Good VS Evil Essay Example for Free

Good VS Evil Essay There are many different gangs; some only allow certain races or colors to be considered part of the gang. Other gangs require an entrance fee which includes doing something to prove you are worthy to become part of the gang. This is anywhere from sexual acts to thievery to violent crimes to include killing people. The age range of gangs varies tremendously and includes ages from 9 years to 40 years and even beyond in some cases. There is a gang called The Satanic Cult who is based in the Gaithersburg, MD area. Their actions are pretty synonymous with their name. They practice in the ways of ritual animal and human sacrifices. Those that were not Caucasians were not allowed as well as those who had brown hair. The age range varies within this gang and there is no specific entry fee but the moment the gang feels you are no longer part of the gang they will then kill you. The Crips are from Los Angeles and are predominantly African American. This gang is one of the largest in the US and is involved in numerous murders, robberies, drugs and other various forms of criminal activity. They are also always in open warfare with the Bloods, also from Los Angeles. The Bloods are similar to the Crips and were originally the Crips back in 1970 until an internal war started which separated the original gang. The bloods show much disrespect to the Crips and are generally involved in the same thing as the Crips. Both can be found in the US and Military databases as threats. The Mexican mafia, yet another faction in Los Angeles teaches their children from a very young age on how to hold and operate a gun, helps their friends and neighbors with drugs, mainly heroin and is prevalent with car jackings so that the parts can be sold on the black market. Everything this gang does is done broadly and openly among all family members, regardless of their age. In Oregon there is a different type of gang and that is the outlaw motorcycle related gangs. One of these gangs is called the Mongrols and have four different chapter is the Eugene and Central Oregon area. Their ultimate punishment for infractions is to beat to death, the person who allegedly did wrong against the club. Their main operations include motorcycle jackings, drugs, prostitution, trafficking, and assaults and have additional chapters in both Australia and Germany. There is an estimated 1 million gang members throughout the US. The majority of them are involved in various criminal activities and there are only a few gangs who do good. Motorcycle gangs from The American Legions across the US do rides together for the benefit of children. So even though this is a small percentage, it goes to show not all gangs are bad, granted the majority of them are. References Alonso, A. Los Angeles Gangs (c. 1999) http://www. streetgangs. com/history/history. html Mac. Outlaw Motorcycle Gangs Flying Colors in Oregon. 2008 http://nwhog. wordpress. com/2008/05/08/outlaw-motorcycle-gangs-flying-colors-in-oregon/

Hr Managing Towards Recruitment And Selection Management Essay

Hr Managing Towards Recruitment And Selection Management Essay With the advent of growing emphasis on people as the prime source of competitive advantage, the foremost important decision for an organization has been to ensure the selection of the right people to join the workforce (Beardwell and Holden, 2001, p. 225). In the early 1990s, Beaumont (1993, p.56 cited in Beardwell and Holden, 2001, p. 225) identified three focus areas having significant relevance in the current industry scenario that has enhanced the potential importance of the selection decision in individual organizations. The areas include demographic trends and changes in the labour market, which have led to a less homogeneous workforce that emphasizes on fairness in selection process. Secondly, the desire for a multi-skilled, flexible workforce and an increased emphasis on team working has led to conclude that selection decision are concerned with behaviour and attitudes than with matching individuals on basis of the current job requirements. Lastly, the link between corporate strategy and Human Resource Management has led to the evolution of the concept of strategic selection that refers to the development of a system that links selection to the overall organizational strategy while aligning personnel to emerging business strategies. Thus to have a positive impact on companys productivity and profitability, the practice of recruitment and selection in Human Resource Management has become increasingly important (Beardwell and Holden, 2001, p. 225). The increased global competition and the increasing customer expectations mean that the growth and sustenance of an organization is proving to be challenging. Organisations need to be more proactive in their approach to sustain profitability and meet the ever changing global business dynamics by attracting and retaining high-quality individuals who can respond effectively to this changing environment (Bach, 2008, p. 115). Hiring competent people is of prime importance to an organization, which is greatly dependent on effective recruitment and selection procedures. As cited in Bach (2008), a poor recruitment decision can cost an employer an amount equal to 30 per cent of the employees first year earnings (Hacker 1997). These costs can include lower productivity, potential loss of customers; cost incurred in training, advertising, recruitment fees and redundancy packages (Smith and Graves 2002 cited in Bach, 2008, p. 115). Thus, in order to have a competitive edge, it is increasingly e ssential that in tight labour market scenario, firms must evolve and practice better recruitment, selection and retention strategies (Boxall and Purcell, 2003, p. 15). As mentioned in a case study on Betterbuy (Greenwood, 2007), as part of their good personnel practice they offer a market-leading package of pay and benefits such as childcare vouchers and two share schemes namely Save as you earn and Buy as you earn. It also regards eligible staff for their hard work and commitment with free shares and a pension scheme that allows member to build up a pension based in their earnings and service. The term recruitment and selection are commonly referred together; however they have distinct human resource management activities and functions. Recruitment comprises of short-listing candidate applications from potential employees, while selection techniques are used to decide which of the short-listed applicant is best suited for the job (Taylor, 2005, p. 166). Further reiterating the above point, Boxall and Purcell (2003, p. 143) has also stated that recruitment and selection are nearly always joint management processes of some kind where both line and specialist managers are involved. Bratton and Gold (2003, p. 221) defines recruitment as the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirement (Bratton and Gold, 2003, p. 221). Newell and Shackleton (2000, p.113 cited in Bratton and Gold, 2003, p. 226) refer to recruitment as the process of attracting people who might make a contribution to the particular organisation. Bach (2008) defines Recruitment as the process of attracting people who might make an organizational contribution to fill a particular role or job. While, Selection is predicting which candidates will make the most appropriate contribution to the organization now and in the future (Hackett, 1991 cited in Beardwell and Holden, 2001, p. 226) In the 1980s, some major changes were witnessed within organizations in regards to their HR practices; for instance it became more assertive as to its role played in organization (Legge, 1995 cited in Searle, 2003, p. 7). This was due to an increasing awareness and evidence of the impact of HR had on the viability of the organisations success. During this period, HR policies emerged as significant levers for assisting firms in repositioning themselves. It resulted in recruitment and selection processes being considered as the key factors for successful change management (Searle, 2003, p. 7). It can thus be asserted that selection is about how to make fair, un-biased and relevant assessments of the strengths and weaknesses of short-listed potential employees by using various selection techniques. While recruitment is the way in which a firm tries to source or attract candidates among whom it will short-list. Thus, in other words, recruitment strategy involves the organisations attempt to portray the firm as an attractive place to work thereby attracting good talent (Boxall and Purcell, 2003, p. 141). There are two methods of recruitment: Internal and External. INTERNAL RECRUITMENT One of the crucial points to reflect upon during the recruitment procedure is whether or not there is a need to recruit outside the organization. Implementing alternative approaches to recruitment might lead to the development of effective solutions at considerably lower cost (Taylor, 2005, p. 166). Research shows that most private sector companies attempt to fill vacancies internally before looking for people outside the organization (Newell and Shackleton, 2000, p. 116, CIPD 2003b, p. 11 cited in Taylor, 2005, p. 167). Fuller and Huber (1998, p. 621 cited in Taylor, 2005, p.167) identifies four distinct internal recruitment activities like internal promotions, lateral transfers, job rotation schemes and re-hiring former employees. Some of the key advantages of internal recruitment of an organization are its cost effectiveness and quick as vacancies can be advertised internally on staff notice boards, in-house publications or intranet systems at no additional cost. Thus, it promotes and helps in developing a strong establishment of motivated and committed employees among existing employees and also that the management is already familiar with the strengths and limitations of the employee. It also helps a company to maximize its return on investment invested in staff recruitment, selection and training processes. The employee in his new position is already familiar with the business objectives and has a better knowledge and understanding about the companys operations. The time taken to fill a vacancy is lesser leading to improving greater organizational effectiveness and reduction in cost and time. However, some of the disadvantages of internal recruitment are that new employees would bring in fresher ideas whic h are often required to challenge the status quo especially at senior levels. It can also lead to bringing about sterility by limiting the number of potential candidates for the job profile, lack of originality and a decline in the breadth of an organisations collective knowledge base. It may also be possible that the best suited person may not be available within the firm. Also an inclination towards this tends to perpetuate existing imbalances in the make-up of the workforce resulting in the feeling of inequality and resentment among the workforce who have not been selected. (Taylor, 2005, p. 168) EXTERNAL RECRUITMENT Even as there are numerous different approaches used to attract applications for prospective candidates, some of the formal methods used are printed media (national and local newspapers, trade and professional journals and magazines), external agencies (job centres, outplacement consultants, headhunters, employment agencies, forces resettlement agency, recruitment consultants), education liaison (careers service, careers fairs, college tutors, careers advisors, student societies), other media (direct mail, local radio teletext, billboards, internet, television and cinema), and professional contacts (conferences, trade union referrals, suppliers, industry contacts), other methods (factory gate posters, past applicant records, open days, personal recommendation or word of mouth, poaching). Few other informal methods include whereby employees families, suppliers or personal acquaintances get to hear about a vacancy via word of mouth or the grapevine. Several approaches like job centres or word of mouth is relatively less expensive in comparison to publishing advertisement in national newspaper or in delegating the task to headhunters. A few methods, such as the use of television and cinema, are used as a mode of recruiting by the largest employing organisations seeking to recruit substantial numbers like the Army and Navy recruiters (Taylor, 2005, p. 169-70). Some of the few advantages of external recruitment include that a new recruit will bring in fresh perspective and ideas, the best suited candidate can be chosen from the large pool of candidates, recruits having wider knowledge and experience on the subject can be chosen. The disadvantages to external recruitment would include that the process is long and hence more time consuming, selection process alone may not be able to identify and reveal the best candidate and also that the cost incurred is enormous for placing advertisements to attract potential talent. According to a study conducted by IRS (2001b, pp34; 2003c cited in Taylor, 2005, p. 171), approximately  £1 billion is spent each year on recruitment advertising in the United Kingdom. An HR Manager would require choosing a publication depending on the target audience. An opinion poll research carried out and published by Recruitment Today (June 1995) has indicated that around 70 per cent of people purchase different newspaper when they are looking for a new job. Thus information about readership levels and profiles is only of limited use in deciding the placement of job advertisement. It is essential for the HR manager to reflect upon whether or not there is a need to advertise nationally. For most jobs, local newspapers are preferable, because they reach potential applicants only within the relevant travel-to-work and are thus more cost effective. The need to organize at a national level arises when the target audience is at a national level. Some of the other additional alternat ive methods of recruitment include: Internet Recruitment: The scope and usage of internet as a medium of recruitment has witnessed a significant growth in the recent years. In the late 1990s, the jobs advertised on the web were mainly in IT or academia, or were specifically targeting graduate recruitments. In 2003, nearly 70 per cent of employers had been advertising vacancies on the internet (CIPD 2003b, p. 15 cited in Taylor, 2005, p. 176), while on the other hand the providers of job search website were spending vast amounts of money on TV, cinema, radio advertising, sports sponsorship and public relations activities as a means of building their public profile and brand image (Taylor, 2005). The key advantages of Internet recruitment are that large companies have a greater potential to attract passing traffic to their company corporate website By cutting down on the need to use written correspondence or field phone calls will prove to be a cost saving for the company. This form of recruitment is attractive to an emp loyer as it gives him the access to a potential audience of millions. Some of the disadvantages of internet recruitment include technology system getting hampered by bugs, computer crashes and threat of losing applications caused by recruiters with poor IT enabled skills which will result in further delay rather than accelerating the recruitment process. Poorly designed or over-engineered websites represent a further pitfall by means of slow loading speeds are all guaranteed to create fatigue in the potential candidate users whose expectations of fast, reliable access are very high thus causing damage to the brand image of the company (Taylor, 2005, p. 179). In the past few years, there has been a significant rapid development in online recruitment or commonly termed as e-recruitment which has accelerated the growth of e-Human Resource Management (Bratton and Gold, 2003, p. 230). In the year 2003, the Singapore Ministry of Manpower (Storey, 2007, p. 238) highlighted some of the key potential benefits of e-HR. The hard benefits included reduced service delivery costs due to automation of key HR business processes, by improving the accuracy of these HR processes the out put would lead to reduction in correction costs, by using intranet as a means of internal communication channel would eliminate costs of printing and distributing information to employees, improving staff productivity and efficacy by providing universal access 24/7 on various information thereby reducing the data entry and search costs through employee and manager self-service. While some of the soft benefits included allowing instant processing of data collected leading to reduction in cycle times, increasing employee satisfaction and engaging in better employee relations by improvising on the quality of HR service, making HR function to align with strategic partner in business, an indicator of change towards an organisational culture that promotes initiative, self-reliance and improved internal service standards by using technology. Employer websites: One of the most convenient methods includes highlighting existing vacancies available in an organization in respective organization website. However, links to these vacancies can be uploaded on various other search engines and recruitment agency website. These sites are easy to maintain and is cost effective as it provides an organization the opportunity to provide relevant adequate information about the profile for it to attract more responses. As quoted by Frankland (2000, cited in Taylor, 2005, p. 176); the total cost incurred to set up a fully operational website is equivalent to the total amount spent by a firm on advertisement in national newspapers. The organisations have immensely benefited by using websites as a medium of advertising the existing vacancies, but it is essential to evaluate the degree and the extent to which it has impacted in the recruitment procedure. As the success of this method solely depends upon the extent to which potential employees visit the websites. Cyber agencies: This method involves the use of specialist employment agencies that specializes in recruitment and selection of potential recruits for example, monster.com. These agencies carry out the functions and role carried out by employment agencies traditionally. These agencies extend their services to not only publish advertisements of vacancies but also short-list the candidates on behalf of the employers. (Taylor, 2005) Job linked to newspapers and journals: Many companies advertise in local and national national newspapers, notice boards, recruitment fairs and substantiate the advertisement with relevant important information relating to the job like the job title, pay package, location, job description, how to apply-either by CV or application form. The success of the recruitment process depends upon whether it is able to attract substantial number of candidates of the desired quality within the allocated budget. Too many applicants may reduce the cost per applicant but add further costs in terms of the time taken to screen the applications. While few applications received may be an indication of a tight labour market and also that the companys values, ethos and brand image in the market are poor attractors. It is thus essential that HR managers monitor the effect of such factors on the overall recruitment process (Bratton and Gold, 2003, p 234). SELECTION After the identification of a pool of potential candidates, the HR Manager needs choose and select the short-listed candidates who would best suit the job profile (Bach, 2008, p. 129). Some of the selection methods include interviews, psychometric testing (cognitive and personality test), assessment centres, references, biodata, job simulation or work sampling. Various selection techniques are used to measure differences between applicants and provide a prediction of future performance at work while measuring the effectiveness of these selection methods. Two statistical concepts reliability and validity are of relevant importance in the selection process. Techniques that are chosen on the basis of their consistency in measurement over a period of time is termed as reliability and the degree to which they measure what they are supposed to measure is referred as validity (Bratton and Gold, 2003, p. 234). The three important forms of reliability include the testee or the test-retest, the tester and the test reliability. Among the different forms of validity, the most important is the predictive or criterion-related validity. It refers to establishing an association between the predictors that comprises of the results obtained from various selection methods and the criterion that measures the performance on the job (Bach, 2008, p. 130). An HR Manager in an organization is using more sophisticated selection techniques and is ensuring to make good selection decisions. A good selection decision would reduce a number of costs incurred like the overall cost of the selection process that includes the use of various selection instruments, the future cost of inducting and training new staff and staff turnover. The process and method of selection to be used are based on two key fundamentals. Firstly, individual differences would measure the extent to which two individuals would differ on the parameters of intelligence, attitude, social skills, psychological and physical characteristics, experience, etc. Secondly, recognizing the way in which people differ would be reflected upon the prediction of performance by the individual at the workplace Many leading companies may use a variety of these techniques and statistical theory for giving credibility to techniques that attempt to measure peoples attitude, attributes, abilities and overall personality (Bratton and Gold, 2003, p. 234). Methods of Selection: Selection interviewing Interview is one of the oldest and commonly used selection methods. Cook (1994, p.15 cited in Bratton and Gold, 2003, p. 236) referred the usage of interviews along with application forms and referral / recommendation letters as the classic trio. The interview pattern can be broadly classified on the basis of the Information Elicited which would dwell on the focus on facts and the information that is required. It would follow a direct approach and give emphasis on seeking subjective information from the interviewee as the factual information must have been already collated prior to the interview. This pattern may require to qualified psychologist as it may require usage of intensive probing. It can secondly be classified on the basis of structure like structured or unstructured. Thirdly, on basis of the order and involvement pattern adopted while conducting the interview. Also by using questions related to ones past behaviour coupled with competencies in inter views has further enhanced the effectiveness of this method (Bratton and Gold, 2003, p. 238). Psychometric testing: It has formed an integral part of the selection process of most organization because of its ability to provide an objective measurement of individual competencies and personality (Beardwell and Holden, 2001, p. 243). This type of selection is also considered to have a good record of reliability and validity. Further evidence of its usage since 1990s has been witnessed due to the rapid growth in the number of organizations using this test leading to more HR professionals being trained to administer the functioning of the test (McHenry 1997a cited in Bratton and Gold, 2003, p.239). The two types of test include cognitive or ability test and personality test. Cognitive tests provide a detailed assessment of an individuals intellectual abilities like specific abilities or general intelligence. Personality test provides a detailed assessment of an individuals behaviour when confronted with a specific situation (Bach, 2008, p. 133). Assessment Centre It incorporates a variety of selection methods like interviews, psychometric test, simulations, in-tray exercises and group decision-making exercises, role-plays and presentations to test the mental ability, reasoning and personality of an individual employee (Taylor, 2005, p.242-3). Assessment centres are designed to provide information like the strengths and weaknesses of an individual employee to management for making decisions in relation to suitability for a position. (Bratton and Gold, 2003). Various on-going validity studies have found the assessment centres to have good predictive ability. One of the major drawbacks of the centre is the cost associated with setting up and functioning of the assessment centre (Taylor, 2005, p. 242). CONCLUSION While critically analyzing on which recruitment and selection approach and methodology an HR Manager must adopt for their organization, it is crucial to consider the impact and accuracy of its approach adopted on the target audience. Further, recruiters need to be aware of the image of their organization they are portraying to the external world. A local newspaper advertisement might attract large number of applicants; but there is a strong business case for spending rather more on a substantial advertisement set by professionals conveying to job seekers that the organization compares favourably with others as a place to work. Few methods are ruled out because of time constraints as most personnel specialists may quite often have pressure from line managers to fill vacancies within days instead of weeks. Thus the range of possible recruitment methods gets severely restricted. Under such circumstances, the best option that a firm can adopt is to outsource the task of recruitment and s election to employment agencies, job centres or use personal contacts (Taylor, 2005, p. 169). It may also prove to be beneficial to consider the volume of applications as outcomes that each method is likely to yield and the ability of the personnel department to administer and act upon effectively. An HR Manager should avoid selecting a recruitment methodology which resulted in receiving hundreds of applications for a single unskilled job vacancy and vice versa. For instance, an advertisement seeking application for very senior cadre roles where the widest pool of appropriately qualified individuals is needed to enable the organization to screen out all but the very best candidates. Another example would be the opening of a new plant store leading to the creating a demand for several hundreds of new jobs (Taylor, 2005, p. 169). Proposed References: Torrington, D., Hall, L., and Taylor S. (2002) Human Resource Management. 5th edition. FT Prentice Hall, England Bratton, J. and Gold, J. (2003) Human Resource Management Theory and Practice. 3rd edition. Palgrave Macmillan, New York Searle, R. (2003) Selection and Recruitment a critical text Palgrave Macmillan, UK in association with The Open University 1st edition Storey, J. (2007) Human Resource Management a critical text. 3rd edition. Thomson Learning, London Boxall, P. and Purcell, J. (2008) Strategy and Human Resource Management. 2nd edition. Palgrave Macmillan, New York Taylor, S. (2005) People Resourcing. 3rd edition CIPD, London Beardwell, I. and Holden, L. (2001) Human Resource Management: A Contemporary Approach. FT Prentice Hall: Pearson Education Limited, England Bach, S. (2008) Managing Human Resources: Personnel Management in Transition. 4th edition. Blackwell Publishing, UK Callaghan, G. and Thompson, P. (2002) We recruit attitude: The selection and shaping of routine call centre labour, Journal of Management Studies: 39(2): 233-254 Greeenwood, I. (2007) Recruitment in the retail sector: a large supermarket, Work and Employment Relations Division Teaching Case, University of Leeds **********************

Health Indicators for Diverse Groups in New Zealand

Health Indicators for Diverse Groups in New Zealand Introduction Public health is the science and art of promoting and protecting the life and well being of the population as a whole, by preventing the ill health and prolonging the life through the organized efforts of the state and the society. This assessment aims to discuss and present the health status indicators for diverse groups in the National and International perspectives. It also includes the causative factors in health. Current Health Status indicators for Three Diverse Groups from National and international perspectives. New Zealand New Zealand is located in the South Pacific. It is a multi-cultural country and a very supportive on health of the society and its program. There are several diverse groups that living in New Zealand namely: the Maori, The Pacific people, the Pakeha or Europians and the Asian migrants. a. The Maori Maoris are the most important ethnic groups in New Zealand. They are the original settlers of the country. One indicator that compromises the health of the Maori is smoking. Smoking was identified as the most prevalent health status indicator and it is significantly observed in areas inhabited by the Maori. Broughton (1996) stated that traditionally the Maori society was tupeka kore (tobacco free). Maoris’ first encounter with tobacco was through the British, it was used as a tool of colonization by gifting or trading it in return for land and other resources. Currently, 32.7 per one hundred of Maori identified as being regular smoker, more than twice the smoking rates of European and Asian ethnic groups. Among Maori males the regular smoking rate is 30.5 percent and among females it is 34.7 percent. For Maori women of childbearing age (20-44 years), 40.5 percent smoke regularly. (Statistics New Zealand, 2014) Moreover, the Maori youth aged 15 – 19 years has higher smoking rate than non-Maori. In this age group, 38.8 percent (CI 29.3–48.3%) of Maori were current smokers compared with 13.7 percent (CI 10.4–17.1%) of non-Maori. There were some findings that there were notable difference in the average of the Maori and non-Maori’s initial taste of cigarette. On average Maori youth, their first cigarette was as early as 11.5 years compared to non-Maori youth at 12.7 years. As a result, tobacco smoking is the primary cause of the preventable death for Maori in New Zealand. Approximately, three times as many Maori died from Lung cancer and other smoking related diseases as Non-Maori each year. Maoris’ current smokers are more likely to prefer on smoking a roll-your-own-cigarette than non- Maoris smokers. The frequency of roll-your-own-cigarette was 70.3 percent for Maori and 57.4 percent compared to non-Maori. The most common reason of Maori and non-Maori for using the roll-your–own-cigarette was that, it has less expense than the manufactured cigarettes. The other reason for Maori and non-Maori they gave was, it last longer and taste better. Another health indicator among Maori is the Life Expectancy. The life expectancy of Maori men is 73 years while the Maori women is 77.1 compared to the non-Maori men which is 80.3 years and 83.9 years for the non-Maori women. The life expectancy at birth has narrowed the gap to 7.1 years between Maori and non-Maori people. In comparison with 8.2 years in 2005-07, 8.5 years in 2000-02, and 9.1 years in 1995-97 based on death rates of New Zealand in 2012-2014 (Statistics New Zealand, 2014). The differences in the life expectancy rate of Maori people compared to non-Maori are due to the number of factors including rates of smoking and socioeconomic status. b. The Pacific people The Pacific community in New Zealand are consist of different ethnic groups like the Samoans who are the largest group with 50% of the population, the Cook Islanders, 20%, the Tongan, 18%, the Niuaen, 8% and the Fijans who have the smallest group of 4%. (Ministry of Public Island Affairs, 2013) Obesity is one of the biggest issue in health for the Pacific Islanders. Among the New Zealand diverse groups, the Pacific adults had the highest rate of obesity with 67 percent followed by 46 percent Maori adults. Contrasting to, only one in seven Asian adult is obese, with a rate of 14 percent. On the other hand, Pacific children aged 2-14 are 55 percent obese or overweight, compared to 29 percent of the total child population in New Zealand. Based on body mass index, it was found out that almost one out of three adults from age 15 years and above were obese with a rate of 31 percent while about 34 percent were overweight. In ages 2-14 years, one in nine children were obese or 11 percent. Furthermore, high rate of overweight children of the Pacific people were also found, which was 22 %. c. The Asian group The Asian adults are generally in good health. They have the positive focus on health and well-being. In fact, Asian adults have comparatively low rates of smoking, hazardous drinking, asthma, arthritis, chronic pain, diagnosed mood or anxiety disorders (Asian Health, 2006). However, Asian adults are about 1.8 times as likely to have been diagnosed of type 2 diabetes as non-Asians. Self noted diabetes rates are common among Indian people, more than three times than the normal average. Asian adults generally report lower use of primary health center because of the language and cultural barriers that affect the access to health services (source). It was noted that after migration, Asian people may have increased risk of diabetes and cardiovascular diseases due to the lifestyle changes, physical activity and change in diet. United States of America United States of America is among the world’s good provider on health for its people. The total population of America as of 2013 is 320,051,000, with a gross national income per capita of 53,960. The allocations for health per capita is 8,895 international dollar in 2012 and the total expenditures for health as percentage of GDP as of 2012 is 17.9. (WHO, 2015) United States of America is a multicultural country and they have several diverse groups namely: the Whites Americans, the African Americans, the Asian Americans, the Native Americans/ American Indians and Alaska Natives, the Native Hawaiians and other Pacific Islanders and Hispanic and Latino Americans. a. American Indians and Alaska Natives Tobacco remains the largest preventable cause of disease and death in the United States. Every year 480,000 of Americans are killed through cigarette smoking, and 41,000 of these deaths were due to the second hand smoking. (U.S. Department of Health and Human Services, 2014). Cigarette Smoking is the most prevalent case for the American Indians and Alaska Natives in the United States of America with significantly the highest percentage rate among other racial groups, of 26.1 percent compared to 19.4 percent of the White Americans, the African Americans with 18.3 and the Hispanics has 12.1 percentage respectively. The Asian American has the lowest percentage of smoking with 9.6 percent. Men in the United States are the most frequent smokers with 20.5 percent compared to women who has 15.3 percent. Among the adults in America, ages 25 to 44 years are the most habitual smokers with a 20.1 percent, followed by the ages 45 to 64 years with 19.9 percent and 18.7 percent for ages 18 to 24. The least frequent smokers are at the age of 65 years and older with 8.8 percent. (Centers for Disease Control and Prevention, 2015). b. The African American Obesity is based on the body mass index(BMI) of a person of 30 or higher. The body mass index is measured of an adult’s weight in relation to his or her height, calculated by the adults weight in kilograms divided by the square root of his or her height in meters.(U.S. Center for Disease Control and Prevention,2014). In the United States more than one-third or 34.9% or 76.8 million of adults are obese. The African American have the highest rates of obesity with 47.8 percent, followed by the Hispanic with the rate of 42.5 percent, the White comes third with a percentage of 32.6 percent, and for the American Asian has the lowest rate of obesity with a rate of 10.8 percent. (Journal Of American Medicine, 2014) Obesity are more prevalent among middle age group from 40 tp 59 year old with a rate of 39.5% compared to the younger adults, the 20-39 years age group with a percentage rate of 30.3%, and the adults of over 60 years and above has a percentage rate of 35.4 percent. (Journal of American Medicine, 2014) Another indicator among African American is Diabetes. Diabetes is the sixth leading cause of death in the United States of America, killing 71.5 thousand people in 2012. (WHO, 2012) Diabetes is a chronic disease characterized by hyperglycemia or high glucose levels in the blood. In a healthy person the blood sugar level are kept in an acceptable range by insulin. Insulin is a hormone, that is produced in the pancreas, that will help the body absorb excess sugar from the blood stream. Among diabetic people, blood sugar levels are not adequately controlled by insulin. (Agency for Healthcare Research and Quality, 2010). Diabetes is most prevalent among African American adults, from ages 18 and over, with a percentage rate of 13.2 percent compared to the Hispanics with 12.2 percent, while, 7.3 percent for both White Americans and Native Hawaiians.(CDC, 2014) In 2012, 44.2 per 1000 population of African American adults were hospitalized for lower extrimity amputation in contrast with 12.5 per 1000 population of the White and 25.4 of the Hispanics. (National Healthcare Quality and Disparities, 2014) c. White Americans The Center for Disease Control and Prevention(CDC)2014, gathered the information about the mortality in the U.S., including the death by suicide. In 2013, there were 41,149 suicide cases reported. This makes the suicide, as the tenth primary cause of death in America. The CDC calculates the suicide rate each year by the number of the accounted suicide deaths that occur for every 100,000 people in the population. White americans got the highest rate of suicide death with 14. 2%, followed by the American Indians and Alaska natives with a rate of 11.7%. Much lower and nearly the same rates are common among Asians and Pacific Islanders with 5.8%, Hispanic with 5.7%, and African American with 5.4% respectively.(Centers for Disease Control and Prevention, 2014) In 2013, Men were most likely to commit suicide compared to women with a significant rate of 20.2, and women had a rate of 5.5, that is four times higher in men. It was noted in in 2013 that 77.9% of males died in suicide in comparison to much lower rate in female for only 22.1%. Among the age group, 45 to 64 years had the highest suicide rate of 19.1%, followed by 85 years and older with 18.6%. The younger groups aged 15 to 24 years had lower suicide rate of 10.9%.(CDC,2014). Causative Factors a. National Causative Factors The influence of the family members or growing up in the house or environment where people regularly smoke has a great impact for the prevalence of smoking among Maori people. The total lack of discouragement since some or all of the family members are smoking. In general, the peer pressure for the teen agers that caused them to start smoking at an early age and the feeling of relief from stress and fatigue. Lastly, the use of the roll-your–own-cigarette which has cheaper cost. (The Buzzle, 2015) The factors that influence the obesity of the Pacific people are, there lifestyle, habits and food consumption. For age fifteen years and above, less than half or about 40.9% of the Pacific males and Pacific females (48.9%) met the recommended vegetable intake that was notably lower than non-Pacific group. In addition, Pacific males and females consumed more servings of soft drinks or energy drinks per week. In particular, Pacific female, were three times as likely to eat fast food and takeaways in comparison to non-Pacific people. Children aged 2-14 years were less likely to have eaten breakfast at home compared to non-Pacific. (The Pacific Peoples Health, 2014) One causative factor of Diabetes is obesity. Atleast 80% of Type 2 diabetes are overweight. Due to today’s sedentary and westernised lifestyle, people will become overweight and eventually become obese. Obesity causes insulin resistance, meaning that the fats and muscle cells of obese people do not seem to react to the insulin, so there is an uncontrollable blood glucose level in the body, thus, leading to Type 2 diabetes. (Diabetes Info NZ, 2014) b. International Causative Factors The factor that triggers the prevalence of smoking among American Indians and Alaska Natives is that, it is included in a sacred tobacco ceremonial rights, religious practices and as medicinal roles for native culture. In addition, tobacco sold in tribal lands are exempted from state and national taxes, thus, it is cheaper and affordable. (U.S. Department of Health and Human Services, 2015) The causative factor of obesity of the African American is the limited access to safe places for outdoor physical activities. In order to carry out a a good and a balance healthy living, one must participate in a sufficient physical activity. In addition, lower incomes and poverty contributes to the increasing obesity, since less nutritious foods or calorie-loaded foods are often less expensive and affordable than healtier foods. (Racial and Ethnic Disparities in Obesity, 2014) The risk factor of diabetes which is prevalent among African Americans are due to lifestyle choices. The lesser chance of regular physical activity and consuming high-calorie foods in larger amount than necesarry will have the high risk of devloping type 2 diabetes. Another factor is heriditary, if someone in close family has diabetes, other members might also develop diabetes.(Endocrineweb, 2014). Based from the causative factors of the different health problems encountered from the national and international aspects, it is observed that they have almost the same common factors that triggers the prevalence of diseases. Lower incomes and living in more deprived areas are more prone to such diseases. Regular physical activities and proper nutrition is the key to have a healthy life. 3. Discussion Smoking is one of the major problem that the government of New Zealand is facing especially with the Maori group who is the leading cigarette or toabcco smoker than other ethnic groups. It is further noted, that there is a strong relationship between smoking and neighborhood deprivation. It means that there are more people who are engaged in smoking in most deprived areas than the least deprived areas. The government should continue to dessiminate information and awareness for the effects of smoking for the active and passive smokers most especially to the deprived areas where smoking is rampant. Conduct counselling for the addictive smoker and the family. Create programs or provide facilities that promotes physical activities to different groups. There should be a thorough emphasis and education for the tremendous effect of smoking like: smoking can harm every organ and systems in the body, cause 80% of lung cancer, and respiratory condition like emphysema and chronic bronchitis. Smoking is also a major cause of heart disease, stroke and other cancers. In addition, smoking around children increases the risk of lung infection like croup, bronchitis and peumonia. There are a lot of health problems that the United States of America is facing, one of them is obesity and it is quite alarming that more than one-third of the population in America are obese. Among the diverse groups, Afrian Americans has the highest percentage of obesity. One factor of obesity for Black Americans is that they have limited access to safe areas for outdoor activities. To carry out a balance and healthy living one must indulge in a regular physical activitivities. It is also observed that lower income and poverty contributes to the increasing obesity since they will opt to consume the cheaper, less nutritious and high calorie foods. Being obese increases the persons risk to developing heart diseases (cardiovascular heart disease, stroke), type 2 diabetes and and other forms of cancer. In order to prevent obesity and the risk of developing long term diseases the government should continue to support programs that involves physical activities. Provide facilities for indoor and outdoor sports and a safe playground for children. The government should also provide a team that will monitor the intake of nutritious foods especially in the deprived areas where obesity is common. A quarterly checks of the blood for blood sugar, lipid profile and blood pressure for the obese persons.

Gender Inequality in the Domestic and Occupational Divisions of Labor :: Feminist Patriarchy

Assess the claim that gender inequalities in the domestic and occupational divisions of labour are best understood with reference to the concept of patriarchy. You should illustrate your answer with reference to a range of feminist perspectives. Introduction Western female thought through the centuries has identified the relationship between patriarchy and gender as crucial to the women ¡Ã‚ ¦s subordinate position. For two hundred years, patriarchy precluded women from having a legal or political identity and the legislation and attitudes supporting this provided the model for slavery. In the late 19th and early 20th centuries suffrage campaigners succeeded in securing some legal and political rights for women in the UK. By the middle of the 20th century, the emphasis had shifted from suffrage to social and economic equality in the public and private sphere and the women ¡Ã‚ ¦s movement that sprung up during the 1960s began to argue that women were oppressed by patriarchal structures. Equal status for women of all races, classes, sexualities and abilities - in the 21st century these feminist claims for equality are generally accepted as reasonable principles in western society; yet the contradiction between this principle of equality and the demonstrable inequalities between the sexes that still exist exposes the continuing dominance of male privilege and values throughout society (patriarchy). This essay seeks to move beyond the irrepressible evidence for gender inequality and the division of labour. Rather, it poses the question of gender inequality as it manifests itself as an effect of patriarchy drawing from a theoretical body of work which has been developed so recently that it would have been impossible to write this essay thirty years ago. Feminist Theory and Patriarchy Although  ¡Ã‚ §Ã‚ ¡K patriarchy is arguably the oldest example of a forced or exploitative division of social activities ¡Ã‚ ¨ and clearly existed before it was ever examined by sociologists, the features of patriarchy had been accepted as natural (biological) in substance. It was not until feminists in the 1960s began to explore the features and institutions of patriarchy, that the power of the concept to explain women ¡Ã‚ ¦s subordinate position in society was proven (Seidman, 1994) . The feminist engagement with theories of patriarchy criticised pre-existing theoretical positions and their ideological use, tracing theoretical progenitors of popular views about gender, gender roles etc (Cooper, 1995; Raymond, 1980). Developing theories to explain how gender inequalities have their roots in ideologies of gender difference and a hierarchical gender order, feminist theoretical concepts of patriarchy are able to explain and challenge gender inequality and the gendered division of labour in the private and social spheres (Seidman, 1994). Gender Inequality in the Domestic and Occupational Divisions of Labor :: Feminist Patriarchy Assess the claim that gender inequalities in the domestic and occupational divisions of labour are best understood with reference to the concept of patriarchy. You should illustrate your answer with reference to a range of feminist perspectives. Introduction Western female thought through the centuries has identified the relationship between patriarchy and gender as crucial to the women ¡Ã‚ ¦s subordinate position. For two hundred years, patriarchy precluded women from having a legal or political identity and the legislation and attitudes supporting this provided the model for slavery. In the late 19th and early 20th centuries suffrage campaigners succeeded in securing some legal and political rights for women in the UK. By the middle of the 20th century, the emphasis had shifted from suffrage to social and economic equality in the public and private sphere and the women ¡Ã‚ ¦s movement that sprung up during the 1960s began to argue that women were oppressed by patriarchal structures. Equal status for women of all races, classes, sexualities and abilities - in the 21st century these feminist claims for equality are generally accepted as reasonable principles in western society; yet the contradiction between this principle of equality and the demonstrable inequalities between the sexes that still exist exposes the continuing dominance of male privilege and values throughout society (patriarchy). This essay seeks to move beyond the irrepressible evidence for gender inequality and the division of labour. Rather, it poses the question of gender inequality as it manifests itself as an effect of patriarchy drawing from a theoretical body of work which has been developed so recently that it would have been impossible to write this essay thirty years ago. Feminist Theory and Patriarchy Although  ¡Ã‚ §Ã‚ ¡K patriarchy is arguably the oldest example of a forced or exploitative division of social activities ¡Ã‚ ¨ and clearly existed before it was ever examined by sociologists, the features of patriarchy had been accepted as natural (biological) in substance. It was not until feminists in the 1960s began to explore the features and institutions of patriarchy, that the power of the concept to explain women ¡Ã‚ ¦s subordinate position in society was proven (Seidman, 1994) . The feminist engagement with theories of patriarchy criticised pre-existing theoretical positions and their ideological use, tracing theoretical progenitors of popular views about gender, gender roles etc (Cooper, 1995; Raymond, 1980). Developing theories to explain how gender inequalities have their roots in ideologies of gender difference and a hierarchical gender order, feminist theoretical concepts of patriarchy are able to explain and challenge gender inequality and the gendered division of labour in the private and social spheres (Seidman, 1994).

The Long Trail :: Essays Papers

The Long Trail GRAPH The Long Trail, â€Å"Vermont’s footpath in the wilderness†, is the oldest long distance hiking trail in the U.S.. The Long Trail was conceived on the peak of Stratton Mountain in southern Vermont by James P. Taylor (1872-1949) as he waited for a thick fog to lift. On March 11, 1910 twenty-three people met in Burlington and founded the Green Mountain Club, and the Long Trail was on it’s way to becoming real. Work began on the trail in the Mt. Mansfield (highest peak in Vermont at 4383’) and Camel’s Hump areas, and connected the two by the end of 1912. Within only the first decade of the Green Mountain Club’s existence members had cleared over 200 miles of trail and provided 44 overnight sleeping accommodations. Of these, 14 were huts and shelters raised by the GMC. The final link of trail was cut to the Canadian border in 1930. The GMC celebrated its 21st birthday and the completion of the Long Trail with a chorus of flares erupting from mountaintops all along the spine of the Green Mountains. In 1931 the GMC trustees approved the hiring of a paid Long Trail Patrol under the leadership of Roy O. Buchanan. This group worked on trail maintenance and the construction and repair of shelters and huts along the trail. During this time the GMC also brought strong opposition to the proposed Green Mountain Parkway, a scenic highway cutting across the length of the Green Mountain range. Shelter construction increased during the period between 1950 and 1960, responding to growth in traffic on the trail. In 1958 the club was also instrumental in stopping an army plan to erect a missile communications tower on the Chin of Mt. Mansfield. Between 1966 and 1975 the GMC responded to new pressures caused by traffic by removing dumps from campsites, initiating â€Å"carry in- carry out† policies, education on responsible trail use and stationing of caretakers at the most high use areas and summits.

Informative Speech COM 1301

COM 1301, Section 05 October, 9th 2012 Mars Search Laboratory (MSL) Life on earth is getting more and more difficult, earth is overpopulated and global warming is treating our existence on earth every day. Living on another planet is on the solution that may pop out in our mind, this solution is what a space rover is trying to answer. In exactly one month and three days ago, a high technology rover lander on Mars, for those who did not hear about it let me show you some pictures (showing pictures to the audience), the rover is about 1000kg and a car size.Curiosity is special because it process information for itself and then sends the result back to earth. Two main objectives of Mars are1. Discover traces of past life.2. Analyze Mars habitability It is difficult not to get excited about NASA’s Mars Curiosity rover, it’s the most ambitious exploration vehicle yet sent to Mars.The big science question for the Mars Exploration Rover is how past water activity on Mars has i nfluenced the red planet's environment over time.While there is no liquid water on the surface of Mars today, the record of past water activity on Mars can be found in the rocks, minerals, and geologic landforms, particularly in those that can only form in the presence of water. That's why the rover is specially equipped with tools to study a diverse collection of rocks and soils that may hold clues to past water activity on Mars. Project scientist Grokzinger says: â€Å"Curiosity is not a life detection mission. We are not actually looking for life, we don’t have the ability to detect life if it was there. But let me show you something (shows picture of river ) this river is located in Spain, it reaches high temperatures about 40 °C and it’s very acidic, it has a Ph about 2, knowing that the Ph scale goes from 0 to 14 from the most acidic to the least acidic. Well, surprisingly this river holds life! Scientists have recently taken a sample from this water and disco ver bacteria in it! This can be the absolute evidence that life can emerge from extreme conditions.A part from discovering traces of past life, the other mission of Curiosity is to identify if Mars can be a shelter of life, Mars Science Laboratory is equipped with an instrument that measures the level of radiation. This will be critical to put a man on Mars and determine the type of protection. At last but not least, Scientists expect from Curiosity a major discovery, it involves analyzing rocks of the landing area, hoping to discover traces of past life and analyzing Mars habitability.To conclude let me show you the latest picture received from the rover (showing picture: trace of robot step) as you may see, this is a trace of the robot on the sandy surface of Mars, this is a small trace of a robot, a giant leap of mankind, Thank you.

Case Study Analysis

Ethical Case Study 2: Sally Goes to School Shanda Woody Montreat College Ethical Case Study 2: Sally Goes to School A fundamental aspect of ethics in counseling is the right to informed consent. Informed consent reflects respect for the client as an individual and promotes self-governing during the counseling process (Pope & Melba, 2011). The American Counseling Association Ethical Decision Making Model provides counselors with a blueprint for making ethical decisions while placing an emphasis on values and principles and is appropriate in resolving the ethical dilemma contained in this case study (Miller & Davis, 1996).ACA Model The ACA Code of Ethics states, â€Å"when counselors are faced with ethical dilemmas that are difficult to resolve, they are expected to engage in a carefully considered ethical decision making model† (ACA, 2005). This model directly applies the ACA Code of Ethics while combining Kitcheners (1984) virtue ethics, counselor consultation, and self-determ ination (Corey, Corey & Callahan, 2011). The model also includes the work of Van Hoose and Paradise (1979), Stadler (986), Haas and Malouf (1989), Forester-Miller and Rubenstein (1992), and Sileo and Kopala (1993).The ACA model encourages a counseling relationship based on trust and states when counselors are faced with an ethical dilemma they apply careful consideration to the decision making process (Corey, Corey & Callahan, 2011). ACA Decision Making Model Process The ACA model identifies Kitcheners five moral principles as the cornerstone of the decision making process and they include: autonomy, nonmaleficence, beneficence, justice, and fidelity (Forester-Miller & Davis, 1996). Upon eviewing these ethical principles, the model outlines seven steps in the decision making process including: identify the problem; apply the ACA Code of Ethics, determine the nature of the dilemma, determine a possible course of action, consider potential consequences for all options and determine a course of action, evaluate the course of action, and implement the action (Forester-Miller, & Davis, 1996). The first step in the model is to identify the problem by gathering as much information as possible.It is important to outline the facts and eliminate any assumptions so that the counselor can determine the ethical dilemma and the course of action needed. In this phase, the model suggest asking questions such as: Is the issue related to me and what I am doing or not doing? Is it related to the client and/or the client’s family? Is the issue an ethical, legal or clinical problem? (Forester-Miller, & Davis, 1996) The next step is to apply the ACA Code of Ethics. If there is a standard or standards that apply, the model recommends following the course of action indicated which should lead to a solution.It is important that counselors be familiar with the ethical standards and understand the implications (Forester-Miller et al. ,1996). The next step in the model is to deter mine the nature and dimensions of the dilemma. In this step, the counselor would consider the moral principles and decide which principles apply, then review any professional literature to help reach a decision, consult with colleagues and other professionals, and seek out assistance from state and national associations.At this point in the decision making process, the counselor may want to refer to Kitcheners (1984) five moral principles to ensure autonomy, justice, beneficence, nonmaleficence, and fidelity are being used as a guide in the decision making process. (Forester-Miller et al. , 1996) Next, counselors begin to brainstorm and create possible solutions for the ethical dilemma. After this stage, counselors will consider the information gathered during previous stages, assess each option carefully and consider the implications for the course of action. The ACA model stresses the mportance of eliminating options that will not result in the optimum outcome and to avoid making decisions that will be more problematic that the situation at hand. (Forester-Miller et al. , 1996) The final two stages include evaluating and implementing the selected course of action. At this point, it is imperative that the counselors consider any new ethical dilemmas that may have been created by the decision made and if it is determined more harm will come to the client the counselor must go back to the beginning and reevaluate the process to ensure the best possible outcome.Once it has been determined that this ethical decision made is appropriate, the counselor will implement the plan and follow up with the situation to ensure the course had the anticipated results. Ethical Decision and Implications After reviewing the ACA decision making model, the counselor would choose to discuss the purpose of treatment, the goals, procedures and techniques provided during the therapeutic relationship (Corey & Herlihy, 2006). Any testing or diagnosis needs to be explained as the client has a right to be an active participant.Implementation of the ACA Code of Ethics A. 2. a Informed Consent which states clients have a right to choose and remain in the therapeutic relationship and counselors have an obligation to inform clients of the ongoing counseling process is imperative(ACA, 2005). At this juncture, the counselor would also want to refer to ACA Code of Ethics E. 3. a which states counselors must explain the nature and purpose of assessments in a way that the clients can understand (ACA, 2005).Reflections on the Decision Making Process Upholding the ethical standards of the counseling professional can be a difficult task due to a myriad of reasons. An ethical dilemma can prove to be overwhelming and complex but if the counselor utilizes an effective decision making model, refers to the ACA Code of Ethics as a guide, and upholds professional ethics by maintaining the best interest of the client the result should be positive and a learning experience for all invol ved.References Forester-Miller, H. & Davis, T. (1996). A practitioner’s guide to ethical decision making. American Counseling Association (1996) Corey, G. , Corey, M. , & Callahan, P. , (2011). Issues and ethics in the helping professions. 8TH edition. American Counseling Association (2005). Code of Ethics, Alexandria, VA: Author. Corey, G. , & Herlihy, B. , (2006). ACA ethical standards casebook. 6th edition Pope .