Square Root Using Sequential Cordic Essays

Square Root Using Sequential Cordic Essays Square Root Using Sequential Cordic Essay Square Root Using Sequential Cordic Essay Square root using Sequential Cordic Assignment-2 Submitted to: Dr. Sumam David Dept. of Electronics Communication Engineering NITK Surathkal Submitted by: Rakshith Sharma 10EC87 Vikas Majjagi 10EC107 Mullapudi Srinivas 10EC99 Algorithm: This is implemented for a range of input values 0. 75 since Xin should be less than 1 for the bit notation we used. Here we use the vectoring Mode of CORIC and its Hyperbolic subcase to calculate Xout=sqrt(xin2 -yin2 ) And yout= 0 Bit notation: [MSB(sign bit)] . (bit 1 to 15 for +ve fraction)] If we use xin=M+ ? and yin=M -1/4 we can compute xout=sqrt(M). The other equations of the cordic remain the same ie, X(i+1)=x(i)+d(i)*y(i)*2-i Y(i+1)=y(i)+d(i)*x(i)*2-i Z(i+1)= z(i) – d(i)*a(i) where a(i)=tan-1 (2-i) In this case we use 16bit fixed point notation with one sign bit and 15 bits in Q15 notation. A total of 12 iterations are used to reach the result where y(i) is sufficiently close to 0 and x(i) is approximately equal to sqrt(M). In case of hyperbolic, it is necessary to repeat shift iteration number for 4 th and 7th iterations in order to make the series to converge. The final obtained x(i) is to be multiplied by 1. 207534056 to get the result. The flow chart for the algorithm implement in the VHDL code is as shown in the following page. d(i)=1 if x(i)*y(i)0 Y(i) has gone to 0(apprx) input M=0. 63998413 output X(i)=0. 80035533 Y=0? sh ift12 Yes No Yes X(i)=sqrt(M) Yes Check iteration number Shift=4 or 7? Shiftrep= 0? No No Shiftrep+1 Shift+1 d(i)=-1 No x(i)*y(i)

Hitlers first photograph Essays

Hitlers first photograph Essays Hitlers first photograph Paper Hitlers first photograph Paper In the second poem Hitlers first photograph, Szymborska is mulling over the infinite opportunities with which a child is presented. She, and we, know the outcome for this particular child, but the persona in the poem is unaware; this is why we call this type of poem a dramatic irony: Will he grow up to be an L.L.D.?, Where will those tootsy-wootsies finally wander?. She uses this to make us think that had he developed differently, the world might have been a very different place. The poet uses an innocent, naà ¯Ã‚ ¿Ã‚ ½ve and ironic tone in this poem to reflect that the persona is unknowing of what is going to happen: Spring sun, geraniums in windows; it is, however, sinister in some way: No one hears howling dogs, or fates footsteps and it therefore makes us feel a bit uncomfortable, even though we already know the outcome. Another way of expressing the unconsciousness of the future is by using simple and clear language, very maternal and innocent vocabulary: whose teensy hand is this, whose little ear and eye and nose, precious little angel, mommys sunshine, honey bun. As Szymborska does very often, simple language is used to describe more complex ideas such as this situation where she is trying to explain, despite her Polish roots, that Hitler was not evil when he was born, but he transformed along the years. She also uses Hitler because it is a famous example which everyone can understand, but it can be attributed on anybody: we all start being normal little babies, but with the years can turn to be anything just depending on chance and on being in the right/wrong place at the right/wrong moment. The structure of this poem shows the different aspects of life when Hitler was being born. The first stanza is asking questions about little Adolfs future, talking about normal jobs: printers, doctors, merchants, priests?; in this stanza all the lines are question except for one: Whose tummy full of milk, we just dont know, this emphasizes the uncertainty of his future, how in his early childhood he wasnt evil. The second stanza is about how was Germany when Hitler was being born: While he was being born, a year ago, a lucky fortune wrapped in rosy paper again shows uncertainty of the future, the poet is showing how there were no signs in the world that he was going to be the person who killed so many innocent people, it was just a normal spring day. The third stanza talks about a photograph that was being taken in the moment the persona is describing: the camera will click from under the black hood. The final stanza shows once again the unawareness of what was going to happen: Braunen is a small but worthy town- honest businesses, obliging neighbours, no one hears howling dogs, a history teacher loosens his collar and yawns over homework., this last sentence is trying to express that Hitler has changed History radically, but no one knew at the moment he was being born. Another way Szymborska is showing us that he was a normal child is by comparing him to other boys, using metaphors: looks just like his folks, like a kitten in a basket. By doing this she is demonstrating that he was, in fact, just normal, and that his parents had the same worries than any other parent.  With all these aspects in the poem Szymborska is basically trying to say that we are not born evil, but we might get to be evil with time and experience. It is a way of explaining that what happens to everybody during childhood and adolescence might change what we become.  In these poems, both poets are looking at the inevitable. One is saying that youth will fade and people become old, and that people will look nostalgically at their lost youth; the other makes us think that choices made in childhood and throughout our youth affect not only the person we become, but also the way we influence others, in this particular case the whole world.

Article Review Research Paper Example | Topics and Well Written Essays - 1250 words

Article Review - Research Paper Example Choosing this specific forensic discipline is because there are significant flaws in the justice system that needs repair. Many innocent people end up in prisons unfairly. There is no sufficient evidence to put them behind bars. It requires the government to act because they have a duty to protect the citizens. There are cases where inmates commit suicide. It is against the constitution for a person to take away his life. There are people who bear the blame for the suicides of the inmates. The common reason is convicting them for the wrong reason. The government always arrest people who involve themselves in drug abuse. To correct the criminal system, the government should categorise drugs as a national problem rather than a crime. According to (Lozoff, 2013), there are many drug inmates in prisons. The best idea is for the government to consider taking these inmates to a rehabilitation centre. Furthermore, making drugs a health problem is the main solution rather it being a justice problem. According to statistics, 62% of inmates are in prisons because of drug related issues. The drug problem is too complex for the government to tackle. It is common with the rich people. They have the necessary resources to bribe the law enforcers. In the end, the problem will never cease. The government has to find the cause of the drug problem. There are many reasons like poverty, loneliness, level of economy, etc. The government should address these issues. The lawmakers should change the laws concerning drugs. It will clean the justice system becoming efficient. It is important to separate serious offenders from petty offenders. It will create violent scenes in the prisons. Furthermore, it will make the non-violent prisoners turn to be violent. The state allocates resources to correct inmates behaviour. It will be a loss to the taxpayers money if the inmates learn bad behaviour

Web 2.0 and a Small or Medium-sized Business Essay

Web 2.0 and a Small or Medium-sized Business - Essay Example 19). One of the major and most important advancements of technology is the internet which has significantly changed people’s lives and how they do business. Specifically, internet has facilitated the development of social media and related developments under the banner â€Å"Web 2.0† which has been central to business operations in the recent times. Web 2.0 refers to the concept that uses internet network (World Wide Web) as a platform for sharing information, collaboration, user-centered design, and interoperability among individuals and companies (Lincoln, 2009, p. 11). Web 2.0 platforms give users the opportunity to collaborate as well as interact with one another as creators and users of content that is user-generated. This technology is revolutionary in the sense that it allows collaboration and interaction among users in a virtual community unlike other websites that limit consumers to passive viewing of the contents that have already been created for them (Elliot t, 2004, p. 27). Web 2.0 platforms include social networking sites, web applications, blogs, hosted services, and video sharing sites among others. The fact that social media has grown exponentially over the years means that no business can ignore it, as it is very critical to the success and performance of businesses (Shah, 2010, p. 16). This paper will discuss the potential of social media and related developments under the banner â€Å"Web 2.0† for helping a medium-sized business (Proxar IT Consulting) to communicate with customers and to share knowledge between its staff. Web 2.0 technologies use internet network (World Wide Web) as a platform for sharing information, collaboration, user-centered design, and interoperability among individuals and companies. Several studies have shown that Web 2.0 has a wide range of generic business benefits that emanates from the adoption of developments in web services, software as a service, and interpersonal computing (Nair, 2011, p. 46). The first generic benefit is that Web 2.0 can help a business improve its ranking particularly in the search result and therefore extend its presence onto other sites. This is important to any business in the sense that it builds high quality links to the company and therefore increases the exposure of the business (Chaney, 2009, p. 35). However, for this to be more efficient, the content should be made relevant to staff and existing and potential customers. The second generic benefit is that it helps in the brand management of the business and helps them to protect their reputation. Proactive use of Web 2.0 can remarkably help to build and find relationships with customers, as well as improve relationship between employees (Lincoln, 2009, p. 19). In addition, Web 2.0 is beneficial to businesses because it enhances relationships between the business, its partners, customers, and staff. Through social media, customers, employees, investors, and partners find the platform to inte ract and collaborate (Lee, 2010, p. 114). Another generic business benefit of Web 2.0 is brand awareness; it presents businesses with incredible opportunity to generate content that brands the company in good light and therefore generate brand awareness to the targeted audience (Elliott, 2004, p. 44). Social media has proved to be fundamental in building consistent presence and therefore enhances brand awareness for any business that uses it. More importantly, Web 2.0 technolog

Mexican Immigrants in the United States Essay Example for Free

Mexican Immigrants in the United States Essay Abstract Choosing to focus on the Mexican Immigrant in the United States workplace will help to develop an understanding of how organizational decisions insure the acceptance and inclusion of the group with those of the organization’s in-group creating a unified work environment. Chao and Willaby (2007) theorized that everyone had their own vision of how the world works and acting upon it based on what they have perceived as being true; sometimes the visions of others are difficult to understand or accept, which can cause strife and alienation in the workplace. According to Adu-Febiri (2006) the responsibility of transformational leadership is to raise employee awareness; thus, beginning the journey for an all-inclusive and unified work environment. Mei and Russ (2007) identified that management’s objective should be to help organizational employees to establish a foundation of developing the core and cultural competencies that are critical to developing effective methods for advocating change and cultural blending. The results of this essay and the completion of employee interviews will help to heighten areas of self-actualization and ethnic and linguistic competencies of the author and all cultural groups she will be accountable. Mexican Immigrants in the United States Workplace Introduction Chao and Willaby (2007) advised that everyone had their own vision of how the world works and that everyone performs according to their perception of the right way to live as a part of that world. Greenwood (2007) contends there are differing perceptions of how the world operates creates complex challenges when working to blend differing beliefs toward a unified environment. The following literature review focuses on raising the level of diversity consciousness as it relates to Mexican immigrants in the workplace. Deaux, Reid, Martin, and Bikmen (2006) identified that the Hispanic sociohistorical perspective provided significant information reflecting an independent group that is dedicated to their families and struggling to survive in an environment that often resents them being in the workplace. Parrado and Kandel (2010) contend the Hispanic group is one of the fastest growing minority groups that has magnified the supply of low-skilled workers. The author also identified the group’s struggle with linguistic challenges as being what prevented many from achieving educational needs, which exacerbates the group’s equality in the workplace. Trends in Workplace Diversity Globalization, technology, and increased mobile ability have created diverse ethnic and linguistic challenges felt around the globe. Greenwood (2008) contended that some of the Hispanic group chose to move to the United States in pursuit of a higher quality of life; others made their decisions based on a lower cost of living and others came only to make an income that could be sent back to their homeland to take care of family left behind. Whatever the reason for the influx challenges to achieving unity in the workplace begin at the onset and will become more complex in nature as the number of ethnic and linguistic minorities continue to grow. The qualitative study performed by deCastro, Fujishiro, Sweitzer, and Oliva, (2006) theorized the negative workplace experiences of minority groups were inclusive of linguistic barriers, poor and unsafe working conditions, illegal methods of pay, work related injuries, and, finally, a consistent loss of jobs. Adu-Febiri (2006) theorized that workplace environments require the creation of opportunities for inclusion of all associated with the organization that matriculates all toward a true multicultural identity. Impact of Global Economy deCastro, et al (2006) provided that the impacts of a global economy are far reaching and have served to change the very fabric of cultural beliefs and community structures. The authors explain that many of the in-migrants see the expanding economies as a new and promising dimension of prosperity; while many of the native group believes it to be the portent of doom. For better and worse, everyone will have to learn about and from one another. Rizvi (2009) theorized the impact of a global economy as being realized in everyday activities such as processes at work, cultural interrelationships, capital, information exchanges, food and goods, and ideas. The global economy changed the dynamics of doing business with the enhancement of technology, communication, politics, and immigration. Adu-Febiri’s (2006) contentions of the global environment included the potential for cultural erosion due to a lack of human factor competency. As employment globalization grows so do the challenges for maintaining ethnic cultural norms in a manner that creates workplace inclusion. Chao and Willaby (2007) echoed Adu-Febiri’s thoughts when they asserted the globalization has created the challenge of the hiring of immigrants around the world; the authors maintain, â€Å"†¦has no geographic, political, or cultural bounds† (Chao and Willaby, p. 32, 2007). The authors further identified challenges of minority ethnic and linguistic groups have been to hold onto their cultural and linguistic makeup: Globalization has encouraged many to dress the way the other dresses and eat what the other eats, the result being a cultural homogenization process and the subtle emotions of ethnic cultural shame within groups. Chao and Willaby (2007) explained that reducing and ultimately eliminating the impact of cultural homogenization, the overt and more subtle forms of discrimination, ethnic and linguistic bias requires the expansion of diversity consciousness in the form of implicit cognitive awareness of management and employees. Discrimination Practices Carr-Ruffino (2005) explained that challenges to ensuring discrimination does not exist in the workplace requires a thorough understanding of the context it occurs, which requires high levels of self-awareness and a significant understanding of all ethnic groups in the workplace. Findler, Wind, and Mor Barak (2007) asserted that the ever growing challenge of diversity has worked to create demands that organizations determine and implement methods for effectively coping with workforce diversity. A number of theoretical viewpoints and studies identify common threads that include perceptions of inclusion or exclusion, fairness, social and organizational commitment, job satisfaction, and the overall sense of well-being. Another study performed by Krings and Olivares (2007) questioned the impact of ethnicity, job type, bias, and the commitment to interview discrimination practices from the employer perspective. The study resolved there was a higher potential for bias and discriminatory practices when there was a lack of diversity consciousness. Echautegui-de- Jesus, et al (2006) explained that working alongside an ethnic and gender group the native group perceives as being different from themselves creates challenges arising from imbalanced group powers. The Rubini, Moscatelli, Albarello, and Palmonari (2006) study compared the discriminatory effects of group power and social identification as it relates to linguistic discrimination. The study found higher levels of discriminatory practices were present when in-group participants responded in more positive way to other in-group members than they did with those considered the outside group. Another study completed by Echautegui-de-Jesus, Hughes, Johnston, and Hyun (2006) examined the effects of the employee’s psychological sense of well-being and job satisfaction as it relates to employee performance. Echautegui-de- Jesus, et al (2006) identified that minority groups often perceive themselves as being threatened with the loss of their interpretation of the world; the result being the loss of ability to achieve a sense of belonging, which brings into focus Robinson’s (2008) contention that identifying discriminatory practices often relies on perceptions of contentions of discrimination of the receiver. The need for higher levels of understanding diversity and the relationship between achieving a sense of well-being will be critical to the Hispanic group’s continued growth as a part of a global world. The studies and theoretical viewpoints reviewed provided a deeper insight to potential discriminatory practices arising from the diversification of the workplace. Ruane (2010) elucidated that as globalized employment continues to evolve and grow, talent pools will increase in a way that greatly enhances an organization’s ability to do business anywhere in the world. Taking advantage of the globalized potential requires management and employees raise the bar on diversity consciousness to create a sense of well-being for everyone in the workplace environment. Accommodating Diversity Ruane (2010) identified the need for accommodating diversity in the workplace and that it required training, strategies, and methods for managing diversity that created equality and a sense of well-being for everyone involved with working environment. A critical step toward identifying the level and expanding needs of diversity consciousness requires the identification of attitudes and implemented plans that will maintain and increase the common ground between all related to the workplace. The study performed by Greenwood (2008) stipulated the more a workplace environment diversifies the more difficult it would become for employees to maintain the sense of being a part of a unified work environment, which necessitates high levels of commitment to diversity practices on a consistent basis. Ruane (2010) theorized the importance of willingly and openly creating opportunities of inclusion begins with creating opportunity for shared diversity experiences that will increase diversity consciousness over time. The Nielsen and Fehmidah study (2009) identified the relationship between transformational leadership and the employees’ sense of well-being. Understanding that creating an effective diversity oriented work environment will help to ensure workers’ job satisfaction, inclusiveness, and sense of well-being continues to grow is not difficult; however, establishing strong leadership that is committed to ensuring prior underrepresented groups, such as the Mexican group requires strong diversity skill sets. Nielson and Munir’s (2009) article argued that the multifaceted workforce environment of the United States requires transformational management, laws ensuring equitable equality, and strong diversity training practices: Practices that encompass the perceived challenges of a Hispanic workforce. Most can agree the only way to manage diversity is to plan for it. Effects of Cultures in the Workplace Greenwood (2008) rationalized the world’s workplace environment is consistently changing and with each change comes different cultures, religions, sexual orientations, and ethnic groups; the objective is to welcome and support each group equally so as to create a new unified environment. Robinson (2008) provided that efforts to blend diverse cultures can have both negative and positive effects on operations, interrelationships, productivity, and the future growth of the company. Understanding differences between groups is a critical first step toward understanding how to make diverse cultures work together. The interviewing of three separate organizations helped to provide a better understanding of how both negative and positive effects of differing cultures can affect organizational outcomes. Greenwood (2008) explicated that cultural diversity affected each member of a work group; he also identified that challenges arising from linguistic barriers, differing work ethics, communication misunderstandings, and group power imbalances represented major trials to diversity. de Castro, Fujishiro, Sweitzer, and Oliva (2006) explained that diversity challenges require the commitment of management to ensure the positive effects outweigh the potential negative effects. Each of the three organizations interviewed believed strongly that it is only by creating flexible and inclusive work environments that organizations can reap the benefits of diversity in the workplace. Organizations that have planned for diversity understand that the right employee and management diversity planning and training will open the tap for contributions resulting from the perceptions of a multicultural workforce that is focused on one objective; the health and growth of the organization and the communities being served (Gabe Hooper, Personal Communication, January 20, 2011). Employer Attitudes The three organizations interviewed for the review work in the service delivery areas of healthcare. Each organization is focused on providing care and services to the communities under their care. The three interviewees chosen for the project presented diversity attitudes that were similar in their perceptions of cultural diversity. Each offered a definition of diversity that relates to being anything and everything associated with human life inclusive of the way an individual thinks, feels, dresses, communicates, and behaves. Each considered the value of diversity consciousness as being a critical component to the continued success of the organizations. However, each of the interviewees offered differing perspectives for overcoming culture challenges and the elimination of bias and discriminatory perceptions of all concerned. Some of the differences in perspectives are due to a noted lack of diversity within the organization; some of the differences are due to a lack of prior experience dealing with multicultural groups within the workplace. Appalachian Community Services (ACS) of western North Carolina offers strict protocols for agency professionals and support staff to ensure agency service delivery eliminates the potential for bias, prejudicial and any other discriminatory practices. Gabe Hooper the Program Manager for ACS was open to allowing a review and discussion of agency published agency policies as it relates to diversity initiatives of the organization. The agency policy offers stipulations inclusive of 1) a working environment that promotes dignity and respect, 2) the commitment to diversity and equality, good management practices that make sense, 3) the commitment to monitor and review on an annual basis, and 4) promises to address all forms of misconduct as defined in the organization’s code of ethics manual. After reviewing the agency standards for diversity management Mr. Hooper was asked why the agency did not seem to have a diverse base of employees within the agency. Mr. Hooper explained that ACS was largely a non-profit organization requiring high levels of professional credentialing to even be employed with the agency and that eliminated a number of the minority populace. Another reason provided was the fact the organization was based in rural environment, which does not lend well to the procuring and retaining of high quality and diverse professionals. Mr. Hooper stated, â€Å"The organization holds what comes their way and whether or not it balances diversity initiatives is secondary† (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). ACS professionals participate with one another and with their communities to create a strong sense of inclusion and well-being; the agency participates and supports community group histories and cultural celebrations. Hooper identified that everything experienced represents a new knowledge and it is brought into the work environment. ACS requires ongoing and consistent training for diversity related challenges that are becoming a part of the changing landscape; however, the organization has been unsuccessful with attracting minority groups to the organization. ACS has and enforces strong diversity protocols that are designed to ensure clients of the agency are not subjected to any forms of bias, prejudicial, or any other discriminatory practices and these same protocols are intended to serve the organization as the workplace culture evolves (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). Harris Regional Hospital offered by far the most culturally diverse workforce reviewed and diversity was represented at all levels of the organization. Janet Millsaps, Vice President of Human Resources explained the hospital’s objective for being ‘the place to work’ in western North Carolina. To fulfill the hospital’s objective requires the valuing, utilizing, and recognizing the unique potential of everyone working for the hospital. Millsaps explained that every new employee, no matter the position or department, is required to attend diversity-training sessions prior to stepping into their assigned positions and to attend annual seminars as they are presented. Finally, all employees must read and sign an agreement to uphold the organization’s code of ethics, which includes a number of diversity professional conduct requirements. The objective of the hospital is to achieve a 90 percent consumer success rating from each employee that serves that consumer. Diversity consciousness represents the biggest challenge to the hospital and it is taken very seriously. All employees are encouraged to share in community celebrations whether from the perspective of the resident Cherokee, Mexican immigrants, or any other group; employees are expected to share and respect each other’s cultural beliefs as well. Harris Regional takes a great deal of pride in their commitment to all staff members and encourages each one to share and promote ideas and concepts that will serve to unite the hospital with the communities it serves (Janet Millsaps, VP, Personal Communication, February 01, 2011). The third and final interview performed was conducted with the Hospice House Foundation of WNC, Inc. Michele Alderson, President defines the objective of the Hospice House as being to provide the right care, at the right time, in the right place, for the right patient, and on their terms. Alderson explains the development of a diversity-sensitive organization as being a part of the groundwork that is critical to being an accepted help facility in any community. Mrs. Alderson believes overcoming diversity challenges in western North Carolina represents a tougher obstacle than in other areas of the country. The diversity of her workforce is currently limited to three or four multicultural subgroups inclusive of Cherokee, Mexican, African American, and Caucasian groups that outnumber the other organizational groups. Hospice House encourages all of their employees to learn from one another and the clients they serve. Alderson also explained there is no official diversity training program in place to raise the organization’s diversity consciousness; however, the organization does have formal written codes of ethics that include organizational directives for ensuring equal treatment and respect for all employees of Hospice. Contribution of Policies and Procedures Each of the three organizations interviewed offered formal written policies and procedures’ for guiding their respective organizations toward a balanced multicultural environment. ACS enforces their guidelines, encourages their employees to collaborate with the communities being served, and provides continuing diversity education; however, the organization’s management has been unsuccessful with creating opportunities for hiring multicultural staff and professionals due to the rural environment being served. The Hospice House Foundation of WNC has formal policies put into place but those policies do not seem to function as a part of the organization’s processes, nor was there a lot of organizational diversity noted at the time of the interview. The organization does not offer ongoing diversity training to their employees or professional staff members; however, the organization is supportive of community event attendance. Finally, Hospice House does not have any initiatives for creating a balanced multicultural workforce, which would make the environment more difficult for the smaller subgroups as the environment changes. Again, Harris Regional Hospital was the most thorough and impressive organization interviewed as it relates to diversity sensitivity. The hospital’s commitment to diversity and individual needs is readily evident. The hospital’s staff is encouraged to not only acknowledge and respect the needs of one another they are provided critical training to accomplish organizational objectives. All staff is encouraged to share knowledge and to create opportunities for inclusion that brings with it a strong sense of well-being; the employees spoken with confirmed they liked working with the hospital. Real-Life Practices and Recommended Practices Each of the organizations interviewed reflected a level of understanding for the needs of diverse employee populations and the needs of multicultural communities. Each of the professionals interviewed understood the relationship between work place environments and employee satisfaction. Each of the interviewees expressed their organizations had the commitment levels necessary to ensuring employee inclusion and the elimination of power group struggles. Adu-Febiri (2006) revealed that creating shared experiences and maintaining the balance of unity in the workplace as being a significant component to achieving a well-blended work environment. Not one of the organizations has a plan that will help workers overcome linguistic barriers. Rizvi (2009) identified one of the more critical needs of minority groups were programs and training modules designed to help with eliminating linguistic barriers in the work environment. Harris Regional was the only organization that believes they were up to the challenge of globalization and the evolving impacts of ethnicity. ACS and Hospice House of WNC have put the right policies and procedures in place but have not created the initiatives to attract minority groups to the workplace, which also infers the organizational leadership is not in a position to offer transformational skills that would unify all employees (Ruane, 2010). Harris Regional has already experienced challenges arising from perceptions of discrimination and worked to resolve struggles relating to power groups. ACS and Hospice House are relying on the formal policies that were put in place at the time they opened operations, which means the leadership has not had the opportunity to see if what was established works in real-life practice. Robinson (2008) contended that without having experienced diversity the potential for implied segregation will be high as the organizations expand and new groups come seeking employment; both organizations agreed this would be a potential event with their organizations. Harris Regional has been afforded the opportunity to actively recruit multicultural groups; the other two organizations claim they have not had applicants apply for available positions and both agreed they had not pursued any recruiting initiatives. Harris Regional Hospital reflects transformational leadership and they are committed to high levels of minority representation, subgroup retention, staff skill development, and the inclusion of everyone as a unified group, which is in line with the thoughts presented in an article published by Dreachslin (2007). ACS and Hospice Home of WNC have only begun the journey toward achieving objectives of diversity consciousness but both organizations are committed to learning and welcoming the new workplace trends. Myths and Stereotypes of the Mexican Group. Nielson and Munir (2009) recognized that the opening of dialogue in the workplace that addresses cultural myths and stereotyping challenges can be difficult and complex as many do not even realize their part in promulgating myths and stereotyping. Much research inclusive of Nielson and Munir (2009) identify that cultural myths and stereotyping have been a part of the world likely since the beginnings of the human race and that myth and stereotyping is alive and well in the United States. People believe and then attribute that belief by applying it generally. An individual that bites into a bad apple offers the potential for creating myths that all apples are bad rather than taking the time to sort through each one. The Mexican group has not been an exception to stereotyping and myths. Aaracho and Spodek (2007) identified that many have perceived the Mexican American father as being cold, distant and the authoritarian, which often translates into an unwillingness to be an active participant with a community or even with their own children. The stereotype of being a cold, distant, and unforgiving individual can give way to stereotyping that all the male portion of the group is interested in what they might gain in the workplace environment rather than what they can give. The authors, Aaracho and Spodek (2007) also identified that women of the Mexican group are portrayed as being quiet, submissive, and dedicated to their husbands, which creates even further myths and stereotyping as it relates to the potential of the Mexican women’s abilities in the workplace environment. Mulholland (2007) identified challenges arising from the myth that the entire Mexican group was uneducated and thereby, qualified for only the most rudimentary jobs, which represented the jobs no one else wanted. Krings and Olivares (2007) noted there were higher levels of stereotyping when Mexican applicants applied for positions that required linguistic skills. Language, accents, and body language represents the foundation of all cultures and it represents self-identification. Bernstein’s (2007) thoughts provided that Mexican Americans have been made to feel their communication style is incorrect and somehow lacking; the group has been stereotyped by others believing the differences in language integrity means the group is less intelligent. Schwartz, Domenech, Field, Santiago-Rivera, and Arredondo (2010) identified the challenges of minority professionals entering the workforce without sufficient linguistic competency as having attributed to stereotyping and myths of cultural groups. Bernstein (2007) revealed that many of the in-groups were quick to point out the Mexican groups were in the United States to earn monies, send them home to be put toward economic security needs in Mexico, and returning themselves when enough had been earned. Introducing these types of myths and stereotypes creates challenges to the group in the workplace because it gives momentum to even more harmful forms of stereotyping; a minority group entering the workplace environment where myth and stereotyping is present and unchecked will be all but forced to suffer the consequences of belief systems they had nothing to do with creating. Effects of Stereotyping and Cultural Myths The effects of stereotyping and cultural myths can cripple the working environment. McDonald (2010) described the stereotyping and cultural myth challenges to minority groups as being representative of a cycle. First, the stereotypes and myths begin with the unknown and this is often followed by competition between groups; most often, the competition is in the perspective of an in-group rather than the minority group. The next step occurs as conflicts between groups arise and this is followed even deeper rooted and malignant stereotyping and myths. McDonald (2010) contended people learn and apply attributes to what they perceive and this represents only one of less dangerous effects of stereotyping and myth. The Mexican American populace struggles with becoming a part of the mainstream environment, whether in the workplace or at home. Aberson and Gaffney (2009) revealed that the struggles of minority groups can find its root in the forced isolation caused by stereotyping and cultural myths they feel has been made their self-image. The articles presented by Mulholland (2007) and Wolfe, Cohen, Kirchner, Montoya, and Insko (2009) agree that the effects of stereotyping do not stop with the Mexican American adults it is funneled down through children via their parents, which infers the damaging effects continue through the generations of Mexican American group. Bernstein (2007) pronounced that failing to address and education all cultural groups within the workplace will result in deeply seeded divisions between the workforce; between group competition that will cause anger and frustration for all involved, and it will continue growing and expanding until the minority group has been squeezed out of the environment entirely. Exposing and Discrediting Myths and Stereotypes. Carr-Ruffino (2005) provided that exposing and discrediting cultural myths and stereotyping require that everyone be listening and hearing one another. MacDonald (2010) identified that people achieved their understanding by believing their perceptions and that it influenced the way they think and behave thereafter. Individuals helped to realize how important it is to recognize the beginnings and nuances of cultural myths and stereotyping are more likely to change attitudes and behaviors in a way that compliments the whole rather than individual groups. Wolf, et al (2009) provided that a critical step to creating a unified workplace environment required tools and methods that will help everyone to learn to critically interpret different cultures, uncover embedded ideologies, and learn to become socially responsible employees and citizens. Schwartz, et al (2010) articulated the critical need for getting everyone to question the deeper meanings of all cultural groups within the workplace will enhance knowledge that will provide the potential for critical thought; thus, bringing awareness of individual beliefs and value systems that can be blended with others. Sarach and Spodek (2007) revealed the need for organizations to create shared experiences between groups supports acculturation and assimilation processes that are critical to creating a unified environment dedicated not only to the good of the organization but to the good of one another. Transformational leadership is also critical to safeguarding initiatives to expose and discrediting myths and stereotyping. Schwartz, et al (2010) identified that leadership that is positioned to help overcome cultural linguistic challenges such as the Mexican American that can speak English but cannot write it is able to overcome it without being subjected to the stereotyping that hinders self-esteem will help level the playing field between groups. Creating multicultural teams in a workshop that is designated as support groups is another method of bringing differing groups together to achieve a truer and more just understanding of one another. The objective of bringing everyone together in a workshop should be to make certain no one is alienated; it is also not about identifying the one committing a wrong he or she does not even realize as being done or said. The workshop is a great environment for working together to grow cultural awareness, agree on methods and strategies for overcoming the challenges, and unify to eliminate the harmful effects of cultural myths and stereotyping. A workshop is for getting to know one another, learning about differences, and asking questions about perceptions received. Debunking cultural myths and stereotyping requires a long-term commitment from the leadership and all employees of the organization to one another and it begins with implemented learning strategies. Conclusion As previously identified globalization and new technologies have created opportunities for connecting differing cultural groups from all over the world; the Mexican immigrant is no exception. Aberson and Gaffney (2009) identified the Mexican cultural group as being one of the fastest growing cultural groups in the United States. The authors also identified the group is being consistently challenged by some that wish the group to maintain a social stratification level that is far below that of an in-group in the workplace. Chao and Willaby (2007) provided that bringing unknown cultural groups into the work environment can serve to alienate those of the minority groups from those of the in-group; some of the exhibited behaviors have included everything from forced segregation to critically malignant forms of discrimination that can contribute to group elimination. Mei and Russ (2007) identified that the establishment and upholding of organizational policies that have been designed to protect immigran

Contrast Essay Between essays Just Take Away Thier Guns and I Want A Wi

"Just Take Away Their Guns" is an effective argument than "I Want a Wife." James Wilson gives a more factual, organizational and better language used argument than Judy Brady. In "I Want a Wife" Brady is stereotypical of what she believes to be the roles of the husband and wife. Also Brady's essay is one sided, she never states a side that would argue her viewpoint. While Wilson shows two clearly stated sides of his argument. The first reason as to why ?Just Take Away Their Guns? is more effective is because the essay has more specifics and facts that can?t be refutable. The president wants more gun control but the public says the laws will fail who is right? And in deciding who is right will any of our amendments be taken away or shortened? Taking away the right to be able to buy and own a gun will have hardly any effect on the illegal use of guns. Wilson states that there are 200 million guns in private ownership, about one-third of them handguns. Of the 200 million handguns that are owned, only 2 percent of the population is allowed to commit a crime. Out of the 200 million guns, about one-sixth of them, are bought legally through either a gun or pawn shop. Many of the current handguns owned, are stolen, borrowed, or obtained through private purchases that wouldn?t be affected by gun laws states Wilson. If there was a successful effort to take away or to shrink the amount of legally purchased w eapons or accessories (ammunition) then what happened to our right to bear arms? Isn?t self defense a key part in our time? If so many guns are stolen, then how is taking away the legal guns going to help? It is not, because people will always find ways to get a gun no matter the restrictions set upon it. Although Wilso... ...e of her duties is to care for the kids, and to obey the husband?s wishes of privacy and sex. While Wilson never uses any sarcasm in his essay to portray what he wants the readers to know and understand. Wilson gives logical and understandable reasons which can easily be seen with no rebuttal. In conclusion this is why I firmly believe that Wilson has a more coherent and cohesive, well stated, argument than Judy?s by no stretch of the imagination. Wilson?s thoughtful process in coming up with an essay that was factual, organizational, and had good use of language is why this argument is so well written. Judy?s essay is undeniably poorly written, to an extent to which a child may right. All in all, ?Just Take Away Their Guns? Wilson has captured the attention of the audience that is unmatched in Judy?s. So all I say is that, ?Guns do kill, people don?t?.

The Importance of Man’s First Landing on the Moon

Case Study Latin America and the Catholic Church Malaika Nicholson DeVry University Pope John Paul II visited Nicaragua in 1983. His visit was a response to rumors regarding an alliance that was developing between Marxists revolutionaries and priests that was beginning to emerge in Latin America. The Catholic Church historically was strongly against communism. Therefore, these alliances that were emerging between priests and revolutionaries were troublesome to Pope John Paul.Even though the priest denied doing anything wrong, but instead were only doing the will of God and what Christ, himself would do in taking interest in the poor. News of Pope John Paul’s II upcoming visit created hope among reform minded Catholics. Not knowing exactly how, they hoped he would lend his support for the revolutionary case. Because the Pope as well as the Catholic Church did not support the principles the Marxist held regarding Liberation Theology, the people hoped that if nothing else, he wou ld offer words of compassion and support.There were thousands of Nicaraguans who died and suffered by the oppressive regime and were in desperate need for hope . They hoped that the gap between the people and church could be repaired and that economic and social changes could become a reality. The Pope’s visit would come during the time that the country was in major lack due to governmental corruption. Reform minded Catholic in Nicaragua had high hope that he would speak out on behalf of the people. The position the pope took led to disappointment by Nicaraguan Catholics because he did not focus on political reform in his speech.They had anticipated him to serve as a catalyst in social and political reform by publically supporting their cause. Instead, Pope John Paul II expressed the civic duty by Nicaraguan priests to help the less fortunate and to be good examples to the rest of society. The people of Nicaragua became painfully aware that the pope was not going to support t heir revolutionary cause during his visit. During his visit he did express his extreme disapproval to liberation Theology encouraging people to abandon their ideological commitments in reference to his views on mingling of Marxist values withChristianity. Pope John Paul II wanted to emphasize the importance of not compromising Christian views of God at the center of all things with Sandinistas ideals of Humanism. The Pope’s visit was an event of great significance; some say even leading to the Nicaraguan Civil War. His visit also intensified tension between Sandinistas and Nicaraguan Catholics who supported them. Pope John Paul’s II visit also fueled rebel groups (Contras) as a form of propaganda, supporting their cause by giving them more legitimacy.

Homelessness Melissa St

Homelessness Melissa St George SOC 203: Social Problems Instructor: Risa Garelick August 28, 2011 I intend to show the meaning of homelessness and the different ways that people become homeless. I will also show how we can go about preventing homelessness. Homelessness means that one has no place to live. â€Å"The most prominent sociodemographic characteristics identified with high risk of homelessness have been male gender, Black race, being unmarried, and being middle aged† (Greenberg & Rosenheck, 2010, p1234-1235). Most of the homeless live in cities but there are those who live in the rural areas. Most of them are hidden because they are homeless for shorter periods of time. There are several causes or reasons why people are homeless, some of them are by choice and others are forced, contrary to most people’s beliefs that they â€Å"are drug addicts, alcoholics or are mentally challenged† (syzygyastro). The different types of homeless people are â€Å"push-outs†, victims of environmental catastrophe, mentally ill, the new poor, the technologically unqualified, the elderly, runaways, the demoralized, alcoholics, ease addicts, travel addicts, and excitement addicts (Henslin, 2008, p 228). The â€Å"push-outs† are people or families that have been forced out. They can be teenagers who are thrown out by their parents. The parents may have thrown them out due to They can be adults or families who have been evicted by landlords. Due to the high costs of rents, they may have had to choose between paying the rent or other necessities such as food, clothing, or gas. Or they could have lost their home due to the â€Å"sub-prime mortgage catastrophe that has made more than families homeless in 2008 and now threatens a further 48 percent of the rest sub-prime mortgage holders who are late in payments or in default† (Syzygyastro). Victims of environmental catastrophe have been forced out due to hurricanes, floods, fires, tornadoes, tsunamis, or other environmental disasters. The mentally ill have been forced out by hospitals or insurance companies. They are unable to care for themselves, so they live out on the streets not knowing how to survive in the â€Å"real† world. They can also become homeless because they need to choose their medications over rent. â€Å"20% to 50% of homeless adults suffer from a serious mental illness† (Greenberg & Rosenheck, 2010, p 1235). The new poor are forced out from a job due to technological change. There jobs are taken over by machines and/or globalization. The company moves to another part of the world, so that they can pay fewer wage to their employees. The technologically unqualified have been forced out because they never posed any technological skills, so they are unable to keep or get jobs. The wages that they do receive are so low that they can not afford an apartment. The elderly have been discarded. They have no family support, no income, and most are unemployable. Runaways choose to be homeless due to unstable living conditions. Most of these runaways are teenagers who have been physically abused. Some are the results of the system failing them. Most of the runaways are between the age of fifteen and seventeen but there are some that are as young as age ten. The demoralized are the depressed who have given up. The addicts are those who have been addicted to alcohol or drugs and choose their addictions over their homes. 0% to 80% have a history of substance use disorders† (Greenberg & Rosenheck, 2010, p 1235), â€Å"thirty eight percent of homeless people have a problem with alcohol addiction and that another twenty six percent of homeless people have addictions to other drugs† (Substance Abuse and Mental Health Services Administration, 2003). The Anti-Drug Abuse Act has made impossible for people who are convicted of a drug-related crime to keep their public housin g. In the 1950’s the deinstitutionalization of psychiatric treatment was the major factor of homelessness. The ease addicts choose homelessness. They are usually in their early twenties and want to escape responsibility. The travel addicts choose to be homeless and want to roam. The excitement addicts choose to be homeless. They enjoy the thrill of danger and because it offers the â€Å"edge†. The other things that are also associated with homelessness are past incarceration, exposure to trauma, lack of low-income housing, and the decrease in public funds. â€Å"As a result of loss of benefits, low wages, and unstable employment, many families leaving welfare struggle to get medical care, food, and housing† (National Coalition for the Homeless, 2009). A lack of affordable housing and the limited scale of housing assistance programs have contributed to the current housing crisis and to homelessness† (National Coalition for the Homeless, 2009). There are many ways that we can help to prevent homelessness. In 1987, the McKinney Homeless Act took the first steps to this by making it a federal law that there ne eded to be funding for the homeless. The next steps that we need to do is to evaluate the homeless in our communities to see what programs or services are most in need. We need to evaluate our homeless shelters. We need to have job training and financial programs. We need to keep track of the people that we help. We need to set up supportive housing and/or â€Å"Unfortunately, government action and public policy of recent has not necessarily helped the plight of the homeless, in fact in some cases it has served to compound the problem† (Gaddis, 2007). When we evaluate the homeless in our communities to see what programs or services that we need most, we need to do it in a way that is nonthreatening and compassionate. We need to evaluate our own bias, so that we can put them aside and help them. Many of the people that experience homelessness are not the stereotypical homeless persons that would come to mind when thinking about this problem† (Gaddis, 2007). We need to find out why they are homeless and look to the local government for help. Public assistance programs can help the homeless with some of their problems. There needs to be some type of coordination between homeless sh elters and public service agencies. Some people will not go to public agencies for help because of the bias of others and/or because of their pride. Many of the reports that I read told of conditions at shelters as being in poor condition. An example of this is when FEMA set up the social housing after Hurricane Katrina. â€Å"Some people are highly critical of these camps, calling them nothing more than concentration camps complete with barbed wire and gun towers† (Syzygyastro). The other reports that I read talked about shelters that were run down, very few of them, and they were riddled with disease, pests, and thefts. Job trainings and financial programs will be able to help the homeless get back on their feet. We should have some kind of job training programs for these people because most of them are there due to a job loss. This would also help the runaways who need to the life skills to survive in the world. Financial programs could be very helpful because it can help them get their finances in order and to teach them how to stretch their earnings by budgeting. We need to keep track of the people that we help. Too many times people get the help that they need and then they are forgotten about. We need to set up programs that help this people and offer support over a long period of time. Studies of placement programs often find that they lose track of residents within the first year, so track clients carefully, and assess their need for specific services† (Solutions for America). We need to look at supportive housing or â€Å"Treatment of substance abuse has been reported to improve outcomes in homeless persons with dual diagnoses of serious mental illness and substance abuse† (Folsom, Hawthorne, Lindamer.. , 2005). When we set up supportive housing for addicts, we can help them to beat their addictions and set up their new â€Å"life†. We can also help the people with mental health disorders; get the supports that they may need. We will only be able break the cycle by coming together as a community and working on ways to help those that are having a difficult time. We need to remember that one day that could be us and we would want someone there to help us. Annotated Bibliography: Why Are People Homeless?. (July 2009). Retrieved August 12, 2011, from National Coalition for the Homeless website, http://www. nationalhomeless. org/factsheets/why. tml. The article talks about what homelessness is and the many causes of it. Gaddis, Roger. (2007, August 22). The Homeless in the United States. Retrieved August 12, 2011, from website http://www. associatedcontent. com/article/351165/the_homeless_in_the_united_states. html? cat=4, The article talks about the number of homeless people in the United States and reasons why they are homeless. Youth Homelessness: Facts and Solutions. (n. d. ) Retrieved August 12, 2011, from Yout h Noise website http://www. youthnoise. om/page. php? page_id=6145. This article talks about the causes for teen homelessness and how we can prevent it. Preventing Homelessness in America. (n. d. ) Retrieved August 12, 2011, from Solutions for America website http://www. solutionsforamerica. org/thrivingneigh/homelessness. html. The article talks about the many causes of homelessness and how we can prevent it. Addiction Blog. (2011, January 7). Drug and alcohol abuse and the homeless. It talks about the statistics for drug and alcohol abuse among the

The History and Process of Textile Production

The History and Process of Textile Production The creation of textiles, or cloth and fabric materials, is one of humanity’s oldest activities. Despite the great advances in production and manufacturing of clothing, the creation of natural textiles still to this day relies on the effective conversion of fiber into yarn and then yarn to fabric. As such, there are four primary steps in the manufacturing of textiles which have remained the same. The first is the harvest and cleaning of the fiber or wool. The second is carding and spinning into threads. The third is to weave the threads into cloth. Lastly, the fourth is to fashion and sew the cloth into clothes. Early Production Like food and shelter, clothing is a basic human requirement for survival. When settled Neolithic cultures discovered the advantages of woven fibers over animal hides, the making of cloth emerged as one of humankinds fundamental technologies drawing on existing basketry techniques. From the earliest hand-held spindle and distaff and basic hand loom to the highly automated spinning machines and power looms of today, the principles of turning vegetable fiber into cloth have remained constant: Plants are cultivated and the fiber harvested. The fibers are cleaned and aligned, then spun into yarn or thread. Finally, the yarns are interwoven to produce cloth. Today we also spin complex synthetic fibers, but they are still woven together using the same process as cotton and flax were millennia ago. The Process, Step-by-Step Picking: After the fiber of choice was harvested, picking was the process that followed. Picking removed foreign matter (dirt, insects, leaves, seeds) from the fiber. Early pickers beat the fibers to loosen them and removed debris by hand. Eventually, machines used rotating teeth to do the job, producing a thin lap ready for carding.Carding: Carding was the process by which the fibers were combed to align and join them into a loose rope called a sliver. Hand carders pulled the fibers between wire teeth set in boards. Machines would be developed to do the same thing with rotating cylinders. Slivers (rhymes with divers) were then combined, twisted, and drawn out into roving.Spinning. After carding created slivers and roving, spinning was that process that twisted and drew out the roving and wound the resulting yarn on a bobbin. A spinning wheel operator drew out the cotton by hand. A series of rollers accomplished this on machines called throstles and spinning mules.Warping: Warping ga thered yarns from a number of bobbins and wound them close together on a reel or spool. From there they were transferred to a warp beam, which was then mounted on a loom. Warp threads were those that ran lengthwise on the loom. Weaving: Weaving was the final stage in making textiles and cloth. Crosswise woof threads were interwoven with warp threads on a loom. A 19th-century power loom worked essentially like a hand loom, except that its actions were mechanized and therefore much faster.

The Best Part Time Jobs for Every Education Level

The Best Part Time Jobs for Every Education Level No matter what field you’re in or what your educational background, sometimes a part-time job will be a necessity. Maybe you need a second job to make ends meet, or you need flexible hours. Whatever the case may be, we’ve got five of the top options for you to consider, based on whether you have a high school diploma, a four-year degree, or a master’s degree or higher. High-School DiplomaIf you’ve got a high-school diploma, you can score a great, high-paying part time job even without a degree.Customer Service RepresentativeIf you’ve ever spent an hour on hold while trying to straighten out some kind of product or service issue, you know how essential it is to have someone good and helpful on the other end of that phone line. Customer service reps can make between $10 and $18 an hour, according to PayScale.What you’ll need: A high school diploma or GED, plus on-the-job training. Strong customer service skills are a must.Yoga InstructorBreathe in, reach toward the sky, and hold it†¦if you can help other people find their zen while maintaining perfect posture, teaching yoga can be a very flexible (okay, pun intended) part-time career path. Depending on experience, yoga instructors can make between $25 and $50 an hour.What you’ll need: Certification as an instructor (typically a course plus about 200 hours of teaching experience)Nanny/Childcare WorkerIf you love kids, being a nanny for a particular family or working in a childcare facility can be a great part-time job. Part teacher, part parent, part entertainer- these caregivers are major multitaskers.What you’ll need: Rock-solid references, and certification in First Aid is helpful as well. Oh, and patience- you’ll need lots of that.Catering Professional  Catering can be a great gig because it can often be done on nights and weekends, on a part-time schedule. And once you have a foot in that door, it can be a lucrative side gig with many more opportunities coming along. Catering workers can often make more than $20 an hour, potentially more depending on the event and tips.What you’ll need: Service skills (including customer management), on-the-job-training.BartenderLike catering, bartending is a real bang-for-your-buck part time gig, because you can basically set your own hours and have the potential to make a lot of money during that time. Whether you’re slinging suds or crafting artisanal cocktails with ingredients most of us have never even heard of, it’s a job with great potential for tips. Bartenders can command anywhere between $10 and $75 per hour, depending on tips.What you’ll need: State certification, depending on your state- check the requirements where you are.Four-Year DegreeIf you’ve already got a bachelor’s degree under your belt, you may want look for part time jobs more specialized to your education and experience.App/Software DeveloperDespite what stereotypes we may have about tech startups, app and software developers work as lone wolves on a part-time, project basis while they have other tech jobs. Developers can earn anywhere from $30-$60 per hour.What you’ll need: A degree in computer science or software engineering, plus excellent coding skills, and knowledge about UI design, programming languages, basic computer backend knowledge.TutorThose who can, do. Those who can, and want to earn money by showing others how to do, teach. Tutors can earn anywhere from $15 to $200 per hour helping students with homework, or teaching supplemental concepts. Tutors may also help with standardized test prep.What you’ll need: Expertise and strong communication/teaching skills. Experience in the field is helpful, especially when it comes to test prep tutoring (for example, being a high scorer yourself will raise your rates).Translator/InterpreterPeople with global skills will continue to be in hot demand. Many companies (especially those w ith international offices) may employ translators directly, or use a third-party agency that matches qualified translators with particular jobs. Translators can earn up to $50 an hour, depending on the complexity of the translations.What you’ll need: fluency in at least one language other than English, with very strong grammar and syntax skills.Grant AnalystIf you have a background in business, accounting, or public administration and are knowledgeable about grants, financial documents, and budgets, this is an area where you can go freelance, and command around $30 per hour.What you’ll need: A strong finance background, as well as education in business administration, accounting, or a similar fieldFreelance EditorIf you live for finding tiny mistakes in written materials, or rewording for style or accuracy, then freelance editing is a strong choice for a part-time gig.What you’ll need: A degree in English, communications or similar, plus superior attention to de tail and written communication skillsMaster’s Degree or HigherIf you have a master’s degree (or higher), there are many highly specialized part time jobs that might be a great option for you.Adjunct ProfessorIf you have a lot of great subject matter experience and expertise, teaching could be a solid part time choice for you. Adjunct professors are basically part-time faculty at a college or university. And with online courses becoming more popular than ever, this is becoming a highly flexible choice for part time teaching.What you’ll need: An advanced degree in your field, or extensive experience working in it. You’ll also need strong communication and teaching skills, as you’ll be working with students of varying abilities.Business ConsultantBusiness consulting is excellent for the MBA who wants a flexible schedule, and the ability to work with many different clients. Consultants with specific expertise can work on a project basis, or may have an ongoing relationship with a particular company. Top consultants can make $150-$300 per hour, depending on qualifications and experience.What you’ll need: An advanced degree in business (typically an MBA or similar), and/or extensive expertise and experience in the field where you want to consult. Self-marketing skills are also key, as you’ll need to find and maintain a client base.Information Technology ConsultantLike with business consulting, IT consulting is a way to channel superb tech skills and a strong education/experience background into a flexible job. IT consultants often work on a project basis, either with a single company or with a range of clients. Highly qualified IT consultants can make $100 an hour, depending on experience and projects.What you’ll need: An advanced degree in computer science or engineering, and/or extensive expertise and experience in the specific IT area of expertise where you want to consult. Self-marketing skills are also key , as you’ll need to find and maintain a client base.TherapistBecause therapists typically work on an appointment basis, it can be a very flexible option for part time work. Therapists can set their own schedule, working with clients for anywhere from $45 to $150 an hour, depending on the client and the specialty (family therapy, life coaching, etc.).What you’ll need: An advanced degree in psychology, as well as a strong patient/customer focus.Physical TherapistPhysical therapists, like other kinds of therapists, typically work on an appointment basis, which makes it a strong part time job candidate alongside other jobs. Physical therapists work with patients to recover from illness or injury, as well as work on basic mobility and daily physical tasks.What you’ll need: A master’s degree in physical therapy, as well as state certification (check your state’s requirements)No matter what your education level, there are lots of great part time opportuni ties out there for you. With a combination of that education, your skills, and your experience, you can find a flexible job that’s right for you.

Smoking Cessation Research Paper Example | Topics and Well Written Essays - 750 words

Smoking Cessation - Research Paper Example Quitting the practice of smoking has been tried by many and many have even successfully accomplished it. There are several who wish to quit smoking but their attempts have failed. CDC reports that 68% of the smokers who fall into the adult population have tried to either give up on this practice and are willing to live their lives without smoking (cdc.gov, 2014). The benefits of smoking cessation can be categorized into long term as well as short term benefits. Smoking cessation has psychological, social as well as physical benefits for smokers as well as people and the environment around the smokers. Smokers are a population that is frowned upon in social settings and people tend to disassociate themselves from smokers because smokers tend to smell bad and smoking even leads to the degradation of the smoker’s teeth and this negatively impacts their public profile. Due to these smokers face difficulty in making friends especially in groups comprising of nonsmokers. Quitting sm oke can help the smokers in eliminating bad breath and help in developing a positive social image and this can in turn increase their social acceptability. Smoking is heavily held responsible as a cause of death and this is because smoking has been found to lead to severe illnesses which ultimately take the lives of smokers. CDC reports that smoking of tobacco leads to severe illnesses which leads to deaths that are premature in nature and by quitting tobacco smoking, individuals can reduce the risk of premature death (cdc.gov, 2014). Smoking has even been recognized as one of the factors that negatively impacts the psychological health of individuals. According to Parrott, smoking is considered as a reliever of stress but it is one of the reasons that further increase the levels of stress. This means that by quitting tobacco smoking, quitters can relieve their psychological issue of stress. There are

Individual term paper Essay Example | Topics and Well Written Essays - 3250 words

Individual term paper - Essay Example tinies of these huge corporations which in some cases have replaced national ruling classes as the determinants of what goes on nationally and internationally. Businesses that are able to control these factors are advantaged in expansion of market share and size, profit maximization and cost minimization, not to mention the increased efficiency among other competitive and comparative advantages. The main factors are the: objectives of the MNC, means of achieving those objectives, societal and physical influences on that society, and market or competitive influences. These main factors vary from one country to the other, and hence the MNCs have to tailor their strategies and operations to meet the specifics of each individual country. Such multinationals include giants in the service industries like McDonalds, banking institutions like Standard Chartered Bank, and manufacturers like Toyota. The consumer electronics company, Samsung will be used as a case study to illustrate how these factors determine the failure or success of MNC operations in countries other than their home countries. A multinational corporation is a business entity that operates across multiple countries and markets. Also known as transnational companies, they are conglomerates of business with branches in different regions of the world, most of them straddle different industries. It can either operate one core business throughout the world such as manufacturing, or it has diversified in different sectors such as operating in both manufacturing and service industry (Gooderham & Nordhaug 2003). Globalization has promoted the emergence of large companies that are able to take advantage of the opportunities by undertaking huge operations across national boundaries. Globalization is due to convergence of consumers’ tastes, thus creating a global market. Worldwide production of goods is sourced and manufactured globally, and with the technological advances connecting the world, employees are