The Effectiveness of Chili and Kamias as Natural Insect Repellant Essay Example For Students

The Effectiveness of Chili and Kamias as Natural Insect Repellant Essay I had to take a few moments to settle my emotions before deciding to sit myself down to write about the remarkable movie that I have Just watched. A movie that got me from smiles to tears to laughter and back to tears; a movie that carried so much value that it is Just priceless. For those who have not watch it, Ill do my best in laying out the lessons and morales rather than spoiling the story for you. Shah Rukh Khan plays the role of Rizvan Khan, a Muslim who was born with Aspergers syndrome, a ondition that was discovered only after his mother passed and when he had moved to the US. We will write a custom essay on The Effectiveness of Chili and Kamias as Natural Insect Repellant specifically for you for only $16.38 $13.9/page Order now The lesson in this movie isnt about the discrimination, nor is it of the vast differences in religions, but of love. The one thing that Rizvan had in him, was not the syndrome, nor was it any form of anger or hatred; he carried an abundance of love in him. When he was ill-treated, he did not complain. When he was released, he did not despise. When his wife has asked him to leave, he did not question. Instead, he merely asked in innocence, when was he to return. This story shows a child falling victim to the atrocities committed by a microscopic minority of extremists. I say in confidence that not all of humanity feels the same way. It took the bombing of 9/1 1 in the United States of America to show the world, to reflect to humanity their own hatred that they had held in them. It was a wake up call. It was uncalled for. It was a lesson. A lesson of hatred to every human being in the world; Just how easily human nature sips into the darkness and chooses to remain there. This movie showed how n individual, with a health condition did not deter from his goal. This movie showed just how selfless one can be, if only he or she chooses to be. I stand true in saying that the feeling of anger, resentment and hatred did pop up during the movie. It was the priceless gift of selflessness that made me let it go. To have sat in my seat and watched as Rizvan, a Muslim, rushes to Georgia splat in the middle of a hurricane just so he could lend a helping hand toa lady who once sheltered him. It was moving to have seen Just how one mans act of kindness could move the world. It brought me to tears to have seen more volunteers coming to aid the victims of the hurricane, all of varying religions. The movie repeats again and again, that there is only two kinds of people in the world, the good who does good deeds, and the bad who does bad deeds; nothing else varies. To put it theoretically, there really isnt good or bad, because every deed that is done by a person is done based on their past experience. No, it does not Justify ones mistakes. It merely explains the misinterpretation of many. When one understands another better, we would learn to empathise with them. Then, when one empathises, we will all understand why we are who we are today. Why was Rizvan so able to love? It was for a simple reason that he was brought up in love, by love. Rizvan had a mother who taught him that nothing differs human beings. His mother had taught him that she was at peace in his arms with a hug. Rizvan was taught never to give up, and he lived with in it with it. This movie shows that love knows no boundary, religion or time. .u4a88fa8431d5698fa154c191a85e17c7 , .u4a88fa8431d5698fa154c191a85e17c7 .postImageUrl , .u4a88fa8431d5698fa154c191a85e17c7 .centered-text-area { min-height: 80px; position: relative; } .u4a88fa8431d5698fa154c191a85e17c7 , .u4a88fa8431d5698fa154c191a85e17c7:hover , .u4a88fa8431d5698fa154c191a85e17c7:visited , .u4a88fa8431d5698fa154c191a85e17c7:active { border:0!important; } .u4a88fa8431d5698fa154c191a85e17c7 .clearfix:after { content: ""; display: table; clear: both; } .u4a88fa8431d5698fa154c191a85e17c7 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u4a88fa8431d5698fa154c191a85e17c7:active , .u4a88fa8431d5698fa154c191a85e17c7:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u4a88fa8431d5698fa154c191a85e17c7 .centered-text-area { width: 100%; position: relative ; } .u4a88fa8431d5698fa154c191a85e17c7 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u4a88fa8431d5698fa154c191a85e17c7 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u4a88fa8431d5698fa154c191a85e17c7 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u4a88fa8431d5698fa154c191a85e17c7:hover .ctaButton { background-color: #34495E!important; } .u4a88fa8431d5698fa154c191a85e17c7 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u4a88fa8431d5698fa154c191a85e17c7 .u4a88fa8431d5698fa154c191a85e17c7-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u4a88fa8431d5698fa154c191a85e17c7:after { content: ""; display: block; clear: both; } READ: How Bill Gates Changed The WorldIf it takes 10 hurdles to get to where Muslim to rejoice in love, it will happen. If it takes six months to get a chance to tell the President, My name is Khan and I am not a terrorist, love will get you there. The character, Rizvan taught me a whole lot, but this one lesson prevailed. It taught me that when all seem to fail, love prevails. Whenever I am being put in a situation, I always have a choice, and one of them is always love. Love never leaves, love never hates; love shines the light on the darkness of hate. This movie portrays Just it.

The Regents of the University of California v. Bakke

The Regents of the University of California v. Bakke The Regents of the University of California v. Allan Bakke (1978), was a landmark case decided by the United States Supreme Court. The decision had historical and legal significance because it upheld affirmative action, declaring that race could be one of several determining factors in college admission policies, but rejected the use of racial quotas. Fast Facts: Regents of the University of California v. Bakke Case Argued: Oct. 12, 1977Decision Issued: June 26, 1978Petitioner: Regents of the University of CaliforniaRespondent: Allan Bakke, a 35-year-old white man who had applied twice for admission to the University of California Medical School at Davis and was rejected both timesKey Question: Did the University of California violate the 14th Amendments Equal Protection Clause, and the Civil Rights Act of 1964, by practicing an affirmative action policy that resulted in the repeated rejection of Bakkes application for admission to its medical school?Majority Decision: Justices Burger, Brennan, Stewart, Marshall, Blackman, Powell, Rehnquist, StevensDissenting: Justice WhiteRuling: The Supreme Court upheld affirmative action, ruling that race could be one of several determining factors in college admission policies, but it rejected the use of racial quotas as unconstitutional. Case History In the early 1970s, many colleges and universities across America were in the beginning stages of making major changes to their admissions programs in an effort to diversify the student body by increasing the number of minority students on campus. This effort was particularly challenging due to the 1970s massive increase of students applying to medical and law schools. It increased the competition and negatively impacted the efforts to create campus environments that promoted equality and diversity. Admission policies that relied predominantly on candidates grades and test scores was an unrealistic approach for the schools that wanted to increase the minority population on campus.   Dual Admission Programs In 1970, the University of California Davis School of Medicine (UCD) was receiving 3,700 applicants for a mere 100 openings. At the same time, UCD administrators were committed to working with an affirmative action plan often referred to as a quota or set-aside program. It was set up with two admissions programs in order to increase the number of disadvantaged students admitted to the school.  There was the regular admissions program and the special admissions program.Each year 16 out of 100 places were reserved for disadvantaged students and minorities including (as stated by the university), blacks, Chicanos, Asians, and American Indians. Regular Admissions Program Candidates who quailed for the regular admissions program had to have an undergraduate grade point average (GPA) above 2.5. Some of the qualifying candidates were then interviewed. Those who passed were given a score based on their performance on the Medical College Admissions Test (MCAT), science grades, extracurricular activities, recommendations, awards and other criteria that made up their benchmark scores. An admissions committee would then make a decision on which candidates would be accepted into the school. Special Admissions Program Candidates accepted into the special admissions programs were minorities or those who were economically or educationally disadvantaged. The special admissions candidates did not have to have a grade point average above 2.5 and they did not compete with the benchmark scores of the regular admission applicants.   From the time that the dual admissions program was implemented the 16 reserved spots were filled by minorities, despite the fact that many white applicants applied for the special disadvantaged program. Allan Bakke In 1972, Allan Bakke was a 32-year-old white male working as an engineer at NASA, when he decided to pursue his interest in medicine. Ten years earlier, Bakke had graduated from the University of Minnesota with a degree in mechanical engineering and a grade-point average of 3.51 out of 4.0 and was asked to join the national mechanical engineering honor society. He then joined the U.S. Marine Corps for four years which included a seven-month combat tour of duty in Vietnam. In 1967, he became a captain and was given an honorable discharge. After leaving the Marines he went to work for National Aeronautics and Space Agency (NASA) as a research engineer.   Bakke continued going to school and in June 1970, he earned his masters degree in mechanical engineering, but despite this, his interest in medicine continued to grow. He was missing some of chemistry and biology courses required for admission into medical school so he attended night classes at San Jose State University and Stanford University. He completed all the prerequisites and had an overall GPA of 3.46. During this time he worked part-time as a volunteer in the emergency room at El Camino Hospital in Mountain View, California. He scored an overall 72 on the MCAT, which was three points higher than the average applicant to UCD and 39 points higher than the average special program applicant. In 1972, Bakke applied to UCD. His biggest concern was being rejected due to his age. He had surveyed 11 medical schools; all who said that he was over their their age limit. Age discrimination was not an issue in the 1970s. In March he was invited to interview with Dr. Theodore West who described Bakke as a very desirable applicant who he recommended.  Two months later, Bakke received his rejection letter. Angered by how the special admissions program was being managed, Bakke contacted his lawyer, Reynold H. Colvin, who prepared a letter for Bakke to give to the medical schools chairman of the admissions committee, Dr. George Lowrey. The letter, which was sent in late May, included a request that Bakke was placed on the wait-list and that he could register during the fall of 1973 and take courses until an opening became available. When Lowrey failed to reply, Covin prepared a second letter in which he asked the chairman if the special admissions program was an illegal racial quota. Bakke was then invited to meet with Lowreys assistant, 34-year-old Peter Storandt so that the two could discuss why he was rejected from the program and to advise him to apply again. He suggested that if he was rejected again he may want to take UCD to court; Storandt had a few names of lawyers that could possibly help him if he decided to go in that direction. Storandt was later disciplined and demoted for displaying unprofessional behavior when meeting with Bakke. In August 1973, Bakke applied for early admission into UCD. During the interview process, Lowery was the second interviewer. He gave Bakke an 86 which was the lowest score Lowery had given out that year. Bakke received his second rejection letter from UCD at the end of September 1973. The following month, Colvin filed a complaint on Bakkes behalf with HEWs Office of Civil Rights, but when HEW failed to send a timely response, Bakke decided to move forward. On June 20, 1974, Colvin brought suit on behalf of Bakke in Yolo County Superior Court. The complaint included a request that UCD admit Bakke into its program because the special admissions program rejected him because of his race. Bakke alleged that the special admissions process violated the U.S. Constitutions Fourteenth Amendment, the California Constitutions article I, section 21, and Title VI of the 1964 Civil Rights Act.   UCDs counsel filed a cross-declaration and asked the judge to find that the special program was constitutional and legal. They argued that Bakke would not have been admitted even if there had been no seats set aside for minorities.   On November 20, 1974, Judge Manker found the program unconstitutional and in violation of Title VI, no race or ethnic group should ever be granted privileges or immunities not given to every other race. Manker did not order to admit Bakke to UCD, but rather that the school reconsiders his application under a system that did not make determinations based on race. Both Bakke and the university appealed the judges ruling. Bakke because it was not ordered that he be admitted to UCD and the university because the special admissions program was ruled unconstitutional.   Supreme Court of California Due to the seriousness of the case, the Supreme Court of California ordered that the appeals be transferred to it. Having gained a reputation as being one of the most liberal appellate courts, it was assumed by many that it would rule on the side of the university. Surprisingly, the court upheld the lower-court ruling in a six to one vote. Justice Stanley Mosk wrote, No applicant may be rejected because of his race, in favor of another who is less qualified, as measured by standards applied without regard to race.   The lone dissenter, Justice Matthew O. Tobriner wrote, It is anomalous that the Fourteenth Amendment that served as the basis for the requirement that elementary and secondary schools be compelled to integrate should now be turned around to forbid graduate schools from voluntarily seeking that very objective. The court ruled that the university could no longer use race in the admissions process. It ordered that the university provide proof that Bakkes application would have been rejected under a program that was not based on race. When the university admitted that it would be unable to provide the proof, the ruling was amended to order Bakkes admission into the medical school.   That order, however, was stayed by U.S. Supreme Court in November 1976, pending the outcome of the petition for a writ of certiorari to be filed by the Regents of the University of California to the U.S. Supreme Court. The university filed a petition for writ of certiorari the following month.

5 Appositive Phrases with Punctuation Problems

5 Appositive Phrases with Punctuation Problems 5 Appositive Phrases with Punctuation Problems 5 Appositive Phrases with Punctuation Problems By Mark Nichol An appositive is a noun or a noun phrase that appears in proximity to another noun or noun phrase to define or modify it. When writers employ nonrestrictive appositions, which consist of optional additional information, they sometimes fail to punctuate the sentence correctly to indicate that the phrase is parenthetical, leading to confusion. Here are five sentences in which insertion of a single comma repairs the damage. 1. â€Å"John Smith, Jones’s rival and number four on the FBI’s most-wanted list is caught.† If this sentence began with â€Å"Jones’s rival . . .,† it would be correctly punctuated. But â€Å"John Smith† is the subject, â€Å"is caught† is the object, and the phrase beginning â€Å"Jones’s rival† and ending â€Å"most-wanted list† is an appositive, and must be punctuated as a parenthetical phrase: â€Å"John Smith, Jones’s rival and number four on the FBI’s most-wanted list, is caught.† 2. â€Å"John Doe, who once led the company was indicted on eighty-five counts in a huge federal case.† The basic facts are that John Doe was indicted; the phrase â€Å"who once led the company† is an appositive parenthetical and must, like the descriptive phrase in the preceding example, be framed by commas: â€Å"John Doe, who once led the company, was indicted on eighty-five counts in a huge federal case.† 3. â€Å"Life has been rough for Jane Roe, the governor’s chief of staff ever since her controversial remark went public.† â€Å"The governor’s chief of staff† is the appositive here; without a comma following the phrase to complement the preceding comma, the statement implies that she gained her position when she made the remark: â€Å"Life has been rough for Jane Roe, the governor’s chief of staff, ever since her controversial remark went public.† 4. General Martin Dempsey, the Joint Chiefs of Staff chairman who just wrapped up a visit to Afghanistan, was asked whether he foresees North Korea taking military action soon. By combining the general’s title with the reference to his recent visit to Afghanistan, the sentence implies that more than one Joint Chiefs of Staff chairman exists; Dempsey is the one who had just returned from Afghanistan. The phrase â€Å"the Joint Chiefs of Staff chairman† must be bracketed by a pair of commas to show that it is the first of two parenthetical phrases dividing the subject from the object: â€Å"General Martin Dempsey, the Joint Chiefs of Staff chairman, who just wrapped up a visit to Afghanistan, was asked whether he foresees North Korea taking military action soon.† (Sometimes, one of two consecutive appositives that follow another noun or noun phrase can be separated by relocating one before the noun or noun phrase it refers to, but here, Dempsey’s title would compete with his military rank; however, the reference to the Afghanistan visit could be moved to a subsequent sentence, or even deleted because it is irrelevant to the sentence.) 5. â€Å"The next antiwar demonstration scheduled to take place on April 7 may take aim at companies outside San Francisco.† This sentence’s lack of internal punctuation will likely lead readers to assume that more than one demonstration is scheduled to take place on April 7, which is a distracting error. The reference to the date is in apposition, identifying the date of the event (it is appositive because, as a truncated version of â€Å"the one scheduled to take place on April 7,† it is another way of referring to â€Å"the next antiwar demonstration†), and could be removed without changing the meaning of the sentence: â€Å"The next antiwar demonstration, scheduled to take place on April 7, may take aim at companies outside San Francisco.† 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 Grammar category, check our popular posts, or choose a related post below:"Because Of" and "Due To" Connotations of 35 Words for Funny PeopleOppose and Opposed To

The rise of freeters and their relationship to the Japanese workforce Essay

The rise of freeters and their relationship to the Japanese workforce and economy - Essay Example The culture of becoming a freeter reached its apex during the economic recession that the country underwent in the 1990s. Japanese companies have always valued their senior workers and prefer them over young graduates. During the mid 1990s, recession was at its peak and as a result, the companies started to become more selective in their recruitment procedures. In the past graduates were trained and promised good employment prospects but after recession, only a few lucky ones ended up with a job while the rest had to face unemployment. The consequence of this was that even though the youth wanted to pursue long-term jobs, they did not get adequate opportunities and a large number of freeters were created. The government also relaxed the company laws allowing large companies to hire part-time employees. This created a huge gap between permanent employees, who enjoyed high pays, promotions and job security and the freeters who worked at relatively low pay scales (Nathan). Freeters have become a growing concern for the companies and the government.

Film review communication 240 Essay Example | Topics and Well Written Essays - 750 words

Film review communication 240 - Essay Example This makes the 112 minute film a must watch for everyone as it teaches about mobs, loan sharks, crime and above all the value of friendship. The main actors are Charlie (Harvey Keitel) and Johnny boy (Robert De Niro). A review of this film will reveal the integration of mafia in the society and their influence on individuals, the value of friendship and love and how the three can get intertwined even in the simplest of society members. The story surrounds the lives of Johnny boy who is a gambler and owes a lot of money to the loan sharks all of which has been used in his small time gambling problem and Charlie who is involved with the New York Mafia and also collects debts for his uncle Giovanni (Cesare Danova) who is in the mafia. The friendship between the two prevents Charlie from moving to join the New York Mafia because he feels responsible over the reckless Johnny boy and also because he is secretly having an affair with Johnny’s cousin Teresa. Charlie and Johnny are sho t at by Michael (Richard Romanus) who is a local loan shark who Johnny owes money to while trying to get out of town but they survive though Charlie’s shot hand causes them to have a crash. ... Teresa, for example, looks and acts like a weakling and there is no doubt that she is epileptic. The same can be said of Charlie who is composed, businesslike and suits the role of a debt collector and also friend. Johnny boy just seems lost and out of touch and it therefore does not come as a surprise to the viewer when he insults the loan arks instead of humbling himself. The cinematography of the film cannot be any better. When it comes to the lighting for example it is a bit dark in the gambling houses where Johnny boy visits and full of noise. When Charlie and Johnny are shot at and crash, the same cinematography effects displayed make it appear real, the movement during the crash and the mood when the ambulance arrives together with the lighting all makes it perfect. Compared to the other films and works of the director Martin Scorsese, mean streets is just the best and most enjoyed and positively rated film. This may be attributed to the fact that it is based on real life expe riences and the settings of the film are from the vivid memories of the director. The fact is that in this film, Scorsese wrote the script while on the streets of Little Italy and even acted in it himself may also be a cause of such a captivating movie. Conclusion Based on the above positive review of this film, it is evident that it paved way for the modern dramas involving crime. The viewer cannot regret the decision to sit for over an hour deeply engrossed in this exemplary literary work and hence can be recommended to all. All these positive reviews are in addition to the fact that with a budget of $500,000, the movie was not expensive to

Good Manners Essay Example for Free

Good Manners Essay Good manners are important because we live in a community. Good manners are the way we make social connections run smoothly. They give us a formula to deal with the unexpected, the awkward and an easy opening and closing ritual to meeting people. They can help us to mask our dislike of another merely by obeying the traditional courtesies of our culture. By treating others with respect and demonstrating good manners, we show that we expect the same respect in return. It is possible to disagree with someone very strongly, but if the argument is conducted with politeness and good manners, both sides come out of the situation well. The dispute might not have been settled to the satisfaction of either, but an agreement to disagree, reached amicably, means the relationship is not lost and further work can be done. There is always the hope that you can convince the other of your ideas in a future discussion. Quite often, long lasting friendships emerge from such well run conflicts because with the good manners comes respect for the person, even if not for the ideas. Human beings are complex, the product of their experiences and circumstances. Basic drives in each is strong and could make individuals self centered unpleasantly. Good manners give us the boundaries to behavior which are acceptable to our society, and these vary with each community, often in subtle ways. The elemental part of good manners is that you do not embarrass another person. It’s a simple as that. With these guidelines we can deal with many unexpected situations with aplomb. Good manners are a protection as well as a way of easing communication. It is much more comfortable to be with those who are polite. The language is more agreeable, the behavior is inclusive and it helps everyone concerned to feel good about themselves. Those who are feeling relaxed, safe and comfortable are more likely to be productive in their enterprises and good company. Even if this is only because they can concentrate on what they are doing. They are not worrying about what other people think of them or having to remembering that they are in a feud and are ‘not speaking’ to certain people. All that takes energy and is a waste of time as well. While it is possible to be very rude to someone else with subtly, within a framework of good manners, this is not the aim of the rules by which communities abide. It is also rather pointless, but it happens. Simply, good manners are important because they ease communication between people.

The Marxist Ideal Cannot Work Essay -- essays research papers

The Marxist ideal, a highly appealing, almost Utopian society, is impossible to achieve due to the fact that it demands that the human mind be almost without flaws. It asks of society and its members to be absolutely without ranks, without greed or leadership. This has been clearly impossible for society. Each step to achieving a communist establishment has been, continues to be, and will be, in actuality, a step towards the totalitarian societies of past and current so-called communist countries. Communism became popular solely in under-developed countries, contrary to Marx's beliefs as to what should happen, and its rise in these countries was the beginning of its fall. Marx believed that the only way to overthrow capitalism was to create a revolution of the proletariat and in essence this revolution carries the cause even farther away from true communism. Equality is the next issue that Marx tackled, and in the communist ideal, it is absolutely crucial. In the real world of distorted ideologies, it hovers in the background. The ultimate in communist ideologies, however, is that eventually there will be no need for government. This essay will illustrate how, as communist societies in the real world progress, nothing could be further from the truth. Currently, communism, as exercised in the few Communist countries left in the world, is far from the Marxist ideal. From its beginnings to the present day and into the future, communism has become distorted into something that would be Marx's worst nightmare. Due to "quirks" in the human mind that just can't seem to be worked out, the Marxist ideal simply cannot work. Marx's prediction was that communism would prevail in the highly industrialized countries of Western Europe. Instead, it took place in Russia, a country troubled by its corrupt head of state. By definition a Communist revolt demanded an industrialized country as its focus, where a militant and organized proletariat had had a chance to develop. The revolution of 1917, however, exploded in Czarist Russia, one of the most backward countries in Europe.i Russia in the early 20th century was mainly agricultural, rather than industrial, but through their exasperation and strong leadership, the Communists prevailed. The head of stat... ...the ideal. However, Marx underestimated the way in which the human mind works. Without a doubt, the flaws in the minds of the leaders of the communist states that have existed, and continue to exist, have ensured that this ideal will never be realized. From the very beginnings of a communist state's existence, to the revolution that brings it about, to the equality that it lacks, and the impossibility of the ultimate ideal, Marx's vision is being distorted the whole way through the process. In theory, communism is a good idea. However, it fails to anticipate the flaws of the human mind. It is a good idea that doesn't work out well in practice. i Ellis, Harry B. (1972). Ideals and Ideologies: Communism, Socialism, and Capitalism. Nelson, Foster and Scott Ltd. Pg. 31 ii Marx, Karl and Engels, Friedrich. (1964). The Communist Manifesto. Monthly Review Press. Pg. 25. iii Ellis, Harry B. (1972). Ideals and Ideologies: Communism, Socialism, and Capitalism. Nelson, Foster and Scott Ltd. Pg. 31 iv Ellis, Harry B. (1972). Ideals and Ideologies: Communism, Socialism, and Capitalism. Nelson, Foster and Scott Ltd. Pg. 36

Morton Salt Essay

1. Briefly describe salt production, from brine production to finished round cans. Salt is obtained by introducing water into salt caverns which in turn dissolves the salt deposits within the caverns, allowing the salt solution (brine) to be brought to the surface for further processing. The brine is boiled in order to remove most of the liquid, resulting in salt crystal deposits. The salt crystal deposits are then further dried to remove all residual moisture to produce the final product; salt. The finished product is stored within a silo awaiting production. The round cans used for packaging salt are produced on-site. The cans are produced by gluing two sheets of chip board and rolled into a continuous tube. The tube is then cut into long sections and then cut again into can-size pieces. The finished pieces are moved on conveyor to where the various parts can be assembled into cans and glued. Once the cans are formed, they are filled with salt and the pour spout is added to the can . Once completed, the finished cans containing salt are loaded onto pallets and placed into inventory awaiting shipping to distributors. 2. Briefly describe quality assurance efforts in round can production. Quality is checked primarily by visual inspection including verifying the assembly was done correctly, checking the filled cans for correct weight, inspecting cans to ensure labels are correctly aligned, and checking to see whether metal pour spouts are correctly attached. 3. What are some of the possible reasons why the company continues to use the old processing equipment instead of buying new, more modern equipment? The company may not have updated its equipment because of the high cost of investment in new machinery. 4. Where would you place salt production in the product-process spectrum? Salt production would be a low variety, high volume operation which would place it as a repetitive production or continuous flow in the product-process matrix. 5. Determine the approximate number of tons of salt produced annually. (3,800,000 cans per year) x (26 ounces of salt per can) = 98,800,000 ounces per year. (98,800,000 ounces per year) / (16 ounces per pound) = 6,175,000 pounds per year. (6,175,000 pounds per year) / (2000 pounds per ton) = 3,087.5 tons of salt per year. 6. What improvements can you suggest for the plant? a.Application of Statistical Process Control (SPC) to reduce the cost of quality. b.Develop a plan to overhaul the existing equipment and to purchase new equipment as a joint effort among finance, purchasing and manufacturing areas. c.Synchronize production, distribution and capacity planning to make sure that there is sufficient capacity in the silos to handle the incoming salt from brine production. Reduce operating expense by introducing computerized QA for round can production for the following processes: electronically measure filled can weight, use a computerized laser to measure and ensure labels are properly aligned, use a mechanical stress test to ensure metal spouts are correctly attached

Inspirational Stories Essay

Once upon a time, there was a king who ruled a prosperous country. One day, he went for a trip to some distant areas of his country. When he was back to his palace, he complained that his feet were very painful, because it was the first time that he went for such a long trip, and the road that he went through was very rough and stony. He then ordered his people to cover every road of the entire country with leather. Definitely, this would need thousands of cows’ skin, and would cost a huge amount of money. Then one of his wise servants dared himself to tell the king, â€Å"Why do you have to spend that unnecessary amount of money? Why don’t you just cut a little piece of leather to cover your feet? † The king was surprised, but he later agreed to his suggestion, to make a â€Å"shoe† for himself. There is actually a valuable lesson of life in this story: to make this world a happy place to live, you better change yourself – your heart; and not the world. Once there was a king who told some of his workers to dig a pond.  Once the pond was dug, the king made an announcement to his people saying that one person from each household has to bring a glass of milk during the night and pour it into the pond. So, the pond should be full of milk by the morning. After receiving the order, everyone went home. One man prepared to take the milk during the night. He thought that since everyone will bring milk, he could just hide a glass of water and pour inside the pond. Because it will be dark at night, no one will notice. So he quickly went and poured the water in the pond and came back. In the morning, the king came to visit the pond and to his surprise the pond was only filled with water! What has happened is that everyone was thinking like the other man that â€Å"I don’t have to put the milk, someone else will do it. † Dear friends, when it comes to help the Religion of Allah, do not think that others will take care of it. Rather, it starts from you, if you don’t do it, no one else will do it. So, change yourself to the way of Allah to serve Him and that will make the difference.

Analysis of Employee Benefits within an Organisation The WritePass Journal

Analysis of Employee Benefits within an Organisation Introduction Analysis of Employee Benefits within an Organisation Introduction Types of Employee Benefits2.1 Disadvantages of employee benefits2.2 Advantage of employee benefits   Compensation Management Influence Over Employees and CompaniesConclusions References Bibliography   Related Introduction The purpose of this essay is to open the discussion about one of the most relevant features for the human beings these days, the payment schemes such as salaries, wages and benefits that employees receive in retribution of their work. On this paper work it will be developed the next question â€Å"If employees undervalue the cost of benefits, why should a company not drop benefits and simply add more direct compensation?† On first instance, is precisely to say that the direct compensation is the monetary benefits that employees receive in return of the service they provide to the company, such as basic salary, rent allowance, travel allowances and medical reimbursements among others; on the other hand indirect compensation is the non monetary benefits that the employees receive such as life insurance, health security, pension, vacations and flexible timings among others. Thus, the payment programs have become one of the most important issues on the human life nowadays, that ´s because they define the opportunities and choices that one person has to provide wellness, security and a future to their families or their loved ones, and in the same way feel recognition for their capabilities and efforts. Consequently, there have always been different systems of pay and compensations to suit the employees and employers requirements, for this reason there are wages with non monetary and monetary benefits. Employees typically depend on salaries and wages to get a stable income and on benefits to provide health and security. For employers, compensation decisions influence their cost of doing business and thus, their ability to sell at a competitive price in the goods and/or service markets. Far beyond that, compensation decisions determinate the employers ability to compete for qualified employees in the labour market. (Ferris, et. al, p.528) Employee compensation practices differ across employment units (e.g., organizations, business units, and facilities) on several dimensions. Dimension like Form (cash or benefits), Level (How much do people disserve to earn for their job), Structure (hierarchies and pay differential within an employee unit), Mix (how and when cash compensation is disbursed) and finally Pay Administration (pay policies and who is in charge of that process) (Ferris, et. al, p.528).The central point of the employee compensation discussion has been on defining these dimensions, researching why organizations differ on them, and considering whether such differences have consequences on employee behaviours and attitude; Along this work this topic will be developed deeply and it will be shown examples of how it can vary and how this contribute to the question above. Now then, as it was mentioned before indirect compensation refers to benefits, is essential to understand that this benefits are forms of value (non monetary) that are provided to the employee in return for his/her job. That ´s why when it refers to employee benefits the most common are: vacations-holidays, employee stock ownership plans, retirement plans, health insurance, life insurance, disability insurance, pension, leisure bonuses, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans and timings. Despite that some employees undervalue the benefits, it ´s important to say that companies cannot drop benefits that easy because two essential reasons. The first reason is because of the law; the benefits must be given to the employees as part of the remuneration of their job or services, that ´s legal issue and must be part of the pay policies of the company. The second reason is because employees like parents or elder people prefer benefits as they find them important for their families, their retirement or their pension schemes. Other aspects that companies find important are that the indirect compensation can encourage the employee to do a better job, creates a sense of trust and loyalty between the employee and the employer. This way compensation plays such a key role because it is at the heart of the employment relationship, being of critical importance to both employees and employers; also that ´s a reason why organizations are becoming more concerned with positioning employee compensation as a strategic human resource management function in order to obtain competitive advantage. Types of Employee Benefits Each country has different forms of salaries, wages and benefits. In the UK, employee benefits are categorised by three terms: Flexible Benefits, Voluntary Benefits and Core Benefits. (Price, 2007, p.467) The first term is Flexible Benefits, also called Flex Scheme, is where employees are allowed to choose how a proportion of their remuneration is paid. This is normally delivered by allowing employees to sacrifice part of their pre-tax pay in exchange for a car, additional holiday, a shorter working week or other similar benefits, or give up benefits for additional cash remuneration. The second is Voluntary Benefits; these are the collection of benefits that employees choose to receive. These tend to be schemes such as the government-backed, Bike2Work and Childcare Vouchers (Accor Services, Busybees, Sodexho, KiddiVouchers, Early Years Vouchers Ltd). Employee Discount schemes are often setup by employers as a perk of working at the organization. (www.cipd.co.uk) Finally, Core Benefits is the term given to benefits which all staff enjoys, such as holiday, sick pay and flexible schedule. In recent years, many UK companies have used the tax and national insurance savings gained through the implementation of salary sacrifice system, to fund the implementation of flexible benefits. In a salary sacrifice arrangement, an employee gives up the right to part of the cash remuneration due under their contract of employment. Usually, the sacrifice is made in return for the employers agreement to provide them with some form of non-cash benefit. The most popular types of salary sacrifice benefits include childcare vouchers and pensions, that’s a reason why indirect compensation still being important for some workers like those who are parents or those who are close to retirement. 2.1 Disadvantages of employee benefits In the UK these benefits are often taxed at the individual’s normal tax rate,which can be expensive if there is no financial advantage to the individual from the benefit. The UK system of state pension provision is dependent upon the payment of National Insurance Contributions NIC. Salary exchange schemes will result in reduced NIC payments and so are also liable to reduce the state benefits, most notably the state second pension. (www.cipd.co.uk) 2.2 Advantage of employee benefits   The benefits are an important component of a companys remuneration package for attracting and retaining its employees. The benefits serve as incentives to the employees and encourage them to work hard for the organisation, instead of give up part of their salaries. These also help in building up job satisfaction. In the same way, there can be advantages for employers; one of the major advantages is an easing of their own cash flow. Another advantage is the option to negotiate discounts with benefit providers, this could represent savings for the company when the personnel is large, so the provision of non cash benefits can consequently be cheaper than the part of the salary that the employee is giving up. Some benefits are attractive even for young workers such as a company car or mobile phones, which can be provided by the employer and without having to make these arrangements by the employee. On the other hand, tax advantages are extended to employees as well as employers. Some benefits package provides a tax advantage; for example, if the employer pays for the mobile phone, this is treated as a non-taxable benefit, so this can represent a significant tax saving over the course of a year, for both parts. Compensation Management Influence Over Employees and Companies (Example 1) On this case, AVIVA an insurance company has proposed closing its final-salary pension scheme, because is considered inequitable and unsustainable. On this case, the reason of the closure of the final-salary pension was because it took two-thirds of Avivas contributions to UK staff pension arrangements, but only one-third of UK staff had the final-salary benefit. This proposal come after a string of businesses announced their intentions to close final-salary schemes to current members. Construction firm Taylor Wimpey, Trinity Mirror, Pirelli, Fujitsu, Barclays, Morrisons, Vodafone, BMI, Dairy Crest, IBM and Costain all said they planned to do so in the last year. (http://news.bbc.co.uk/) Now this could be a problem, as it means the typical worker will lose a third of expected pension payments, but also it can proved the high costs of indirect compensation for organizations. On the other hand, incentives and motivation programs can reduce the cost of the benefits expenses for the companies; on the following two examples it can be proved. (Example 2) The company name is Rim Hospitality, which is a hotel, resort and boutique property management company. With rising workers compensation expenses, Rim Hospitality needed to find a cost effective solution that would motivate employees to help reduce these costs, and also maximize efficiencies with employee productivity and scheduling. The plan developed by this company consisted in implementing a prepaid MasterCard card as the award to the employees, which provided the employee the freedom to choose what they want, when they want it. With this plan, Rim Hospitality experienced positive results almost immediately which have steadily increased. Thus, over two years, they reduced workers compensation claims by 29% and therefore this meant more productivity to compensate the cost of benefits and savings of $634,000 during that time. (www.hrmreport.com) (Example 3) There is another case where incentives and motivation programs can reduce the cost of the benefits expenses. This example is referred to Pepsi Bottling Group (PBG) which is the worlds largest manufacturer, seller and distributor of Pepsi-Cola beverages. In 2005, PBG was working on a better way to manage the rising cost of health care for its employees. They did that by educating their employees on various health related issues. First of all, PBG implemented an employee survey to get feedback on the interest of their employees. Thus, all the employees who had participated in the survey were rewarded with a prepaid card as an incentive; following the survey period, employees were offered a variety of healthcare educational classes to attend. When the class was completed, the employee received an additional prepaid Card as a reward for completing the class. Time after the implementation of that program, PBG has noticed that expenses generated by health disease, absence, emot ional conflicts, and health insurance costs were lowered in 47%. (www.hrmreport.com)  Ã‚  Ã‚  Ã‚  Ã‚      Now then, sometimes a bad healthcare can drive up the cost of the benefits for employees and employers. (Example 4) Similar to the previous, this example shows that according to the U.S. Bureau of Labour Statistics, as of 2009, trucking had an injury rate 30 percent higher than other U.S. industries. This coupled with higher average medical and indemnity costs, makes employer costs will go higher; therefore this will lead to higher workers compensation costs and any savings employers thought they were accruing will be lost when injuries go up. So, the higher rates can be attributed in part to several factors. Because of the nature of their work many drivers are out of shape, eat badly, smoke too much, dont do exercise and hardly ever get enough sleep. As a result of this, they found themselves susceptible to heart attacks and diabetes, as well as a myriad of strains, sprains and various other muscular-skeletal injuries. This makes truckers a danger on the road but also a danger to themselves, and by the way driving up employers costs. (http://web.ebscohost.com) (Example 5) Sometimes working in a non traditional way like working from home is a benefit that workers value, especially if they have families. This example shows that an AIM survey made in 2006, indicated that 40% of companies in Massachusetts were looking at ways to decrease the compensation budget, which meant that workers wouldn’t have been happy with that news, for that reason employers found the way to offset the dissatisfaction that will cause. They proposed to give flexible hours of work, telecommuting, and other lifestyle benefits; but perhaps, one of the most important benefits was the opportunity to work from home or 50/50 (half in the office and half in home), that was a differential factor and was used even as a recruiting tool. (http://web.ebscohost.com) That is an important benefit that more and more companies have put in practice, because they can trust and rely on people, this is a management new thinking and change of attitude, where people find that they work hard when no one is looking at them, that they don’t need a supervisor all the time or someone just watching if theyre working. This aspect was very important for families and parents who wanted to expend more time with their sons and relatives. (Example 6) Another option growing in popularity is flexible time and banks system, which consist on time off available to use at any time, instead of the typical, two weeks of vacation, five sick day permission, and 10 holidays. That way, employers are not asking to the workers if are they sick today, or if do they want the day off; because with the banks system and flexible times they can make some long weekends or take some time off in the middle of the week. That type of flexibility is definitely attractive to employees. (www.businesswest.com) By a short break, it has been found that the cost of the benefits could be a high risk when the PESTE factors (Political, Economical, Social, Technological and environmental) affect the organization. (Example 7) In Colombia for example, in the nineties when the government decided to open his economy to the neo liberal model of free trade and the invisible hand of Smith that in theory regulates the economy and the prices of buy and sale, a lot of Organizations in the textile industry suffered the consequences of that Governmental policy. There was a specific company that went to bankrupt in a short time after the economic opened, that company was Coltejer who had been one of the biggest companies in the textile industry in Colombia; the reason is that this company gave good benefits to their employees which made this one of the top organizations in where people desired to work, the benefits ranging from computers and household facilities provided by the company to cars that employees could acquire after have worked for some years in the company. So basically, when the Chinese and East Asia products got in the Colombian market, Coltejer could not compete with the bargaining and cheap prices of those products, that because of the high costs of benefits that Coltejer was holding with their employees, among other reasons, and the company could not bear and overcome the price difference, despite the fact that external products were low in quality; so in this case it can be seen that high costs of benefits could provide go od talents and satisfied employees, but also could be a high risk option for the organization if an external factor affect the business. (Example 8) In the same way in Chile, the shoes industry was affected by the PESTE factors; it was basically after signing the free trade agreement with China 4 years ago, and as a result of the undefeatable prices of Chinese shoes companies, many companies in Chile had to reduce staff and reduce both compensations direct and indirect, which brought turbulence and imbalance to the companies. (www.economiaynegocios.cl/) (Example 9) Although, external factors could be positive in a medium term perspective, like natural resources prices, especially the petroleum high prices; where in countries like Venezuela usually bring big wealthy to the people, such is the case of PDVSA, the Petroleum Public Company of Venezuela, which is one of the biggest companies in the petroleum industry over the world, and because the petroleum bonanza and the high prices of the barrel make that PDVSA could give spectacular and expensive benefits to their employees, such as car, housing, vacations, education (sons of PDVSA employees receive education allowances and scholarships to study abroad, and free education in Venezuela). So this shows the magnitude and the impact of the benefits on the employee’s life and in the company’s costs. (www.pdvsa.com) (Example 10) A survey made by Personnel Today found that, in half of 700 organisations who responded to the survey, take-up of childcare vouchers was less than 6%, and only 9% of organisations reported more than 30% staff take-up of the vouchers. So it means that poor communication of the benefits of the schemes is the result of the low take-up. However, the survey shows that there is growing awareness of the existence of childcare voucher schemes, which enable employers to offer working parents vouchers to pay for registered childcare without having to pay tax or National Insurance contributions. Most organisations (81%) said staff awareness of childcare vouchers had increased over the last five years, and that offering childcare vouchers could be a deciding factor in attracting working parents and retaining key staff. The final conclusion of the survey applied to the organizations, shown that 91% either agreeing or strongly agreeing that offering childcare vouchers improved an empl oyers reputation. The research also looked into employer interest in offering a similar scheme for staff that needed to look after elderly dependants and the results shown that 59% were interested in introducing them. (www.personneltoday.com) (Example 11) As it has been said along this work, good benefits are useful to attract and retain qualified staff for a company, now then, it also help the company to save money. That ´s because attractive benefits facilitate a companys bottom line on multiple levels, and one that shouldnt be ignored is the cost of replacing employees who become dissatisfied and leave. The cost to replace an employee can be anywhere from 30% to 40% of somebodys salary up to 150%, and is money that the employer is going to spend on recruiting and retraining. (web.ebscohost.com) (Example 12) On this order, employers might offer workers a motivating and attractive package that says, if you stay with me five years or 10 years, at the end of that time, Ill give you a raise that might be equal to 50% of the base salary. Because its on an individual basis, the employer cannot take a tax deduction for what he is spending, but if the employee got skills and talents that the organization needs to his optimal productivity, it would be more important to tie the employee to the organization for 5 or 10 years. That arrangement appeals to people at certain stages of life. For example, someone with two children is going to be staring to college costs in a little less than a decade. By offering to double his starting salary after 5 years, the employer can bring a little financial-planning reassurance to the worker, while not having to worry about losing the assets he brings to the company. Employees nearing retirement age might also find value in such an offer. (web.ebscoh ost.com) (Example 13) This is the case of Unisys (IT Services Company) which has had a flexible benefits scheme for 13 years. This has changed a lot over that time to reflect staff interests, and is split into three categories security, wellbeing and lifestyle. Unisys workers average salary is about  £50,000. Andrew White, reward manager, says We found high interest in security-type benefits rather than lifestyle, so tried to tailor as many as we can in the insurance sector. Security benefits include critical illness insurance, travel insurance and group income protection. The most popular benefits are critical illness, dental insurance, holiday-trading and income protection. (http://proquest.umi.com) (Example 14) In the case of retail giant Tesco, who offers its employees a wide selection of benefits, including a defined benefit (DB) pension scheme that is open to all staff, three all-employee share schemes, life assurance, childcare vouchers and discounts at theme parks. Tesco also offers all its employees a discount card (the Privilege card), which gives a 10% discount on shopping in all Tesco stores and online. Staff can save a maximum of  £730 a year. Staff feedback shows the Privilege card is top of the list of most valued benefits. The reason the Privilege card is so popular is because staff get immediate benefit from it, they get money off their shopping receipt. (http://proquest.umi.com) On the other hand, voluntary benefits include a staff tariff on the Tesco Mobile network and discounts at Tesco Bank. Each pay period, Tesco includes a new offer, for example extra deals on clothing, home ware or photo processing. With nearly 290,000 UK staff and from different nationalities, Tesco has a wide range of needs to consider. (Example 15) Telegraph Media Group is an organization who gives to their employees’ wide range of benefits, and that’s the cause of why more than 80% of the employees have declared to be satisfied with benefits. One of Telegraphs most popular benefits is the pension scheme, where the company pays a lot into that and employees don’t get charged for administration. In the same way there is a good website for the pension scheme. This is very important issue for employees therefore in the current situation, because they can save their pensions and don’t have to worry about the public pot. (http://proquest.umi.com) Another valued issue is the health and wellbeing services provided by Telegraph, such as its on-site gym, free and subsidised fitness classes, free corporate massage service, and on-site doctor with physiotherapy services. All this kind of smart compensation policies ease the life of the employees and also the productivity and work environment of the company. (Example 16) Another example is the one about the Oil and Gas Company Subsea 7, who employs 1,800 people in the UK and they consider that is essential to create a clever payment strategy to attract and retain the best people. Considering this the company first introduced tax-efficient perks offered via salary sacrifice arrangements, then built on this with a total reward statement and a flex scheme. To ensure the package is understood and appreciated by staff, it tracks a variety of measurements, including the number who has enrolled on the benefits website, the choices they make, how often they visit the site, and the take-up of different benefits. (http://proquest.umi.com) Conclusions During this essay, it has been tried to demonstrate what is better for both employees and companies in terms of compensation. As it has been shown the compensation could vary depending on the company policies and the HR strategies. As human beings we are looking always for the best choice for us, it must be a choice that satisfy the basic needs one person has and at the same time gave him/her wellbeing, comfort and happiness. In the same way companies are looking for the best way to attract and retain excellent staff, which brings quality, productivity, growth, status, competitiveness and profits to the company. Now then, compensation is just the manner in which the employees get some pay in return of the services they have given to the company. The main question of this essay put a hypothetical situation in which employees undervalue the cost of the benefits, and the company has to decide whether remove the benefits and add more direct compensation, which would means add more monetary value, more basic salary or just more allowances; now then, as it has been shown before, the needs of each employee differs depending on the age, personal aims, family type, lifestyle, culture, religion and even education level. So it’s essential that the employer knows perfectly well the characteristics and the staff behaviour, in order to offer the best compensation package for each group of workers, and also to save money and gain productivity and competitiveness. As it has been mentioned before, the company could gain productivity and competitiveness just by offering to their employees’ nice conditions, because the worker who feels that the company really care about him and give to him everything he needs could work the double in the half of time, giving better results and being committed with the business, so that’s how an employer can create loyal and good workers. On the other hand, when companies chose the right compensation packages for their employees, they will be saving money and the reason is because on one side they won’t waste money in benefits that employees don’t like or undervalue or even they are not going to use, and on the other side the save money because if they keep the employees satisfied they won’t be need to spend money on recruiting and training new staff. So, my answer to the main question is that, employers have to do everything necessary to keep employees satisfied, as they are the gears of the machine, so if in this case or in one specific company the employees undervalue the benefits and prefer more direct compensation, I must say that on first instance a general check in of the compensation program must be done, so it means to check the different dimension of payment such as form, level, structure, mix and the pay policies of the company. Is necessary to know that some benefits cannot be removed, as they must be given as a legal issue (e.g. social security or pensions), other flexible benefits could be removed or added according the characteristic of the employee, because I can’t offer a 25 years old person, whose marital status is single a childcare voucher or long term plans benefits, may be this person could be more attracted with travel allowances, or just have more cash to spend on leisure activities; on the other sid e a mother with little kids should be more interested in flexible timings, work from home, health care insurance and vacations, and in the same way an old person is probably thinking in pension schemes. Now then, for the company instead, the fact of add more direct compensation could represent a more complicated manage of the cash flow and at the same time could be more expensive, as employees are not giving up part of their salaries in exchange of the benefits, and some companies usually negotiate discounts with some benefit providers, instead it cannot be done with the employees salary; in addition, with indirect compensation employers get tax advantages, that could be relevant throughout of the year. In conclusion, if the employer adds more direct compensation he could lose money, because he won’t have tax advantages, there won’t be salary sacrifice system so there won’t be possibility to negotiate with benefit providers and as a result it will be also more complicated to manage the cash flow without those benefits. Now on the other hand, if the employees are not completely satisfied with the indirect compensation, it will mean that the work environment could be affected and as a result the productivity, competitiveness and loyalty of the staff which in a medium term could be expensive for the company. So it’s a complex situation, which I’m agree in part, because it require a smart strategy that permit the employer hold indirect compensation in order to benefit the company wealth, assets and resources, but at the same time is necessary offer good perks to employees in order to create incentives and wellbeing among them and thus boost each employ ee to get the best of them. References Books: Ferris, Gerald R., Rosen, Sherman D. And Barnum, Darold T. Handbook of Human Resources Management. (1995) Blackwell Publishers, first ed., Oxford,   pp. 528-570 Price, Alan. Human Resource Management in a Business Context. (2007) Cengage learning EMEA, third ed., London, p. 467-488. 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Ethical Concerns Essay Example | Topics and Well Written Essays - 500 words

Ethical Concerns - Essay Example A patient had been confined in a private room in this health institution for almost one month due to chronic illness with diverse complications. Due to her long stay and numerous laboratory, diagnostic and therapeutic examinations, her statement of account reached a staggering amount which could not be immediately covered by the funds of the patient and her family. She had been accompanied by her daughter who helps by providing physical, emotional and financial support. However, due to the critical condition that her mother experiences, their account was classified as â€Å"red tag†. Patients with red tags are immediately referred to the Customer Relations Department who monitors their status and closely coordinates with the Accounting and Cashier Department for settlement and collection purposes. Once a patient has been classified as â€Å"red tag†, any procedure (therapeutic, diagnostic, laboratory, etc.) need to be immediately settled prior to the administration of the procedure, regardless of the necessity and the kind of the procedure to be undertaken. The rationale for this is to prevent further increases in the amount due to the hospital which might not be collected nor paid. The patient regularly needs any of the abovementioned procedures to monitor her health progress and to identify and assess whether present medications need to be adjusted (increase or decrease in dosage and frequency of administration). However, since this patient was already classified as â€Å"red tag†, and since the daughter still needs to look for alternative sources of funds to settle the staggering amount, the required regular procedures could not be undertaken. In this regard, being a hospital with medical and ethical responsibilities to their patients, does their red tag policy contradict conformity to ethical standards? Based on the underlying definition of ethics, one should examine the rules that govern human action and

Criminal Justice - Homicide Studies Research Paper

Criminal Justice - Homicide Studies - Research Paper Example Report on the Ethics Committee, 2010 The Ethics Committee reports regularly to the American Psychological Association. In its report of 2010 the committee has address the topics pertaining to the ethical issues such as psychologist consulting to reality TV programs, psychotherapy, issues related to psychologist, giving psychological treatment over the internet, etc. In 2010 the Ethics Committee responded to majority of the requests received by the office and attended 46 workshops and discussions on national and international level throughout the year. The responsibilities of Ethics Committee includes to consider the individual cases, cases of the state licensing board or court and finally those which result from committee’s own initiative after getting information from the public. The Ethics Committee starts its working when it receives an inquiry letter from an individual. The show case process starts with a notice from the state licensure board. Then the preliminary investig ations are made to decide whether the case should be closed or it should proceed to the level of formal case. These investigations provide detail information about complain. Formal cases are opened if the responded proved to be charged for ethical violation. The cases pertaining to ethics which meet the threshold criteria are then referred for resolution. The sanctions described in Rules and Procedures (APA, Ethics Committee, 2002) includes that the individuals should be terminated from the APA membership or they should be reprimanded or censured. In the cases reviewed by the committee in 2010 no reprimands were made, there were two cases of censure and five cases of loss of membership. Crime and Delinquency The American population is exposed to pictures of crime and delinquency through all the digital devices and social media which results in fear and affect the attitude of the people and their voting habits. Politicians are using crime and delinquency in their policy agendas to at tract people to vote for them. The relationship between crime, delinquency and political science is determined by deterrence theory, conflict theory, labeling theory and radical theory. All of these are related to the main topic because they are considered important by the political science, crime and delinquency scholars and the theories include the analysis of government and political institutions. The theories are useful in explaining the government and political processes about the criminal acts. After selecting the theories further research articles were obtained from J-store sociological database on the basis of contemporary theoretical trends and past development of the tactic. The results showed that the societal fears gives rise to criminal acts and ultimately ends on criminal punishment. Deterrence theory suggests that the criminals should be punished publically so that it discourages the public to involve in such activities. Conflict theory suggests that criminal acts hav e their roots in the instability between political and social groups. According to the labeling theorist the criminals should be labeled negatively but this negative label can encourage the criminals to act in the same way in future as well. Historical records have shown that the labeling