Should dangerous sports be banned Essays - Dispute Resolution

Millions of people play sport every day, and, inevitably, some suffer injury or pain. Most players and spectators accept this risk. However, some people would like to see dangerous sports such as boxing banned. This essay will examine some of the reasons for banning certain sports. Some sports are nothing but an excuse for violence. Boxing is a perfect example. The last thing an increasingly violent world needs is more violence on our television. The sight of two men (or even women) bleeding, with faces ripped open, trying to obliterate each other is barbaric. Other sports, such as American football or rugby, are also barely-concealed violence. Some people argue that the players can choose to participate. However this is not always the case. Many boxers, for example, come from disadvantaged backgrounds. They are lured by money or by social or peer pressure and then cannot escape. Even in richer social groups, schools force unwilling students to play aggressive team sports, claiming that playing will improve the students' character (or the school's reputation), but in fact increasing the risk of injury. Even where people can choose, they sometimes need to be protected against themselves. Most people approve of governments' efforts to reduce smoking. In the same way, governments need to act if there are unacceptably high levels of injuries in sports such as football, diving, mountaineering, or motor-racing. I accept that all sports involve challenge and risk. However violence and aggression should not be permitted in the name of sport. Governments and individuals must act to limit brutality and violence, so that children and adults can enjoy and benefit from sport.

American Experience in Huck Finn Essays

American Experience in Huck Finn Essays American Experience in Huck Finn Essay American Experience in Huck Finn Essay Essay Topic: Mark Twain The Adventures Of Huckleberry Finn â€Å"All modern American Literature comes from one book by Mark Twain called Huckleberry Finn.. † claimed Ernest Hemingway, a American author and journalist. This quote represents the idea and perception of Huckleberry Finn as a defining moment in American Literature, a time when a new culture was being formed west of the Atlantic that had many different subjects and characteristics than that of the literature in Europe. What makes The Adventures of Huckleberry Finn so original and such a representation of America is that whatever Huckleberry Finn, the character, is about or can be defined by, is what America was all about. Through this complex character, Mark Twain was able to create a new American experience and show the reader all about it. The main characteristics of the American experience that Mark Twain represented through this character included a social commentary on the southern culture and its response to slavery and its general antebellum culture, the nature that defines America and how America defines its nature and the freedom from it, and the new anti-materialistic hero. The opening of the book deals with the most serious issue depicted; the idea of slavery and the response of the southerners to its injustices. The majority of the American experience of slavery and its response are shown through the relationship between the main protagonist, Huck and his friend Jim. When Jim first approaches Huck to tell him that he has run away from his master Huck replies, â€Å"People would call me a low down Abolitionist and despise me for keeping mum- but that don’t make no difference. I ain’t agoing to tell.. † (1379). In a time when it was illegal to aide slaves in their escape, Huck was just beginning to start his moral dilemma of his loyalties to the law, and his friendship with Jim. This brings about a side note on the American experience of slavery that is not as developed as the response to slavery in Huck and that is: how does a person act and feel in a society in which they have friends that can become slaves. In many Abolitionist books and essays at the time, the reader was directed to feel for the slave as a man, as a brother. They used emotions to show the hardships of the slaves and play upon the guilt of the white American to end slavery. In Huckleberry Finn, Twain asked the reader to determine how they would act on slavery when they saw their friends under servitude. This was a large issue because it brings out personal alliances with cultural alliances of the south. However, the main American experience Twain is trying to develop on slavery is not the personal relationship and whether or not slavery was a terrible issue, it was the southerners response to slavery. This is exemplified by two separate cases. The first is with slavery and Jim, and the second is with Huck’s abusive and drunken father who would â€Å"lay drunk with the hogs in the tanyard† (1359). Both of these issues were just symbols of the southern distorted culture of the time. A culture that could enslave a man, calls themselves good Christian men, and then falls asleep drunk. What is peculiar about this novel is not necessarily Twain’s feelings regarding the morality of this culture. It is fairly obvious that he disapproves of such and shows that it is a morally defunct society, but rather what makes this novel truly representative of the American experience is showing how even someone who is not morally corrupted acts upon it. Huck, who is shown through his helping of Jim and his friendship with Jim, clearly understands the injustice of slavery and the immoral acts his father does. What does he do about it though? Does he seek to transform this southern society through work or a mini-revolution? No, he just simply moves along. This is the central irony of the book, and thus represented of one of the ironies of the American experience in the 19th century. Huck Finn chooses to leave intact this society that is clearly in need of change, and just simply leaves the place behind. It shows that he is against slavery and the ideals of the south and thus won’t live in it, but he also won’t change it. This was one of the most prominent experiences of America in the 19th century. Many whites disagreed with slavery, but if it did not affect their lives, as they were not necessarily the culprit or the victim, they just went on living their lives. The most common feature of this novel is movement. While this was crucial in developing the irony that was the southern response to slavery, it is also important in itself. In this novel, the main characters are always going somewhere, leaving a place in which they didn’t like or had a bad experience, and moving on to the next. This sense of freedom from nature was feature that is distinctly American. In the novel, the river was a entral metaphor as it brought them food, their raft, but also gave them a means of transportation. The American experience of traveling for the sake of traveling and expanding yourself in nature is shown from their experiences with movement in the river. Huck Finn was a character who is always in motion, always free. This was seen by the fact that he did start out the trip trying to pr ovide freedom for Jim up the river, but when they passed Cairo he did not stop. In fact, the new route would take them to New Orleans, a slave-trading capital of the south at the time (Johnson). The freedom that nature provided Huck was seen by his depiction of the nights on the raft as â€Å"It’s lovely to live on a raft. We had the sky, up there, all speckled with stars.. † (1423). This freedom brings a release from the world of land, the towns where people were entrapped in a cycle of guns, alcohol, and racism. He does not see in moral meaning in nature like the transcendentalists of the time, rather it was an escape of the modern world, a place to have pleasant feelings. This freedom is an American experience. In just a purely physical sense, America has the opportunities for freedom. Vast lands, ample rivers, defined seasons all allow the American to seek freedom from society. This is something that was not seen in Europe as you were subjected to just your own country’s land through language, cultural, and physical barriers. This idea of jumping on a raft and finding your freedom, both spiritually as in the case of Huck and physically in the case of Jim, is something that represents a true American experience. This myth of the open frontier continued in writing for decades to come, a myth that would allow the individual American to escape the rapidly growing urban centers that were developing an uneducated middle-class. The last particularly American subject is the hero of the novel himself, Huck. Huck is envisioned as this romantic anti-society anti-inheritance hero. In coming-to-age novels of the time, many were determined to show the process the character mature, moving past their youthful selves and into a role of social acceptance of culture. Huck represents a new American subject, on who speaks as he wishes, and does as he wants. Because of his traveling lifestyle, Huck does not concern himself with inheritance or money for any matter. What mattered most for Huck in the story was the materials that made the journey possible. He was not concerned with his social class, his need for a life with a wife, kids, and money. This metaphor represents the American Anti-materialistic culture that was forming, and thus Twain depicted it as such in his story. The sense of anti-conformity culture was the subject, a view that was depicted primarily by Huck. To combat the idea that Huck was just a child, and this is how he was supposed to act, Twain introduces two characters. The Duke and Dauphin, con-artists who swindle people out of their money by performing productions represent the free nature, the anti-materialistic culture that Huck represents. While these two do act in order to obtain money, the goal of the money is not to obtain a higher social order, but to carry on in life. It supplies their thirst for fun. This was seen when after a heist, the Duke asks to count the money so that they can â€Å"take and give it to the girls† (1451). This shows that they went about their plan yes for the money, but the money was not an object that they desired; it is what it can be immediately used for that defines it. This was against the European experience of inheritance and the desire to better oneself in a Victorian fashion, and represented an American subject. Huck finds out throughout the story and the encounters with the people in the towns, how to live in order to escape the social conformity, thus creating his own identity. This idea of putting your obligations to you self-creation and fun, and not to the creation of a self that is defined by community or cultural standards was an effective approach to an American subject. In an extended metaphor, Huck Finn and his friends and acquaintances represent an American subject. Their reactions to slavery represent the blind eye and unwillingness to put about change in the southern culture of slavery and racism, a subject that would arguably represent the south to this day. At the same time, the river which took them away from their culture as opposed to fighting it, also represents the freedom of America, a subject Twain makes sure he repeats throughout the novel. Lastly, the characters themselves represent a new age of anti-materialism, a staunch contrast to the European idea of self-betterment for the sake of culture and standing. In all, these metaphors all show a new American subject. Cited: Twain, Mark. â€Å" The Adventures of Huckleberry Finn. † The Harper Single Volume American Literature. Ed. McQuade et al. New York: Longman. 1999. 1355-1522 Walter Johnson, Soul by Soul: Life Inside the Antebellum Slave Market, Cambridge: Harvard University Press, 1999, p. 2 and 6.

Confuciuss Virtues and their tendencies to the modern American society Essay

Confuciuss Virtues and their tendencies to the modern American society - Essay Example When talking about Confucian ethics, it is central to analyze the five fundamental virtues which Confucius identified based on the fundamental relationships that people establish among each other, such as love, friendship, dedication, loyalty, respect and others. One of these fundamental virtues is Ren, the virtue of humaneness and goodness; it is based on compassion and understanding others and it represents the most important Confucian principle. â€Å"People cultivated by it are humane individuals who exhibit benevolence and care toward others. They are motivated by a deep empathy for others - what might be called human-heartedness† (Carroll). This particular virtue reflects the Confucian view upon the human nature, that is, the fact that all people are essentially born to be good and that they can automatically demonstrate care, respect and kindness one to another. However, when the human nature is not cultivated and educated in the right way and when it is exposed to outs ide detrimental influences, people can lose this basic quality and become mean, aggressive, irritated, hateful and undisciplined. Therefore, the virtue of Ren advises people to appeal to their good, kind, emphatic and well balanced self and by cultivating their mind and spirit in order to avoid a destructive and bad version of themselves.

Legalization of birth control fight in the early 1900s Term Paper

Legalization of birth control fight in the early 1900s - Term Paper Example Margaret was the pioneer in the movement of birth control. This was the time when she voiced her opinions on the contraception and their advantages when they had become illegal. Early in the twentieth century, there was a heavy toll of sickness and premature deaths noticed among the working class women who got pregnant and were made to work in the poor working conditions in the working neighborhood of New York State. Margaret raised her voice against the illegalization of contraception and said that a step should be taken for the prevention of repeated pregnancies (Tobin 1901-1937) . She worked under Havelock Ellis after travelling to Europe and got extensive training on the human sexuality. After she returned to United States, she launched a program where she gave better access to family planning information to the women who were expecting babies and later starting mailing the birth control pamphlets to her clients. Since she was using U.S mail, therefore in the year 1916, she got a rrested as well as her clinic which gave assistance on birth control measures was located in Brooklyn. With her controversial books and pamphlets, she started off her program on educating women on family planning. She wrote many of the books and pamphlets and one of them was What Every Girl Should Know (1913). This was a detailed book which gave answers to the unasked questions such as girlhood, puberty, sexual impulse, reproduction and the diseases which can be potentially transferred. She gave very vague but never clear ideas that what can be done to prevent an unwanted pregnancy. However, she became quite a controversial lady in the eyes of the medical leaders and the nursing professionals when she raised her voice on a taboo topic such as the masturbation. But since she had an enlightened attitude, therefore she carried on with her and her concentration. In the year 1923, she successfully opened a family planning clinician New York and later on arranged conferences which were he ld on the international and national level, discussing the family planning issues. National Committee on Federal Legislation for Birth was found by her and she became the President of the committee until the breakup of the committee after the federal birth control legislation enactment in 1937 (Sanger n.p.). She was a brave woman who inspired women all over the work and she discussed the need of birth control through a number of conferences held in many parts of the world. She travelled to Africa, Europe to spread more awareness on the issue and established many clinics world wide as well. For centuries, women have fought in the society for their own rights. Anything that they have wanted to themselves, they always had to earn it through fight and perseverance. Just like Margaret Sanger, history show many women who have stood up for the rights of the women and these social activists made innumerable contribution to the women history. Right over birth control is not the only issue th at they had to deal with, infact, right to vote, and right to work with equal opportunities were few of the many issues for which they fought and stood up against for. It is very important to realize that a woman has a right over her body and by right over it is meant, that she should have the right to decided that when does she want a baby in her life. Until the year 1914, women of

Amazon's not so secret war on taxes Essay Example | Topics and Well Written Essays - 750 words

Amazon's not so secret war on taxes - Essay Example Amazon gains an advantage in the market but is that superior position justified on the basis of the fact that Amazon has the best strategy for dodging taxes as it is an online store while other big stores such as Barnes & Noble and Wal-Mart are traditional stores. Many of the businesspersons argue that a company’s superiority or success in the market can be recognized by the type and quality of products and services that they offer instead of their tax schemes. Amazon played a major role in preventing the law to be changed and used its power to argue to claims about taxes on internet purchases. The sales tax is an important consideration as there is a lot on question. The sales tax allows the state governments to collect a fair amount for infrastructure facilities, parks, schools, and streets, the big stores have their retail primacy at stake, and customers have their money and way of shopping at stake. But on the other hand, Amazon is most widely known for being customer frie ndly, affordable, crackling, and a reputed online store. Behind this is the truth of the struggling battler that stands firmly on its principle. However, the strong power and aggression of the other retail stores broke the tax avoidance scheme of Amazon and led the states to pass the Marketplace Fairness Act. Thus, with this act, all the efforts of Amazon to prevent the laws from changing ended in ultimate failure. Eventually, Amazon supported it too as it has physical existence in many of the states with their warehouses and had professionals working.

Sexual Orientation And Diversity In The Workforce

Sexual Orientation And Diversity In The Workforce Todays organizations are becoming increasingly diversified in many ways. With respect to sexual orientation, gay, lesbian, bisexual, and transgender (LGBT) employees constitute one of the largest but least studied minority groups in the workforce. Although invisible, sexuality is at the core of each workers identity. Therefore, it poses a number of complex challenges towards organizations and their human resources department. The Dont ask dont tell (DADT) policy of the U.S. Military presents a striking example of the silence surrounding their identity on the work floor. In this paper, the impact of silencing as well as the ways in which the voice of LGBT employees and other invisible minorities can be heard is studied. Introduction Diversity Diversity includes cultural factors such as race, gender, age, color, physical ability, national origin, etc. The broader definition of diversity additionally includes religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, physical appearance and economic status (Wentling and PalmaRivas, 2000). The word diversity is not contained in any report or law; instead, it grew out of academic and popular press usage. Diversity in the workforce With respect to the workplace, diversity refers to the co-existence of employees from various socio-cultural backgrounds. Every human being is unique, but at the same time, every individual shares biological as well as environmental characteristics with any group of others. In this context, diversity can be generally defined as recognition of the people who share such common traits. These traits -the characteristics that make up a whole person- both unite and divide us. In the domain of human resources (HR), however, the term diversity can represent three major working definitions: the politically correct term for employment equity/affirmative action; the recruitment and selection of ethnic groups and women; the management of individuals sharing a broad range of common traits. The first definition represents the most narrow view of diversity and is usually found in organizations without formal diversity policies or programs. The second definition reflects the reality of many diversity programs focusing on employment regulation concerns. And finally, the last definition is the broadest and generally used in organizations containing diversity programs (Grobler, Wà ¤rnich et al., 2006). Dimensions of diversity When talking about diversity, one should keep in mind the differences between primary and secondary dimensions. Primary dimensions are those human differences that are innate and that have a drastic impact on us. Age, ethnicity, race, gender, physical abilities/qualities and sexual/affectional orientation are examples of primary dimensions at the heart of individual identities. Alternatively, secondary dimensions are more changeable and can be discarded or modified during our lifetime. Such dimensions add depth and individuality to our lives. Education, geographical location, marital status, income, military experience, religion, work experience and parental status are illustrations of secondary dimensions. The primary and secondary dimensions can be represented as a circle, with the primary dimensions at the centre and the secondary dimensions surrounding them. An illustration of both groups of dimensions can be found in Figure 1(Grobler, Wà ¤rnich et al., 2006). Figure 1: Primary and secondary dimensions of diversity In any initial encounter, people identify by the primary dimensions that are most readily observed: age, gender, race and physical abilities/qualities. Since most individuals live in homogeneous communities, or at least in circumstances far less diverse than our society as a whole, their entry into the workplace may be a first encounter with a diverse population. During this kind of first encounter, phenomena such as stereotyping and prejudice might appear. Stereotyping works against peoples individuality and limits their potential. Generally, if the stereotype is that the person is not competent, then people may not perform competently. This illustrates that, to a large extent, people perform in line with the expectations placed on them. Clinging to negative stereotypes about people other than ourselves leads to prejudice, which means processing our stereotypes such that ones own sense of superiority to the members of that group is reinforced. It is the role of the appropriate institutions within a country to recognize and eradicate both stereotyping and prejudice (Grobler, Wà ¤rnich et al., 2006). Managing diversity Managing diversity can be defined as: A planned systematic and comprehensive managerial process for developing an organizational environment in which all employees, with their similarities and differences, can contribute to the strategic and competitive advantage of the organization, and where no-one is excluded on the basis of factors unrelated to productivity (Thomas, 1996). On the work floor, managing diversity presents a key issue for governments as well as private organizations. Its importance has mainly been brought about by the free movement of labor due to globalization. The fight for human rights by certain minority groups, who feel excluded from the employment sector, discloses another impulse for the current significance of diversity management. Within the context of equal opportunities in the workplace, workforce diversity again plays a major role. This equal opportunity philosophy is aimed at ensuring that organizations make the most out of the uniqueness of a diverse workforce, which might assist the organization to be more efficient and effective, rather than losing talent. Broadly, diversity management is the systematic and planned commitment by the organizations to recruit, retain, reward and promote a heterogeneous mix of employees (Grobler, Wà ¤rnich et al., 2006). Valuing diversity For organizations to fight discrimination, it is essential to value diversity. This valuing starts with recognizing the fundamental difference between valuing diversity on the one hand, and employment equity and/or affirmative action on the other. Employment equity is an officially authorized approach to workplace discrimination. For instance, it is against the law to reject a person a job or job advantage because of age, race, sexual orientation, gender or other primary characteristics. Affirmative action is a reaction to the under-use of protected groups in various job classes in which a business attempts to attract people from such groups because of their failure to do so in the past as a result of inequity. Valuing diversity surpasses both concepts and leads to management designed to reap the benefits offered by a diversified workforce (Grobler, Wà ¤rnich et al., 2006). Whereas affirmative action and employment equity are government-initiated, legally driven attempts to alter -from a quantitative standpoint- the composition of a companys workforce, valuing diversity is a company-specific, necessity-driven effort to alter -from a qualitative standpoint- the utilization of the companys workforce. In an organization that values diversity, managing diversity becomes a substitute for assimilation (Grobler, Wà ¤rnich et al., 2006). Sexual orientation Within the framework of diversity management, sexual orientation represents a non-observable or underlying type of diversity, as opposed to more visible traits such as race or gender. The reason is that gay, lesbian, and bisexual employees can choose to what extent they reveal their sexual orientation in the workplace. Lately, sexual orientation has received a growing amount of attention, including through the prohibition of employment discrimination on the basis of sexual orientation for both private and public employees. Another indication of this increasing attention regards the mounting number of organizations that fight against this type of discrimination. For instance, in the United States, in many large organizations, Lesbian and Gay Employee Groups are demanding the exclusion of discrimination based on sexual orientation, the provision of guidance to enhance tolerance in the work environment, and the equal treatment of significant others (e.g. relating to health care benefits ) (Van Hoye and Lievens, 2003). Parallel to the social and societal developments, there has been an increase in scientific investigation on sexual orientation in the workforce (Van Hoye and Lievens, 2003). Sexual orientation in the workforce: Literature overview Three research streams can be clearly distinguished within the literature on sexual orientation in the workplace. The first research stream studies the discrimination and minority status experienced by lesbian, gay, and bisexual people in the workplace. A second strand of studies takes the issue of coming out at work as the focal point. In fact, one of the work-related decisions that all gay, lesbian, and bisexual people face, is to what extent they unveil their sexual orientation on the work floor. The third and last research stream relates to the more specific work-related issues of gay, lesbian, and bisexual employees (as opposed to the general character of the studies belonging to the first research stream) (Van Hoye and Lievens, 2003). Within the first research stream, it was found that the majority of gay, lesbian, and bisexual people have once experienced discrimination on the work floor (Croteau, 1996). Here, the construct of heterosexism seems to play a central role. Heterosexism can be defined as an ideological system that denies, denigrates, and stigmatizes any non-heterosexual form of behavior, identity, relationship, or community (Herek, 1990). Research has demonstrated that heterosexism in the organization can lead to a decrease in perceived productivity, job contentment, organizational commitment, career dedication, and organization-based self-esteem. In addition, it can lead to an increases in perceived health problems, psychological distress, and turnover intentions among gay, lesbian, and bisexual employees (Van Hoye and Lievens, 2003). The outcome of the second research stream reveals that there are five different levels of coming out, namely acting, passing, covering, implicitly out and explicitly out (Chung, 2001). Nevertheless, other possible classifications do exist. The concealment of ones sexual orientation has negative consequences at the individual level (depressing work attitudes, low job contentment, anxiety, etc.), group level (dysfunctional communication, low work team cohesion, etc.) as well as organizational level (higher turnover and lower productivity) (Van Hoye and Lievens, 2003). To date, very few studies have taken the approach of the third research stream. An example of a scarcely studied topic within this field of research concerns the influence of the sexual orientation of job candidates on their evaluation by HR professionals. One of the motives that almost no research has specifically examined the consequences of sexual orientation on hiring decisions, is that it is very difficult to examine this issue in field settings with real candidates. Thus, although the outcomes of such studies are insightful, not enough research has been carried out so far to draw sound conclusions. For an illustration of the sexual orientation policy of the SAC company (Scottish Agricultural College), see appendix. SAC is an innovative, knowledge-based organization supporting the development of  rural communities and industries. (MOET IK NOG TOEVOEGEN) Diversity policy worldwide IEDEREEN ZN STUKJE OVER CONTINENTEN KOMT HIER The United States We first introduce the general conditions for acceptance of sexual diversity in America since these have shaped the context for coping with sexual diversity, and more specific LGBT, on the work floor . LGBT  rights are very complex in  the Americas since acceptance of the phenomenon varies widely between Canada, the United States or the Southern Americas. We will here focus on the United States (U.S.). In the U.S.,  LGBT-related laws include amongst others: government recognition of same-sex relationships,  LGBT adoption, sexual orientation and military service,  immigration equality, anti-discrimination laws, hate crime laws regarding  violence against LGBT people,  sodomy laws, anti-lesbianism  laws, and higher  ages of consent  for same-sex activities. Generally, it was not until 2003 that sexual acts between persons of the same sex became legal in the  U.S. However, many other laws are still not recognized on federal level and a wide spread amongst states co ncerning the enabling of those laws exist. We will now discuss the policy concerning LGBT discrimination in the work environment in the U.S. Legislative policy: the Employment Non-Discrimination Act (ENDA) Employment discrimination  refers to discriminatory employment practices such as bias in hiring, promotion, job assignment, termination, and compensation, and various types of harassment. (Source) In general there is no common law that states that employment discrimination based on sexual orientation is wrong and discrimination against employees who are gay, or simply appear to be gay, is legal in many workplaces in the U.S. (Ragin, 2004) The first bill on the subject of sexual orientation discrimination was introduced in Congress in 1974. However it was not until 1994 that the  Employment Non-Discrimination Act  (ENDA), a proposed bill in the  United States Congress  that would prohibit  discrimination  against employees on the basis of  sexual orientation  or  gender identity  by civilian, nonreligious employers with at least 15 employees, was introduced.  [1]  It failed in 1994 and 1995, though by 1996, missed passage in the Senate by a 49-50 vote. Until 2009, every proposal in the legislative history of introducing the law failed. Furthermore, many versions of the ENDA only concerned LGB and did not include provisions that protect  transgender  people from discrimination. Currently, only twenty-two states have laws that ban sexual orientation discrimination: California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Iowa, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Hampsh ire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, Washington and Wisconsin. As a result of the limited coverage of States that enabled the law, LGBT people face serious discrimination in employment, including being fired, being denied a promotion, and experiencing harassment on the job.  [2]   Additional to the differentiation between the several states of the U.S., another distinction in employment discrimination based on sexual orientation that can be made involves the difference in coping with diversity between public and private sectors.  [3]  Extensive anti- discrimination legislation protecting public sector workers makes workers in the public sector less likely to be arbitrarily fired than workers at private companies. (Boris, 2010) As a result, the public sector in the United States is noticeably more racially diverse and gender balanced than the private sector. The more protective climate and diverse workforce in the public sector may result in LGBT individuals feeling more comfortable in openly expressing their sexual orientation at work. If this is the case, the public sector may employ more openly LGBT employees. (Boris, 2010) Attitude of employers and employees towards LGBT in the workforce Generally, American workplaces have undergone a partial revolution over the last quarter century when it comes to LGBT equality. Public attitudes toward homosexuality became more liberal during the 1970s, then increasingly conservative through the 1980s, and then more liberal since 1990. (Roberson, 2009) Today, sexual orientation diversity is a key part of workplaces in the U.S. An estimated 8.8 million gay, lesbian, and bisexual individuals live in the United States. (Bell et al., 2011) While it is difficult to ascertain how many of these individuals are in the labor force, U.S. Census data reveal that more than 86% of men and women in same-sex couples are employed, and that employment probabilities for gay men and lesbians lie below those of married heterosexual men, but above those of heterosexual women (Leppel, 2009). The issue on employment discrimination based on sexual orientation has become more important for many employers, workplace diversity programs have been major initiatives in US corporations over the last several years. (Day Schoenrade, 2000) An increase in share of LGBT in the workforce since was already reported by HR managers in the eighties. (Day Schoenrade, 2000) In response, in May of 1993, the Board of the Society for Human Resource Management, the premiere national association of American human resource practitioners, passed a resolution to include sexual orientation in its statement acclaiming the value of a diverse workforce (HR News, 1993). (Day Schoenrade, 2000) However, several surveys demonstrate that LGBT on the work floor is far from an accepted concept, discriminating practices are laid out by several surveys. A first example appears from a 1990 U.S. census in where Allegretto and Arthur (2001) found that after controlling for differences associated with being married, gay men earned 2.4% less than their unmarried heterosexual counterparts. (Ragin, 2004) Another range of surveys that study behavior and acceptance concerning LGBT on the work floor is cited by Day Schoenrade (2000) A first example is a survey reported by the National Defense Research Institute in 1993, which found through several national public opinion polls that a majority of heterosexual American workers report being uncomfortable with the idea of working with homosexuals. (Day Schoenrade, 2000) When respondents were confronted with the issue of working with homosexuals, one study found that 27 percent said that they would prefer not to and 25 percent said that they would strongly object. A second example involves a survey from Wall street Journal in 1993, which found that 66 percent of surveyed CEOs reported being reluctant to include a homosexual on a management committee. Leppel (2009) proved that discrimination on the basis of sexual rientation appears to drive up the unemployment of same-sex partners relative to that of married partners. Similarly, probabilities of being out of the labor force for same-sex partners are greater than those of heterosexual men and less than those of heterosexual women. (Leppel, 2009) Several reasons were sought for these discriminating behavior against LGBT. One persisting cause in the U.S. is the existence of strong religious believes. A survey of Kansas Citians found that 47 percent felt that their religious beliefs and morality strongly conflicted with homosexuality (Day, 2011). Other issues involving a negative attitude towards LGBT in the workforce are related to heterosexism and homophobia in organizational America today. (Gedro, 2010) Human resource management and LGBT An appropriate approach of human resource management to LGBT in the workforce is urgent because the trend in American society for more and more gay men and lesbians to make their sexual orientation known since this openness may create conflicts in the workplace (Day Schoenrade, 2000) There is some evidence that human resource departments are not fully supporting this growing need. For example, a sample of human resource professionals found that even though most believe that sexual orientation must be formally addressed in the workplace, and that they would individually speak out against anti-gay acts, only 20 percent of their companies have diversity programs that specifically address gay and lesbian work issues. (Day Schoenrade, 2000) This increased openness in sexual orientation may also be a reason for an increasing experiencing of LGB employees as a symbolic threat. Although a law has been approved, many Americans still oppose gay marriage. One consequence of this is that some heterosexual employees may experience symbolic threat when faced with LGB co-workers who are out at work and wish to bring their partners to company social events. Ragin (2004) already presumed that this symbolic threat of homosexuality could increase if gay marriages would be legalized in some states, and LGB workers could bring their spouses to workplace events. (Ragin, 2004) Attitude of labor unions towards LGBT in the workforce One interesting aspect is how labor unions U.S. are reacting to the recent discussions on sexual orientation in the workforce since unions, as democratic organizations , have a social obligation to represent the interests of all of their members. (Boris, 2010) However this can cause problems when the majority interest conflict with issues of inclusion and social justice for the minority such as LGBT employees. This might lead to the exclusion of minority interests or groups within unions. It should be noted that there is a strong differentiation between the several unions in their response to this minority group. As many research has pointed out, especially structural and demographic factors help to determine an American unions level of responsiveness to sexual diversity with American unions. (Boris, 2010) Gender mattered as unions with a female majority were more likely to address the concerns of LGBT members. Other examples of factors playing a role in determining a unions response to LGBT issues are the role of individual agency on the part of union leaders, activists, and rank-and-file union members. (Boris, 2010) DADT policy in the U.S. military An example frequently cited when discussing LGBT policies in the U.S. is the issue of gay policy in the U.S. military. In 1993, new laws and regulations pertaining to homosexuals and U.S. military service came into effect reflecting a compromise in policy. This compromise, colloquially referred to as dont ask, dont tell, holds that the presence in the armed forces of persons who demonstrate a propensity or intent to engage in homosexual acts would create an unacceptable risk to the high standards of morale, good order and discipline, and unit cohesion which are the essence of military capability. (Burelli Feder, 2009) Service members are not to be asked about nor allowed to discuss their homosexuality. This compromise notwithstanding, the issue has remained politically contentious. (Burelli Feder, 2009) While the decision to remain in the closet may be a functional and adaptive reaction to a hostile work environment, it also increases the risk and stress associated with losing cont rol over the disclosure process. (Ragin, 2004) Recent progress in enabling discrimination laws In recent years, several members of Congress have expressed interest in amending dont ask, dont tell. At least one bill that would repeal the law and replace it with a policy of nondiscrimination on the basis of sexual orientation-H.R. 1283-has been introduced in the 111th Congress. (Burelli Feder, 2009) An Act of Congress providing a mechanism to repeal Dont ask, dont tell was signed into law by President  Obama on 22 December 2010. As of February 2011, the Pentagon has started starting to dismantle DADT. Regarding the ENDA, we have to remain patient. In 2011, the U.S. Senate will reintroduce the Employment Non-Discrimination Act (ENDA) in the 112th congress. In the meanwhile, hundreds of companies in U.S. have enacted policies protecting their lesbian, gay, bisexual and transgender employees.   As of March 2011, 433 (87 percent) of the Fortune 500 companies had implemented non-discrimination policies that include sexual orientation, and 229 (46 percent) had policies that include gender identity.  [4]   Africa The issue of workforce diversity has not been a key problem in Africa before as much as it is today. Together with globalization and the need for an increasing number of organizations to spread globally to reach customers worldwide, the concept of diversity management gained attention. Managers must recognize the need for understanding more about the diverse workforce, which is deeper than what we see at the surface level (Henry and Evans, 2007). During the 1990s, the liberalization of economies and structural adjustment policies, brought about by the Brentwood institutions, opened the doors to free market economies, especially in Africa. These free market economies have stimulated the free movement of labor as a commodity, which in turn has resulted in an increasingly diversified workforce across the continent. Further, the privatization of most of the state-owned enterprises in Sub-Saharan Africa also created an open door for migration of labor from all over the world (Henry and Evans, 2007). South Africa To meet the challenges of the twenty-first century, as in many other countries, South African businesses must address the best and brightest employees. Moreover, managers should understand that they can only compete successfully if they recognize the emergence of the diversified workforce and find the means to harness its energies, talents and differences for tomorrows challenges (Grobler, Wà ¤rnich et al., 2006). The major groups providing diversity in the South African workforce are ethnic groups, women, younger workers, South Africans with disabilities and minority groups in the context of sexual orientation. With respect to the latter, it seems that at least 10% of the South African population is homosexual. This means that 10% of the men and women in the workforce, representing around one million people, are gay. However, while the workforce is increasingly diversifying, discrimination still presents an enormous problem in South Africa. In fact, research demonstrates that discrimination still exists in organizations, and that many South African workers still suffer from employment discrimination. Within the organization, its up to the HR professionals to develop and enforce policies and measures that protect the diversified workforce against illicit discrimination. To rectify the injustices of the past, the South African government has come to some actions. Amongst others, the following legislation has been introduced: the Labour Relations Act, No. 66 of 1995 (as amended); the Constitution of the Republic of South Africa Act, No. 108 of 1996; the Basic Conditions of Employment Act, No. 75 of 1997 (BCEA) (as amended); the Employment Equity Act, No. 55 of 1998 (EEA); the Promotion of Equality and Prevention of Unfair Discrimination Act, No. 4 of 2000; and a Code of Good Practice on the handling of sexual harassment included in the Labour Relations Act (Section 203(1)). For example, Section 9 (2) of the Constitution of the Republic of South Africa (No. 108 of 1996) states that: The State may not unfairly discriminate directly or indirectly against anyone on one or more grounds, including age, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, disability, religion, conscience, belief, culture, language and birth (Grobler, Wà ¤rnich et al., 2006). ANDERE INTERESSANTE ZAKEN DIE NOG KUNNEN GEBRUIKT WORDEN LGBT military laws   Ã‚  Homosexuals allowed to serve in the military      Homosexuals banned from serving; repeal of policy underway   Ã‚  Homosexuals banned from serving (or homosexuality illegal)   Ã‚  Data not available References Bell, M. P., ÃÆ'-zbiligin, M. F., Beauregard, T. A., Sà ¼rgevil, O. (2011). Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees. HUman Resource Management, 50(1), 131 146. doi: 10.1002/hrm. Boris, M. B. (2010). Identity at work : U.S. labor union efforts to address sexual diversity through policy and practice. Advances in Industrial and Labor Relations, 17, 185-205. Elsevier. doi: 10.1108/S0742-6186(2010)0000017009. Burrelli, D. F., Feder, J. (2009). Homosexuals and the U . S . Military : Current Issues. Chung, Y. B. (2001). Work discrimination and coping strategies: Conceptual frameworks for counseling lesbian, gay, and bisexual clients. The Career Development Quarterly,50, 33-44. Croteau, J. M. (1996). Research on the work experiences of lesbian, gay, and bisexual people: An integrative review of methodology and findings. Journal of Vocational Behavior,48, 195-209. Day, N. E. (2011). US small company leadersÊ ¼ religious motivation and other-directed organizational values. International Journal of Entrepreneurial Behaviour Research, 17(4). Day, N. E., Schoenrade, P. (2000). The relationship among reported disclosure of sexual orientation, anti-discrimination policies, top management support and work attitudes of gay and lesbian employees. Personnel Review, 29(3), 346-363. doi: 10.1108/00483480010324706. Gedro, J. (2010). Lesbian presentations and representations of leadership, and the implications for HRD. Journal of European Industrial Training, 34(6), 552-564. doi: 10.1108/03090591011061220. Grobler, P., Wà ¤rnich, S., Carrell, M.R., Elbert, N.F. and Hatfield, R.D. (2006). Human Resource Management In South Africa. 3rd edition. Thomson Learning. 571p. Henry, O. and Evans, A.J. (2007). Critical review of literature on workforce diversity. African Journal of Business Management,72-76. Herek, G. M. (1990). The context of anti-gay violence: Notes on cultural and psychological heterosexism. Journal of Interpersonal Violence, 5, 316-333. Hopper, J. E., Salvaggio, N. (2008). Report from SIOP diversifying diversity: moving beyond race and gender: Professional Insights. Equal Opportunities International, 27(5), 465-470. doi: 10.1108/02610150810882314. Huffman, A. H., Watrous-Rodriguez, K. M., King, E. B. (2008). Supporting a diverse workforce: what type of support is most meaningful for lesbian and gay employees? Human Resource Management, 47(2), 237-253. doi: 10.1002/hrm. Leppel, K. (2009). Labour Force Status and Sexual Orientation. Economica, 76(301), 197-207. doi: 10.1111/j.1468-0335.2007.00676.x. Ragins, B. R. (2004). Sexual orientation in the workplace : the unique work and career experiences of gay , lesbian and bisexual workers. Personnel and Human Resources Management, 23, 35-120. doi: 10.1016/S0742-7301(04)23002-X. Roberson, B. E. J. (2009). Equality for Lesbian , Gay , Bisexual , and Transgendered Employees in the Modern American Workplace Equality for Lesbian , Gay , Bisexual , and Transgendered Employees in the Modern American Workplace. Schoenrade, P., College, W. J. (2000). The relationship among reported disclosure of sexual orientation , anti-discrimination policies , top management support and work attitudes of gay and lesbian employees. Personnel Review, 29(3), 346-363. Swan, E. (2010). A testing time, full of potential?: Gender in management, histories and futures. Gender in Management: An International Journal, 25(8), 661-675. doi: 10.1108/17542411011092327. Thomas. (1996). op. cit., pp. 101-103. Van Hoye, G. and Lievens, F. (2003). The Effects of Sexual Orientation on Hirability Ratings: An Experimental Study. Journal of Business and Psycho

Free Young Goodman Brown Essays: Did the Devil Lie? :: Young Goodman Brown YGB

Young Goodman Brown is an ordinary man who takes a ritualistic journey into the sins of mankind. Sin is a virtue of being human, which Brown has yet to realize. This is a story of the discovery of guilt and sin. But, the questions are: Did this journey really take place? And were the people who Brown encountered real or specters created by the devil? Regardless if the journey was a dream or a reality, "a stern, a sad, a darkly meditative, a distrustful, if not a desperate man, did he become, from the night of that fearful dream." Let's call it reality because Brown was so deeply affected by it. So, the first question is answered, now, was the reality created by the devil to convert Brown or were all the people Brown encountered really as evil and hypocritical as they appeared. After Brown left his wife, Faith, he started on a "dreary road, darkened by all the gloomiest trees of the forest. . ." He was feeling not so alone, and thought that the devil himself could be at his back. At this very instant, Brown saw a figure leaning against a tree. The devil came as soon as Brown called him. Why was he so afraid he might meet the devil, when it seems to me he know he was going on an evil journey with the devil? The fellow traveler (let's just call him the devil) shared a resemblance to Brown. In fact, when goody Cloyse sees him she say he is "in the very image of my old gossip, goodman Brown,. . ." So, the devil contrived himself to look like Young Goodman Brown, so Brown would feel a sort of brotherhood, or fatherhood, to the devil. He made himself more like Brown so Brown would more easily be swayed. To me, if the devil can change his appearance, what would stop him from changing others appearances. Who's to say that it was actually goody Cloyse that Brown saw . Brown is so hurt that that the woman who taught him his catechism could actually be a witch. As would be anyone who's idea of what is right and wrong is shattered. But Brown wasn't so easily swayed as the devil had hoped, Brown still resisted. So, the devil thought he would shake Brown even more. He contrived the voices of the deacon Gookin and the minister.

Brandywine Homecare Essay

1. Construct a Brandywine’s Income Statement.  This income statement summarizes the company’s performance during 2007. It reflects how much money the company brought in as revenues, how much spent on expenses, and the difference between the two is the net income profit. All figures above are in terms of millions. Excel rounded the depreciation value which was 1.5 to 2 and net income of 1.5 to 2 as well which gave total expense of 11 which is actually 10.5 million. I will attempt to explain the major components of this Income Statement. Revenue is the first major component. The primary goal of a not-for-profit corporation is financial viability which is generally given in a mission statement in terms of service to the community (Gapenski, 2008). Because most not-for-profit establishments follow a tedious set of requirements, they usually have a tax-exempt status and can accept and or issue tax-exempt bonds (Gapenski, 2008). Revenues usually represent sales, but because there isn’t any clientele or shareholders, revenues must be re-invested into the company. In this case, revenues can be represented by donations, cash received, payer obligation, net patient service, interest earned on investments, and or rental income. Expenses would be the second component of my income statement. It is simply the cost of doing business. A company has to spend money in order to make money (Gapenski, 2008). Some examples of Brandywine expenses could include cost of sales such as utilities, buildings, salaries, labor, maintenance, administration expense, and depreciation and amortization. Net income is the last, but certainly not least. It is what is left after all expenses have been accounted for (Gapenski, 2008). It is often referred to as a company’s bottom line (Gapenski, 2008). Again, being that this is a not-for-profit establishment, all profits have to be re-invested into the corporation. 2. What are Brandywine’s 2007 net income, total profit margin, and cash flow? To interpret the income statement, revenues for 2007 were 12 million. Expenses other than depreciation totaled 75% of total revenues which is 9 million. Showing my work, I know that revenue minus total expenses equals net profit. To get the expense amount, I simply multiplied 75%*12 million to get 9 million plus 1.5 million of depreciation equaled 10.5 million of total expenses. Now, I subtract 10.5 million from 12 million of total revenue to get a net profit of 1.5 million. The equation for profit margin is net income of 1.5 million divided by 12 million of total revenues equal 0.125 * 100% equal 12.5 % profit margin. Cash flow equals net income of 1.5 million plus non cash expenses or depreciation of 1.5 million totals 3 million. Depreciation has to be added back to get cash flow even though there is no cash value (Gapenski, 2008). 3. Supposed the company changed its depreciation calculations such that its depreciation expensed doubled. How would this change affect Brandywine’s net income, total profit margin, and cash flow? If we doubled the depreciation amount, it would give us 3 million. Recall that the equation for net income is total revenue minus total expenses, so we subtract total expenses of 12 million from 12 million of total revenues leaving a 0 net profit. We would experience a big difference of 1.5 million of net profit if the depreciation value doubled. For the profit margin, the equation is net profit of 0 divided by 12 million of total revenue is 0 % profit margin. Note that we have gone from a 12.5 % profit margin to 0%. Cash flow is net income plus non cash or depreciation value, so we add 0 plus 3 million to give us a cash flow of 3 million which is no change from initial figure. 4. Explain the difference between cash and accrual accounting. Be sure to include a discussion of the revenue recognition and matching principles. According to Gapenski 2008, the cash method is the process by which an economic event is recognized when a cash transaction actually takes place. It is considered simple and easy to use. Some might want to use this method when just starting a small business. Cash accounting does a good job of tracking cash flow, but does a poor job of matching revenues earned with monies laid out for expenses (Epstein, 2011). The accrual method is recognized when an obligation is created. This method is considered more complicated, yet it provides a better picture of true economic status of a business. Most would say that this is the preferred method according to generally applied accounting principles (Gapenski, 2008). It has two key components such as the revenue recognition that requires that revenues be recognized in the period in which it was earned while the matching principle requires that an organization’s expenses be matched with revenues in which it is connected to. One might want to use this principle once a small business has gotten on its feet. The accrual method does a good job of matching revenues and expenses, but it does a poor job of tracking cash (Epstein, 2011). Because you record revenue when the transaction occurs and not when you collect the cash, your income statement can look profitable even if you don’t have cash in the bank (Epstein, 2011). 5. Explain the difference between equity section of a not for profit business and an investor-owned business. According to Gapenski 2008, the financial statements of investor- owned and not-for-profit firms are similar except for transactions such as tax payments that are applicable only to one form of ownership. They both strive to increase assets and decrease debts and other liabilities; however, the difference lies within the line of business (Gapenski, 2008). One difference in the balance sheets of a not-for-profit organization and a for-profit business is the name or title shown in its heading. In a nonprofit, the name of this financial statement is the statement of financial position. In the for-profit business this financial statement is the balance sheet (Accounting Coach, 2011). Another difference is the section that presents the difference between the total assets and total liabilities. The nonprofit’s statement of financial position refers to this section as net assets, whereas the for-profit business will refer to this section as owner’s equity or stockholders’ equity (Accounting Coach, 2011). The two types of equity shown on a business balance sheet are retained earnings and new stock sales whereas on a not-for-profit financial statement there can be retained earnings, but it can’t sale common stock to raise funds (Small Business, 2011). Non profit establishments raise funds through grants and donations for specific causes such as needs, healthcare, and education (Ramjee, 1999). Assets for investor-owned firms include furniture, computers, equipment, investments and security deposits; however, a not-for-profit organization’s assets are not as complex (Ramjee, 1999).

Integration of Essays on Linguistics

Integration of Essays on Linguistics Linguistics as a science has a long history of research and discovery, but still there is little agreement on the major roles and impacts of linguistic activity on the human nature, relationships and communication.Advertising We will write a custom coursework sample on Integration of Essays on Linguistics specifically for you for only $16.05 $11/page Learn More It goes without saying that any language is a powerful instrument of persuasion and communication of any information; it is a human invention for the utility of human interactions; it is a technology having much functionality in different applications of human linguistic capabilities; it is a powerful tool for acting in the world and producing influence on it (Pare, 2009). The major division among linguists is observed in the area of juxtaposed applied and formalist linguistic areas of research, and their ability to refer the language to realistic events and contexts. The functions of the language in constructing and influencing the social, political, ideological and cultural reality are also debated and researched. The set of articles reviewed in the present work provide a deeper understanding of the connections that a language has with the reality on any level, the functions that it plays in reflecting the human choices, and the way it is contextually shaped to reflect the social reality and discursive specificity of linguistic events. One has to realize the difference between language and reality, and never strive to direct representation thereof in a language, even in applied linguistics – these conclusions were initially drawn from the article of Widdowson (2001) about the nature of applied linguistics and its relevance to the reality, but further on related to the argumentation of Smart (2010) on the subjective nature of collective argumentation. The hypothesis of the author was that the discourse relationships in the formation of the argumentation, proofs and evide nce, contradictions and comparisons are discursively related not only in organizations with similar standpoints, but in those opposing each other in views.Advertising Looking for coursework on linguistics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Smart (2010) finds the recurrent claims, themes and patterns of argumentation that are directly influenced by the behavior of opponents. That is, the discourse of the professional climate change organization is continuously formed as a natural reaction to the argumentation of the opposing party (Smart, 2010). Hence, many similarities in the nature of scientific objectivity and its subjective representation in the collective argumentation of environmentalists and environmental skeptics may be found in the work of Smart (2010) voicing the claims of Widdowson about the fact that a linguist should â€Å"refer linguistic categories back to the actual language from which they had been abs tracted† (Widdowson, 2001). It is true because the practical element in linguistics should be observed – the science that exists for its own sake has no sense. Widdowson (2001) reviews two main tools of applied linguistics such as corpus analysis and critical discourse analysis to show how both the textual facts and effects can benefit the human understanding of linguistics and text in reality. It is the critical discourse analysis that has found its implementation in the work of Smart (2010); by analyzing the contextual discourses of collective argumentation formation, the author managed to show how the diametrically different viewpoints play a continuous role in the construction of the social reality of both opponents. One more useful idea of Widdowson that can be used in further practice is that linguists should â€Å"develop their own specialist discourses to suit their own disciplinary perspective on language† (Widdowson, 2001, p. 11). By stating this, the a uthor shows how the plurality of applied linguistics perspectives gives the opportunities for the scientific enquiry, research, comparison and analysis for the sake of further mediation between concepts and approaches. One of such perspectives finds its reflection in both the claims of Smart (2010) about the living nature of a discourse and its affluent changeability depending on the collective argumentation , and in the Widdowson’s theory of regarding language as detached from reality; it is the systemic functional linguistics (SFL) approach of Young (2010).Advertising We will write a custom coursework sample on Integration of Essays on Linguistics specifically for you for only $16.05 $11/page Learn More Young (2010) states that the intrinsic part in this language perspective is that it both creates and realizes its cultural part. This overview of the active nature of a language brings about the theory which says that language has its nature in the evolved service of its usage. Language then results from a continuous act of options and choices that it transpires in. It is also fashioned by varying cultural and social situations. Hence, the functional role of a language results from its function, purpose and immediate discourse, enabling the speaker to use various linguistic instruments to construct the reality. Young’s ideas about the functional application of language and its practical revelations of socio-cultural discourses may be developed further, as it is very logically complemented by the theory of Ricento (2006) about the language policy role in constructing the reality on the individual, group and even national level. Young (2010) argues that SFL is a biaxial language describing perspective that views the external social-cultural phenomenal of the formal internal system through which the expression of the meaning of language is derived. The SFL perspective is designed to work through the interaction of people t hrough the use of language. Some similar ideas may be found in the claims of Ricento (2006) about the social role of the language used in particular settings. Ricento (2006) identifies such concepts as diglossia in social terms, as a means of lowering the importance of indigenous languages and to assert the overwhelming influence of ‘big’ languages such as English nowadays or French several centuries ago. In his opinion, such terms as â€Å"native speaker†, â€Å"mother tongue† and â€Å"linguistic competence† have lost their meaningfulness, and were abandoned under the conditions of complex multiculturalism. Research of language policies under the proposed angle shades light on the current situation with the economic instability, political turbulence, racism and discrimination that first of all find the reflection in the language.Advertising Looking for coursework on linguistics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Ricento’s (2006) claim that â€Å"ideology of monolingualism† has to be considered â€Å"as necessary for social and economic equality† proves to be true in case of having a brief look at how the linguistic hegemony can change the cultural, political and economic perspectives of a state. The linguistic concepts appear deeply welded into socio-cultural, political and historical contexts. The proper approach to language policy can change the situation in a country and can alter the attitudes of some group members to another group. Young’s (2010) attention to the issue of linguistic metafunctions may serve as a sound theoretical substantiation of Ricento’s ideas on a theoretical, deeply detached level of linguistic functionality and situational context construction dependency. Instead of a conclusion, one needs to note that the role of the language in the practical, contextual issues of everyday life is gaining importance and influences the linguistic theory. Despite the fact that a linguistic situation may never render the reality in full, language has become a powerful tool for shaping the economic and cultural equality, solving various problematic issues and restoring the cultural dignity and autonomy by means of monolingualism implementation. The language has a set of practical and theoretical functions; it serves as a reflection of human choices and shapes the discursive reality on a continuous, living basis. Continuation of research in linguistics may help identify some more mechanisms that are enacted in the discursive interactions of linguistic acts’ participants. References Pare, A. (2009). What we know about writing, and why it matters. Compendium 2, Vol 2, No 1, pp. 1-11. Ricento, T. (ed.) (2006). An Introduction to Language Policy: Theory and Method. Malden, MA: Blackwell. Smart, G. (2010). â€Å"Argumentation across Web-Based Organizational Discourses: The Case of Climate Change.† In Srikant Sarangi C hris Candlin (eds.), Handbook of Communication in Organizations and Professions. Mouton De Gruyter. Widdowson, H.G. (2001). Coming to terms with reality: applied linguistics in perspective. In Graddol, D. (ed). Applied Linguistics of the 21st century. AILA Review 14. Young, L. (2010). Systemic Functional Linguistics. Forthcoming in J. Simpson (Ed.) Routledge Handbook of Applied Linguistics.

Equal rights for all essays

Equal rights for all essays A constitutional ban on gay marriage is a declaration of war against gay America (Bumiller). It is an act of discrimination and intolerance solely based on religious perspectives. Allowing gays and lesbians the same rights as everyone else does nothing to harm or take away the rights of others. This amendment should not be allowed to pass, and the basic civil right to get married should be extended to all Americans. In the past the constitution has been amended to expand and protect the rights of Americans. This will be the first time it has been used to limit and take away rights. For example, a constitutional amendment expanded the rights of women to vote, and another gave African Americans equal rights instead of separate but equal rights as put on them by the Jim crow laws. These rights were separate but they were far from equal. In a sense the discrimination of gays and lesbians goes back to the old Jim crow laws of separate but not equal, by not allowing us to get married but instead letting the states decide if they will allow civil unions. Civil unions are a far step from marriage. They do not provide for 1,049 federal benefits that full marriage guarantees (Meade). Some of these rights that straight married couples take for granted are: Social Security survivor benefits, spousal privilege in a court trial, time off work if a partner is sick or has passed away, the ability to make medical decisions if there partner is unable to, and veterans survivors benefits. New York congressman Jerrold Nadler argues that an extremely important constitutional principal, is the right to ensure that all Americans are treated equally under the law. He also says that the passing of this amendment would permanently deny a large group of Americans access t ...

Womens role in the development of American consumer culture Essay

Womens role in the development of American consumer culture - Essay Example The business activities of the American women in the colonial period were oriented around the well-being of their home and family, so things like fashion were of tertiary importance to them. Unlike them, the modern American women get in fashion as soon as they reach adolescence. Modern American women smoke and drink in public, and embrace consumer culture. One way in which the role of women has significantly changed in the consumer culture in America since the colonial period is that women today have become the means of propagation of consumer culture both through consumption and through advertising. The ad of a new car is incomplete without a lady oozing sex appeal standing next to it in the poster. Women have become more of sexualized objects in the media unlike women of the colonial period. The sexual objectification is voluntarily portrayed in ads to draw increased attention of the consumers. Besides, gender equality and women empowerment have made women equally strong consumers today as

Human vs. Animals - Who Has The Power Research Paper

Human vs. Animals - Who Has The Power - Research Paper Example As discussed in the introductory paragraph, the planet of apes is divided into various sub-classes. Chimpanzees are considered suitable for research due to their intelligence, orangutans could take part in the administrative and religious affairs of the planet and gorillas were presented as the defenders. This segregation of class and roles is strictly observed by the inhabitants of the planet. This situation refers to the first segment of the movie where the astronauts were caught by the apes and were brutally treated. The captain of the flying shuttle was used for experimental purpose by a doctor. This segment defines the difference of class presented in the movie, as apes were dived into sub-classes and were allocated tasks according to their capabilities, while on the other hand humans were treated as sword fodders or lab rats.This could be referred to the turmoil situations of the early   twentieth century, when a law relating to racial discrimination had been passed. By the v irtue of which the white population of the country was segregated from the Afro-Americans of the country, referred to as Jim Crow’s law. It prohibited the black people to enter into any type of transaction with the white population, the taps for drinking water, toilets, hotels, restaurants, passenger seats and anything that could prove white superiority over the black had been segregated. The black population was considered to untouchable and the most down trodden part of the society, only jobs available for them were manual labor, as was the case with the humans in the movie. Law enforcement agencies treat convict of different races and castes differently, there was favoritism, nepotism, violence and hate by the supreme part of the society for the under-class, as the apes used to treat the humans in the movie.