Voting Rights in the US

Lucky Expressions

Lucky Expressions Lucky Expressions Lucky Expressions By Maeve Maddox Reader Emma requests a post on the expression lucked out: The †¦ times Ive heard people using [lucked out] to mean youre out of luck as opposed to expressing good luck or fortune is bordering on ridiculous. The expression to luck out is an American coinage dating from 1954. It means to succeed through luck. Specifically, according to the OED, it is to succeed in a difficult, testing, or dangerous situation. For example: He really lucked out on that exam; every question he had studied for was on it. The expression to be out of luck means to be unfortunate. For example: Youre out of luck: the last train has left the station. Two other uses of luck as a verb are: to luck into: to acquire by good fortune, without effort on ones part. Example: He lucked into a sweet deal on that car. to luck upon: to meet with, to find. Example: He lucked upon some old clothes he had wanted to give away†¦ The noun luck entered English in the 15th century from a Dutch word meaning happiness or good fortune. Its related to German Glà ¼ck, fortune, good luck. The multiplicity of expressions with the word luck, incorporate associations with Chance and Fortune in the sense of the powers that arrange the uncertain fates of human beings. One can have good luck, bad luck, or ill luck. My father used the expression If he didnt have bad luck, hed have no luck at all. People say that its good luck to find a four-leaf clover, but bad luck to break a mirror. Some people are said to have good luck, meaning that they are generally fortunate, while some are said to have no luck, meaning that they are generally unfortunate. Here are just a few more of the many expressions that employ the noun luck: Good luck! said to someone setting off to some uncertain undertaking like an exam or an audition. Better luck next time! said to someone who has failed to achieve some goal. Just my luck! said by someone who has missed out on something desired. To be down on ones luck to be in straitened circumstances, for example, jobless. Luck of the Irish a contradictory expression that can mean either bad luck, or extraordinary good luck, depending on the context. The Best of British luck usually meant ironically, the way Americans might say Good luck with that. The sense is go ahead and try, but youre probably not going to succeed. Trust to luck undertake a difficult task with insufficient preparation, hoping that all will go well. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:Regarding Re:Time Words: Era, Epoch, and Eon7 Proofreading Steps

Health care of vulnerable persons Essay Example | Topics and Well Written Essays - 3000 words

Health care of vulnerable persons - Essay Example It can be due to individual capacities, such as level of educational attainment, income or wealth, and mental or physical capabilities. For example, those who have lower levels of educational attainment have significantly less knowledge or preparation to deal with disasters, and are thus vulnerable. The availability of support is also a significant factor in vulnerability. Those who have no families or social networks to rely on are more prone to being harmed than those who can draw support from others. Access to neighbourhood and community resources is also an important factor in assessing whether an individual or group is vulnerable. Other sources of vulnerability may include poverty and race and physical location. This is largely related to access to resources and care. This paper focuses on children who are victims of abuse as a vulnerable group. Children, due to their developmental state, are very fragile. They are usually weaker than adults, are less mentally developed, and hav e no or little means to defend themselves. Due to their age, physical and mental limitations, they are more dependent on others, making them susceptible to abuse and neglect (Reichert 2006). The Child Welfare Information Gateway (2009) defines child abuse as consisting of acts of parents or caretakers that result in death or harm of a child. It may also include the omission of certain acts, or neglect to do something. There are several types of abuse: physical, neglect or failure to provide for a child’s needs, sexual or exploitation, and emotional. Some states also include parental substance abuse as a form of child abuse. There are certain risk factors that make a child susceptible to abuse. Goldman et al (2003) describes four general categories of risk factors: parent or caregiver factors, family factors, child factors, and environmental factors. Parent factors include personality traits such as aggression, impatience, or dominance, and psychological disorders. A personal history of abuse, substance abuse, and faulty attitudes and knowledge are also factors. Families with single parents or constantly changing compositions have been found to be more prone to having abused children. Marital conflict and domestic violence, presence of stress, and flawed parent-child interactions are also risk factors. Child factors that contribute to child abuse are age, developmental stage, and presence of disabilities. Environmental factors include poverty, unemployment, social isolation, lack of social support, and being in dangerous neighbourhoods. This paper describes policies that work towards helping child abuse victims. It also goes into strategies that would prevent child abuse, offer help for victims, and address their vulnerabilities. Policies In 1989, the United Nations created the Convention on the Rights of the Child, which specifies the basic rights that every child, regardless of race or gender, should enjoy. Among these rights are: a right not to be dis criminated against; a right to have best interests primarily considered; a right to a name, nationality, and parents; a right to have own views and freely express self; a right to be free from interference with privacy; a right to adequate health care, education, rest, and leisure; and, most relevant to this paper, a right to be protected from abuse (Reichert 2006). Since the creation of the Convention on

How Mercedes Benz, a division of Daimler AG has applied its marketing Essay

How Mercedes Benz, a division of Daimler AG has applied its marketing mix in major global markets - Essay Example 4 Product: Quality, Quantity and Brand Consistency 4 Price: Profits 5 Promotion: Brand Awareness and PR 5 Summary of Mercedes Benz Marketing Mix 6 Defining Internationalization 7 Internationalization Process Theories 7 Internationalization Process Theory Applied by Mercedes Benz 8 COO EFFECT ON MERCEDES BENZ 9 Defining COO 9 Investigating Factors Affecting COO Effect 10 The relationship between Factors Affecting COO Effect and Mercedes Benz 12 CONCLUSION 13 REFERENCES 14 EXECUTIVE SUMMARY This report examines how Mercedes Benz, a division of Daimler AG has applied its marketing mix in major global markets, namely: the US, China, Germany and Western Europe. It looks into the internationalization process applied by the division; the factors affecting the COO Effect, and how these factors relate to Mercedes Benz. INTRODUCTION Mercedes Benz is a German located manufacturer of automobiles, which is currently a division of Daimler AG, which is the parent company of the Daimler Group. Daiml er AG is situated in Stuttgart, Germany and is involved in the advancement, construction and dissemination of cars, trucks and vans within Germany and the management of the Daimler Group. The Mercedes Benz division supplies products ranging from the first class small cars to the luxury vehicles of the Mercedes Benz brand. The main country of production of the Mercedes Benz brand is Germany, however; the division also has manufacturing plants in the United States, China, France, South Africa, India, Vietnam and Indonesia. This report analyses Mercedes Benz main objectives being: to determine the marketing mix strategy employed by the company in its international markets, to pinpoint the particular Internationalization Process Theory (IPT) that best describes the internationalization process undertaken by Mercedes and to analyze the extent to which the Country Of Origin (COO) effect affects the consumer perception of the Mercedes Benz brand. Background Information The Mercedes Benz fi rst came to be in the year 1886, when Gottlieb Daimler and Carl Benz, on the 29th of January applied to the Berlin patent office to have his vehicle with gas-engine propulsion patented. This marked the beginning of a new era in the automobile industry (Daimler report, 2011). In the year 2011, the company marked its 125th anniversary, since its beginning in the year 1886. This year was a successful year for the company as it was marked by several key events. The company premiered its new C-Class coupe at the Geneva motor show, where it was able to gain a uniquely sporty entry into the Mercedes coupe world; it presented its concept for the A-Class in Shanghai, which features the new Mercedes Benz design; it introduced a new truck brand into the Indian market, the BharatBenz; achieved greatly in its first quarter and made record earnings in its second quarter (Daimler report, 2011). Mercedes Benz: Goals and Aims The aim of the Daimler AG company is to play a revolutionary role in the o ngoing advancements in automobile mobility. The company is dedicated to making the mobility of future generations safe and sustainable; while focusing on their customer’s needs. Daimler AG seeks to stir its consumers with invigorating luxury automobiles, that are pioneers in their design, safety, comfort, perceived value, environment friendliness and dependability; competitive vehicles that are leaders in their respective competitive niches; extraordinary

Lab report about lenses Example | Topics and Well Written Essays - 1000 words

About lenses - Lab Report Example All these have been exemplified well in the analysis segment and discussion segment. The main objective of this experiment is the determination of the focal length as well as the focal points of lenses. In this entire experiment, two methodologies for finding out the spherical lens’s focal length were chosen. They refer to the lens replacement methodology, and the lens formula methodology. The first method sets basis on the lens formula which is very essential when it comes to this concept. This formula states that there is a linear relationship between, image distance (v), object distance (u), and focal length (f) of the spherical lens (Boston, 2010).Therefore, after recording some variables regarding the object and the image distances, the computation of the focal length will be a very easy task. This can be done using the following formula: On the other hand, the lens replacement technique has to do with a number of frameworks. For instance; if the screen and the lamp housing are separated from maybe (a) to around (s) cm, two positions between shall definitely be established, hence leading to the formation of an image on a screen. This is with accordance to the concept of reversibility of light. From that point, the focal length can hence be computed using the following formula: The experiment started after assembling all the apparatus that included; the optical lens, light source, optical benches, lens mounts, as well as the screens. Using the lens mounts, a lens was mounted on a flat surface. The targeted object was then placed at a specific distance in front of the lens. The screen was thus placed at the rear end so as to monitor the reflected image. The object distance was slightly altered with, and based on this, the consequent variation on the image distance was thus determined. The same procedure was repeated with a constant variation in the object distances. The results were the recorded accordingly for further

Cultural Diversity in the Workplace Essay

Cultural Diversity in the Workplace Essay Introduction: The worlds increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. Human Resource management is on managing people within the employer-employee relationship. This involves the productive use of people in achieving the organizations strategic objectives and the satisfaction of individual employee needs. Where its objective is to measure target to be achieved within a certain time frame. Diversity management is management initiated, rather than required by law. This involved in integrating non-traditional employees (such as women and minorities) into the workforce and using their diversity to the organizations competitive advantage, as well as considering other workforce diversity characteristics that need to be addressed to ensure fair and effective utilization of employees. (Raymond J. Stone, 2008)Diversity in management includes: Cultural diversity is the variety of human societies or cultures in a specific region, or in the world as a whole. (The term is also sometimes used to refer to multiculturalism within an organization. Management of cultural diversity has been suggested as the human resource strategy enabling the effective management of the workforce diversity created by demographical changes generally in the late 1980s and the early 1990s. Retrieved from Oya Aytemiz Seymen(2006), according to Fleury (1999) explains cultural diversity management as an organizational answer or reaction to the need for competitiveness and to the increasing variety of the workforce. In the same resource, it has been stated that management of cultural diversity implies a holistic focus in order to create an organizational environment that allows all the employees to reach their full potential in pursuing the organizational goals. Gender diversity means the proportion of males to females in the workplace. It is a more even distribution or is the employee pool composed of mostly males or mostly females. This can have an effect on how people interact and behave with one another in the workplace and would impact culture and social environment. Similarly other demographics such as population, racial characteristics and such all contribute to the work environment. According to Kochan et al., 2003, organizations are finding that racial and gender diversity, if managed well, may even enhance performance(retrieved from Luis L. Martins and Charles K. Parsons,2007). Researchers have proposed that a greater organizational emphasis on gender diversity management programs will have a positive effect on organizational attractiveness among women, as women are the intended beneficiaries of the programs (Luis L. Martins and Charles K. Parsons,2007) Age diversity means the proportion of aged people work in the workplace. Age diversity was also positively correlated with health disordersbut only in groups working on routine decision-making tasks. Gender composition also had a significant effect on group performance, such that groups with a high proportion of female employees performed worse and reported more health disorders than did gender-diverse teams. As expected, effects of gender composition were most pronounced in large groups. Effects of age diversity were found when controlling for gender diversity and vice versa. Thus, age and gender diversity seem to play a unique role in performance and well-being. The moderating role of task complexity for both effects of age diversity and the moderating role of group size for both effects of gender diversity further suggest that the impact of these 2 variables depends on different group processes.( Ju ¨rgen Wegge and Carla Roth, Barbara Neubach and Klaus-Helmut Schmidt Ruth Kanfe r , 2008) Religious diversity is an important component of cultural diversity, which educators are now taking seriously in their pedagogies. However, cultural diversity and religious diversity are often evaluated quite differently. In our society now, there is at least a polite and superficial consensus that cultural diversity is here to stay and may enrich life. Minimally, people realize that cultural, ethnic, and class chauvinism create problems and are inappropriate, though they may be difficult to overcome. Regarding religious diversity, quite a different evaluation is often employed. Many people value the feeling that their religion is indeed superior to others and regard such religious chauvinism as a necessary component of religious commitment, or even a virtue to be cultivated among the faithful. In their official theologies, most religions have dealt with religious diversity only in a cursory or inadequate fashion. Frequently, religions have encouraged mutual hostility by teaching tha t foreign religions are not only different, but also demonic, or at least inferior. (Rita M. Gross(1999) retrieved from http://www.crosscurrents.org/gross.htm) Body: Benefits of Workplace Diversity An organizations success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands. Broader service range A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis. Variety of viewpoints A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively. More effective execution Companies that encourage workplace diversity inspire all of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment. Challenges of Workplace Diversity Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are: Communication Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. Resistance to change There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The weve always done it this way mentality silences new ideas and inhibits progress. Implementation of diversity in the workplace policies This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of workplace diversity for their particular organization. Successful Management of Diversity in the Workplace Diversity training alone is not sufficient for your organizations diversity management plan. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization. (Retrieved from http://www.diversityworking.com/employerZone/diversityManagement/?id=9) In preparing an organization to accept diversity, it is more important to change the corporate culture or to change structure of the organization. Organization Culture Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artefacts) of organization members and their behaviours. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms thats difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. similar to what you can use to get a feeling about someones personality. Corporate culture can be looked at as a system. Inputs include feedback from, e.g., society, professions, laws, stories, heroes, values on competition or service, etc. The process is based on our assumptions, values and norms, e.g., our values on money, time, facilities, space and people. Outputs or effects of our culture are, e.g., organizational behaviours, technologies, strategies, image, products, services, appearance, etc. (Retrieved from http://managementhelp.org/org_thry/culture/culture.htm) Identification with an organization is a fixed sense of ones role in relation to the organization. When organizational members identify with their workplace, they define themselves in terms of the organization; they internalize its mission, ideology, and values and they adopt its customary ways of doing things. Eventually the member may see him or herself as an exemplar or microcosm of the organization. Organizational identification, in other words, suggests a feeling of oneness with the organization. Diversity makes open organizational culture more rich, and insights and innovation more applicable to a wide range of contexts. High levels of identification with an organization can limit diversity by reducing communication competencies in the area of social perception skills, including the ability to pick up on the subtleties of social situations and adapt to them. This skill is essential in a cross cultural context. High levels of identification among employees can also produce a la ck of organizational flexibility and creativity, over-conformity to organizational dictates, and tyrannical behaviour on the part of leaders. Highly-identified individuals could experience a lack of risk taking, loss of an independent self, and burnout. Redding indicates that a focus on high-performance goals in a context of trust and openness make it easier for employees to manage the ambiguity of gaining their sense of identity from shared visions rather than from a physical structure. Knowledge of self and openness in relation to shared goals create a safety zone in which people feel free to explore new ideas and new ways of approaching problem solving. (Retrieved from http://workplacewellness.blogspot.com/2005/08/identity-development-and.html) Organizational Structure Diversity is often viewed as a training program, limited to a human resources initiative focused on race and gender and separate from organizational change efforts. However, as the article describes, the definition of diversity is much broader, encompassing primary, secondary, and tertiary dimensions that go beyond race and gender. The aim of diversity is to allow all individuals to contribute fully to the success of the organization. Thus, integrating diversity and organizational change efforts can enhance the success of most types of organizational change. Organization development theory and principles can also add significantly to the outcomes of diversity initiatives through the effective use of contracts, assessments, action research methodology, and other critical components. In the current competitive world, diversity and organization development must be partners in successful organizational change efforts. (Ginger Lapid-Bogda, Ph.D., 1998) The Contribution of diversity to organizational Integrating diversity and organizational change efforts can enhance the success of most types of organizational change. All major organizational change involves a cultural change, and a diversity effort is cultural change at its core. It requires an organization to search its collective soul and focus on essential aspects of its culture: seminal values; organizational demands for conformity in thought, interpersonal style, and action; power structure and power dynamics; employee participation; and inclusion/exclusion issues, to name a few. Cultural Differences In addition, most organizational changes involve diversity components. An organizational redesign, for example, may combine functions that have previously been separate, such as marketing and manufacturing. Certainly, marketing and manufacturing have two distinct cultures and a successful redesign needs to pay attention to those cultural issues involved. Diversity offers both the perspective and the technology to deal with these intercultural issues, whether they are triggered by redesigns, mergers, or global expansions. When an organization is redesigned, some of its subsystems discover they have to transact a new form of business with new, unfamiliar partners. Naturally, they assume that their established styles of doing business, their traditional practices, priorities, values, and methods, will be perfectly acceptable, perfectly functional. Thus, marketing is surprised when this assumption turns out to be invalid for manufacturing. Marketing assumes that its new partner, manufact uring, simply has not appreciated the benefits of changing and adapting to marketings traditional way of doing business. Thus, organizational redesign invariably leads to organizational conflict. A diversity perspective adds insight to the identification of and techniques for the management of such issues. Conflict, by definition, means that differences exist. These differences may be based on style, role, values, priorities, power, mental models and patterns of thinking, or culture. The diversity perspective of valuing and utilizing differences offers a positive framework from which to manage conflict. (Ginger Lapid-Bogda, Ph.D., 1998) Team Effectiveness Team effectiveness has even clearer diversity connections. For a team to develop and be effective, its members must find productive ways to both elicit and manage individual and subgroup differences. In any group development model, there is always some version of a storming stage fairly early in a groups development. The group must navigate this troublesome phase successfully to evolve toward more productive phases of development. Successful navigation cannot occur if differences are submerged or conformity is forced upon diverse members. To be effective means to acknowledge differences and to utilize them creatively to gain the teams objectives. (Ginger Lapid-Bogda, Ph.D., 1998) Organizational Cultural Shift In the case of a complex organization change (for example, going from a production-driven to a marketing-driven focus or moving toward Total Quality), a fundamental shift in organizational culture must occur. A cultural change of this magnitude and complexity poses a major challenge for most organizations because of the ambiguity involved and the enormity of the task. An understanding of diversity enables organizations to find ways not to insist on conformity in a major change process, but to encourage employees to contribute, to take a fresh look, and to continuously evolve. (Ginger Lapid-Bogda, Ph.D., 1998) Diversity oriented HRM policies It is the responsibility of the HR manager to facilitate the organizations ability to use staff efficiency and effectively to achieve strategic business objectives. The HR manager is also responsible for ensuring that all employees are rewarded fairly and equitably for their contributions to the organizations. Fair and equitable rewards not only includes wages and salaries, but also opportunities for training and career development and the provision of a work environment in which all workers are treated with respect. Ensuring that all employees are treated fairly and equitably is not only a matter of legal and ethical responsibility, but also recognises that employees who perceive that they are receiving unfair or inequitable treatment may be less committees to the organization and thus may be less productive. The HR manager can achieve these outcomes by: Identifying the significant difference in their organizations workforce and in the labour market from which they draw employees. Exploring the potential advantages to be gained from hiring persons from particular groups. Identifying relevant diversity factors existing in the present workforce. Developing, implementing, monitoring and evaluating staff management practice that facilitate the ability of each employee to contribute effectively to the organization and to be rewarded appropriately. It is also the professional and business responsibility of the HR manager to establish audit measure that identify and quantify the advantage gained from diversity employment practice and that minimise the costs of diversity employment. (Raymond J. Stone, 2008)Diversity in management includes: Conclusion A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to the organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organizations need to learn how to adopt to be successful practices. References: Stone, Raymond J., (2008). Human resource management, 6th edition Seymen, Oya Aytemiz., (2006). The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review Martins, Luis L., Parsons, Charles K., (2007). Effects of Gender Diversity Management on Perceptions of Organizational Attractiveness: The Role of Individual Differences in Attitudes and Beliefs Wegge, Ju ¨rgen., Roth, Carla., Neubach, Barbara., Schmidt, Klaus-Helmut., Kanfer, Ruth., (2008). Age and Gender Diversity as Determinants of Performance and Health in a Public Organization: The Role of Task Complexity and Group Size M. Gross, Rita., (1999). Religious Diversity: Some Implications for Monotheism, retrieved from http://www.crosscurrents.org/gross.htm Lapid-Bogda, Ginger, Ph.D., (1998). Diversity and Organizational Change, retrieved from http://www.bogda.com/articles/DiversityandOrgChange.pdf http://www.diversityworking.com/employerZone/diversityManagement/?id=9 http://managementhelp.org/org_thry/culture/culture.htm http://workplacewellness.blogspot.com/2005/08/identity-development-and.htm

consumer behavior Essay -- essays research papers

Conceptualizing Involvement The plethora of consumer behavior and social psychological literature on involvement suggests considerable interest in this construct. There has not, however, been a common conceptual or methodological framework to its examination in either literature (Laaksonen, 1994; Jain and Srinivasen, 1990; Rothschild, 1984; Zaichkowsky, 1985; Traylor and Joseph, 1984). Three main perspectives of involvement are evident in extant literature; product-centered, subject-centered and response centered orientations (Finn, 1983). The product-centered perspective defines involvement as the perceived importance of the product to the consumer, i.e. whether the product is trivial and, therefore, unimportant, or serious and thus important. The subject-centered view maintains that consumers differ in terms of involvement-type variables. Three sub-groupings of subject-centered definitions have been postulated. They include interest/importance, relevancy (goals/consequences) and commitment (ego involvement). In this perspective, involvement has been defined as either the level of interest the consumer has in a product category or how important it is to her; the level a consumer is involved with a product in so far as it is related to some achievable end or concerns information that will directly impact on them; and, the level of commitment the consumer exhibits with respect to her position on an issue (Greenwald and Leavitt, 1984; Rothschild, 1984; Simon, 1967). The final alternative perspective views involvement as response-centered. This view holds that involvement is the active participation in information processing (Engel and Blackwell, 1982; Bettman, 1979). Despite the many and varied definitions of consumer involvement that have emerged in the literature, two common ideas emerge: first, involvement is a multi-dimensional construct (McQuarrie and Munson, 1986; Laurent and Kapferer, 1985), and, second, it is a motivational force which can help explain various behavioral outcomes, (for example, number and type of choice criteria, extensiveness of information search, length of decision-making process, variety seeking, and brand switching). The multi-dimensional aspect of involvement has been demonstrated by various researchers who suggest that the dimensions include: normative involvement - the importance of product class to values, emotions, and ... ...rable groups to take control of their reproductive health. To improve public health, social marketing focuses on changing prevailing attitudes and behaviors at all levels. In order to do this, people must believe that they are at risk. They must feel confident they have the power to change their own behavior, and new behavior must be compatible with prevailing cultural norms. In addition, health providers and retailers must often be convinced that the products and services being promoted are needed, safe and socially acceptable. Increased health impact. Social marketing is considered one of the most effective types of public health interventions because it offers measurable results. The ultimate goal of social marketing is social impact. In the area of public health, this translates into reduced risky or unhealthy behaviors that can in turn have an impact on the spread of diseases, chronic malnutrition or uncontrolled birth rates. Social marketing impact is often measured in terms of CYP (contraceptive years of protection), reduced prevalence of diseases such as sexually transmitted infections, malaria and food-borne diarrhea, or increased number of patients at network clinics.

Mothers are Fathers

The Parenting styles of mothers and fathers are very different. While being the two most important people in any child’s life the parents can have a varying influence on their offspring. The difference can be suggested as being gender based or merely temperamental. Whatever, the case that the differences exist cannot be argued. The parenting style has an influence in every sphere of a child’s life. From the peers relationships they have to the self confidence they establish. The socialization of the child is largely dependent on the individual parenting styles.So what is so different between the father and the mother? Notably mothers are seen as more caring. This is the rule rather than the exception, though exceptions do exist. Mothers are more emotional and their interaction with the child is such that children usually take their discipline without much adversity. They are seen to be loving and open to communication. Fathers on the other hand are less openly affection ate, have more of an harshness to their tone are more firm in their discipline. Mothers are often more subjective in their judgments and thus more forgiving.They protect their child more easily and are hard pressed to admit failure within a child’s attempt. Fathers usually balance this out by playing roughly, being more objective and pushing the child to do more. While the home situation in the current society is changing the traditional homes had the father as the primary caretaker. He came home after a long days work and wanted nothing more than peace and quiet. This meant that he was stricter with the children and most of the time spent was in discipline rather than interacting openly.Communication was usually stilted and the main caretaker was the mother. Mothers acted as the go between as the father and child struggled to gain an understanding of each other. The father was seen as the quiet and loving man, who was harsh, not very indulgent and delved out the discipline. There has been a lot of criticism about the role of fathers. They are not emotional enough, they give their child too little support and they are at times to blunt in their dealings. Regardless, of these criticisms the fact is statistics suggest that fathers are extremely important to the family.There parenting style may be different but it helps balance out the style presented by the mother consider that a child in a fatherless home is 20 times more likely to end up in prison and 14 times more likely to commit rape and 20 times more likely to have behavioral disorders. [Brandenburg, 2007] Fathers have a different physical interaction with their children. Being more physical in their play they ‘toughen’ up the kids and show them how to play rough without getting hurt. Mothers are not usually ready to take the risk with their child.Fathers will come home and throw their child in the air while the mother usually admonishes him to be careful. Fathers are the first love of any girl. The father serves as the role model for the daughter and a strong positive relationship with the father helps the girl have a better emotional relationship in the future. They also serve to control their son’s behavior in a better manner. Physically men are stronger than women and at a certain stage kids begin to understand this. That is why the mother loses control while the father acts as the barrier.All youth go through rebellion and a father is simply better equipped to physically curtail the child, not through physical abuse rather through sheer presence. [Fraenkel, 2006] Mothers are caring and provide the safety net. Children know that no matter what the mother will always be there for them. They are the soothers and the ones who help the child through emotional problems through their simple presence. That both parents are necessary cannot be argued but how important is it for both the parents to be present to make an effective family?Mothers in the past staye d at home and fathers went to work. The constant interaction with the child for the mother made her feel closer to the child. The mother associated her life with the child’s the world usually revolved around the child. Maybe that is why the parenting style of the mother was the way it was. Since fathers were away from the child’s daily routine they could be more objective and thus be seen as the authority figure. Today the scene has changed. The systematic breakdown of the traditional form of the family has changed the dynamics.Mothers are working outside the home, they are not able to give as much time to the child as they would have been if they were born two decades ago. The mother who was seen as the caretaker has switched roles. The mother is today a person who is stretched to have quality time with the child. Single parent families further aggravate the situation. From being tolerant and lenient mothers have changed into being at times as strict as the fathers. I n the past the mothers saw the world in respect to the kids but now they see the kids in contrast to the world.Where fathers were the blunt one’s preparing the kids for the real world, today mothers do the same. However, no matter how much things have changed, the differences remain. Mothers are still too soft for the good of the kids, at least in normal circumstances. Women are naturally more communicative and open about their emotions. They find it easy to tell their child they love him throughout the day. They feel no hesitation in giving hugs and kisses regardless of the child’s age. Fathers as men are more reluctant to be the same way.Though the ‘sensitive’ man is the phrase of the decade the fact is fathers are less likely to tell their adolescent child they love them. Physically and emotionally they distance themselves from the child naturally when the child reaches adolescences. That is where the main communication gap emerges. Women still reach ou t, men never force the issue. Mothers and fathers are naturally and genetically different, they respond to their child as man and woman and the difference between the two sexes can largely determine the difference between mothers and fathers. [Peters, Peterson et al, 2000]

Robber Baron and Business Men Essays

Robber Baron and Business Men Essays Robber Baron and Business Men Essay Robber Baron and Business Men Essay During this Gilded Age business men have been creating large business organizations known as trusts, this ingenuity of these entrepreneurs has been earning them the title Captains of Industry yet their ruthlessness in the building of their industries and wealth at the expense of their competitors has been earning some of these men the title of Robber Barons. I personally believe that these business men have negatively affected the people around them, making them titled as Robber Barons. I chose to talk about documents A, D, E because they show / describe the Robber Barons the best. In document A it shows the picture named Puck. In this picture it shows the workers on the bottom, putting all this work into holding up this company up, or in the picture the ship and the owners or the business men do nothing but make all the money. This truly shows that the owners should be counted as Robber Barons mostly because they arent helping anyone but themselves by making other people to do their Job, and not paying them even close to what he could pay them. In document D it demonstrates the picture The Great Race for the Western Stakes 1870. In this comment these two men are competing to build off the railroad, but the difference is, Vanderbilt, the person on the left of this picture, with the two R. Ors is very successful and rich and Just not giving anyone else the chance to have any success, while the one to the right Just wants to try and expand his R. R company, but Vanderbilt, isnt letting that happen. In document E this cartoon is titled The Trust Giants Point of View. This document shows Rockefeller looking down upon the Whitehorse, making a point that hes bigger and better than everyone with his oil industry. All three document show these men showing that they are Robber Barons by how badly they treat society and how they look down on everyone else. I believe that this Gilded Age has been negatively affected by the actions of these business men mostly to the fact that they are taking advantage of something they should be privileged to have. These men have showed no remorse for people who are not as privileged or even people coming from poverty and the middle class, they will do anything to make as much money as they possibly can, making it unfair for anyone else. Robber Baron and Business Men By reincarnations

Paramount vs. Tantamount

Paramount vs. Tantamount Paramount vs. Tantamount Paramount vs. Tantamount By Mark Nichol What’s the difference between paramount and tantamount? The distinction is of paramount importance; it’s tantamount to being right or wrong. Paramount, from the Anglo-French word paramont, derived from the Latin phrase per ad montem, literally translated as â€Å"up the mountain,† means â€Å"supreme.† It’s also used (rarely) as a noun to refer to a supreme ruler. Tantamount was originally a noun, translated into English from the Anglo-French phrase tant amunter, meaning â€Å"to amount to as much,† and means â€Å"equivalent.† It is seldom used more’s the pity, because it is such a grand word in such phrases as â€Å"tantamount to treason.† This grandiloquence, and the word’s resemblance to paramount, may mislead writers into assuming it has a lofty sense like its counterpart. As you might have guessed, the noun amount, meaning â€Å"sum,† also derives from the Latin word for mountain. Another word with the element -amount is catamount, a nearly obsolete synonym for cougar or lynx that is a compression of the term cat-a-mountain. Closed-compound verbs with the root word mount include dismount (â€Å"remove oneself from a high position, as a horse or a piece of gymnastic equipment,† or â€Å"take apart†) demount is a rarely used variant remount (â€Å"get up on again,† or â€Å"revert†), and surmount (â€Å"climb,† â€Å"excel,† or â€Å"overcome,† or â€Å"be at the top of†). Seamount is a noun referring to an underwater mountain whose summit does not reach sea level. (If it did, it would be called an island.) Dismount and remount also have noun forms; the former refers to the concluding movement in a gymnastics routine, and the latter denotes a horse that replaces a rider’s previous one. An interesting side note: In archery, â€Å"lord paramount† and â€Å"lady paramount† are terms for an official in charge of an archery tournament, or for a ceremonial leader of such an event, equivalent to a parade grand marshal. The terms originated in the feudal era, when a lord paramount, one not subordinate to a member of the nobility of greater rank, was required to provide trained longbowmen in the event of war, and officiated at archery tournaments. (The title â€Å"lord paramount† is known to fans of the television series A Game of Thrones and the series of novels on which it is based.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:70 Idioms with Heart"Replacement for" and "replacement of"Wood vs. Wooden

LET4 (Performance Evaluation) Essay Example | Topics and Well Written Essays - 750 words

LET4 (Performance Evaluation) - Essay Example The ability to organize criteria normally falls in this category. c) Job result – in the case stated, this is the strongest trait of the engineer and his saving grace because he is able to do a job well despite faring poorly in this criteria. This is the ability of an employee to deliver expected work outcomes. a) Trait – traits are the intangible characteristics of an individual that will facilitate an employee to perform a good job. Traits like initiative, social skills and reliability are being factored in performance appraisals because this is one of the key attitudinal factors that get a job done. The 360 degrees performance appraisal which the engineer has been subjected to is the classic example of an evaluation where supervisors, peers and subordinates are included in the evaluation process. This provides an advantage of providing an employee a feedback and holistic perspective of his performance not only from the point of view of the superiors but also from co-workers and subordinates as well. In the process, an employee is given the opportunity to reconcile his perceived performance compared to the perceived performance of his peers and subordinates. The disadvantage of including supervisors, peers and subordinate in performance appraisal is that it can be subjected to human dynamics and relativity. In the case stated, the engineer who has been rated poorly in social interaction might have been a victim of this. It is human nature that those who are stand outs are not liked by its peers which could be the case of the engineer in the problem stated. In addition, subjective factors like personal resentment or sheer dislike of a particular individual may be factored in the evaluation process. As mentioned above, 360 degree appraisal involves not only the employee and his superior but also his peers and subordinates. This provides a holistic perspective

Legal Elements of a Business Contract Coursework

Legal Elements of a Business Contract - Coursework Example Consideration is the third element in contracts and is denoted as a valuable item or cash, which is presented so as to make the contract more binding. For example, a seller may require a buyer to present the payments for goods if they are to be delivered. The payment is considered as a consideration in this case. However, the buyer does not need to buy the full amount. The consideration is only given if there is a promise made (Boundy 2010, p. 64). In addition, the law requires that both parties should have an intention of getting into a contract. They must exhibit the awareness that their agreement is to be bound by law. The contract must be made by people out of their free consent without any form of coercion, fraud, mistake, misrepresentation or undue influence. The individuals must be in their right capacity to make contracts. This refers to the soundness of mind, being of the right age as well as individuals not disqualified by law to make any contract. There must be a lawful object of the contract as well as the certainty of the contract. The law also considers the possibility of performance surrounding the lawful object which is the subject of the contract. If it is something that cannot happen, then the law cannot enforce such contracts. Some contracts require legal formalities in form of writing (Boundy 2010, p. 67). Bilateral contracts are made by two parties after the agreement of terms and conditions while unilateral contracts only involve one party who presents the terms as well as the offer. Unilateral contracts are commonly applied by individuals looking for lost items who offer rewards to individuals who find them. In unilateral contracts, only one person is bound by the law (Boundy 2010, p. 94).