justifying war Essay -- essays research papers

     When an individual sees all the horrible pictures of war on the TV they can't resist the opportunity to think, â€Å"This must stop†. Yet, what reasons can this individual legitimize their choice on? There are numerous individuals on the planet who can just contend their sentiment through what they see on TV, which obviously isn't what war is. In William Earle’s exposition â€Å"In Defense of War† and Trudy Govier’s â€Å"Nuclear Illusion and Individual Obligations† we separately observe a master war and an enemy of war supposition. We should separate between the two in light of the fact that Earle’s paper discusses war in consensuses however Govier centers around the atomic part of war. Likewise with most expositions examining comparative points they have their likenesses and contrasts and that will be a major piece of conversation here. Subjects alluding to the profound quality and avocation as war and precisely what we can u se to legitimize it are a portion of the couple of things that will be referenced. These will likewise be talked about in moral terms and what part of morals they fall into. Alongside this will be an investigation of why each exposition falls into its given classification. The qualities of each article will be referenced just as the shortcomings and an examination regarding which is the more grounded exposition and which is the more vulnerable paper will be given. The most significant part, in any case, is the essential comprehension of the message that the creator is attempting to get over. These primary concerns will be featured all through the paper while talking about the article being referred to alongside the gave proof that goes with the contention. At last, an individual interpretation of the subject from me will be given just to explain any errors about what is composed. I am composing this (beside the reality it is a significant task) with the expectation that the peruser will pay attention to these inquiries and have the option to take a gander at the two sides of the discussion objectively and without misrepresentation.      It just appears to be proper to begin this out with Williams Earle’s paper, â€Å"In Defense of War†. I remain next to him when he gives his conclusion since I share a similar mentality regarding this matter. Basically, Earle gives a provocative gander at the opposition’s see towards war which is the counter war conclusion. Apparently Earle isn't care for most essayists attempting to safeguard his own contention with his own thoughts however what he does is position his contention that war is essential by ... ...essary and doesn't attempt to constrain the thought. He basically needed to maintain a strategic distance from the disarray that frequently collects with the media and let the peruser settle on their own free decision. Govier then again didn't set up as solid of a contention nor did she investigate the resistance. She offered her own plans to help her own thoughts, not having the option to give enough proof to dismiss the restriction as Earle had the option to. In this sense we can perceive how much more grounded his exposition was.      In the end we need to settle on a decision. We can either be possibly in support of however with everything taken into account it isn't the overall population's place to settle on the choice. It was a lot simpler to compose on Earle’s paper since it was more unmistakable than and not exactly as equivocal as Govier’s. It sounds good to me that respect and pride do exceed the issues with fighting. It appears to be very effective that every one of the three moral concerns can be brought into each paper with one being the unrivaled. I likewise may have been one-sided recorded as a hard copy this exposition due to my viewpoint so it is imperative to consider. All in all, I don't change my view on the point however trust we can understand our contentions with negligible slaughter.

Should Mobile Phones Be Allowed in Schools

Youngsters ought to be permitted to utilize their cell phones in class since they can fill in as ‘learning helps', an examination guarantees today. Scholastics are approaching schools to reevaluate bans on telephone handsets after preliminaries recommended that capacities, for example, adding machines, stopwatches and email can be ‘educational'. Notwithstanding, the call is sure to rankle numerous educators and guardians, who will be worried that students will be not able to oppose the impulse to put the gadgets to less beneficial uses, for example, digital harassing or cheating in tests.During a nine-month try including classes matured 14 to 16, understudies either utilized their own mobiles in exercises or the new age of ‘ cell phones' which permit web association. They were utilized to make short movies, set schoolwork updates, record an educator perusing a sonnet and time explores different avenues regarding the telephones' stopwatches. The cell phones likewise permitted understudies to get to modification sites, sign into the school email framework, or move electronic documents among school and home.The concentrate by analysts at Nottingham University included 331 students in schools in Cambridgeshire, West Berkshire and Nottingham. ‘At the beginning of the examination, even understudies were frequently shocked at the idea that cell phones could be utilized for learning,' Dr Elizabeth Hartnell-Young will tell the yearly gathering of the British Educational Research Association in Edinburgh later today. ‘After their hands-on understanding, practically all students said they had appreciated the undertaking and felt increasingly spurred. One educator told scientists that understudies like mobiles and they realize how to utilize them. ‘Using this innovation gives them more opportunity to communicate without waiting be continually administered,' the instructor said. Nonetheless, the report concedes that a few instructors figu re more prominent utilization of cell phones in schools could demonstrate tricky. Expanded compulsion to take telephones having a place with the school was one concern. ‘I thought, well, four of these smartphones†¦ Should Mobile Phones Be Allowed in Schools Cell phones are very useful after school when you’re voyaging home. Your parent/gatekeeper can get in touch with you in regards to family matters and furthermore after school in the event that you need to walk your parent can telephone you to ensure you’re secure. Moreover Mobile telephones likewise give security and assurance in the midst of hardship. On the off chance that for instance you are at risk for some sort you can telephone somebody rapidly and subtly. Also if the youngster disappears the police can follow the versatile and guardians can monitor the Childs location.Also mobiles can help if there is a crisis; your folks can telephone you direct as opposed to calling the workplace which would take longer. This would be progressively powerful in light of the fact that your parent can let you know precisely what’s going on as opposed to having a message gone to you. On the off chance that for instance your Gran was sick in emergency clinic your mum or fath er and so on could telephone or content you refreshes for the duration of the day. Mobiles additionally unites families â€They don’t appear to have a lot of time to spend together any longer because of extra time and after-school exercises, being able to speak with any of your relative helps bringing families together.Similarly on the off chance that you overlook something significant like schoolwork or your lunch you can contact your parent/watchman and they can drop it off. This would help when you have a significant article, for instance, due yet you overlooked it at home. This would help ensure that all your schoolwork is on schedule and would help instructors when they need to check schoolwork. Similarly in the event that you are unwell in school, you can telephone your parent to tell them. This would be useful in light of the fact that your parent would have the option to get you or can mention to you what to do.Moreover cell phones could set aside cash since they co uld be utilized as adding machines and can be utilized to record/compose notes. This would set aside a great deal of cash on paper which would make the school more eco inviting and cash could be utilized on other gear rather than just adding machines which can be found on all telephones, in spite of the fact that instructors would need to manage and confide in students not to wander from the assignment. Another advantage would be that understudies can record significant dates in their telephone to help with significant cutoff times and exams.A last explanation is that mobiles could be utilized for a wide scope of instructive purposes, including making short motion pictures, setting schoolwork updates, recording an educator perusing a sonnet and timing science tests. Mobiles which can interface with the web, likewise permitted students to get to modification sites, sign into the school email framework, or move electronic documents among school and home. Specialists have guaranteed th at utilizing a versatile additions children’s certainty on the grounds that the innovation is recognizable to them.

1 Week of Meals for $8 How-Tos and Tricks

1 Week of Meals for $8 How-To’s and Tricks Collaborative Post by: Gloria Chyr 20, Bettina Ankhurst 18, Emanuel Perez 19, Caroline Mak 18 MIT has a food access problem. Mealplans are expensive, coming out to be $12-15 per meal. And in between classes and everything else, it is a challenging skill to go buy groceries, mealplan, and cook. Sometimes one just gets $8 Chipotle or Annas, but all too often it can also mean being stuck in lab, not eating.   And on top of all of that, financial challenges can make this exponentially harder. This semester the four of us were on CASE’s (Class Awareness Support and Equality) Food Insecurity Group creating ways to tackle it.    CASEs overall mission is to improve MITs community awareness of class disparities and knowledge of the social class system. Some of their programs have Facilitated crash space to help parents attend graduation Provided winter clothing Been public awareness campaigns about how class affects ones experience at MIT Explored diverse backgrounds facing difficulty in areas like housing stability, consistency of access to food, and education And a lot more The CASE food insecurity team has Provided food care packages over the summer and IAP Advocated for a low-cost student-run market Facilitated food pantry cooking cupboards in all dorms for short-term food insecurity Been a voice for the 10% of students that have lacked access to food in the past year Personally this past semester Ive used a program they helped encourage called Swipeshare, a mealswipe donation pool from extra guest passes that help cover students who are food insecure.   Through a no-questions-asked s^3 meeting, one is provided a number of swipes into dining halls. Even as someone who was never on mealplan and has figured out cooking, this was really stress-reducing. So this past IAP we wanted to see how much food we could make with a very low budget. Here are some of the tricks we used. Tl;dr Don’t get taken advantage of by stores designed to make you buy more than you came in to get. Make a list beforehand and save food so youre ready for rough days Pre-Shopping Strategies Carrying Bring a backpack and/or extra bags. Spare being charged $0.10/bag Get a Bike with a basket. I’ve carried ridiculous amounts of stuff between the basket, hanging stuff off handlebars, and my backpack Mealplanning Sample Meal List at the bottom Pick something for each meal of the week. It helps to be able to overlap the same ingredients between lunch and dinner, for example fried chicken and rice I can use for both meals. Or grilled cheese. So put what you’d like to eat for breakfast, and the ingredients underneath and see if you can duplicate ingredients across meals. Always have things that can be easily added to multiple recipes at multiple meals like onions, bread, and eggs. (bread=toast, sandwiches, etc) If you know you’re going to have a really busy week, stock up on ramen, frozen burritos, or hot pockets. I also just microwave potatoes or sweet potatoes for 10minutes and get a solid hot to-go meal out of that. And potatoes never go bad!!    #student What my actual list looks like: link to the google sheets here Making Grocery Lists Sample Essentials Groceries List at the bottom List out what you NEED before entering. It’s so easy to get lost and go in circles and be picking up and putting down things. Put approximate prices next to your needs and then the total budget at the top of this list. Make it your goal not to exceed it. If you’ve spare, then you can treat yourself to ice cream. Order the list in the order you’d come across it. Remember, supermarkets place candy by the cashier for a reason. If you can order your list in the order that you walk into it, this also saves time and wandering eyes. Buy things that don’t go bad fast. Meats are #1 at surprising you with their sadness. If you can’t cook it within the next two days you probably will end up throwing it away (learned from many sad tears). Things that are non-perishable are also fast and easy snacks like nuts and yogurt. Frozen Vegetables Are The Fucking Best. Microwave them, boil them, add them in your reheated fried rice, put them in your cup noodles, they’re just so easy and cheap! Make sure to use the freezer- it is your best friend. I do this all the time for chicken. It’ll even last a few months uncooked. Take it out the day before and have it thawed and ready. After I know what I need per recipe, I put them all in a Google Keep note Mealpacking Pack and freeze lunches in the freezer. Use parchment paper to wrap up the sandwiches and they’re good for a while, just grab them before class, find a microwave, and you’re set! Always have a tupperware on hand for when there’s a massive Bertucci’s pasta tray and you can take some home! Where to go MIT is officially a food desert, qualified as an area with no supermarket within 1 mile and a population of hundreds without a car. So you’re stuck with Hmart*, Whole Foods, and Harvest in Central ($$$) Trader Joes in Cambridgeport ($$) A big nice Star Market in Porter square ($-$$). Or Market Basket ($), in Union square(right off of Porter sq) also next to an Indian + Japanese Market called Reliable You might not have heard of Market Basket, but you may have heard of  another national chain, Wegmans, ranking #1 in the 2017 Consumer Reports for National Supermarkets. Market Basket is ranked #2. It is a massive, budget-friendly chain of 79 grocery supermarkets in the Northeast and one of the largest is right next door to Cambridge in Union Square, Somerville. They source locally for their own brand, which is partly why they’re able to keep prices so cheap. One month, I was able to spend only $50 on groceries there, and my flatmates consistently spend less than even that for their monthly budget. This was their receipt. *Hmart IS open until 11p which is kinda nice and of course has really great asian things Getting to Market Basket Hours: They’re open 7am-9pm every day, except Sunday where they’re open until 7pm. How to get there in order of lowest to highest carrying capacity Walking/Biking: (Free), Estimate 40min/20min Bus: ($4 roundtrip) The 85 bus from Kendall/MIT drops off right down the street from it, and is $1.70 ea way on your CharlieCard, same as your ID that you’d use to tap into the T, Estimate 15min on weekdays* Uber: ($6â€"10 roundrip) Simplest, but also not cheap, Estimate 10min, consider splitting one with friends *Google Maps will help Our Haul: Between Gloria and Bettina they spent only $16 on groceries for the week and split it in half. Glorias always cooked for herself and while Bettina is normally on mealplan, during IAP she wasnt. Over the week, they stretched their $8 into multiple meals for the week. That’s like the cost of a Clover Sandwich and a coffee in Kendall Square (no offense to Clover). And with that, this is what Gloria did with her groceries. 1 Week for $8: Gloria One week, I only had $8 to spend on food. I was able to make 12 meals and it lasted me the entire week, breakfast, lunch, and dinner. Supplemented by MIT’s sheer amount of free food, networking luncheons, to dinners the President, I never went hungry. Breakfasts: Egg Spinach Sandwich w/sautéed onions and peppers (4 portions) Lunches Dinners: Chicken Fried Rice (2 portions) Chicken (sautéed in onions and peppers), Spinach, Rice Chicken Spinach Sandwich (3) Chicken w/ Peppers Onions, Black Beans, Rice (2) Black Beans, Caramelized Onions, Rice 1 Week for $8: Bettina I don’t tend to cook as much as Gloria does since I’m on the meal plan, my meals didn’t look as great, but I promise they tasted good! Outside of what is below, I used some spices and canola oil I already had, strawberry preserves I bought a few weeks prior, syrup, and a little bit of milk I got from a friend. The first meal I made was an egg sandwich â€" two pieces of toast and an egg fried in Canola oil. 1 serving White rice and chicken stir-fry. I made the stir-fry with chicken seasoned with salt,pepper and Adobo. I also added onions, peppers and spinach. I used one of the chicken breasts. 4 servings I made some scrambled eggs on toast with spinach. 2 servings Scrambled eggs and my first attempt at french toast. They came out pretty well and my friends on my floor liked them, too! Scrambled eggs were made with canola oil, salt, pepper and 1 egg. French toast was made with 2 eggs, milk and cinnamon (made 4 pieces of french toast). 2 servings A quick breakfast before running out of the dorm â€" 2 pieces of toast with strawberry preserves and a hard boiled egg. 1 serving Finally I made some rice and black beans. It took a while to cook the black beans, so I’d say if you’re just starting your cooking journey, maybe you’d want to start with canned beans. Along with the black beans, I used white rice, onions and seasoning. 4 servings So, in total, I was able to make about 14 servings of food for a bit over $8 worth of food. Sample List of Meal Recipes Breakfast Boiled Eggs: (Eggs) put eggs in already boiling water for 7 minutes and they’ll be perfectly soft-boiled. Save them in the fridge to avoid paying $4 for an egg at La-Verde’s Gloria’s Egg Spinach Sandwich: (Bread, Spinach, Eggs, Onions, Peppers) Toast two slices of bread, add some scrambled eggs and spinach. Wrap in parchment paper and freeze for future use Lunch Grilled Cheese Sandwich (Bread, cheese, butter) Cut a slice of cheese, put in sandwich and press in panini maker! Cup Noodle with frozen vegetables and hard boiled egg Dinner Gloria’s Chicken Fried Rice (Rice, Chicken, Soy Sauce, Frozen Vegetables) Fry it Rice with Box Curry, melt the box curry in a pot, cook rice in a rice cooker, water to rice 2:1 ratio Late Night “Snack”, ie I forgot to eat Hmart Ramen with Sesame Oil, White Pepper, and Bok Choy Starting Budget/Grocery List: Weekly Staples Budget: $25 Bread $2 Eggs $2 Butter $1 Milk $2 Frozen mixed veggies $1 Block of Cheddar Cheese $2.50 Bag of Rice $5 Oil $2 Onions $3 Bag of Potatoes $2 Go be a real person! Do the thing! And most importantly, find friends to go shopping, cook, and eat with. ? CASE (Want to pay it forward or care about students not starving? Reach out to us at [emailprotected]! Were actively recruiting for next semester :D Or if you want to just drop CASE a thank you note for all the amazing work they do, and/or possibly join, reach out to them on their website!) Post Tagged #CASE (Class Awareness Support and Equality) #dining #grocery shopping #recipes

My Dream Jobs Certified Registered Nurse Anesthetist (CRNA) and Family Nurse Practitioner (FNP) - Free Essay Example

Sample details Pages: 2 Words: 689 Downloads: 5 Date added: 2019/02/20 Category Career Essay Level High school Topics: My Dream Job Essay Nurse Practitioner Essay Did you like this example? Abstract The purpose of this paper is to discuss my dream job. It includes at least two dream jobs including job titles, salary range, skills, and education required, experience needed, the nature of work, challenges, and rewards. Keywords: CRNA- Certified Registered Nurse Anesthetist, FNP- Family Nurse Practitioner, BLS- Bureau of Labor Statistics Don’t waste time! Our writers will create an original "My Dream Jobs: Certified Registered Nurse Anesthetist (CRNA) and Family Nurse Practitioner (FNP)" essay for you Create order My Dream Job As someone being in school to become a Registered Nurse, I often do some research on possible future jobs. I plan to work as a Labor and Delivery RN after I finish the RN program. But my dream job, if given a chance is to continue my education to become a CRNA or an FNP. Certified Registered Nurse Anesthetist CRNA’s or Certified Nurse Anesthetist administers anesthesia before or during major procedures such as surgeries. Based on the BLS survey in May 2017, CRNAs earn between $110,520- $194,990. A typical day of a CRNA involves administering various types of anesthesia in different routes such as IV or spinal. They explain the procedure to the patient or family, implement the plan for anesthesia and help in developing the care plan for the patient. They also monitor vital signs and possible complications from the anesthesia. There are several steps to become a CRNA and will take a lot of years of practice and education. Without these, a CRNA may face a lot of challenges, like complications or life-threatening situations. An example is an epidural route of anesthesia, if one does not have the accurate skills and experience, A CRNA may accidentally hit the spine causing problems to the brain and spinal cord. The first step to becoming a CRNA is to get a Bachelor’s degree in Nursing and pass the NCLEX exam. After this, you have to work as an RN for at least a year to gain experience in a hospital setting, either in the intensive care unit or medical-surgical unit. Next step is getting a Masters or Doctorate degree in Nursing Anesthesia. After getting the degree, one can apply to take the National Certification, pass it and get the license. The skills needed for the job include a good understanding of medications, be a critical thinker, must possess excellent interpersonal skills and have a good atten tion to detail. But the most important skill is to be comfortable working with needles. Having all the skills and experiences mentioned above can make a procedure pain free and may also save a patient’s life. To me, that’s the biggest reward. Nurse Practitioner FNPs or Family Nurse Practitioners are RNs with degrees in specialization for treatment of patients in any stage of life. They focus on promoting healthy living and prevention of diseases. Based on the BLS survey in May 2017, FNPs earn $74,840 to $145, 630. An FNP can work in a variety of settings like hospitals, clinics, or physician’s office. A typical day of an FNP involves assessing, diagnosing and treating patients. The steps to becoming an FNP are similar to becoming a CRNA. First is to get a Bachelor’s in Nursing degree, pass the NCLEX and obtain a license. One must gain at least a year of experience as an RN, after which you can enroll in FNP Master’s degree program. Upon successful completion, apply for certification and pass the FNP board certification exams. Skills desired include good attention to detail, must possess strong communication skills and must be a critical thinker with good reasoning skills. One challenge an FNP can face is working with different physicians, who may have different styles of practice. An FNP should be able to accommodate supervising physicians. Being an FNP can be rewarding because you can to make a difference in a lot of people’s lives. You can meet a lot of families and help them to become healthy. It is a great help to the community. References (n.d.). Retrieved August 18, 2018, from https://study.com/articles/FNP_How_Do_I_Become_a_Family_Nurse_Practitioner.html How to Become a Nurse Anesthetist | 10 Tips. (n.d.). Retrieved August 18, 2018, from https://www.allnursingschools.com/articles/become-nurse-anesthetist/ Summary. (2018, April 13). Retrieved August 18, 2018, from https://www.bls.gov/ooh/healthcare/nurse-anesthetists-nurse-midwives-and-nurse-practitioners.htm

Analysis Of Jack Londons For Build A Fire And His Wise...

In Jack Londons’ â€Å"To Build A Fire,† a stubborn man with â€Å"no imagination† and his wise dog set out on the Yukon trail seeking out his camp in hopes to return and meet up with â€Å"the boys.† Being a â€Å"chechaquo,† a new comer to the land (Dictionary.com, 2015), this was his first Winter. â€Å"It was a clear day and yet there seemed an intangible pall over the face of things, a subtle gloom that made the day dark, and that was due to the absence of sun. The face did not worry the man.† (London, 629). The newcomer was entering Winter temperatures in which he knew nothing of, reaching seventy-five degrees below zero and would soon be in a battle of man verses nature. â€Å"But all this-the mysterious, far-reaching hair-line trail, the absence of sun from the sky, the tremendous cold, and the strangeness and weirdness of it all-made impression on the man.† (London, 629). As the man travels on through the freezing tempe ratures he is remind of advice from and old wise man, he had been warned of traveling alone and the dangers that could come with someone making such decisions. The traveler was hopeful of making it back to camp by six o’clock, and an hour into his travels he is ready to stop and eat his lunch with pride in his traveling progress. However, an hour into his travels the arrogant man was more concerned with chewing his tobacco, than thinking of potential dangers despite his warnings, so he stopped for lunch, never sharing with his only traveling companion, his loyal dog.

Beauty and the Labor Market Free Essays

Since ancient times, man and woman alike value beauty in the same level as they value their possessions and even their family. This is easily seen in works of art, in works of poetry and other forms of literature that praise beauty. Balladeers have sung its ability to intoxicate more potent than wine and its capacity influence man and his many endeavors. We will write a custom essay sample on Beauty and the Labor Market or any similar topic only for you Order Now The subject of beauty is very important in human history because the human race is given to marriage and it is the reproduction of children that allows the said specie to continually dominate the earth. It is therefore not surprising how much money and effort is given to the pursuit of beauty and the celebration of the same. In the late 20th century, two men, Daniel Hamermesh and Jeff Biddle were also stricken by the allure of beauty but pursued it from a unique angle. These two researchers proposed the idea that if discrimination – with regards to race, nationality, etc. – exists in the workplace then there is surely discrimination when it comes to an employees good looks or the lack thereof. Both men went further as to say that good looks not only allowed men and women possessing of this enviable quality to get good jobs but they also are able to increase their income more successfully than those whom Hamermesh and Biddle described as homely in appearance. But before proceeding to find evidence or contradictions that will shoot down their thesis, Hamermesh and Biddle went on a lengthy discussion strengthening their position that there is indeed a way to do an empirical study of the said subject matter. Methodology Hamermesh and Biddle were right on target when they remarked in the beginning of the paper that there is no going forward without having established the fact that beauty can be measured. The first thing that they did was to look for related literature that would support their claim that beauty can be measured statistically. They went further as to say that not only does beauty a trait that can be measured scientifically but more importantly, perception or standards of beauty is something that does not abruptly change or shift easily in a short period of time. In other words a generation or two of Europeans, Americans, and Canadians will have the same standard of beauty at least in the 20th century when the study was made. Then Hamermesh and Biddle scrutinized the methodology used in the multiple tests to determine a â€Å"beauty standard† and they were satisfied with what they learned. In fact, in Part II of their study they made the following discovery: Within a culture at a point in time there is tremendous agreement on standards of beauty, and these standards change quite slowly. For example, respondents ranging in age from seven to fifty who were asked to rank the appearance of people depicted in photographs showed very high correlation in their rankings (see Background portion of study). Now, in order to make their study reliable and the results credible Hamermesh and Biddle made their case airtight by looking closely at their respondents and the other variables that would affect their results significantly. An example of this is the exclusion of those who have questionable health status for this would surely affect their performance and would have made the study unreliable to say the least. But both men did not stop there they also presented other factors that would have made their analysis unacceptable. They pointed to the fact that there can be other forces involved in the hiring of employees possessing above-average good looks. And these are namely: 1) there are industries that require good looking people and 2) in the case of overcrowding a manager may use the criteria of good looks to choose among the many applicants competing for limited jobs. Significance The world of business is surely indebted to Hamermesh and Biddle and those who wanted to offer something new to the growing body of knowledge concerning what would increase the productivity of a particular enterprise. In the beginning of this study the two proponents were correct in saying that in the area of discrimination in the workplace there is very little if at all, a systematic analysis on the effect of a person’s looks on the quality of job that he or she will get and subsequently the degree of success that will be achieved in his or her lifetime. This study is also helpful in providing more data to those seeking to resolve issues concerning an employers alleged discriminatory actions with regards to an employee unable to rise atop the corporate ladder due to the misfortune of being born with a rather homely appearance. This study would form the foundation of future inquiries as to the role of beauty in the corporate world. Analysis The study was a great challenge for the two researchers because they decided to tackle something as difficult as trying to catch the wind with bare hands. They aimed for the impossible – to measure beauty and ugliness. If this is not enough their study was made more complicated by putting another hurdle and it is to understand the correlation between beauty – or the lack thereof – and productivity in the workplace. It does not need further discussion to conclude that beauty is in the eye of the beholder and that what is attractive to one culture may be offensive to another. In fact a mere two hundred year gap in history is enough to totally transform standards of beauty. The researchers admitted early on when they cited that paintings made in the 17th century depicted a rather different standard when it comes to what feature makes a beautiful man or woman when being compared to what is celebrated today in the media and the arts. But they pulled off a rather convincing argument using a highly controlled study where people from all ages – 7 years old to fifty years old – where able to demonstrate that indeed for a given generation there is a standard of beauty that does not change even after the passage of time. Here is the beginning of their problem. They said so themselves that in the time of the famous artist Rubens beauty is measured by the plumpness of the lady and not by the reed thin supermodels that are highly esteemed in modern times. So how can they be certain that their standard does not change after thirty years or more? Moreover, they have concluded that either Canadians have a slight difference in their outlook regarding beautiful people or that they are not comfortable in being brutally frank when it comes to judging another person’s appearance. This shows subjectivity arising from differences in culture etc. Now, for the sake of argument, this paper will allow that Hamermesh and Biddle were both correct in their analysis that there is indeed a standard of beauty that is both measurable and unchanging. Then this will lead the discussion to another perceived weakness in their work which is the fact that they conducted their study within European culture and there is no data to support the fact that they considered the preference of Asians. Another possible weakness in their methodology is the fact that they were not able to clearly establish the standard of beauty in a way that their study could be replicated in the future and in different regions of the world. What occurred was that in order for their results to be accepted as scientific then they would have to assemble a similar group of respondents every time they would try to replicate their study in other locations outside the U.S. or Canada. Another problematic aspect of the study is the fact that a person uses more than beauty to complete a job. Mental capabilities and social skills play a major role in the development of a person’s career. The study is not that complex to separate intelligence quotient and beauty. There is no way to just simply observe beauty in action apart from the use of mental faculties. Throughout the course of the research the duo were struggling in putting together a very convincing argument that indeed beauty alone is the major factor in achieving success. There are just too many variables involved in the process of doing a job whatever it may be. In the end Hamermesh and Biddle were almost back to square one for they were not able to come up with anything that is radically new except for reinforcing the already known idea that there are some jobs that require attractive people in order to be more productive. Hamermesh and Biddle tried an escape route by saying that they do not have to demonstrate the validity of their claim because according to them people spend a lot of time and money in grooming aids and purchase of good clothes in order to enhance their physical beauty. But it can be argued that grooming and beauty are two different things. A celebrity which many considers beautiful can wear a plain shirt and still people would find her attractive. Hamermesh and Biddle were both correct in their final analysis that there is a need to study, â€Å"†¦relationships between looks and earning within particular narrowly – defined occupations† (see Part VIII).   Moreover there is a need to extend the timeline of their study to determine if attractive employees were able to sustain a high level of success and that their increase in income is not merely a result of a quick promotion because the manager was biased to people with good looks but soon regretted his actions when he found out about their performance. Works Cited Hamermesh, D. Biddle, J. Beauty and the LabourMarket. American Economic Review 84.5 (1994): 1174-1194. How to cite Beauty and the Labor Market, Essay examples

Rewards Retention Essay Example

Rewards Retention Essay Effectiveness of Reward Programs on Employee Retention Organizations are Intent on keeping the right people In the right position. When quality employees are obtained, it is important to retain them long term without loss to another agency, especially a competitor. Even in todays environment of high unemployment and sluggish economy, attracting and retaining talented employees is a top human resource concern. The cost of employee turnover is significant In the business world. Unless an employee is a low performer, the exit of a worker is a cause of concern. It is expensive to recruit and train new hires while efficiency is also Ewing lost during the orientation period. It takes time and attention away from productivity to train new employees. New employees are also more likely to make mistakes and work more slowly. Workplace focus on retention can help reduce these high turnover costs. Boucher Glenn (2012) found in a study from 1992-2007 that businesses spend one-fifth of an employees annual salary to replace that worker consistent across different pay levels. The typical cost of turnover was 21 percent of a workers annual salary. Jobs with specific skill sets, such as physicians or executives, ND jobs that require higher levels of training and education for specialization have even higher turnover costs. Jobs with low wages and minimal benefits, such as the hospitality, hotel/motel and food-service industries have the highest voluntary quit rate. While the very-highest paid employees are the most costly to replace, the costs remains significant due to the high volume of turnover for those jobs with low earnings (Boucher Glenn, 2012). As human capital declines with the retirement of baby boomers, Holloway (2006) says retaining high performers is even more essential. We will write a custom essay sample on Rewards Retention specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Rewards Retention specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Rewards Retention specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A Fortune 2000 company can spend up to $6,000 to hire a single employee. Chafer (as cited by Butler, 2008) says that eighty percent of employees make the decision to stay or leave a job within the first six months of employment in a new position. The first six weeks are a pivotal period that influences what workers think about the Job. Thats why it is Imperative for a strategy for employee retention to begin with the onboard process. Employee engagement from the Initial startup period is even more important to retention than getting them enrolled in the 401 (k). Businesses should make it a priority to invest in motivated employees who are driven toward success to decrease attrition and increase retention (Butler, 2008). Gearing Conner (2002) describe how HOC a hospital management company, approached these issues. The trend noted by the study was that seventy percent of employees who left a hospital quit within the first six months of employment. The management company had the same concerns of the expenses involved in recruiting new replacements. The conclusion drawn by HOC was that the cost of replacing an employee amounted to 100 percent of the employees annual salary. To address this problem, they organized a retention strategy. One of the propositions of the strategy was to make employees feel they were of value to the hospitals. Department managers Implemented a plan to display more Interest In employee development activities and roll out positive Input about their performance by way of recognition. The study proposed that basic needs for Job satisfaction include rewards in the form tools to do the Job well. They found that these key needs have to be met for employee retention and satisfaction along with clear communication of goals that need to be achieved (Gearing Conner, 2002). It becomes apparent that salary is important, but many other factors can be Just as big an influencer on employee satisfaction and retention. Vive (2008) notes that relationships with supervisors and co-workers, opportunities for growth and development, and doing work that is personally satisfying and fulfilling are important indicators for retention. Although aware of these motivating factors, many businesses continue to build incentive programs around bonuses with little focus on monetary components of employee commitment. Being aware that money is not the only contributor to happiness, other reward programs and efforts should be considered to improve employee retention. Ester (2012) has a perspective that since the economic downturn, many companies financial status has been stagnant providing less opportunity for bonus rewards. This is leading to more rewards and recognition programs that involve monetary accolades and incentives to retain and engage employees. Todays workers consider comprehensive benefits packages, bonuses and financial rewards as an expected compensation and not an additional reward or incentive. Youll (as cited by Ester, 2012, p. 9) says, Its hard to get people to appreciate things that they think they are entitled to. Its the nonentities stuff that people really like. He encourages employers to show appreciation through perks and rewards they will remember for the rest of their careers that creates feelings of loyalty. Rosalie (2005) reminds employers that it isnt hard or expensive to say thank you or good Job. Gene Years require an increased level of validation in their Jobs. Although they rank salary and benefits as their top two priorities, Gene Years crave open dialogue between managers and employees. If they are performing a good Job, they want feedback and advancement. They have expectation of constructive criticism and only one to two years of paying dues to get promotion opportunities. When performing well, they desire additional responsibilities and the increased salary that comes with that. This kind of encouraging environment that doesnt stifle professional growth is a strong motivator for this generation to remain loyal in a Job (Rosalie, 2005). A survey of 1,500 employees in various work settings described by Robbins Judge (2013) found that recognition was the most powerful motivator. Robbins Judge also purport the position that praise is free, making recognition programs advantageous. Decreased budgets make nonofficial incentives attractive to employers as a retention initiative. Simple acts such as complimenting employees in front of other people can make workers more enthusiastic about their Jobs. Rewards at work are both intrinsic and extrinsic in nature. Rewards and recognition programs lend to intrinsic motivation through emotional responses while financial compensation is an extrinsic motivator. Although it might seem that bonuses tied to performance would be an obvious motivator, Robbins Judge propose that it could backfire. The reason is that intrinsic interest is diminished in the process. Decided (as cited by Robbins Judge, 2013, p. 265) says, Once you start making peoples rewards dependent on outcomes rather than behaviors, the evidence is people will take the shortest route to those outcomes. So it is critical to find ways to reward desired behaviors and that offers career development opportunities. They present Ducky awards to employees for helping out a colleague or helped reach company goals. Leaders at Agent send a rubber duck trophy that can be displayed as a source of pride on their desk. Then twice a year, top performers and their spouses are sent for a meeting at an opulent resort in wine country to reward their con tributions to the company. When employees achieve certain company goals, they get the opportunity to attend this conference as a popular motivator. Youll (as cited by Ester, 2012, p. 9) says, It was a great way for our partners to see what their spouses or significant others are doing every day at work and meeting the people they talk about. Essentially, when employees reach the established goals, they have increased the company profits enough to offset the cost of this conference. Salary and wages are the main reason people go to work every day, but using motivational trips and conferences as extra rewards for achievement adds a huge morale boost to the work milieu (Ester, 2012). Generation differences must be taken into consideration when designing a rewards program. Merrimack (2013) points out that there are four distinct generations at work presenting the need for tailored programs customized to career stages. This multiple generational workforce can make it a challenge to implement rewards programs with value for each distinct expectations, values and needs. Wilson (as cited by Merrimack, 2013, p. ) says To stay competitive, companies have to redefine their total rewards programs to motivate, attract and retain employees at every stage within their career and with somewhat divergent demands from their employer. The 2013 Top Five Global Employer Rewards Priorities Survey from Dolomite, the International Society of Certified Employee Benefit Specialists (SPICES) and the International Foundation of Employee Benefit Plans conducted a survey that found 56% of all employees ranked Job security among their top three concerns. 30% viewed Job security as their number one concern (Merrimack, 2013). For older workers, detriment holds a greater concern th an younger workers. Obviously, those closer to retirement are more concerned with their ability to afford retirement than workers with more working years ahead of them. Employees employed outside of the United States were less concerned with their future retirement than with their current economic security. It can be difficult to prevent rewards and recognition programs from becoming mundane and commonplace. The perfunctory employee of the quarter photo and crystal statue for years of service comes to mind. These non-monetary measures are intended to improve morale, but can become stale. Hart (as cited by Holloway, 2006, p. 88) says, The buck is not the be-all and end-all. Retention is directly tied to recognition. People Join companies, but they quit their managers. Employees want to be recognized, and money is not always the most important thing. Money cant provide attention from colleagues and superiors that meet an emotional need. Formal recognition programs pay for themselves in the long run through increased employee satisfaction and reduced turnover (Holloway, 2006). A 2004 Gallup poll reported that 65% of employees received no recognition for work, contributing to a connects that cost the U. S. Economy about $300 billion in 2000. Successful recognition programs are rewarding and meaningful for both the business and the achievement. As Hart points out, Tacky trinkets Just dont cut it (Holloway, 2006, p. 88). Before starting a rewards program, establish a benchmark for behaviors that are to be recognized. As with the generational consideration, different types of employees will also value different types of rewards. For example, medical professionals value paid continuing education courses more than a gold watch but an environmental service worker might appreciate a gold watch. So ensure to tailor the extra perks to what is most beneficial to various segments within the organization. Holloway also encourages consistency across various departments or divisions of the company. Especially significant with recognition activities is the fact that appropriate presentation is more important to employees than the gift itself. Workers appreciate the way their supervisors put a meaningful effort in the recognition. The best awards are accompanied by a good presentation by their bosses. Even a small token gift can be made memorable if sincerity is expressed during the presentation (Holloway, 2006). When an employee ties a good memory from his or her boss to a small gift, the significance tied to it takes on great important and relevance. So even if a reward is of small value, a supervisor has the ability to overcome that fact by visibly and publicly presenting the reward to the employee. Even in this time of little expendable resources for such programs, small, inexpensive efforts can go a long way in increasing overall employee satisfaction and retention (Holloway, 2006). Another way to get a big bang for your buck is to instill employee discount programs. These provide a valuable benefit that larger organizations can offer to help increase loyalty, satisfaction and retention. When implemented as a component of a work/life balance program through Human Resources, it can be an expensive measure that has far reaching effects. Savings provided to employees helps supplement income. The partnership with businesses who agree to such a discount program provides the benefit of more customers to these businesses. Employee discount programs can take many different forms, most commonly percentage discounts, a set reduction in prices, or special upgrades or access (Riggs, 2012). Tabor (as cited by Riggs, 2012, p. 24) says, The best thing about having an employee account program is that its a universal benefit, and in our years of experience weve had every type of employee from executive level to the security guard utilize the program. Working Advantage and Abeyant are two examples of rewards programs provided by Riggs that are widely utilized by corporations. Components of both programs include tickets to entertainment, sporting events, dining, travel and theme parks as well as local merchants. The group buys tickets in high volume to obtain discount prices and then in turn offers the reduced priced tickets to employees of the organizations in partnership with them. This is a measure to provide real value that helps stretch paychecks. The Human Resources department is largely responsible for announcing and distributing awareness of such programs. Email is generally the most utilized method of distribution. Some organizations use membership cards or savings guides (Riggs, 2012). Abeyant, which is used by Community Health Systems, sends a monthly email newsletter that is distributed by Human Resources throughout the workforce to advertise ongoing, seasonal, new or limited-time additional incentives to promote loyal thinking and overall happiness about employment for the agency. It is a small measure to help influence employees to remain happily employed rather than risk losing often used discounts. Ester (2012) mentions the obvious fact that social recognition programs are more prevalent among larger more profitable companies. 5% of companies in the United States have some sort of social recognition program where general workforce input votes non-managers into recognition awards. In a period of weak economy and climate of uncertainty, employers are reanalyzing these types of programs. Decreased profits lead to small budgets and more cost effective alternatives to reward employees. Organizations are readjusting across the board merit increases and raises in an effort to focus on the most deserving for rewards. Recognition is a key to continued engagement of employees. Rather than wait months for the next annual performance review and resulting merit wage increase, its a great way to recognize employees immediately after achievement of goals while encouraging other employees with the example (Ester, 2012). As cited by Ester, 2012, Selene says, Mimi get more mileage out of a dollar of recognition than a dollar in a base pay increase. In order to gain he best effectiveness, it is imperative to focus on the employees who drive business goals on a daily basis and go above and beyond normal work. The most deserving workers who exemplify company culture and desired behaviors are who should earn the social recognition. Keep an eye out for the ones who volunteer extra hours or attend after hours events and support the organization in unnoticed ways. Managers should specifically detail the steps to achieving the rewards and communicate that clearly among the workforce. There must be a balance between monetary rewards and monetary financial incentives to achieve the best retention results. Peer to peer recognition should become commonplace and a regular occurrence (Ester, 2012). Community Health Systems has implemented expectations where managers regularly round through each department and manage up employees who are found to be overachieving. Employees who are managed up, receive a thank you card from the CEO of that particular hospital. This is a daily part of the culture and activities of managers throughout the system. It appears that people have go to work to support themselves financially, but the pay itself is not what leads to a satisfied employee. Employees have an intrinsic need to feel appreciated and desired. Its not just about the money. Delicious Wagner (2011) found that increased compensation does not automatically decrease intrinsic motivation within employees. A companys culture contributes to overall employee satisfaction thereby resulting in increased retention. In order to be truly happy, employees need recognition that surpasses their paycheck. Simple appreciation for a Job well done goes a long way. Gearing Conner (2002) suggest that organizations will have the best opportunity for employee retention if they hire people who actually desire increased responsibility with no expectations of additional pay. This type of employee has intrinsic motivation for organizational success with happiness at the thought of promotion later. Care needs to be taken to strategically establish recognition and rewards programs and not Just randomly set out a staid employee of the month program. Steps need to be taken to design and implement the best rewards programs in order to get the best Determine the desired result. 2. Determine the behaviors required to get that result. 3. Reward desired behaviors long enough for the behavior to become ingrained. An example of this type of rationale is Community Health Systems High Reliability Organization system to increase safety for patients within the hospital. Part of this system involves S. A. F. E. Wherein each letter of the acronym is focused on and trained for each quarter of the year. First quarter is Support the Team, second quarter is Ask questions, third quarter is Focus on the task and fourth quarter is Effective communication every time. Throughout implementation of each phase, a 5 to 1 method is utilized that facilitates catching and rewarding five safe behaviors to every one coaching of unsafe behaviors. Studier Group teaches healthcare organizations owe important it is to measure clinical results often enough that rewards and recognition can be bestowed quickly after the behavior occurs. Being able to see progress in patient satisfaction quicker helps employees stay focused and motivated in health care. To assist in building a culture around service, it is suggested that hospitals should create a reward and recognition team that works closely with senior leadership as an internal resource for ideas. The idea is that these teams will create, identify, fix, and provide positive influences. An integral part of this culture is to optimize clinical outcomes through discharge phone calls to harvest reward and recognition. Asking patients if there was anyone who did an excellent Job or if there is anyone that should be recognized is an opportunistic way to facilitate reinforcement of desired behaviors with employees. The theory behind this is that recognized behavior gets repeated (Studier, 2003). Studier (2003, p. 50) says, When we hear a patient say someone did a good Job, we have to push for specifics, because were creating a template to align the behaviors of all staff members to match Bobs behavior with Mrs.. Hall. Being able to catch employees in the process of behavioral wins quickly with immediate recognition and reward helps hardwire the desired actions throughout the organization. Tyler (2011) emphasizes the importance of focusing on the behavior that led to the desired resul t more than the desired result itself. For example, reward for wearing safety goggles. Wearing safety goggles results in fewer accidents and injuries, which is the desired result. Employees are more likely to continue the behaviors after the reward program ends. But to address long term engagement and retention issues, incentives are less valuable. Tyler suggests that a simple thank you is more effective for these goals supporting the efficacy of Community Health Systems practice of expecting managers to regularly send thank you cards to outstanding employees. Implementation of a behavior-based incentive program is the most effective means for long term results. Eremite (as cited by Tyler, 2011) recommends recognizing as many people as possible with small rewards rather than Just a few with large rewards. Tyler described a personal rewards online program that involves gift cards for restaurants, online retailers or golfing vacations hat could either be redeemed immediately for $25 or $50 or employees could accumulate rewards for future larger purchases and save up for larger amounts. Robbins Judge (2013) agree that rewards should be linked to performance. Employees should be able to perceive a link of contingency on performance.

Second Battle of Bull Run of the American Civil War

Second Battle of Bull Run of the American Civil War The Second Battle of Bull Run (also called the Second Manassas, Groveton, Gainesville, and Brawners Farm) took place during the second year of the American Civil War. It was a major disaster for the Union forces and a turning point in both strategy and leadership for the North in the attempt to bring the war to its conclusion. Fought in late August of 1862 near Manassas, Virginia, the two-day brutal battle was one of the bloodiest of the conflict. Overall, casualties totaled 22,180, with 13,830 of those Union soldiers. Background The first Battle of the Bull Run occurred 13 months earlier when both sides had gone gloriously to war for their separate notions of what the ideal United States should be. Most people believed that it would take only one big decisive battle to resolve their differences. But the North lost the first Bull Run battle, and by August of 1862, the war had become an unrelentingly brutal affair. In the spring of 1862, Maj. Gen. George McClellan ran the Peninsula Campaign to recapture the Confederate capital at Richmond, in a grueling series of battles that culminated in the Battle of Seven Pines. It was a partial Union victory, but the emergence of the Confederate Robert E. Lee as a military leader in that battle would cost the North dearly. Leadership Change Maj. Gen. John Pope was appointed by Lincoln in June of 1862 to command the Army of Virginia as a replacement for McClellan. Pope was far more aggressive than McClellan but was generally despised by his chief commanders, all of whom technically outranked him. At the time of the second Manassas, Popes new army had three corps of 51,000 men, led by Maj. Gen. Franz Sigel, Maj. Gen. Nathaniel Banks, and Maj. Gen. Irvin McDowell. Eventually, another 24,000 men would join from parts of three corps from McClellans Army of the Potomac, led by Maj. Gen. Jesse Reno. Confederate Gen. Robert E. Lee was also new to the leadership: His military star rose at Richmond. But unlike Pope, Lee was an able tactician and admired and respected by his men. In the run-up to the Second Bull Run battle, Lee saw that the Union forces were yet divided, and sensed an opportunity existed to destroy Pope before heading south to finish McClellan. The Army of Northern Virginia was organized into two wings of 55,000 men, commanded by Maj. Gen. James Longstreet and Maj. Gen. Thomas Stonewall Jackson.   A New Strategy for the North One of the elements that surely led to the fierceness of the battle was the change in strategy from the North. President Abraham Lincolns original policy allowed southern noncombatants who had been captured to go back to their farms and escape the cost of war. But the policy failed miserably. Noncombatants continued to support the South in ever-increasing ways, as suppliers for food and shelter, as spies on the Union forces, and as participants in guerrilla warfare. Lincoln instructed Pope and other generals to begin pressuring the civilian population by bringing some of the hardships of war to them. In particular, Pope ordered harsh penalties for guerilla attacks, and some in Popes army interpreted this to mean pillage and steal. That enraged Robert E. Lee. In July of 1862, Pope had his men concentrate at Culpeper courthouse on the Orange and Alexandria Railroad about 30 miles north of Gordonsville between the Rappahannock and Rapidan rivers. Lee  sent Jackson and the left wing to move north to Gordonsville to meet Pope. On Aug. 9, Jackson defeated Banks corps at  Cedar Mountain, and by Aug. 13, Lee moved Longstreet north as well.   Timeline of Key Events Aug. 22–25: Several indecisive skirmishes took place across and along the Rappahannock River. McClellans forces began to join Pope, and in response Lee sent Maj. Gen. J.E.B. Stuarts cavalry division around to the Union right flank. Aug. 26: Marching northward, Jackson seized Popes supply depot in the woods at Groveton, and then struck at the Orange Alexandria Railroad Bristoe Station. Aug. 27: Jackson captured and destroyed the massive Union supply depot at Manassas Junction, forcing Pope into retreat from the Rappahannock. Jackson routed the New Jersey Brigade near Bull Run Bridge, and another battle was fought at Kettle Run, resulting in 600 casualties. During the night, Jackson moved his men north to the first Bull Run battlefield. Aug. 28: At 6:30 p.m., Jackson ordered his troops to attack a Union column as it marched along the Warrenton Turnpike. The battle was engaged on Brawner Farm, where it lasted until dark. Both sustained heavy losses. Pope misinterpreted the battle as a retreat and ordered his men to trap Jacksons men. Aug. 29: At 7:00 in the morning, Pope sent a group of men against a Confederate position north of the turnpike in a series of uncoordinated and largely unsuccessful attacks. He sent conflicting instructions to do this to his commanders, including Maj. Gen. John Fitz Porter, who chose not to follow them. By afternoon, Longstreets Confederate troops reached the battlefield and deployed on Jacksons right, overlapping the Union left. Pope continued to misinterpret the activities and did not receive news of Longstreets arrival until after dark. Aug. 30: The morning was quiet- both sides took the time to confer with their lieutenants. By afternoon, Pope continued to assume incorrectly that the Confederates were leaving, and began planning a massive attack to pursue them. But Lee had gone nowhere, and Popes commanders knew that. Only one of his wings ran with him. Lee and Longstreet moved forward with 25,000 men against the Unions left flank. The North was repelled, and Pope faced disaster. What prevented Popes death or capture was a heroic stand on Chinn Ridge and Henry House Hill, which distracted the South and bought enough time for Pope to withdraw across Bull Run towards Washington around 8:00 p.m. Aftermath The humiliating defeat of the North at the second Bull Run included 1,716 killed, 8,215 wounded and 3,893 missing from the North, a total of 13,824 alone from Popes army. Lee suffered 1,305 killed and 7,048 wounded. Pope blamed his defeat on a conspiracy of his officers for not joining in the attack on Longstreet, and court-martialed Porter for disobedience. Porter was convicted in 1863 but exonerated in 1878. The Second Battle of Bull Run was a sharp contrast to the first. Lasting two days of brutal, bloody battle, it was the worst the war had yet seen. To the Confederacy, the win was the crest of their northward-rushing movement, beginning their first invasion when Lee reached the Potomac River in Maryland on Sept. 3. To the Union, it was a devastating defeat, sending the North into a depression that was only remedied by the quick mobilization needed to repel the invasion of Maryland. The Second Manassas is a study of the ills that pervaded the Union high command in Virginia before U.S. Grant was chosen to head up the army. Popes incendiary personality and policies bared a deep schism among his officers, Congress and the North. He was relieved of his command on Sept. 12, 1862, and Lincoln moved him out to Minnesota to participate in the Dakota Wars with the Sioux. Sources Hennessy, John J. Return to Bull Run: The Campaign and Battle of Second Manassas. Norman: University of Oklahoma Press, 1993. Print.Luebke, Peter C. Second Manassas Campaign. Encyclopedia Virginia. Virginia Foundation for the Humanities 2011. Web. Accessed April 13, 2018.Tompkins, Gilbert. The Unlucky Right Wing. The North American Review 167.504 (1898): 639–40. Print.Wert, Jeffry. Second Battle of Manassas: Union Major General John Pope Was No Match for Robert E. Lee. History.net. 1997 [2006]. Web. Accessed April 13, 2018.Zimm, John. This Wicked Rebellion: Wisconsin Civil War Soldiers Write Home. The Wisconsin Magazine of History 96.2 (2012): 24–27. Print.

Definition and Examples of a Molecule

Definition and Examples of a Molecule The terms molecule, compound, and atom can be confusing! Heres an explanation of what a molecule is (and is not) with some examples of common molecules. Molecules form when two or more atoms form chemical bonds with each other. It doesnt matter if the atoms are the same or are different from each other. Examples of Molecules Molecules may be simple or complex. Here are examples of common molecules: H2O (water)N2 (nitrogen)O3 (ozone)CaO (calcium oxide)C6H12O6 (glucose, a type of sugar)NaCl (table salt) Molecules Versus Compounds Molecules made up of two or more elements are called compounds. Water, calcium oxide, and glucose are molecules that compound. All compounds are molecules; not all molecules are compounds. What Is Not a Molecule? Single atoms of elements are not molecules. A single oxygen, O, is not a molecule. When oxygen bonds to itself (e.g., O2, O3) or to another element (e.g., carbon dioxide or CO2), molecules are formed. Learn more: Types of Chemical BondsList of Diatomic Molecules

Education - Cultural Awareness Essay Example | Topics and Well Written Essays - 750 words

Education - Cultural Awareness - Essay Example The graphic organizer How to enhance the cultural respect and avoid cultural bias in the classroom Instructors should acknowledge the students’ cultural differences along with their commonalities Next, it is necessary to validate the student’s identity through the utilization of reading materials that reflect such diversities. This allows students to see the importance of their cultures. It is also significant to educate the students that the world is becoming diverse each day. This would help them gain appreciation for each other thus the reduced conflicts in the classroom. Teachers also need to advocate for some behaviors, as well as communication styles in the classroom, which are devoid of discrimination thus the increased respect. It would also be appropriate if the relationship existing among the students, teachers, families, as well as the community should be fostered thus the respect. The current literature has defined culture as a universal programming of an in dividual’s way of thinking. Culture is stalwartly important as it aids in the process of distinguishing the diverse human categories. The core factor distinguishing the diverse cultural groups is values, which such groups holds close in their daily lives. Sources further designate that these cultures have different norms, as well as institutions resulting from such norms (Wagner, 2009). A number of different authentic and current sources have provided several definitions for multicultural education. Although authors of such sources have utilized dissimilar wording in providing the definition of this phrase, they portray a common understanding of it. Therefore, regarding multicultural education as an inclusive reforming procedure in the education sector championing the existence of equal treatment for students from dissimilar cultures would be the most appropriate definition (Grant, 2011). The 21st century has been coupled by a myriad challenges as students from dissimilar cul tural and social groups populate the same schools. However, the adoption of multicultural education concept has highly facilitated the process of addressing such cultural differences, as well as the biases. Foremost, it is evident that multicultural education promotes the application of a culturally receptive pedagogy. This concept is vastly imperative since it aims at enhancing a successful learning process. This concept works by identifying the strong points brought by such a diversity thus utilizing it to enhance education (Nwachukwu, 2010). Moreover, the pedagogy is a combination of three diverse dimensions. These dimensions are the instructional, institutional, as well as the personal dimensions. The institutional dimension has helped design a learning environment that enhances efficacy, when dealing with culturally diverse students. Therefore, multicultural education could address cultural differences by ensuring that school’s policies, as well as their procedures addre ss with efficiency, all the tribulations resulting from the diversity. The personal dimension part of the cultural pedagogy addresses some of the essential activities for teachers to be involved in thus the cultural bias diminution. Through the application of this concept, teachers could fully acquaint themselves with all the available useful knowledge. Multicultural education persuades teachers to nurture values that disfavor negative feelings towards an individual from a different cultural setting.

Integrated Communication Plan Research Proposal

Integrated Communication Plan - Research Proposal Example UK gaming market is the third most important market in the world, and it is the largest European market [1,2]. According to [3] there are more than 33.6 million gaming users in UK market in the year 2012. Moreover, this market generated revenue of  £2.04 billion in the year 2014, and this is around 7% more than 2013 (Dring, 2014). According to Yahoo! News, with the growth of the industry there are more and more jobs coming up in the UK market (Brinded, 2014) The total value estimated of the video gaming industry is GBP 1 billion. Around 33 million people in UK play video games (IAB UK, 2011). Thus, the market segment is very large. These gamers can be categorized into different types. Among these types, 19% are the regular gamers and casual gamers, or social gamers are around 26%. Therefore, this segment of social or casual gamers can be important segment that Nintendo WiiU can target. The age group of casual social gamers is in the age group of 35 to 44 years, and most of these pe ople are parents. At the moment, Nintendo WiiU is focusing on regular gamers that are around 19%. Many people use gaming as time consuming activity.Gamers can get negative attention, and this can have negative influence and gain negative attention in the media. Thus, it is important for Nintendo to not come up with such games that can have negative attention in the media.(Brinded, 2014) Economic factorsThere has been an increase in the demands of the games. The demand of different games has been increasing.

A Pestel Analysis Of Malaysia Economics Essay

A Pestel Analysis Of Malaysia Economics Essay Introduction During the late 18th and 19th centuries, Great Britain established colonies and protectorates in the area of current Malaysia; these were occupied by Japan from 1942 to 1945. In 1948, the British-ruled territories on the Malay Peninsula formed the Federation of Malaya, which became independent in 1957. Malaysia was formed in 1963 when the former British colonies of Singapore and the East Malaysian states of Sabah and Sarawak on the northern coast of Borneo joined the Federation. The first several years of the countrys history were marred by a Communist insurgency, Indonesian confrontation with Malaysia, Philippine claims to Sabah, and Singapores secession from the Federation in 1965. During the 22-year term of Prime Minister MAHATHIR bin Mohamad (1981-2003), Malaysia was successful in diversifying its economy from dependence on exports of raw materials to expansion in manufacturing, services, and tourism. Economy overview: Malaysia, a middle-income country, has transformed itself since the 1970s from a producer of raw materials into an emerging multi-sector economy. Under current Prime Minister NAJIB, Malaysia is attempting to achieve high-income status by 2020 and to move farther up the value-added production chain by attracting investments in Islamic finance, high technology industries, medical technology, and pharmaceuticals. The NAJIB administration also is continuing efforts to boost domestic demand and to wean the economy off of its dependence on exports. Nevertheless, exports particularly of electronics remain a significant driver of the economy. As an oil and gas exporter, Malaysia has profited from higher world energy prices, although the rising cost of domestic gasoline and diesel fuel, combined with strained government finances, has forced Kuala Lumpur to reduce government subsidies. The government is also trying to lessen its dependence on state oil producer Petronas, which supplies at least 40% of government revenue. The central bank maintains healthy foreign exchange reserves and its well-developed regulatory regime has limited Malaysias exposure to riskier financial instruments and the global financial crisis. Nevertheless, decreasing worldwide demand for consumer goods hurt Malaysias exports and economic growth in 2009, although both showed signs of recovery in 2010. In order to attract increased investment, NAJIB has also sought to revise the special economic and social preferences accorded to ethnic Malays under the New Economic Policy of 1970, but he has encountered significant opposition, especially from Malay na tionalists. Statistics GDP $381.1 billion (2009 est.)Rank: 30 GDP growth 2.2% (2009 est.) GDP per capita $14,800 (2009 est.) GDP by sector agriculture: 10.1% industry: 42.3% services: 47.6% Inflation (CPI) 0.4% (2009 est.) Population below poverty line 3.5% (2007 est.) Labour force by occupation agriculture: (13%), industry: (36%), services: (51%) Unemployment 5% (2009 est.) Main industries Peninsular Malaysia rubber and palm oil processing and manufacturing, light manufacturing industry, electronics, tin mining and smelting, logging and processing timber, tourism, petroleum production and refining, logging Economic Policies The Malaysian New Economic Policy was created in 1971 with the aim of bringing Malays a 30% share of the economy of Malaysia and eradicating poverty amongst Malays, primarily through encouraging enterprise ownership by Bumiputeras. After 30 years of the program, the NEP had somewhat met some of its goals. Bumiputera ownership increased to 18.9% in 2004 against 2.4% in 1970 and poverty decreased to 8.3% in 2004 against 64.8% in the 1970s. The NEP is accused of creating an oligarchy, and creating a subsidy mentality. Political parties such as Parti Keadilan Rakyat and Democratic Action Party have proposed a new policy which will be equal for every Malaysian, regardless of race. When the Democratic Action Party was elected in the state of Penang in 2008, it announced that it will do away with the NEP, claiming that it   breeds nepotism, corruption and systemic inefficiency. On April 21, 2009, the prime minister Najib Tun Razak has announced liberalisation of 27 services sub-sector by abolishing the 30% bumiputera requirement. The move is seen as the government efforts to increase investment the service sector of the economy. According to the premier, many more sectors of the economy will be liberalized. On June 30, 2009, the premier announces further liberation moves including the dismantling of the Bumiputera equity quotas and repealing the guidelines of the Foreign Investment Committee, which was responsible to monitor foreign shareholding in Malaysian companies. However, any Malaysian companies that wish to list in Malaysia would still need to offer 50 percent of public shareholding spread to Bumiputera investors. Politics of Malaysia The politics of Malaysia takes place in the framework of a federal constitutional monarchy, in which the Yang di-Pertuan Agong is head of state and the Prime Minister of Malaysia is the head of government. Executive power is exercised by the federal government and the 13 state governments. Federal legislative power is vested in the federal parliament and the 13 state assemblies. The judiciary is independent of the executive and the legislature, though the executive maintains a certain level of influence in the appointment of judges to the courts. The Constitution of Malaysia is codified and the system of government is based on the Westminster system. Malaysia has a multi-party system since the first direct election of the Federal Legislative Council of Malaya in 1955 on a first-past-the-post basis. The ruling party since then has always been the Alliance Party (Malay: Parti Perikatan) coalition and subsequently from 1973 onwards, its successor the Barisan Nasional (National Front) coalition. The Barisan Nasional coalition currently consists of the United Malays National Organisation (UMNO), Malaysian Chinese Association (MCA), Malaysian Indian Congress (MIC) and 11 other political parties. Although Malaysian politics has been relatively stable, critics allege that the government, ruling party, and administrationare intertwined with few countervailing forces. However, since 8 March 2008 General Election, medias coverage on countrys politics has been noticeably increased, making the politics more transparent to the citizens. The current Prime Minister is Dato Seri Mohd. Najib bin Tun Haji Abdul Razak. He took office following the retirement of Dato Seri Abdullah Ahmad Badawi (colloquially known as Pak Lah) on April, 2009. The national media are largely controlled by the government and by political parties in the Barisan Nasional/National Front ruling coalition and the opposition has little access to the media. The print media are controlled by the Government through the requirement of obtaining annual publication licences under the Printing and Presses Act. In 2007, a government agency the Malaysian Communications and Multimedia Commission issued a directive to all private television and radio stations to refrain from broadcasting speeches made by opposition leaders. The official state ideology is the Rukunegara, which has been described as encouraging respect for a pluralistic, multireligious and multicultural society. However, political scientists have argued that the slogan of Bangsa, Agama, Negara (race, religion, nation) used by UMNO constitutes an unofficial ideology as well. Both ideologies have generally been used to reinforce a conservative political ideology, one that is Malay-centred Executive power is vested in the cabinet led by the prime minister; the Malaysian constitution stipulates that the prime minister must be a member of the lower house of parliament who, in the opinion of the Yang di-Pertuan Agong, commands a majority in parliament. The cabinet is chosen from among members of both houses of Parliament and is responsible to that body. In recent years the opposition have been campaigning for free and fairer elections within Malaysia. On 10 November 2007, a mass rally, called the 2007 Bersih Rally, took place in the Dataran Merdeka Kuala Lumpur at 3pm to demand for clean and fair elections. The gathering was organised by BERSIH, a coalition comprising political parties and civil society groups(NGOs), and drew supporters from all over the country. Malaysias government has intensified efforts on March 6, 2008 to portray opposition figure Anwar Ibrahim as a political turncoat, days ahead of Malaysian general election, 2008 on March 8, 2008 that will determine whether he poses a legitimate threat to the ruling coalition. Campaigning wrapped up March 7, 2008 for general elections that could see gains for Malaysias opposition amid anger over race and religion among minority Chinese and Indians. Malaysians voted March 8, 2008 in parliamentary elections. Election results showed that the ruling government suffered a setback when it failed to obtain two-thirds majority in parliament, and five out of 12 state legislatures were won by the opposition parties. Reasons for the setback of the ruling party, which has retained power since the nation declared independence in 1957, are the rising inflation, crime and ethnic tensions. Law of Malaysia The law of Malaysia is mainly based on the common law legal system. This was a direct result of the colonisation of Malaya, Sarawak, and North Borneo by Britain from the early 19th century to 1960s. The supreme law of the land-the Constitution of Malaysia-sets out the legal framework and rights of Malaysian citizens. Federal laws enacted by the Parliament of Malaysia applies throughout the country. There are also state laws enacted by the State Legislative Assemblies which applies in the particular state. The constitution of Malaysia also provides for a unique dual justice system-the secular laws (criminal and civil) and sharia laws. Dual justice system The dual system of law is provided in Article 121(1A) of the Constitution of Malaysia. Article 3 also provides that Islamic law is a state law matter with the exception for the Federal Territories of Malaysia.[1] Islamic law refers to the sharia law, and in Malaysia it is known and spelled as syariah. The court is known as the Syariah Court. Looking at the Malaysian legal system as a whole, sharia law plays a relatively small role in defining the laws on the country. It only applies to Muslims. With regards to civil law, the Syariah courts has jurisdiction in personal law matters, for example marriage, inheritance, and apostasy. In some states there are sharia criminal laws, for example there is the Kelantan Syariah Criminal Code Enactment 1993. Their jurisdiction is however limited to imposing fines for an amount not more than RM 3000, and imprisonment to not more than 6 months.[2] In August 2007, the then Chief Justice of Malaysia proposed to replace the current common law applicat ion in Malaysia with sharia law.[3] As an example of the dual system, sometimes a nightclub is raided, and Muslim patrons drinking alcohol are prosecuted in Shariah courts, while the others are allowed to drink. Also the nightclub operator is not charged with any offense, because he is not legally required to check if customers are Muslim before serving them. Complications Complications have arisen with regard to the dual justice system, for example with regard to freedom of religion. Article 11 of the Constitution provides that Every person has the right to profess and practice his religion. However in the case of Lina Joy-a Malay who converted to Christianity-the Federal Court of Malaysia refused to allow her to change her religion indicated in her identity card (MyKad). The judges held that they had no jurisdiction on the matter-that it was a matter of the Syariah Court, as indicated in Article 121(1A) of the Constitution. Technology in Malaysia Science Policy in Malaysia is regulated by the Ministry of Science, Technology, and Innovation. Other ministries, such as the Ministry of Agriculture and the Ministry of Health also have science departments. Training in scientific areas was promoted during the 1970s and 1980s. From 1987-1997 research and development used 0.24% of GNP, and in 1998 high-tech exports made up 54% of Malaysias manufactured exports. In 2002 the Malaysian National Space Agency (Angkasa) was formed to deal with all of Malaysias activities in space, and to promote space education and space experiments. It is focused on developing the RazakSAT satellite, which is a remote sensing satellite with CCD cameras. In early 2006, Sheikh Muszaphar Shukor and three other finalists were selected for the Angkasawan spaceflight programme. This programme came about when Russia agreed to transport one Malaysian to the International Space Station as part of a multi-billion dollar purchase of 18 Russian Sukhoi Su-30MKM fighter jets by the Royal Malaysian Air Force. In an effort to create a self-reliant defensive ability and support national development Malaysia privatized some of its military facilities in the 1970s. This has created a defence industry, which in 1999 was brought under the Malaysia Defence Industry Council. The government continues to try and promote this sector and its competitiveness, actively marketing the defence industry. One way it does this is through the Langkawi International Maritime and Aerospace Exhibition, one of the largest defence and civil showcases in the Asia Pacific, regularly attended by over 500 companies. The Malaysian Armed Forces relies heavily on local military technology and high-tech weapons systems designed and manufactured by foreign countries. Environment of Malaysia The environment of Malaysia refers to the biotas and geologies that constitute the natural environment of this Southeast Asian nation. Ecologically, Malaysia is a megadiverse nation with a biodiverse range of flora and fauna found in various ecoregions throughout the country. Tropical rainforests encompass from 59% to 70% of Malaysias total land area, of which 11.6% is pristine. Malaysia has the worlds fifth largest mangrove area, which totals over a half a million hectares (over 1.2 million acres). Human intervention poses a significant threat to the natural environment of this country. Agriculture, forestry and urbanisation contribute to the destruction of forests, mangroves and other thriving ecosystems in the country. Ecosystems and landscapes are dramatically altered by human development, including but not limited to the construction of roads and damming of rivers. Geographical phenomena, such as landslides and flooding in the Klang Valley, along with haze, stem from widespread deforestation. Subtle climate change occurs as a direct result of air pollution and the greenhouse effect, which in turn is caused by the emission of greenhouse gases. Low-lying areas near the coastline of Sabah and Sarawak are under threat from current sea level rise. The environment is the subject of the Ministry of Natural Resources and Environment at the federal level. The Department of Wildlife and National Parks is responsible for the preservation of flora and fauna in Malaysia. Several environmental organisations have been established to raise awareness regarding the environmental issues in Malaysia. Environmental issues There are a number of environmental issues faced by Malaysia, such as deforestation and pollution. According to a study by Centre for Marine and Coastal Studies in 2008, about 30% of Malaysian coastline is subject to varying degrees of erosion. According to the United Nations, Malaysias deforestation rate is the highest among tropical nations. The countrys annual deforestation rate increased 86% between 1999-2000 and 2000-2005. Malaysia lost an average of 140,200 hectares of its forests or 0.65% of its total forest area every year since 2000, whereas in the 1990s, the country lost an average of 78,500 hectares or 0.35 percent of its forests annually. Widespread urbanisation, agricultural fires and forest conversion for oil palm plantations and other forms of agriculture are the main causes of Malaysias high deforestation rate. Logging is responsible for forest degradation in the country, and local timber companies have been accused by environmental organisations of failing to practice sustainable forest management. Mining in peninsular Malaysia has left a mark on the environment. Deforestation, pollution of rivers, and siltation have resulted in losses of agriculture, and road projects have opened new areas to colonisation. Air pollution from industrial and vehicular emissions is a major issue in the urban areas of Malaysia. Malaysia is ranked 42nd in the world in terms of vehicle ownership per capita, with 273 Malaysians having vehicles out of every 1000. Public transportation has been introduced in the form of bus networks and railway systems as mitigation, but utilisation rates are low. Water pollution occurs due to the discharge of untreated sewage; the west coast of the Peninsular Malaysia is the most heavily populated area. 40% of the rivers in Malaysia are heavily polluted. The country has 580 cubic km of water, of which 76% is used for farming and 13% is used for industrial activity. Cities in Malaysia produce an average of 1.5 million tons of solid waste per year. In 2000, Malaysia was ranked fourth in the world in terms of per capita greenhouse gas emissions after taking into account land use change with 37.2 tonnes of carbon dioxide equivalent per capita. Periodic fires, which usually coincide with the events of el Nià ±o, burn thousands of hectares of forests across Malaysia, especially in Malaysian Borneo. The haze originating from these fires and the fires in Kalimantan, Indonesia typically have adverse health effects on the populace, besides causing air pollution. In particular, the 1997 Southeast Asian haze, the 2005 Malaysian haze and the 2006 Southeast Asian haze were caused by slash and burn activities in neighbouring Indonesia. Society of Malaysia Malaysia is a multi-cultural society. The main ethnic groups are the native Malays as well as large populations of Chinese, and Indians. When visiting the country it is clear that the ethnicities retain their religions, customs and way of life. The most important festivals of each group are public holidays. Although growing up, children are educated in the same schools and will eventually work in the same offices, few marry outside their own ethnicity. Families tend to socialise within their own ethnic group all part of retaining their individual traditions and lifestyles. Despite the ethnic differences there are commonalities culturally speaking. Social Stratification Classes and Castes- Class position in Malaysia depends on a combination of political connections, specialized skills, ability in English, and family money. The Malaysian elite, trained in overseas universities, is highly cosmopolitan and continues to grow in dominance as Malaysias middle class expands. Even with the substantial stratification of society by ethnicity, similar class experiences in business and lifestyle are bridging old barriers. Symbols of Social Stratification- In Malaysias market economy, consumption provides the primary symbols of stratification. Newly wealthy Malaysians learn how to consume by following the lead of the Malay royalty and the prosperous business families of Chinese descent. A mobile phone, gold jewelry, and fashionable clothing all indicate ones high rank in the Malaysian social order. Given the striking mobility of Malaysian society, ones vehicle marks class position even more than home ownership. Most Malaysians can distinguish the difference between makes of cars, and access to at least a motor scooter is a requirement for participation in contemporary Malaysian social life. Kuala Lumpur has more motor vehicles than people. Skin color, often indicative of less or more time working in the hot tropical sun, further marks class position. Distinct class differences also appear in speech. Knowledge of English is vital to elevated class status, and a persons fluency in that language indexes t heir social background. Social Welfare and Change Programs The Malaysian government has promoted rapid social change to integrate a national society from its ethnic divisions. Its grandest program was originally called the New Economic Policy (NEP), implemented between 1971 and 1990 and continued in modified form as the National Development Policy (NDP). Since poverty eradication was an aim of the NEP a considerable amount of energy has gone to social welfare efforts. The consequences of these programs disseminate across the social landscape: home mortgages feature two rates, a lower one for Malays and a higher one for others; university admissions promote Malay enrolment; mundane government functions such as allocating hawker licenses have an ethnic component. But the government has also tried to ethnically integrate Malaysias wealthy class; therefore many NEP-inspired ethnic preferences have allowed prosperous Malays to accrue even greater wealth. The dream of creating an affluent Malaysia continues in the governments 1991 plan of Vision 2 020, which projects that the country will be fully developed by the year 2020. This new vision places faith in high technology, including the creation of a Multi-Media Super Corridor outside of Kuala Lumpur, as the means for Malaysia to join the ranks of wealthy industrialized countries, and to develop a more unified society. Porters Diamond of Competitiveness Factor conditions: These are the economists traditional factors of production: land, labor, capital, and infrastructure. Demand conditions: The characteristics of the domestic market, including the size, demand, value, and sophistication. Related supporting industries: The presence of suppliers and supporting industries that are equally competitive and of high quality. Firm strategy, structure, and rivalry: The regulatory and other governmental environment in which companies are created, organized, and managed, including the nature of the domestic competition. Stages in Economic Development The relative importance of the four factors depends on the stage of economic development of the industry or country. National economies, like industries, go through stages in their development. The first stage is factor-driven, with the economy based essentially on the traditional factors of production: natural resources, commodities, and availability of cheap power and labor. This was Malaysia of the 1960s and 70s, its primary competitive advantage being its cheap resources (rubber and tin), land and labor, and favorable tax treatment. These advantages were not only limiting but also transient. When commodity prices dropped, Malaysia lost its competitive advantage. When China entered the game with her endless supply of even cheaper labor and land, Malaysia could hardly compete. During this phase, the basic source of competitive advantage is obviously the factor conditions of the diamond. The next stage is investment driven where the competitive advantage is governed by the willingness of firms and nations to invest in modern factories, upgrade the skills of their workers, and adopt efficient technology. Factor conditions are still important, but in addition, the fourth-firms strategy, structure and rivalry-becomes the major determinant. This is where Malaysia is currently. The third stage is innovation driven where all four points of the diamond are in full play. This is where Malaysia aspires to be. With all four points in equal play, the relative role of factor-driven variables like cheap labor and commodities becomes relatively less important.

Did Climate Effect Human Evolution

These drastic transformations in the planet's atmosphere have been the impetus of evolution among species and has sparked interest to geologist and paleoanthropologist for years, resulting in a number of hypothesis that â€Å"propose that climate-driven environmental changes during the past 7 million years were esponsible for hominin speciation, the morphological shift to bipedality, enlarged cranial capacity, and behavioral adaptability' (Behrensmeyer 476). For this theory to be properly supported, the antecedent question that needs to be identified is, do species adapt to change?Naturalist and geologist, Charles Darwin, supported this idea, stating â€Å"that living things adapt toa place- a habitat† Ooyce 1). He expressed this theory through the idea that animals and various primates partake in the act of natural selection. In 1997, the National Science Foundation (NSF) supported Darwin's heory by gathering a research team together and running a serious of studies that dem onstrated â€Å"that animals can adapt to sudden changes in their environment with surprising speed† (Dybas, Chery 1). Researchers Frank Shaw and Ruth Shaw of the University of Minnesota, St. Paul, and F.Helen Rodd of the University of California used wild guppies from the West Indies island of Trinidad and found that â€Å"fish that were moved from a predator-infested pool to a pool with Just one predator grew larger, lived longer and produced fewer but larger offspring. In the span of seven to 8 generations–between four and 1 1 years–they became more like the native guppies in the relatively predator-free environment† (Dybas, Chery 1). Although studies such as the one above indicates that species do indeed adapt to different environments, there still lies the question of if climate and evolution correlate.Anthropologist Rick Potts challenged this question. For many years, Potts has been â€Å"pushing the idea that climate made us† and that  "habitats kept changing because climates kept changing† Ooyce 1). For scientist to gain more knowledge and research n this idea, they need to get a fuller climate history in places where human ancestors lived. Which, in this case, would be in East Africa. The pulsed climate variability hypothesis states that about every 20,000 years ago, â€Å"the region vacillated between very dry and very wet periods† (Ferro 1).These extreme changes may have played a vital role in driving human evolution and researchers like Rick Potts and Mark Maslin dig and gather sediments from East African lakes by drilling into lake bottoms and retrieving tubes of muck that contain millions of years of climate history; anging from â€Å"the fossils of the plant pollen and the organisms that lived in the lakes that respond to climate, to the chemistry of the sediments that also can give us very detailed information about changes in temperature and precipitation† Ooyce 1).By collecting these tubes of muck, scientists can compare climate timelines to the fossil records ot our ancestors to see now climate attected evolution. Mark Maslin, who mainly focused on the findings form an East African Rift Valley, compared all the lakes that were known to have existed in the East African area over the last 5 million ears with climate and human evolution records. Maslin findings were that events such as when humans first migrated out of East Africa, all happened during the wetter periods found on the climate records.Major events in human history, including when humans first started to migrate out of East Africa, happened during wetter periods. It was found that the appearance of early Homo erectus correlates to when a number of deep freshwater lakes appeared. In a press statement, Maslin explained that our ancestors â€Å"had to deal with rapid switching from famine to feast† and back again. This, he says, was what drove the evolution of new species with bigger brains, and later forced them to migrate out of East Africa, moving down toward South Africa and north to Europe and Asia† (Ferro 1).By having these freshwater lakes that create lush vegetation, early humans would have been practically forced to migrate for the search of food water. Evaluations on lake sediment made it clear that East African lakes did in fact play a major role in the explanation of why and when hominin species migrated out of East Africa but after much speculation, it seems as though â€Å"we may have to consider that climate was not lways the underlying cause and that intrinsic social factors and interspecies competition may have play a significant role† (Ferro 1).