829 57.63112 36 17.87807 40.393 58.27108 37 18.0846 40.8333 58.9179 38 18.29252 41.27917 59.57169 39 18.50195 41.7306 60.23254 40 18.71297 42.18758 60.90056 41 18.9257 42.65013 61.57582 42 19.14019 43.11825 62.25844 43 19.35655 43.59195 62.9485 44 19.57484 44.07126 63.6461 45 19.79512 44.55621 64.35133 46 20.01747 45.04681 65.06428 47 20.24195 45.54311 65.78506 48 20.46861 46.04513 66.51374 49 20.69751 46.55292 67.25044 50 20.92871 47.06652 67.99523 51 21.16224 47.58598 68.74822 (ii) What behaviour does the model predict for the total population size over 50 years? Find the sizes of the total population predicted by the model for the years 2032 and 2057, giving your answers to the nearest thousand. The population of the juveniles and the adults in total is increasing by the ration of 1.013 and the population is increasing in the geometric manner. The size of the population in the year 2032 will be at 51.58634 million w hich is approximately 1.343 times the total population in the year 2007. In the 2057, the total population of juveniles and adults will be 67. 99523 million, which is 1.77 times the population in the year 2007. (iii) What does the model predict for the ratio of successive total populations over the 50 years? Your answer should include both a description of behaviour and numerical information. Years Tn Ratio Tn/Tn-1 2007

Indonesia And Role In Asia-Pacific Essay Example | Topics and Well Written Essays - 3000 words

Indonesia And Role In Asia-Pacific - Essay Example However democratization process since the removal of President Suharto has been keenly observed and followed by the international community. During this historic period as Indonesia moves from thirty-two years of authoritarian rule to democracy, massive changes are required to lay the foundation for constitutional liberalism and a democratic political structure. The experiment has both been pleasant and agonizing for the people. The entire country is in a state of turmoil since the removal of dictatorship. It is because with political arena how open, many issues have jumped out of the box that had hitherto been closed by President Suharto's firm reign. Political, ethnic and religious and regional conflicts have bubbled to the surface among many economic uncertainties. But those who are in support of democracy are seeing the silver lining in the form of freedom to choose. They are now in a position to elect their own leaders- something that an entire generation was denied. The people hope the politically restrictive policies will no longer come into play and Indonesia would emerge as a leader in Asia-Pacific region. Once we have discussed the current political structure in the country, we shall discuss how this has been impacting Indonesia's role in the region. So far the situation in Indonesia's political structure has not been very encouraging. ... Combine this with other changes such as the restoration of freedom of speech and association and a more liberated press, and you have a country seriously in transition. The best part is the reduced role played by the army, Tentera Nasional Indonesia, TNI, in the larger affairs of the country. While these changes may appear too many too fast to an outsider, the people of Indonesia are frustrated with the gradual democratization process. Many feel that corruption is still a huge problem in the country2 It has also been found that no sincere effort is being made to solve old corruption cases and President Suharto has not been taken to task for his role in some serious cases.3 The common man on the street has not felt any economic change and ethnic conflicts are perpetually hurting the political and social fabric. If we judge the performance of Megawati's government by Indonesian standards, we might not term it totally futile. It had been actually been strong enough to last longer than other regimes and had some consistent economic and political policies to follow. But according to one analyst, these policies: [...] resulted in socio-economic instability in the lives of ordinary, people: Employment uncertainty, price uncertainty, uncertainty of access to medicines and hospitals and to higher and vocational education. At the present time, the causes of these uncertainties are not perceived to be the absence of a 'strong man' but of the prevalence of culture of self-enrichment, and of rivalry power and resources, among the old parties. (Lane, 2004) In April 2004, we witnessed the rather bizarre election results when a hung parliament made it clear that none of the

Case response Study Example | Topics and Well Written Essays - 500 words - 2

Response - Case Study Example Southwest’s growth strategy has always been to stay away from big cities characterized by delays in airports and instead concentrate on secondary options, which basically are less crowded. Such an approach as this has worked for the airline in the past allowing it to swiftly turn around its aircrafts in addition to flying more routes while at the same time staying realistically on time. Nevertheless, regardless of what looks like a cannot-lose situation, the airline could also be taking a huge gamble in LaGuardia; although a pretty secure one. Southwest is an airline that is known for its reliability on timely service, not only for its customers but also behind the scenes. The delay issues experienced in New York cannot just be underestimated-every one of the big 3 regional airports is frequently among the poorest performers especially in terms of punctuality-and will pose a great challenge for Southwest to surmount. Thus for Southwest to turn around the situation, and sustain its fast-turnaround approach of operation, it has its work already cut out. Whitney Eichinger-Southwest’s spokesperson has been on the record pointing out that the airline has proved critics wrong and succeeded in Philadelphia where everyone thought Southwest would run into difficulties (Heskett & Sasser Jr, 2013). Nevertheless, a move to LaGuardia is an exceptional opportunity that will not only open a huge population of business travelers but also the 8 million New Yorkers-some of whom may forego a ride to Long Island simply to snag low fares offered by the airline. This would especially be a catch if Southwest flies to Chicago and possibly Florida. The Airline’s fans in New York will especially be extremely happy since they will say goodbye to long and boring drives out the expansive Expressway of Long Island. In addition, Southwest will have access to a wide pool of weekday customers flying to such cities as Dallas, Toronto and Chicago. The airline will also increase its

Indonesia And Role In Asia-Pacific Essay Example | Topics and Well Written Essays - 3000 words

Indonesia And Role In Asia-Pacific - Essay Example However democratization process since the removal of President Suharto has been keenly observed and followed by the international community. During this historic period as Indonesia moves from thirty-two years of authoritarian rule to democracy, massive changes are required to lay the foundation for constitutional liberalism and a democratic political structure. The experiment has both been pleasant and agonizing for the people. The entire country is in a state of turmoil since the removal of dictatorship. It is because with political arena how open, many issues have jumped out of the box that had hitherto been closed by President Suharto's firm reign. Political, ethnic and religious and regional conflicts have bubbled to the surface among many economic uncertainties. But those who are in support of democracy are seeing the silver lining in the form of freedom to choose. They are now in a position to elect their own leaders- something that an entire generation was denied. The people hope the politically restrictive policies will no longer come into play and Indonesia would emerge as a leader in Asia-Pacific region. Once we have discussed the current political structure in the country, we shall discuss how this has been impacting Indonesia's role in the region. So far the situation in Indonesia's political structure has not been very encouraging. ... Combine this with other changes such as the restoration of freedom of speech and association and a more liberated press, and you have a country seriously in transition. The best part is the reduced role played by the army, Tentera Nasional Indonesia, TNI, in the larger affairs of the country. While these changes may appear too many too fast to an outsider, the people of Indonesia are frustrated with the gradual democratization process. Many feel that corruption is still a huge problem in the country2 It has also been found that no sincere effort is being made to solve old corruption cases and President Suharto has not been taken to task for his role in some serious cases.3 The common man on the street has not felt any economic change and ethnic conflicts are perpetually hurting the political and social fabric. If we judge the performance of Megawati's government by Indonesian standards, we might not term it totally futile. It had been actually been strong enough to last longer than other regimes and had some consistent economic and political policies to follow. But according to one analyst, these policies: [...] resulted in socio-economic instability in the lives of ordinary, people: Employment uncertainty, price uncertainty, uncertainty of access to medicines and hospitals and to higher and vocational education. At the present time, the causes of these uncertainties are not perceived to be the absence of a 'strong man' but of the prevalence of culture of self-enrichment, and of rivalry power and resources, among the old parties. (Lane, 2004) In April 2004, we witnessed the rather bizarre election results when a hung parliament made it clear that none of the

History of the Republican Party in Texas Essay Example | Topics and Well Written Essays - 500 words

History of the Republican Party in Texas - Essay Example 105). Republicans struggle led to formal organization of the party, and they held their first state convention on July 4 at Houston. Republican leadership came from wartime Texas Unionists and antebellum, who were supporters of Sam Houston (scalawags), newly franchised blacks, and recent immigrants from the North (carpetbaggers) (Newell et al. 136). Texas Unionists controlled the party’s proceedings. The party’s first convention that was held in Houston was chaired by Elisha M. Pease, former governor, and Col. John L. Haynes, commander of the First Texas Cavalry, was the party’s fist executive-committee chairman (Newell et al. 141). Blacks are one of the groups that strongly supported the Republican Party in Texas in the early days. The GOP membership comprised of 90 percent African Americans, and about 44 African Americans served in the Texas legislature as Republicans (Newell et al. 147). Blacks strongly supported Republican Party because one of its main agendums was to abolish slavery. The Republican club of Texas was founded in 1947 by Captain J. F. Lucey of Dallas (Newell et al. 204). Through this club, a drive was initiated to establish a potent Republican Party in the Lone Star State (Newell et al. 204). The Republican Party of Texas entered transitional era between 1950 and 1978. During this period, this party increasingly gained strength and popularity. The number of Texans who identified themselves with the party at the state level increased significantly. Republican’s presidential candidates secured more than 48 percent of votes during 1960s and 1970s, except in 1964 and 1968 (Newell et al. 217). 1961 marked the party’s greatest achievement, when John G. Tower won the United States senate in a special election to replace Lyndon B. Johnson. This gave the party strong leadership, and its geographic and urban bases remained strong (Newell et al.

Chronic Illness Strikes Again Essay Example for Free

Chronic Illness Strikes Again Essay Throughout the ‘hard times’ of a person’s life, they may face their difficulties with an attitude of generosity and fortitude. When it comes to living in sickness, however, true human nature seems to reveal itself. When confined to the house, room, or bed with a chronic illness, one becomes weak. This weakness allows themselves to show the nature of humans, which is not the aforementioned strength, but selfishness as well as impatience. Chronic illnesses have an extreme effect on the mindset of an individual. Affected children and adolescents are subjected to developmental issues, worries of being socially unaccepted, and being uncertain of their future. Children have been observed to experience more stress and far more changes in personality and behavior. Their risk for psychological disorders significantly increases in the presence of a severe illness. The limits put on chronically ill children, usually by parents or doctors, destruct their concept of manners and ‘behaving’. This causes the child to be quick-tempered and prone to tantrums. Human selfishness is the underlying root of negative behavior changes due to sickness. Individuals with a chronic illness are viewed as a burden on society by the vast majority of our population. It is the healthy person’s own selfishness that causes the sick to be aware of everyone else’s ‘not my problem’ attitude. Sickness has a monumental impact on the person living in it and alters every aspect of their lif e. When a family member is suffering from a severe illness, the dynamic of their family will drastically change. Parents are primarily the caregivers to their children while they are sick. Their role is a challenging one, as they face a great tension between members of the family, high financial expenses, and difficulty communicating with their child. When the family views these stigmas as unmanageable, relationships weaken, and stress accumulates. The parent’s perception of their child’s uncontrollable selfish behavior causes them to believe there are disciplinary issues occurring. The common tendency for mothers who experience more elevated levels of stress due to their child’s illness is to view their behavior as deviant. A severely ill person will naturally have more difficulty suppressing their selfish desires, but this drives a wedge between them and their apathetic family members. Siblings of the sick become ‘forgotten’ by their parents and they too may lash out in attempts of receiving some attention. Elderly people are often diagnosed with chronic illnesses, making them even more aware of their numbered days. When most people hear the words ‘sick old people’ it can be quite obvious that they are the last thing anyone wants to be around. They are believed to be grouchy, rude, and miserable. And it is true, they are! Like many others that are chronically ill, older patients can try to put on the humble and serene faà §ade, but it won’t last very long. Nobody wants to be sick, and nobody wants to be in the presence of a sick person either. Why would anyone want that? People want to be able to make their own decisions without any restrictions. So, when chronic illness stands in the way of that ability, selfishness and impatience become very prominent. Okay I know this is where I am supposed to put my conclusion but it is very late and I really don’t feel like it so whoever is peer editing this if you wouldn’t mind putting down some things you feel as though I should include in this that would be GREAT thank you very much and I know my essay is a bit disorganized and my stance isn’t as clear as it could be but I will make it better it is just very late and my eyes are tired thanks so much. Ps also that’s not going to be my title lol I’m sorry I needed something to put there first thing that popped into my head alright bye

Reflective Diary on Change Management

Reflective Diary on Change Management ABSTRACT This report states my individual reflection during the process of learning CHANGE MANAGEMENT module. This covers personal viewpoint of my experience on the issues of change. The later part of the report argues on the constructive and destructive role of resistance as a part of change process. This analysis is applied to the organization (water utility) where change has been experienced. INTRODUCTION It is not the strongest species that survive, nor the intelligent, but the ones who are most responsive to change- Charles Darwin to cope with a changing world, an entity must develop the capacity of shifting and changing of developing new skills and attitudes, in short, the capacity of learning A De Gues, The Living Company This report has been written as a part of my module course work to state my personal views and experience on various issues of change. The report also emphasizes on the resistance to change and its impact on the change process. I was a bit tensed before the module started because as a database student I had no prior knowledge of change management but after the completion of the module I have gained pretty good knowledge on change management in an organization and issues involved in it. In todays economy, change is all-pervasive in organizations. It happens continuously, and often at rapid, because change has become an everyday part of organizational dynamics. There are 2 types of work in an organization viz. normal delivery process, where the main business of the organization is done and the change activities, whereby necessary change is made to the business and the way it is done. Change externally appears to be changing jobs, places, products etc. but actually occurs first inside peoples heads. It has both positive and negative effects. Change Management can be defined in 3 ways: The Task of Managing Change: It is the task of managing change. Managing change itself has 2 meanings. Firstly, it refers to the making of change in a planned and managed or systematic fashion. The aim is to implement new methods and systems in an ongoing organization. This type of change occurs in information system development projects. Secondly, it refers to the response to changes over which the organization exercises little or no control. An Area of professional Practice: There are change management experts/change agents who claim that they help clients manage the changes they face or help the clients make changes. A Body of Knowledge: There is large, reasonably cohesive albeit elective body of knowledge underlying the change management practice and on which most practitioners agree. It consists of various models, methods and techniques, tools, skills and other forms of knowledge. All the practitioners are integrated by set of concepts and principles known as General Systems Theory (GST). WHAT HAVE I LEARNT? From the course module Change management and Systems Implementation I have learned: Definition of Change management: As described above. Nature of change: Before implementing change the nature of change is analysed. Three various levels of change are understood viz. Alpha Level Change Beta Level Change Gamma Level Change The Change Process: The process of change has 3 basic stages: Unfreezing Changing Refreezing This is based heavily on Kurt Lewins Adoption of the systems concept of homeostasis of dynamic stability. Force-Field Analysis: identify driving and restraining forces and try to increase the driving forces and reduce the restraining forces. Human Issues in Change Resistance to Change. Change Diagnosis. 7- s Framework. Culture and Strategy in Change Management. Strategy safaris. Various personality types involved in CM. From the overall module, the topic Resistance to change excited me a lot. I enjoyed that session in class and have also done extra reading and research on that topic from web. The later part of the report describes my views on various issues of Resistance to Change in any organization and how I applied those issues to the organization where change has been experienced. RESISTANCE TO CHANGE: Resistance is an inevitable response to change and will exist in any organization. It may happen at all levels of an organization. It is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. It can stimulate healthy discussion. Resistance is the last thing management wants during change process. In many instances if pervasive, resistance to change will have detrimental effects for the whole program. It may bring the change into disaster or worse collapsing the whole organization. It must not be ignored. Resistance may take many forms, including active or passive, overt or covert, individual or organized, aggressive or timid. Initially resistance was seen as an unfavourable thing a harmful problem that must be immediately resolved in anyway in order to achieve a successful change. In the early days Management experts agreed that resistance will bring nothing but unconstructive consequences to management as there was lack of support from people especially at management level. Waddell in her journal Resistance: a constructive tool for change management (1990) has found that resistance to change has long been renowned as a negative factor that may influence the success of any change process. She was supported by many experts like McGuire in her journal How to manage change (2003), Mabin in Harnessing resistance: using theory of constraints to assist change management (2001), Teare in Learning from change (2002), Karyn in her case study identifying resistance in managing resistance to change (2002) and Dym in his PhD paper Resistance in Organisations: How to Recognise, Understand respond to it (1999). Mabin found a survey that reveals the prerequisites for a successful change vision, mission, culture, communication and leadership. If those pre-requisites are not met the whole change will fail due to what is often termed as resistance to change (Mabin, 2001). Teare from his analysis of different scenarios of changes argues that the best suited managers are those with entrepreneurial type who would examine problems as whole, willing to take risks to challenge conventional practices and view change as an opportunity rather than threat (Teare, 2002). The 4 factors for failure in managing change are: Lack of consistent leadership. De-motivated staff kept in the dark. Lack of capacity: budget cuts, no spend-to-save policy, short-term approach to investment, stressed out staff working hard just to stand still. Lack of initiative to do something different. McGuire listed 4 key factors for success when implementing change within an organization: Pressure for change demonstrated senior management commitment is essential for change. Leadership is getting others to do what they want to do because they want to do it Eisenhower Pressure is the 1st thing that triggers change and it may come from external or internal organization (McGuire, 2003). A positive message should be communicated throughout the organization of the need and the case for change. Senior management should be supportive both privately and publicly and their commitment and the drive for change is essential if momentum is to be maintained for effective implementation. Teare concern was more on organizational de-layering (Teare, 2003). A clear,shared vision must take everyone with you. This is shared agenda that benefits the whole organization. Business are nothing more or less than organizational of people trying to a jointly defined future Professor Howard H Stevenson, Harvard Business School. The managerial level of the organization should not only work towards the change process but they have to be able to see the vision and institute the change plan to finally achieve this vision (McGuire, 2003). Teare suggested that organization must focus on its desired outcomes during the change process. The managers should be motivated with recognition of their achievements and should participate in change learning process. Exploring Capabilities Provide the resources time and finance. More business is lost every year through neglect than through any other cause Jim Cathcart According to McGuire organization should analyse its capabilities in dealing with change. It needs to know its existing capabilities, the abilities those may be required during the change process (McGuire, 2003). Action Plan plan, do, check, act and keep the communication channels open. We are what we repeatedly do. Excellence then, is not an act, but a habit Aristotle Follow the management methodology PLAN DO CHECK ACT A handy formulae to deal with resistance positively and effectively is D x V x F = R, where: D = Dissatisfaction V = vision F = First (or next) steps R = Resistance to change This says that Dissatisfaction, Vision, and First Steps are all necessary in order to overcome Resistance to change. The model most commonly used to illustrate elements of change and resistance to change is lewins force-field analysis: According to this model, pressing for change threatens stability and thus increase the power of forces maintaining the system. The most effective way to bring about change is to reduce the forces of resistance. Both forces (change and resistance to change) exist within the system and if the system depicts an interaction, the forces need to be conceptualized as interactive. According to kotter and Schlesinger (1979), there are four reasons that certain People Resist Change: Parochial self-interest some people are concerned with the implication of the change for themselves and how it may affect their own interests rather than considering the effects for the success of the business. Misunderstanding communication problems and inadequate information. Low tolerance to change certain people are very keen on security and stability in their work. Different assessments of the situation some employees may disagree on the reasons for the change and on the advantages and disadvantages of the change process. The main reasons for employee resistance are A lack of awareness about the change i.e. when the reason of change is unclear. Ambiguity where it is about costs, equipment, and jobs can trigger negative reactions among users. Comfort with the ways things are and fear of the unknown. When the proposed users have not been consulted about the change, and it is offered to them as an accomplished fact. When the change threatens to modify established patterns of working relationships between people. When the communication about the change timetables, personnel, monies, etc. has not been sufficient. When the benefits and rewards for making the change are not seen as adequate for the trouble involved. When the change threatens jobs, power or status in an organization. Fear of failure. Personality conflicts. Loss of status and/or job security. Lack of tact and/or poor timing. Disruption of cultural traditions and/or group relationships. The risk of change is seen as greater than the risk of standing still. People have no role models for the new activity. People fear that they lack the competence to change. People feel overloaded and overwhelmed. People have healthy scepticism and want to be sure new ideas are sound. People fear hidden agenda as among would-be reformers. People anticipate loss of status or quality of life. People genuinely believe that the proposed change is a bad idea. The different ways to deal with resistance to change are: Facilitation and Support: Where people are resisting change due to adjustments problems, Managers can head off potential problems by being supportive of employees during difficult times. Managerial support help employees deal with fear and anxiety during transition period. Education and Communication: Where there is lack of information or inaccurate information and analysis. Educate people about the change effort beforehand. Up-front communication and education helps employees see the logic in the change effort, this reduces unfounded and incorrect rumours concerning the efforts of change in the organization. Participation and involvement: Where employees are involved in the change process emotionally. When their hands are dirty, they realize that dirt is not so bad, after all. They also justify their involvement to themselves and so persuade themselves that is the right thing to do. Negotiation and agreement: When the other person cannot be easily persuaded, then they have to be given order. The manager has to sit them down and ask what they are seeking. Work out a mutually agreeable solution that works just for them and just for you. Manipulation and Co-option: Where the other tactics will not work or are too expensive. Co-option involves patronizing gesture in bringing a person into a change management planning group for the appearance sake rather than substantive contribution. These leaders can be given symbolic role in decision making without threatening the change effort. Explicit and Implicit Coercion: Where speed is essential and to be used only as last resort. Managers can explicitly or implicitly force employees into accepting change by making clear that resistance to change can lead to losing jobs, firing, transferring or not promoting employees. Depending on the degree and type of performance gaps, different organizational change interventions are designed to conserved resources and effectively close those gaps. The best way to understand resistance to change is to use the change management worksheet. This should be filled out separately by people in an organisation and then discussed. This tells the reasons why people in your organization resist change. RESISTANCE TO CHANGE IN BRITISH GAS : British Gas was formed in 1940 and it commenced its operation in 1948 with the mission of supplying gas in Great Britain. By 1950 it became one of the monopolies among the various gas providers in the market. There vision is to be a leading supplier of energy and related services in there chosen market and to build position in Europe. There mission is to create value for there share holders and to provide cost effective services for optimum satisfaction of the customers by enabling good environment. They view them selves as partners with there customers, suppliers and share holders by creating value and prosperity for all the stake holders and there respective community at large. The main aim for change in this company to improve customer service in order to save time and improve corporation competitiveness. BRITISH GAS IN THE PAST In the past British gas had very complex system. The staff has to use different software for different queries. Customers services are not up to the mark as the salutation and DPA was very lengthy and customers has to wait for long time in the queue to get there queries resolved. There were different department for different services. British gas followed the strategy safari planning school. The new changes and implementations include drastic change in IT, better customer service user friendly software, maintaining integrity, training and recruiting new staff and providing more choices to the customer. The level of change in British gas is Alpha change. The alpha change includes implementation of effective software in order to improve customer satisfaction, improved IT infrastructure which leads to success in their business. Through the change is small its implications are large. From the Force-Field analysis, the driving forces and restraining forces are identified. The driving forces include: Customers willing to change to the new system. Later support from the staff (Willing to work overtime to get trained to new software.) though there was initial criticism. Instant approval by management members to change the present system. The restraining forces include: Few staff unwilling to adapt to new software as they have to get trained again. Requires extra investments for developing, installing and maintaining new software. RESISTANCE TO CHANGE: As a customer service agent working in british gas I have experienced this alpha level change of software in the implementation of queries from the customers. The change was declared by higher management people (My team leader) very suddenly. There was a mixed reaction from the staff, some have welcomed the idea but few opposed it. There was a initial criticism in the staff because of the following reasons: Comfort with the way things and fear of unknown. Fear of failure. Personality conflict. Lack of awareness. People had no role models. The change was surprise. Parochial self-interest. Unwilling to adopt new system. Misunderstanding. Different assessment of situations. Though there was initial criticism, the staff later cooperated very well in the change process as the management as taken necessary steps to deal with resistance like: They had facilitated the staff that had trouble working overtime to get trained to the new software. They educated the staff the reason for change and benefits of new software (how it will be better to them.) They got the people involved in the change process by encouraging them to take part emotionally. They had to sit down and work out mutually with the staff on the implementation of change. As there was pressure of drive from the management, communicated there vision to the staff in an understandable way and supplied the various available resources and acted upon the change towards its successful implementation. The staff later realized the advantages of new software as it reduced most of their work upon acting the queries from customers and made their job very easy and welcomed the idea without any contempt. CONCLUSION: After completion of this module I gained enough knowledge about the concept of Change Management and its implications. I enjoyed the module thoroughly. This knowledge will be very much useful for me in the future understanding of the change process in any organization I work for. The various concepts covered in this module have been very useful. The case study has given a practical experience of what all I have learnt in this module by providing a real-life scenario.

OLD BLOOD AND GUTS Essay -- essays papers

OLD BLOOD AND GUTS General Patton was a devoted student of history, a poet, a humble man who was very unsure of his own abilities, a man who could bust into tears at any given moment, and could be charming or quite insulting all in the same hour. His reckless, outspoken manner gained him friends and enemies of equal determination. General Patton was not only extrovert of public perception but he also had an intensely private side. He was a man who trained himself for greatness with a determination matched by no other Allied General of World War Two. During the war, Patton led U.S. troops in Morocco, Tunisia, and Sicily, then took command of the Third Army, leading the troops through the German lines at Normandy to traverse France and eventually into the heart of Germany. His toughness on enemies as well as his own forces earned him the name â€Å"Old Blood and Guts.† General George Smith Patton’s leadership and tactics were the best of any Allied general of World War Two. Old Blood and Guts was born in 1885 in San Gabriel, California. He was a man who from a very early age knew he was destine for a life in the military as one can read in his journal â€Å" When I was a little boy at home I used to wear a wooden sword and say to myself: ‘George S. Patton, Jr., Lieutenant General’.†1 He followed his dreams and gained an educated at Virginia Military Institute and the U.S. Military Academy. On his graduation in 1909 Patton was commissioned a second lieutenant; he advanced in rank to full General by 1945. George Patton served as aide-de-camp to the American General John Joseph Pershing on Pershing’s expedition to Mexico in 1917. As a young lieutenant Patton was asked by General Pershing why he should be chosen to go on a dangerous mission The young, cocky Patton replied, â€Å"I want to go more than anyone else.†2 After making a name for himself early in his career, Patton earned a promotion; beginning the practice of many promotions to come. His experiences in Mexico prepared him for the soon to come war in Europe. In France during World War One Patton was offered a position as a tank core commander. In his journals, he wrote, â€Å"I will have to grow and grow a lot. But I will. Here is my chance.†3 soldier’s testimonies added to his reputation of being a tough commander. After a battle, he was quoted by some soldiers as saying â€Å"You are not bea... ... of solace, and the basis of practically every thing he did. Patton’s nephew wrote â€Å"The Bible was his companion and the church his refuge.†11 It was not uncommon to see General Patton weeping at the side of a dead or dying solider during his Army career. General George Smith Patton was a great American leader. His victories for America in Mexico, in World War One, and in World War Two proved his amazing leadership skills to the world. His bold, new tactics in France during World War Two are the basis of the modern military. Throughout his career, General Patton earned the respect of his men, his superiors, and the enemy. General George Smith Patton's leadership and tactics were the best of any Allied general of World War Two. WORKS CITED Blumenson Martin. Patton the man behind the legend. New York.:Berkly Publishing Company, 1984. Desto Carlo. Patton a genius for war. New York.: Harper Collins Company, 1995. Ladisias Fargo. Patton: Ordeal and Triumph. Chicago.: Ivan Obolengres company, 1981. Wallace Brenton. Patton and his Third Army. New York.: Battery Press, 1981. Blumenson Martin. The Patton Papers 1940-1945. Boston.: Houghton Muffin Company, 1974.

Food Warning Labels

Warning Labels Sergio Mansilla Devry University People know what are they exactly they are eating? No because there is no warning labels in the food packages. Same may oppose my position. To argue that warning labels are necessary for fast food. It would cause consumers to think twice before they decide to eat fast food. However, my research has says warning labels should be on food and help people understands what they are eating. â€Å"Americans continue to face many challenges as they debater these important issues and aim to make the food supply as safe as possible†.Warning labels should be including in food packages because they will help people take control of what they consume and food industries will have to provide healthier options. People will become more aware of what they are eating if there are labels on food packages. It would help them be more involved in what they eat. And with food labels they will be more educate know more about the facts on the nutrition la bel. In this book by Victoria Sherrow are a published author and an illustrator of children’s books and young adult books.Some of the published credits of Victoria Sherrow include Jonas Salk: Beyond the Microscope (Makers of Modern Science), about food safety (2008) it touches on an issues how important is labeling laws. They say that currents laws give food product companies too much give discretion, in terms that what they are list and how they are listing it. One contentious area is involves labeling genetically modified the GM foods. Publication of the FDA stated that labeling is required for information that is material, to avoid false misleading statements (Sherrow 2008).This means that the food labeling is required for most prepared foods, such as breads, cereals, canned and frozen foods, snacks, desserts, drinks. Nutrition labeling for raw produce fruits and vegetables, fish is voluntary. We refer to these products as conventional foods. Because nutrition labeling in accordance with be provided upon request for any restaurant food or meal for which a nutrient content claim a health claim and permitted by a regulation in is made, except that information on the nutrient amounts.Those are the basis for the claim determined by nutrient databases, cookbooks or by other reasonable bases that provide assurance that the food, meal meets the nutrient requirements for the claim. Because nutrition labeling may be in various forms including those provided in other reasonable means. My opposition may argue† It would be enormously impractical to label every genetically modified new crop and would falsely imply a difference in foods’ safety† (Sherrow 2008 p. 86).While seems reasonable I argue that show food label product will help people to be healthier and not risk their own life of getting sick and not getting dangerous diseases. Without labels there is no need for industries create healthier food for people if they aren’t aware of what they are eating. It will lead to diseases don’t know what they are eating there plate. In this article by Marion Nestle she is the Paulette Goddard professor of nutrition, food studies, and public health at New York University.She is author of food politics and with Malden Nesheim why calories count: From science to politics, which will be published in March. Nestle spoke to Nutrion Action’s Bonnie Liebman from New York (Nestle 2011 p. 10-11) touches on the legal issues of how the food industry influence what we eat. The food industry tries to influence us what to eat, but company lobbyists meet with officials in the federal agencies to make sure that the government does not say that people should be eating less of their food products (Nestle 2011).The food environment wants us to eat unhealthy food, they controls the kinds of food are the intakes are better at getting people to eat more and not less. But they are also designed to make sure that you are not starvi ng at all and that your brain has fuel and your body has energy all the time. Local and organic and seasonal foods are important because they give consumers a choice of you to represents an â€Å"explicit critique â€Å"of the existing food system. The mainstream companies are buying organic food companies.Some of which sell organic, healthy sounding chips, cookies, sodas, but they are still sailing some other unhealthy junk food we eat. But also there not enough food to give to everyone in world but if everyone purchase a little more of organic food from farmers markets it would make a huge differences. Right now only a small fraction of the population is buying more organic foods with labels, also fraction are growing and the food industry needs growth for us to eat healthier. Adding a Nutrition information panel will guide buyers to choose healthier products to help eople avoid unhealthy diets. The food industry influences nutrition and health. In negative or positive way that depending if it has a food label Nestle Marion ascertains food producers and manufactures of dietary supplements convinced the public, and congress that their products did not need to be regulated by the a Food and the Drug Administration. Also questionable effects of â€Å"fortifying foods† considered junk food is that practice that promotes unhealthy eating more negative affect of the food industry are also examined. Children are also a prime target for food industry.The producers know exactly what is going on with our food products and manufactures because they have seen it in person when pursues the food products. It the food companies should be involved in food and nutrition by putting labels on food packages. The professionals in marketing campaigns show encouraging by hiring experts’ consultants giving them research grants, providing support of food products and manufactures to emphasize the benefits or minimize of the potentially adverse effects of their produc ts. They show you how dairy industries that took issue with the depiction on a healthy diet .It should base on the plants foods and the limit of the amount of meat and dairy foods, are exposed. Putting food labels will causes industries to make healthier foods. Peter Shawn Taylor is currently editor at Large of Maclean’s magazine. He earned a Master’s degree in Economics from the University of Alberta in 1989; and was senior analyst for the Alberta Liberal Caucus in the early 1990s under Liberal Leader Laurence Decore says taxation on junk food, warning labels on unhealthy foods is a good idea in order to assist consumers to eat healthy (Taylor 2013 p. 2). Today, it’s recently affecting the demanded new taxes on junk food and grotesque warning labels on pizza boxes, similar to the ones on cigarettes. Consequently, if the information on the nutritional quality of food is not provided to the public, people who consume unhealthy food products could be exposed to he alth risks. What is worse, they could face the difficulty of making the right decisions on choosing food products. The article describes in detail that food taxes can make people make the right choices with the food.As for dark warnings, public-health worries that rising levels of obesity mean Canadian children will live shorter lives than their parents, however, the evidence to support such a claim simply does not exist. There are many people in the world who are dying of junk foods because they are so addicted to the fast food and can’t stop anymore. They are overweight and can’t do anything because they are too fat and then they are increasing their chances of getting diseases which is also risking their own lives. The call to action is to demand food labels on food products.Consumer reports touch on legal issues of labels that tell people where beef comes from could be unhealthy for them. The labels help consumers become more informed of what choice to pick when it comes to food. There is an outbreak that of food contamination in a certain country that could help you avoid those food products. Consumers need evidence that there is maker of product called Pom. That is now required to provide two randomized that controlled human clinical trials to back to disease related claims. And this juice product helps supports claims that helps prevent heart diseases and prostate cancer.That why this company appealing the decision of putting a labels this product for all the people that buys this juice product is good and health help you in getting any kind of diseases or some other sickness. Food labels will help us design a healthy diet . With all the information that I have collected about food labeling, all of them had negative thoughts about the legal standard terms. In conclusion, the newly resolved problem with the food labeling standard terms need to get more recognition because in the future consumers won’t have to fight any more for infor mation to help them choose the foods they want and eat in a healthy diet.Food labels contain vital information, not misleading or untrue. References Nestle, M. (2011, October). Buy Me! How the food industry influences what we eat. NutritionAction Health Letter, pp. 10-11. Reports, C. (2013, April 4). Where does your food come from? p6. Sherrow, V. (2008) Food Safety (Point/ Counterpoint). New York: Chelsea House. Taylor, P. S. (2013, 1 April). You can’t tax yourself thin. Canadian Business, pp. 22-22.