Movie Summary East is East Essay Example

Movie Summary East is East Paper 1.0 Synopsis Sajid Khan is a British-Pakistani boy who lives in Salford, North of England in 1976. Sajid, now 15, has reached puberty and tried to figure out who he is and where he belongs. His father embraces Pakistani background and forces Sajid to do the same. He doesnt want to embrace his Pakistani life as he was born and raised as an English man. In school, he often gets bullied by his schoolmates due to his Pakistani background. He plays truant to avoid the bullies and to fill his empty mind by shoplifting then get caught. Sajid has two brothers, Nazir, and Maanir. Maanir is in Pakistan on a mission to find a Pakistan girl to wed to and bring her back in the UK and live there. Nazir rarely communicates with them and has an English girlfriend in England who is unaware of his true ethnicity. A devastated George, states all of his other children in England have become British, and he cannot lose Sajid as well. So, he decides to take him to Pakistan to meet his extended family. In Pakistan, Sajid cannot picture himself living there, so he becomes grumpy and ignorant all the time. Later, Sajid gradually appreciates his culture and new surroundings which please George. Sajid’s mother, Ella comes to Pakistan and intended to bring Sajid back to England but surprise to hear that her son isnt coming back home. Ella meets George first wife, they fight at first but instantly makeup, and George told Ella he loves her so much. The film ends with George and his England-based family returning home and Sajid fi nally proud of his Asian background while George is happy now serves Pakistani-style kebabs. (Wikipedia, 2001.) We will write a custom essay sample on Movie Summary East is East specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Movie Summary East is East specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Movie Summary East is East specifically for you FOR ONLY $16.38 $13.9/page Hire Writer 2.0 Cultural Elements I. Individualism Vs. Collectivism Scene George and Sajid have just arrived at the airport in Pakistan. When they leave the airport building, a great mass of people including their relatives is outside waiting for the British guests. Sajid is quite confused and mistakenly greets an old beggar woman who is

102 Intro to Monster Theory Professor Ramos Blog

102 Intro to Monster Theory Quick Write Quick Write What is a Monster? Define the term monster in your own words. You definition should be a brief paragraph that explains what a monster is. Make sure to include the physical and behavioral characteristics. mon ·ster  noun 1. an imaginary creature that is typically large, ugly, and frightening. Introduction We are going to be starting the second and final unit of the course, Monsters. We will read, write, and think critically about monsters of many kinds. Monsters and Monstrosity will provide us the opportunity to learn about a phenomenon that stretches across multiple cultures and time periods. Monsters will also give you a better understanding of both cultural history and the world today. Monsters are all around us. In the movies we watch, the books we write, and in every aspect of life. Monsters are fear inducing. But monsters are also cuddly like Sully, Cookie Monster, and The Count on Sesame Street. Monsters have always been symbolic creatures, generally representing darkness and evil. The villain for the hero to vanquish. The Latin word monstrum refers to both a monster and a sign that something momentous or calamitous is likely to happen. Why Monsters? â€Å"What I will propose here by way of a first foray, as entrance into this book of monstrous content, is a sketch of a new modus legendi: a method of reading cultures from the monsters they engender† (Cohen 3). The theses are tools for us to use to analyze monster, in the cultural studies sense. The monsters the cultures produce say a lot about that culture. We create monsters that evolve over time, sometimes purposely for whatever reason. Monster Culture (Seven Theses) Our purpose for today is to understand the seven theses on Monsters and Monstrosity and to develop a good resources that will help us to remember and use the theses in our writing. Jeffrey Jerome Cohen – Monster Culture (Seven Theses)  (p. 3-20) We read Cohen’s Monster Culture: Seven Theses for today. Jeffrey Jerome Cohen argues that we can read â€Å"cultures from the monsters they engender† (3). This is chapter one of his book  Monster Theory: Reading Culture.   From the editor/author’s website: We live in a time of monsters. Monsters provide a key to understanding the culture that spawned them. So argue the essays in this wide-ranging and fascinating collection that asks the question, What happens when critical theorists take the study of monsters seriously as a means of examining our culture? In viewing the monstrous body as a metaphor for the cultural body, the contributors to Monster Theory consider beasts, demons, freaks, and fiends as symbolic expressions of cultural unease that pervade a society and shape its collective behavior. Through a historical sampling of monsters, these essays argue that our fascination for the monstrous testifies to our continued desire to explore difference and prohibition.  JeffreyJeromeCohen.com Monster Theory Thesis I. The Monster’s Body Is a Cultural Body (4) Thesis II. The Monster Always Escapes (4) Thesis III. The Monster Is the Harbinger of Category Crisis (6) Thesis IV. The Monster Dwells at the Gates of Difference (7) Thesis V. The Monster Polices the Borders of the Possible (12) Thesis VI. Fear of the Monster Is Really a Kind of Desire (16) Thesis VII. The Monster Stands at the Threshold . . . of Becoming (20) In groups, develop a list of the important points, lessons, takeaways, and examples that we need to understand in order to understand the thesis. Write a short summary explaining the points of the thesis. Make sure you label which thesis you are writing about. This is very important because we will be using monster theory to write the last two essays in the course. The better we understand the theory, the better we will be able to apply it. Monster Thesis 1: The Monster’s Body is a Cultural Body Each culture will produce their own monsters and their own versions of monsters. â€Å"The monstrous body is pure culture† (4).

Beta Performance Management System of HRM †Free Samples

Performance management is a concept essential in the field of human resource management involved with the continuous process of identifying, measuring and developing person performance and aligning the same with strategic goals of organizations. The executive and the middle-level management are tasked with the responsibility of making decisions in the increasingly plex and petitive pharmaceutical industry. The performance management in such organizations must be innovative, flexible, cohesive, and customer focused. In achieving his, panies need o establish a balance between customer, the organization and operating factors focused on meeting organizational goals. In this case, panies can reconfigure their performance management to reflect and deliver a real strategic and global offering for the market.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Beta Pharmaceuticals symbolizes a good state of mind which drives the business purpose of the organization aiming at making individuals feel beer from heir sicknesses. From its inception, the pany has always strived to deliver to the customers by distributing products to the drug stores as well as maintaining its production. Since establishment, the firm holds an integral leadership position in the pharmaceutical industry. We perceive enterprise as a means to the wellbeing of employees, investors, and the munity through revenues and ethical consideration in business.  Ã‚  Ã‚  Ã‚   The mission is the provision of innovative and quality products produced through an ethical work environment that provides benefits to the consumers and stakeholders. All the functions in the interplay are played by different individuals with several departments existing towards the improved functioning. The agencies ensure proper munication with the employees for an efficient and productive training to their employees as well as pensation matching and promoting their skills. The departments include the sales and marketing, accounts division, purchase, and maintenance division, transport and distribution, the finance and audit, lab, IT department, and the human resource department.   The units work together towards the wholesome productivity of the firm. The internal and external environments matter a lot to the productivity standards of the firm. The firm is keen in operations within the organization such as the distribution channels, goal setting, recruitment and selection, and pensation strategies towards success and petitive advantage (Cummings & Worley, 2014). The external factors to the organization such as markets, the audience, raw materials, technology, and information on the trends in pharmaceuticals department matter a lot to the organization. In response to the factors, the team carries out several activities towards increasing the performance of the workers and subsequent attraction of consumers to the product of the pany. According to Ramlall (2004), it is necessary to carry out proper appraisal training in increasing organization performance, to assess the skills and qualification of employees towards achieving the overall goals of the organization. There is a need for the employees to understand the diverse needs expressed in the appraisal for an effective use that projects the actual picture of the workers to guarantee success. In this respect, the firm offers training opportunities to the employees on the procedures followed and the need for the appraisal. Thus, it makes clear that the appraisal is for quality performance measurement aimed at identifying the weak points in the section and ing up with the results to tackling employees issues in the organization (Al Ariss, Cascio & Paauwe, 2014). At the same time, the appraisal activities aim at empowering and appreciating employees through promotions to boost their morale towards production and development. To begin with, employees are tasked with the role of conducting a self-appraisal process where each employee analyzes themselves and e out with necessary feedback on the areas for improvement as well as the strong points to enable a smooth flow in operations (Van Dooren, Bouckaert & Halligan, 2015). The appraisal form entails several aspects of measurement where an individual follows while recording the level of strength and weaknesses thus enabling the management to determine the areas for improvement. Apart from the self-appraisal provisions, the firm has the overall assessment conducted by the human resource department where the human resource department sends individuals to various areas of the operation to monitor and record the performance standards of the individuals according to their ability to deliver the goals and visions of the pany. The higher their levels and ability to achieve the same determines the extent to which an individual is beneficial to the firm. Therefore, it is important for the appraisal to be conducted in the two categories where a parison is made to determine areas up for improvement. The recruitment aspect of the firm remains petitive with the human resource department creating a pool of candidates to the selection team. The group advertises widely depending on the need for fresh employees where marketing is done on the social media, the media stations, as well as the print media and training schools to attract the best-placed persons to drive success to the firm (Buckingham & Goodall, 2015). The pany uses the external recruitment in cases where there exist limited internal options and thus utilizes advertisements, employment agency sources, and special referrals. The pany understands the important of in-sourcing as a measure to strong performance. In the process of working, employees undergo training activities where they improve their overall strengths while being watched and appraised by the human resource department. In the case of a vacancy in any of the departments, the firm first looks at the options presented by the internal team and decides whether to weigh in on the option of internal selection or the exterior option. The internal recruitment has the benefit of cost reduction since the workers already know the goals and visions of the firm thus needing little training towards the new position acquired (Knies, Boselie, Gould-Williams & Vandenabeele, 2015). At the same time, it acts as a motivation tool for the workers towards hard work leading to success and posterity.  Ã‚   The firm values the employees as vital contributors to the economy of the enterprise thus continually measure their ability in production and overall development. The first means that the firm uses involves setting the performance management goals whose indicators are well explained to the workers (Aguinis, 2013). For instance, an increase in the profitability of the firm is determined at the level of every worker to discover the standard of petence of each employee and how it achieves the productivity levels leading to a steady revenue stream (Mone & London, 2014). The firm uses seven categories while evaluation the overall performance of workers in its appraisal system. Productivity begins with the level of mitment an individual gives to an organization based on the time spent in production (Aguinis, 2013). Therefore, ing late to work says a lot about the productivity standards of individuals and their level of mitment to the same. Employees with regular lateness cases or frequent absenteeism are more unlikely to produce more to the firm (De Waal, 2013). Hence, training on the essence of observing time allocated for productivity must be done to encourage individuals towards better production and activeness in the organization. Such an issue is important to the wellbeing of the firm. The category is equally important as it measures the type and level of work done by individuals towards the overall goal of the firm. The aspects focus on the time taken in production as pared to the average requirements, mitment to work, the ability to take more hours in production, and the rate at which one meets their set targets (DeNisi & Smith, 2014). The aspects guide an assessor towards determining the level of productivity for individuals. The personal habits of individuals can either boost or decrease their performance in an organization. The category focuses on observing the patterns of people during work hours such as relaxation during work, unnecessary breaks, and the use of firm resources for personal reasons. In preventing the spread of such behaviors, it is proper to set the overall guidelines to the limit of the same in the workplace to create a positive environment for growth (Bernardin & Wiatrowski, 2013). Employees observed to be carrying out the practices ought to be reprieved and advised on the best practice that initiates change to organizations. Employees with special attributes and mitment can be assessed through a similar mirror that projects their engagement and success. The appraisal team shall carry random checks on the employees to determine their performance and level of mitment. The category is essential in establishing the performance standards of individuals when alone and in the absence of their respective supervisors. At the same time, it shall be used to assess the personal presentation such as the dressing styles, professional engagement with the clients, and public relations (Dusterhoff, Cunningham & MacGregor, 2014). Besides, it shall be used to check on their attitudes in the workplace. Poor attitudes demonstrated by workers leads to poor performance and the unlikely nature of individuals meeting their targets. The aspects are carried out on a continuous basis to cover all the areas and avoid the possibility of bias during assessment and project the actual image of individuals in the society. At the same time, it is used to ascertain the ethical levels of individuals during operations.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Employee performance measurement is used to determine an employee’s pensation, promotion, and future benefits and thus have to be done with utmost integrity and fairness. In this case, the management establishes the expected performance standards first before selecting the method to be used. According to Aggarwal & Thakur (2013), the method is ideal for the production department where it consists of a rating scale of different duties and performance standards on a rating scale of 1-5. The supervisor’s base on the performance measurement objectives stated above to rate workers according to the different categories. The ratings allow for an overall putation that indicates the level of success for the organization and the type of benefits realized through their productivity (Jenter & Kanaan, 2015). The rating scale is fair as it gives the management a true picture especially if the rating is done by different people in the organization. This, the method shall feature in the performance management. The method is useful in the organization’s performance measurement where it is used in the management positions that identify the goals of the organization and the level at which the workers in the several departments achieve their success (Javidmehr & Ebrahimpour, 2015). Another category indicates the time taken by individuals to plete tasks related to their respective duties. Here, the performance of an employee is measured against the time taken to a plish a given task within the time set by the organization.  Ã‚  Ã‚   A proper munication plan featuring direct and group munication shall be done on a departmental basis to air out the issues raised. The munication plan shall be characterized by supervisors talking directly to the workers at the group and individual level to have them understand the results of the assessment (Noe, Wilk, Mullen & Wanek, 2014). Once the human resource assesses employees within Beta Pharmaceuticals based on their skills, it shall embark on munication process where employees shall receive feedback on their performance margins to pare with their self-assessment. At this stage, each employee shall receive information from their respective supervisor based on the considerations of the results observed and have a one on one talk to air out issues for improvement (Elnaga & Imran, 2013). The performance management shall enable individual to understand their weaknesses and gain the ability to raise themselves towards the expected standards of the organization. There are cases where employees feel information bias and thus need to appeal on the results of the discussion. In such a case, the firm sets an appeal procedure to resolve the disagreements arising from the performance evaluation process. The first step granted to employees involves a written submission within one week with the employee having duly signed the document to the human resource department (Richard, 2014). In response, a member of the human resource shall conduct a confidential investigation while gathering information from the immediate supervisor and the employee through discussions and develop a r mendation to the team. The information shall be considered with the evidence given and a r mendation given within five working days to address the grievance and opt for another assessment at the management’s discretion.   In solving the performance issues raised or observed from the workers, the firm shall initiate a set of measures to address the problems to a better employee performance standard (Sung & Choi, 2014). Training is an essential way of looking into the employee issues and addressing their concerns. Aguinis (2013) suggests that the necessity of training assists in fostering success through workshops focused groups, and mentoring processes that drive knowledge and necessary skills in operation management. On the other hand, education is important, where workers demonstrating the need for development and ability can be given scholarships to respective fields and have them e back to incorporate the knowledge received to the organization (Shuck, Twyford, Reio & Shuck, 2014). At the same time, induction programs assist in fostering knowledge as well as hands-on training and mentoring processes that assist employees in determining solutions to their weak points. Morale boosting is necessary to articulate issues within the organization and ways to ove e the same. According to (Aguinis, 2013), performing employees are supposed to be appreciated through group recognition, promotion, bonuses, and improved salaries based on their performance. The step encourages the employees towards career growth where internal recruitment exists for their benefit and that of the organization (Kulkarni, 2013). All the development programs aimed at assisting individuals to focus on the goal and vision of the organization and improve the existing culture through deeper engagement and participation. The performance management at Beta Pharmaceuticals is well planned towards improving employee engagement. The different methods used to aim at giving unbiased reports on individuals with rooms existing for change in case of an appeal. In response to the evaluation, the firm has several channels of improving employee performance and development as well as a reward scheme that not only uses the monetary system but also non-monetary options touching on employee motivation. Consequently, the method if implemented successfully benefits the firm. Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle, NJ: Prentice Hall. ISBN-13:9780132556385 Aggarwal, A., & Thakur, G. S. M. (2013). Techniques of performance appraisal-a review.  International Journal of Engineering and Advanced Technology (IJEAT),  2(3), 617-621. Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions.  Journal of World Business,  49(2), 173-179. Bernardin, H. J., & Wiatrowski, M. (2013). Performance appraisal.  Psychology and Policing,  257. Buckingham, M., & Goodall, A. (2015). Reinventing performance management.  Harvard Business Review,  93(4), 40-50. Cummings, T. G., & Worley, C. G. (2014).  Organization development and change. Cengage learning. De Waal, A. (2013).  Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.  Academy of Management Annals,  8(1), 127-179. Dusterhoff, C., Cunningham, J. B., & MacGregor, J. N. (2014). The effects of performance rating, leader–member exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective.  Journal of Business Ethics,  119(2), 265-273. Elnaga, A., & Imran, A. (2013). The effect of training on employee performance.  European Journal of Business and Management,  5(4), 137-147. Javidmehr, M., & Ebrahimpour, M. (2015). Performance appraisal bias and errors: The influences and consequences.  International Journal of Organizational Leadership,  4(3), 286. Jenter, D., & Kanaan, F. (2015). CEO turnover and relative performance evaluation.  The Journal of Finance,  70(5), 2155-2184. Knies, E., Boselie, P., Gould-Williams, J., & Vandenabeele, W. (2015). Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance. Kulkarni, P. P. (2013). A literature review on training & development and quality of work life.  Researchers World,  4(2), 136. Mone, E. M., & London, M. (2014).  Employee engagement through effective performance management: A practical guide for managers. Routledge. Noe, R. A., Wilk, S. L., Mullen, E. J., & Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation ofAntecedents.  Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189. Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations.  Journal of American Academy of Business,  5(1/2), 52-63. Richard, M. A. (2014).  Employee assistance programs: Wellness/enhancement programming. Charles C Thomas Publisher. Shuck, B., Twyford, D., Reio, T. G., & Shuck, A. (2014). Human resource development practices and employee engagement: Examining the connection with employee turnover intentions.  Human Resource Development Quarterly,  25(2), 239-270. Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.  Journal of organizational behavior,  35(3), 393-412. Van Dooren, W., Bouckaert, G., & Halligan, J. (2015).  Performance management in the public sector. Routledge.

Why patient satisfaction is important economically Essay

Why patient satisfaction is important economically - Essay Example The first objective is to come up with data of patient’s perspective of care that will help obtain what is important to the customers. The second objective is to create report that will help hospitals improve their service care. The third objective is to come up with public report to enhance accountability, transparency and quality of care out of the public investment made. It is therefore clear that there is indeed an attempt to improve or achieve patient satisfaction in health care. It is therefore essential to understand that in health care, it is not just important to consider generation of profit, but from an economic perspective patient satisfaction should be above all. Patients: Sources of health care providers’ income Patients are the ones who are served by various health care providers. Patients help the latter to generate their income. Thus, there are various economic incentives that help to achieve or generate user satisfaction. One of these incentives is on quality of professional life that tries to encourage physicians to realize their burden for their patients. However, this move is said to only increase the expectations of health care professionals to long for strong structure of management support that may only end up giving negative impact on the user’s satisfaction (Badia et al., 2007).

PhD Proposal The Effect of learning English in an early age on the Essay

PhD Proposal The Effect of learning English in an early age on the phonological errors in EFL Saudi classes - Essay Example his can cause a great deal of strain in the efforts to communicate in English when pronunciation is diminished because of difficulties with forming English words through a tongue that is trained to form sound within the framework of another language. Learning a second language at an earlier age may diminish this effect as the ability to form language can be more easily manipulated. Phonological errors occur when syllables are either missed or not pronounced within a communication. The forms of these errors can include, but not necessarily be limited to errors involving consonants, vowels, substitutions, additions, omissions, movements, exchanges, prosody (the metrical sound of the way that the language is formed), metathesis (the transposition of letters, sounds, or syllables), or non-contextual errors where there seems to be no definable source (Jaeger, 2005, p 147). According to Binturki (2008), the most common phonological errors that are found in Saudi speakers within their use of the English Language are with the interdentally fricative /v/ and to some degree with the /p/ and /i/. As well, the positions of certain words created difficulty form many users of the English language with the common Arabic dialect of Nadji as their primary language (p. i). The proposed study will be based upon the study done by Tiono and Yostanto (2008) on the phonological errors that were common among Indonesian speaking students when learning the English language (p. 80). The study was centrally focused on the English consonantal sounds that do not exist in the Indonesian language. The researchers identified six specific sounds that were absent in Indonesian and therefore caused difficulty for these students who had completed six courses of education in English (Tiono and Yostanto, 2008, p. 81). An auditory examination was given to 25 students from a private university in East Java, Indonesia where the phonological differences could be appreciated through listening to the

Why College Students in Metro Manila Take Up Part-Time Jobs Essay Example for Free

Why College Students in Metro Manila Take Up Part-Time Jobs Essay A part-time job is a form of labour where in one works fewer hours per week than that of someone who works at a full time job. Those who have part-time jobs work for less than thirty to thirty-five hours a week. May it be capable, post-graduate adults or under-aged students, the amount of people with part time jobs have increased over the past 20 years in most developed countries. â€Å"There are many reasons for working part time, including the desire to do so, having ones hours cut back by an employer and being unable to find a full-time job. † [] Many students work part time jobs to supply themselves with additional funds. Working part-time is ideal for students, since it allows them to balance their academic needs with their school needs. This is one of the things some students in High School look forward to when they graduate and step up to college, to have freedom and a preview of the world that is waiting for them once they graduate. They want a peek of the â€Å"real world† as some say, which is the world of adults, the working world. Though some are forced to go through with this as their economic status demands it, there are still many advantages when it comes to taking up part-time jobs. Collegiate students are given a bigger work load than any other department but many still go through with it despite their amount of tasks. It is because for many hardworking students, like ones who had graduated with many honours, it looks good on a resume. The employers usually see this as a good thing for they know that their candidate for employment can handle a large amount of work properly. With a good looking resume, it would not be that hard to get a job. Moreover, parents would like to give their children a sense of responsibility in which they tell their children to apply for part time jobs so as to let them experience what it feels like to have their own money to budget. Statement of the Problem This study aims to analyze the reasons why college students take up part time  jobs and how they manage their time. In a more detailed manner, it is to answer the following questions: 1. What are the reasons college students take up part time jobs? a. Is it an absolute necessity? 2. How much do they earn per week? 3. On what do they spend their money on? 4. Do they give part of their payment to their parents? a. How many percent? 5. Are they able to manage their time? a. How many hours a day do they work? b. Do they have other activities/responsibilities? 6. What motivates them to keep working? a. Who gave them the idea of applying for their jobs they have? 7. How long have they been working? Scope and Limitations The topic is about collegiate students with part time jobs. The study will be conducted to know how students of different schools in the collegiate department juggle their studies with part time jobs. The study will tell about how they cope with the sudden change in their habits and their time management. The study will also tackle the reasons why they took up their current jobs, if the job is a necessity or if it is of their own desire. The study is time pressured. The time to work on the study is seven months. The respondents will be various students of a few different colleges around the Cavite and Metro Manila area, School Year 2012-2013, who have a job that requires them to work for less than 39 hours a week. Significance of the Study The study is important to many current and upcoming fourth year students who are planning to take up a part time job in their collegiate years. It would help them to further understand the advantages and disadvantages of what they are hoping to get themselves into. This research will help them be sure of what they want. This would also help them find a way to manage their time once they are there. The study would also help the students already in college. It would help those with part time jobs feel easier knowing other people go through the same things they do. The study will also help them manage their time better. It would also help those collegiate students who do not have jobs. It would give them a better view. The study will give them a good, first person point of view insight. Furthermore, this study would also help teachers and parents to understand the stress and pressure the collegiate students with part time jobs go through. This study will open doors for them to be able to create a stronger family bond. Research Design 8. What are the reasons college students take up part time jobs? 9. How much do they earn per week? 10. On what do they spend their money on? 11. Do they give part of their payment to their parents? 12. Are they able to manage their time? 13. What motivates them to keep working? 14. How long have they been working? Input Process 1. To analyze and assess the effects of part time jobs to collegiate students 2. Gathering data by means of handing questionnaires to the respondents. 3. Output 1. Learning how collegiate students with part time jobs cope up with their studies 2. Warning those who plan to take up part time jobs if they are not ready for it 3. Encouraging readers of the study to take the  challenge of having a part time job once they are ready Fig. 1 – Analysis of the Reasons Why College Students Take Up Part Time Jobs and How They Manage Their Time Definition of terms 1. College- is an educational institution or a constituent part of one. 2. Part time job- is a form of employment that carries fewer hours per week than a full-time job. 3. Job- a regular activity performed in exchange for payment. 4. Student- is a learner, or someone who attends an educational institution. 5. Economy- consists of the economic systems of a country or other area; the labour, capital, and land resources; and the manufacturing, production, trade, distribution, and consumption of goods and services of that area. 6. Time management- is the act or process of planning and exercising conscious control over the amount of time spent on specific activities, especially to increase effectiveness, efficiency or productivity. 7. Budget- is a financial plan and a list of all planned expenses and revenues. It is a plan for saving, borrowing and spending. 8. High school- is a term for education system used in parts of the English-speaking world to describe institutions which provide all or part of secondary education, but not always the highest years of basic education, which can be called a secondary school or secondary college or other terms, depending on the nation or region. 9. Teenager- is a young person whose age is between thirteen and nineteen. 10. Labour- productive activity, especially for the sake of economic gain. 11. Responsibility- the state or fact of being responsible. 12. Adult- a person who is fully grown or developed or of age. 13. Pressure- the exertion of force upon a surface by an object. 14. Graduate- a person who has received a degree or diploma on completing a course of study, as in a university, college or school. 15.Employer- is a person or institution that hires employees or workers. 16. Employee- contributes labour and expertise to an endeavour of an employer and is usually hired to perform specific duties which are packaged into a job. 17. Motivation- is the psychological feature that arouses an organism to action toward a desired goal and elicits, controls, and sustains certain goal directed behaviours. 18. Respondent- is a person who is called upon to issue a response to a communication made by another. 19. Stress- A mentally or emotionally disruptive or upsetting condition occurring in response to adverse external influences and capable of affecting physical health, usually characterized by increased heart rate, a rise in blood pressure, muscular tension, irritability, and depression. 20. School- is an institution designed for the teaching of students (or pupils) under the direction of teachers.

Free Joy Luck Club Essays - Movie vs Book :: Movie Film comparison compare contrast

The Joy Luck Club: Movie versus Book In the novel, The Joy Luck Club, by Amy Tan, it tells of four Chinese women drawn together in San Francisco to play mah jong, and tell stories of the past. These four women and their families all lived in Chinatown and belong to the First Chinese Baptist Church. They were not necessarily religious, but found They could improve their home China. This is how the woo's, the Hsu's, the Jong's and the St Clair's met in 1949. The first member of the Joy Luck Club to die was Suyuan Woo. Her daughter, Jing-mei "June" Woo, is asked to sit in and take her mother's place at playing mah jong. Memories of the past are shared by the three women left, An-mei Hsu, Lindo Jong and Ying-ying St Clair. June Woo learns of the real secret her mother carried to her grave from her mother's friends. The twin baby girls, her half sisters, Suyuan pushed in a Wheelbarrow as she escaped from the Japanese. Due to sickness, Suyuan can no longer carry her babies, and is forced to leave them on the side of the road. She lives her whole life not knowing if they are alive or dead. In the book, the Woo's left for America to build a better life for themselves. Suyuan Woo wanted to have a daughter like herself, and no one would look down on her. It was important that she speak perfect English and hopefully not share in the same tragedies and sorrows she had known. The movie brought this concept out very vividly. You were able to imagine the time and place and the emotions of the characters. Their anger in the early years, how women and children were treated as possessions. The book spoke of Rose Hsu Jordan, daughter of An-mei Hsu, who had seven brothers and sisters. A very tragic time in her life when her brother Bing drowns at age 1 while she was in charge of watching him. The movie does not touch upon this tragic event and brings out the rich family Rose marries into, and the instant rejection from her boyfriends mother. Rose unhappiness in her marriage with Tod, is similar to the unhappiness her mother had throughout her life. Lindo Jong was a special character in the book , referring to promises she made to her mother as a young girl, and keeping them throughout her life.

Code of Ethics. Audit – 1

INTRODUCTION: Code of ethics is a very important matter in each and every profession and in accountancy profession it is more vital. The accountancy profession has a contradictory image. On the one hand accountants are seen as pillars of a society, providing reliable information in there working lives and acting as a treasurer for different public authority institutions, NGOs, banks, educational institution or local organizations in their spare of time. Chartered Accountants are also seen as an independent justifier regarding the financial performance and activities of private and public organizations audited by them that enhance the confidence level of different decision makers. The other side of the coin is the image of aggressive tax schemes, financial scandals and money laundering. Code of ethics establishes the fundamental principles of professional ethics for professional accountants and provides a demonstrative guideline for applying those principles. Professional accountants are required to keep remember and apply this Code of ethics to identify threats to compliance with the fundamental principles, to evaluate their significance and, if such threats are other than clearly insignificant to apply safeguards to eliminate them or reduce them to an acceptable level such that compliance with the fundamental principles is not compromised. WHAT ETHICS IS: Normally ethics is set of beliefs and thoughts of a person about what is right and wrong. In other words ethics can be defined as a set of morale principles or values. Ethics, also known as moral philosophy is a branch of philosophy that addresses questions about morality—that is, concepts such as good and evil, right and wrong, virtue and vice, justice, etc. WHY CODE OF ETHICS NEED: The services provided by professional accountants have greater involvement with the public interest. Because it is necessary for governments, shareholders, trading partners, management and any other stakeholders, that the financial and other reports and information provided by accountants are reliable and can be used by others as they go about their daily lives. Accountants work creates major impacts in the national economy through capital market as well as revenue collection for public expenditures (taxes). There is a third party involvement in most of accountants work; therefore professional accountants should maintain independence, integrity, objectivity and compliance with other ethical issues. CODE OF ETHICS FOR PROFESSIONAL ACCOUNTANTS: The International Federation of Accountants (IFAC) issued code of ethics under its own authority, high quality ethical standards and other pronouncements for professional accountants for use around the world. This Code of Ethics establishes ethical requirements for professional accountants. This code consists of: †¢ Fundamental Principles; and †¢ Threats and Safeguards. FUNDAMENTAL PRINCIPLES: A professional accountant is required to comply with the following fundamental principles: †¢ Integrity †¢ Objectivity †¢ Professional competence and due care †¢ Confidentiality †¢ Professional behavior INTEGRITY: A professional accountant should not allow bias, conflict of interest or undue influence of others to override professional or business judgments. The principle of integrity imposes an obligation on all professional accountants to be straightforward and honest in professional and business relationships. Integrity also implies fair dealing and truthfulness. A professional accountant should not be associated with reports, returns, Communications or other information where they believe that the information: a) Contains a materially false or misleading statement; b) Contains statements or information furnished recklessly; or (c) Omits or obscures information required to be included where such omission or obscurity would be misleading. OBJECTIVITY: A professional accountant should not allow bias, conflict of interest or undue influence of others to override professional or business judgments. The principle of objectivity imposes an obligation on all professional accountants not to compromise their professional or business judgment because of bias, conflict of interest or the undue influence of others. A professional accountant may be exposed to situations that may impair objectivity. It is impracticable to define and prescribe all such situations. Relationships that bias or unduly influence the professional judgment of the professional accountant should be avoided. PROFESSIONAL COMPETENCE AND DUE CARE: A professional accountant has a continuing duty to maintain professional knowledge and skill at the level required to ensure that a client or employer receives competent professional service based on current developments in practice, legislation and techniques. A professional accountant should act diligently and in accordance with applicable technical and professional standards when providing professional services. The principle of professional competence and due care imposes the following obligations on professional accountants: (a) To maintain professional knowledge and skill at the level required to ensure that clients or employers receive competent professional service; (b) To act diligently in accordance with applicable technical and professional standards when providing professional services. Competent professional service requires the exercise of sound judgment in applying professional knowledge and skill in the performance of such service. Professional competence may be divided into two separate phases: (a) Attainment of professional competence; and (b) Maintenance of professional competence. The maintenance of professional competence requires a continuing awareness and an understanding of relevant technical professional and business developments. Continuing professional development develops and maintains the capabilities that enable a professional accountant to perform competently within the professional environments. Diligence encompasses the responsibility to act in accordance with the requirements of an assignment, carefully, thoroughly and on a timely basis. A professional accountant should take steps to ensure that those working under the professional accountant’s authority in a professional capacity have appropriate training and supervision. Where appropriate, a professional accountant should make clients, employers or other users of the professional services aware of limitations inherent in the services to avoid the misinterpretation of an expression of opinion as an assertion of facts. CONFIDENTIALITY: A professional accountant should respect the confidentiality of information acquired as a result of professional and business relationships and should not disclose any such information to third parties without proper and specific authority unless there is a legal or professional right or duty to disclose. Confidential information acquired as a result of professional and business relationships should not be used for the personal advantage of the professional accountant or third parties. The principle of confidentiality imposes an obligation on professional accountants to refrain from: (a) Disclosing outside the firm or employing organization confidential information acquired as a result of professional and business relationships without proper and specific authority or unless there is a legal or professional right or duty to disclose; and (b) Using confidential information acquired as a result of professional and business relationships to their personal advantage or the advantage of third parties. A professional accountant should maintain confidentiality even in a social environment. The professional accountant should be alert to the possibility of inadvertent disclosure, particularly in circumstances involving long association with a business associate or a close or immediate family member. A professional accountant should also maintain confidentiality of information disclosed by a prospective client or employer. A professional accountant should also consider the need to maintain confidentiality of information within the firm or employing organization. A professional accountant should take all reasonable steps to ensure that staff under the professional accountant’s control and persons from whom advice and assistance is obtained respect the professional accountant’s duty of confidentiality. The need to comply with the principle of confidentiality continues even after the end of relationships between a professional accountant and a client or employer. When a professional accountant changes employment or acquires a new client, the professional accountant is entitled to use prior experience. The professional accountant should not, however, use or disclose any confidential information either acquired or received as a result of a professional or business relationship. PROFESSIONAL BEHAVIOR: A professional accountant should comply with relevant laws and regulations and should avoid any action that discredits the profession. In marketing and promoting themselves and their work, professional accountants should not bring the profession into disrepute. Professional accountants should be honest and truthful and should not: a) Make exaggerated claims for the services they are able to offer, the qualifications they possess, or experience they have gained; or (b) Make disparaging references or unsubstantiated comparisons to the work of others. THREATS AND SAFEGUARDS: THREATS: Compliance with the fundamental principles may potentially be threatened by a broad range of circumstances. Many threats fall into the following categories: (a) Self-interest threats, which may occur as a resu lt of the financial or other interests of a professional accountant or of an immediate or close family member; b) Self-review threats, which may occur when a previous judgment needs to be re-evaluated by the professional accountant responsible for that judgment; (c) Advocacy threat which may occur when a professional accountant promotes a position or opinion to the point that subsequent objectivity may be compromised; (d) Familiarity threats, which may occur when, because of a close relationship, a professional accountant becomes too sympathetic to the interests of others; and e) Intimidation threats, which may occur when a professional accountant may be deterred from acting objectively by threats, actual or perceived. SAFEGUARDS: According to the code of ethics there are two general categories of safeguards : 1. Safeguards created by the profession, legislation or regulation 2. Safeguards within the work environment. Examples of safeguards created by the profession, legislation or regulation: ? Educational training and experience requirements for entry into the profession. ? Continuing professional development requirements. Corporate governance regulations. ? Professional standards. ? Professional or regulatory monitoring and disciplinary procedures. ? External review by a legally empowered third party of the reports, returns, communication or information produced by a professional accountant. Examples of safeguards in the work environment: ? Involving an additional professional accountant to review the work done or otherwise advise as necessary. ? Consulting an independent third party, such as a committee of independent directors, a professional regulatory body or another professional accountant. Rotating senior personnel. ? Discussing ethical issues with those in charge of client governance. ? Disclosing to those charged with governance the nature of services provided and extent of fees charged. ? Involving another firm to perform or repertory part of the e ngagement. CONCLUSION: The importance of professional ethics is that in order for accountancy services to be meaningful, the public must trust accountants and the trust are built by the knowledge that accountants are bound by a professional code of ethics. If the professions to survive and thrive and if its members are to maintain their position, there has to be a code of conduct so that the public are able to fell that they can trust accountant. A distinguishing mark of the accountancy profession is its acceptance of the responsibility to act in the public interest. Therefore, a professional accountant’s responsibility is not exclusively to satisfy the needs of an individual client or employer. In acting in the public interest a professional accountant should observe and comply with the ethical requirements of this Code.

The Provenance Paradox

The provenance paradox describes the challenge for brands originating in a number of regions in the world failing to compete in the top tier markets. Their origin carries a stigma which places them at an inferior position to brands that originate in supposedly more developed and reputable regions. Certain geographies are perceived to produce better products than others, despite the essence being that the products are of the same quality. Following the examples from the case on how they built their up market positions with the strategies for combating the provenance paradox have been detailed: Flaunt Your Country of Origin and Stick to Colonial History Example: Chocolates El Rey and Concha y Toro Chocolates El Rey fails to find a position in the market where it can compete with the famous brands solely because it comes from Venezuela. For this chocolate brand, breaking through the barrier may be through emphasis on the fact that the reputable European chocolate brands actually acquire their main ingredient- cacao beans from El Rey. If El Rey processes these cacao beans, what would prevent it from maintaining the same quality in taste and richness when producing their own chocolate product? However, this may still be a weak point to stress on for El Rey, as consumers may still doubt them having the supposed expertise in refining the ingredient into the final chocolate product. Furthermore, Concha y Toro, the Chilean winemaker should deeply engage in brand management, like El Rey, in order to build stronger awareness of Chile’s exclusive varietals. By this, we describe wines made primarily from a single named grape variety typically displaying the name of that variety on the wine label. Both of these brands should stick to what they do best, in the case of El Rey, them processing some of the best cacao beans in the world, and Concha y Toro having its country, Chile producing great varietals and having a long viticultural history dating to the 16th century, should keep on the combat to get their brands known by firstly establishing price competition and continuing to be low-cost suppliers as they continue to focus on the commodities that made their countries successful way back, and hence achieve scale. Downplay Your Country of Origin Example: Corona Beer Other producers counter the effects that arise with the branded product origin on the positioning of the brand in the market by deviating focus from where the brand really comes from. Where the product is manufactured becomes an insignificant factor in the promotion, and other attributes of the branded product place it on the upper market segment. Corona Beer is one of the brands that use this strategy of ‘downplaying the country of origin’. This type of combat to the provenance paradox renders the brand at risk of not being strong enough to sustain growth in popularity and trust as consumers eventually want to relate the product to where it really comes from. Not establishing the origin raises doubt of authenticity by the consumers. Nonetheless it works well in preventing the brand from being harmed by geographical undermining. Hide Behind A Front Country Example: India IT consulting companies Companies known to produce relatively cheap products are associated with low quality as well. This is the example of IT consulting companies from India as they are presumed to be good for outsourcing IT grunt work, but not for high-level strategic consulting. Hence, these companies tend to consider the â€Å"hide behind a front country† strategy by setting up fronts in Europe to be able to earn premiums for their services in Europe by downplaying the fact that they are Indian companies and choosing to hide behind a front country. Build a Brand For the Long Haul Example: Korean LG & Samsung and Japan automobiles In the electronics industry, brands such as LG and Samsung did not just reach great heights overnight. The fact that they are of Korean origin raised many doubts about their product being of quality competent enough to compete with top electronic brands. The perception of the Brands not being good quality was gradually countered through a strategy of building a brand for the long haul. They did not just emulate high performing brands overnight, but they let the consumers realize their quality through the smaller markets that hey were initially able to penetrate. With time, consumer confidence in the brands positioned them in the upmarket segment. Furthermore, Japan can serve as the best example of how the slow progression to upmarket positioning is nothing easy as after 50 years the Japanese brands in the automobile industry (Nissan, Honda and Toyota), and electronics (Sony) have achieved the upscale position commanding steep premiums with strategic and financial commitment. End note. Having also learnt about â€Å"The Champagne Effect†, where the Protected Geographical Status is a framework of labeling restrictions enforced by the European Union, this framework is more of a tool to insulate brands from quality competition by reinforcing stereotypes about provenance and limiting opportunities for new players from new markets, and not really to prevent inauthentic, cheaper products. This only serves as another hurdle for emerging-market companies. However, as brands compete to overcome provenance paradox, they should consider social media, such as facebook, as this is an inexpensive channel to tout positive consumer reviews and hence get their brands known globally. They should follow what the top brands are already doing. The brands seeking for acceptance have a long way to go as emerging markets are developing faster than the stereotypes are eroding. Hence, with the help of the strategies for combating the provenance paradox they will be able to get out there and be globally recognized with patience, and long standing perseverance.

The Siege and Capture of San Antonio

The Siege and Capture of San Antonio In October-December of 1835, rebellious Texans (who referred to themselves as â€Å"Texians†) laid siege to the city of San Antonio de Bà ©xar, the largest Mexican town in Texas. There were some famous names among the besiegers, including Jim Bowie, Stephen F. Austin, Edward Burleson, James Fannin, and Francis W. Johnson. After about a month and a half of siege, the Texians attacked in early December and accepted the Mexican surrender on December 9. War Breaks out in Texas​ By 1835, tensions were high in Texas. Anglo settlers had come from the USA to Texas, where land was cheap and plentiful, but they chafed under Mexican rule. Mexico was in a state of chaos, having only won its independence from Spain in 1821. Many of the settlers, in particular, the new ones who were flooding into Texas daily, wanted independence or statehood in the USA. Fighting broke out on October 2, 1835, when rebellious Texians opened fire on Mexican forces near the town of Gonzalez. March on San Antonio San Antonio was the most important town in Texas and the rebels wanted to capture it. Stephen F. Austin was named commander of the Texian army and immediately marched on San Antonio: he arrived there with some 300 men in mid-October. Mexican General Martà ­n Perfecto de Cos, brother-in-law of Mexican President Antonio Là ³pez de Santa Anna, decided to maintain a defensive position, and the siege began. The Mexicans were cut off from most supplies and information, but the rebels had little in the way of supplies as well and were forced to forage. The Battle of Concepcià ³n On October 27, militia leaders Jim Bowie and James Fannin, along with some 90 men, disobeyed Austins orders and set up a defensive encampment on the grounds of the Concepcià ³n mission. Seeing the Texians divided, Cos attacked at first light the next day. The Texians were greatly outnumbered but kept their cool and drove off the attackers. The Battle of Concepcià ³n was a great victory for the Texians and did much to improve morale. The Grass Fight On November 26, the Texians got word that a relief column of Mexicans was approaching San Antonio. Led once again by Jim Bowie, a small squad of Texans attacked, driving the Mexicans into San Antonio. The Texians found out that it was not reinforcements after all, but some men sent out to cut some grass for the animals trapped inside San Antonio. Although the â€Å"Grass Fight† was something of a fiasco, it helped convince the Texians that the Mexicans inside San Antonio were getting desperate. Who Will Go with Old Ben Milam Into Bexar? After the grass fight, the Texians were indecisive about how to proceed. Most of the officers wanted to retreat and leave San Antonio to the Mexicans, many of the men wanted to attack, and still others wanted to go home. Only when Ben Milam, a cranky original settler who had fought for Mexico against Spain, declared â€Å"Boys! Who will go with old Ben Milam into Bexar?† did the sentiment for attack become the general consensus. The attack began early on December 5. Assault on San Antonio The Mexicans, who enjoyed vastly superior numbers and a defensive position, did not expect an attack. The men were divided into two columns: one was led by Milam, the other by Frank Johnson. Texan artillery bombarded the Alamo and Mexicans who had joined the rebels and knew the town led the way. The battle raged in the streets, houses and public squares of the city. By nightfall, the rebels held strategic houses and squares. On the sixth of December, the forces continued to fight, with neither making significant gains. The Rebels Get the Upper Hand On the seventh of December, the battle began to favor the Texians. The Mexicans enjoyed position and numbers, but the Texans were more accurate and relentless. One casualty was Ben Milam, killed by a Mexican rifleman. Mexican General Cos, hearing that relief was on the way, sent two hundred men to meet them and escort them into San Antonio: the men, finding no reinforcements, quickly deserted. The effect of this loss on Mexican morale was enormous. Even when reinforcements did arrive on the eighth of December, they had little in the way of provisions or arms and therefore were not much help. End of the Battle By the ninth, Cos and the other Mexican leaders had been forced to retreat to the heavily fortified Alamo. By now, Mexican desertions and casualties were so high that the Texians now outnumbered the Mexicans in San Antonio. Cos surrendered, and under the terms, he and his men were allowed to leave Texas with one firearm apiece, but they had to swear never to return. By December 12, all the Mexican soldiers (except for the most gravely wounded) had disarmed or left. The Texians held a raucous party to celebrate their victory. The Aftermath of the Siege of San Antonio de Bexar The successful capture of San Antonio was a big boost to the Texian morale and cause. From there, some Texans even decided to cross into Mexico and attack the town of Matamoros (which ended in disaster). Still, the successful attack on San Antonio was, after the Battle of San Jacinto, the rebels biggest victory in the Texas Revolution. The city of San Antonio belonged to the rebels...but did they really want it? Many of the leaders of the independence movement, such as General Sam Houston, did not. They pointed out that most of the settlers homes were in eastern Texas, far from San Antonio. Why hold a city they did not need? Houston ordered Bowie to demolish the Alamo and abandon the city, but Bowie disobeyed. Instead, he fortified the city and the Alamo. This led directly to the bloody Battle of the Alamo on March 6, in which Bowie and nearly 200 other defenders were massacred. Texas would finally gain its independence in April  1836, with the Mexican defeat at the battle of San Jacinto. Sources: Brands, H.W. Lone Star Nation: New York: Anchor Books, 2004.the Epic Story of the Battle for Texas Independence. Henderson, Timothy J. A Glorious Defeat: Mexico and its War with the United States.New York: Hill and Wang, 2007.

States of Consciousness Research Paper Example | Topics and Well Written Essays - 1250 words

States of Consciousness - Research Paper Example While altered states of consciousness are generally associated with drug use, they also involve meditation and hypnosis. This essay presents a thorough research on these aspects of consciousness. Meditation Meditation is understood as the mode of inducing a specific state of consciousness to achieve a mental benefit. While meditation has a connotation as being a somewhat mystical or new age like experience, in reality it is an ancient practice that has been shown to have positive mental health benefits. In the previous few decades meditation has gradually gained acceptance in the Western world with increasing numbers of individuals and medical practitioners practicing some form of meditation. In terms of medical research, a plethora of studies have examined the physical and mental effects of meditation on human consciousness. In these regards studies have found tangible evidence demonstrating that meditation impacts changes in metabolism, blood pressure, brain activation, and other b odily processes, as well as being implemented in a number of means for stress, pain, and anxiety reduction (Newberg & Iversen, 2003). While meditation has been demonstrated to have beneficial mental effects, what actually constitutes meditation or a meditative state is defined differently among researchers. Wood, Wood & Boyd (2009, pg. 167) understand meditation as, â€Å"a group of techniques that involve focusing attention on an object, a word, one’s breathing, or one’s body movements in an effort to block out all distractions, to enhance well-being, and enact an altered state of consciousness.† This approach to meditation is that which is generally most recognized among Western medical practitioners and psychological professionals. This understanding is oftentimes augmented by an increased emphasis on the attention of the meditator, with Goleman (1988) stating, â€Å"the need for the meditator to retrain his attention, whether through concentration or mindfu lness, is the single invariant ingredient in... every meditation system.† Other researchers have identified the Eastern connotations of the term and recognize its contextual significance within a number of religious or spiritual practices. In these regards, meditation functions to achieve a sort of spiritual enlightenment or transcendence. In terms of Western implementations of meditation there are a variety of practices and corresponding medical research. One of the most prominent meditation practices in the United States is mindfulness based meditation. While influenced by ancient meditative traditions, mindfulness based meditation was popularized in the United States through the work of Jon Kabat-Zinn at the University of Massachusetts Medical Center. This form of meditation is greatly influenced by Eastern traditions, most specifically Buddhism, in that it emphasizes non-judgmental self-awareness. This approach has been articulated as a, â€Å"form of naturalistic observa tion, or participant-observation, in which the objects of observation are the perceptible mental phenomena that normally arise during waking consciousness" (Grossman, Niemann, Schmidt & Walach). Much research has been conducted on this form of meditation with many studies indicating that mindfulness based meditation has beneficial effects on stress and anxiety. In addition, it has also been

The US Sugar Policy - Case Study Essay Example | Topics and Well Written Essays - 1250 words

The US Sugar Policy - Case Study - Essay Example All capital markets are beginning to connect world wide, and this affects even those who are not globally connected. The larger economies will at some point influence those not globally invested as their performance begins to evolve and shape the global financial markets. There may be no other free-trade policy like the U.S. sugar program that illustrates such hypocrisy, and the need for reform. The United States has often prided itself as a world leader in terms of the free trade movement. The culture has always pushed for Globalization and the use of technology to integrate economies. However, there are some industries that remain well protected due to the strength of forceful interest groups and absence of pressure to reform. These protection barriers often hurt our domestic economy and counteract the efforts to promote more open markets and trade negotiations around the world. (Grombride, Mark) In this paper I will examine the flaws in the U.S. Sugar Policy and demonstrate how th ey affect domestic and international farmers. This essay will also demonstrate to show how globalization is reflected in the consumption, production and labor of the sugar industry. The U.S. Sugar policy operates under the Farm Bill, which was overwhelmingly passed in 2008 by Congress. The basic premise behind the sugar policy is that supply should equal demand. The U.S. Department of agriculture has imposed several tools in order to ensure that the sugar policy operates at a minimum cost to the taxpayers. These tools are that: first, they can limit foreign imports to those required in the trade agreement obligation with the exception of Mexico; second, they can control the amount of sugar the U.S. American farmers are allowed to sell; and third, the bill can divert any excess surplus of sugar into ethanol production. (American Sugar Alliance) These tools and policies such as the preferential loan agreements and tariff rate quotas, serve to effectively keep foreign sugar out of the U.S. In return this forces the price of sugar in our market to increase substantially. According to the World Agricultural Supply and Demand Estimates, the U.S. Production projection for sugar produced in April of 2011 was 7,950,000 short tons raw value and the import amount was 3,135,000 short tons raw value. The amount projected in export equaled just 225,000 short tons. In areas such as the Caribbean, sugar is one of their largest earning industries. However, during the past two decades, Caribbean agriculture has experienced a decline in their agricultural production. Once globalization occurred the countries in the Caribbean were greatly affected as the some of the most vulnerable producers. This was due to their limited physical size not allowing them to benefit from economies of scale. For them this translated into higher world prices for production of their main principal products. The Caribbean exported only 669,630 tones of sugar around 2000. (Ahmed, Belal) There are severa l factors that determine the international competitiveness of sugar production. Some of these factors include: tariffs and quotas, the availability of sugar as a natural resource, the cost of production, and international trade agreements. Tariffs and quotas affect the sugar market as American consumers and business are forced to purchase sugar at the U.S. average price vs. the world price. This is due to our low import of foreign sugar. Government enables have protected domestic sugar growers by placing trade restrictions