Consequences Of Noncompliance With The AEDA Lessons To Be Learned Essay

Results Of Noncompliance With The AEDA Lessons To Be Learned - Essay Example That is the reason Congress initially went in 1967 what has come to be known as The Age Discrimination in Employment Act of 1967, with ensuing changes and governing which would follow as the years passed. As per the online page for The U.S. Equivalent Employment Opportunity Commission, it has this to state about the congressional demonstration, The Age Discrimination in Employment Act of 1967 (ADEA) secures people who are 40 years old or more established from work separation dependent on age. The ADEA's securities apply to the two workers and employment candidates. Under the ADEA, it is unlawful to oppress an individual in view of his/her age as for any term, condition, or benefit of work, including recruiting, terminating, advancement, cutback, remuneration, benefits, work assignments, and preparing, (Equal Employment #1). In understanding this law, it is essential to comprehend the realities behind it. As per this gathering, this demonstration covers bosses who have at least 20 representatives, and furthermore happens to cover both state and neighborhood governments. The gathering proceeds to state that the securities for such people under the demonstration are all things considered: It is commonly unlawful for apprenticeship programs, including joint work the board apprenticeship programs, to separate based on a person's age. Age restrictions in apprenticeship programs are legitimate just on the off chance that they fall inside certain particular special cases under the ADEA or if the EEOC awards a particular exception. Employment Notices and Advertisements The ADEA for the most part makes it unlawful to incorporate age inclinations, impediments, or details in work notification or notices. Work notice or notice may indicate an age limit just in the uncommon conditions where age is demonstrated to be a real word related capability (BFOQ) sensibly important to the ordinary activity of the business. Pre-Employment Inquiries The ADEA doesn't explicitly restrict a business from soliciting a candidate's age or date from birth. In any case, in light of the fact that such requests may discourage more seasoned specialists from applying for business or may somehow show conceivable goal to separate dependent on age, demands for age data will be firmly investigated to ensure

Trip to a Bowling Tournament

The bowling competition is where one would anticipate such energy and apprehension. This could be conveyed as one would enter the scene and would begin to hear the bowling pins tossing their bodies against each other and the hard floor as they got nailed down beginning with the overwhelming crash of the ball. The main thing that could be seen with the bowling competition is the straight bowling paths where everyone’s consideration is. The wooden floor is made glossy and tricky so the balls could without much of a stretch slide as far as possible of the lane.The balls are gauged and structured so they could be effortlessly tossed and there is a ball appropriate for each age gathering. For the youthful ones, they have the little one which weighs less and has vivacious hues and for the more seasoned ones, there are distinctive ball sizes and various hues that weigh heavier. In each path, there is a comparing seat where the players and guests could rest while hanging tight for the ir games. Talks and visits about various themes could be heard.There is governmental issues, recent developments, sports, family life, and obviously, bowling. This is the place the master players share their bowling methods and procedures to the individuals who try to become specialists, as well. This is likewise where the players sit back in the wake of losing a game. The players who are right now playing have their extraordinary seats close to the bowling paths. Some might be two by two and some may play separately. Whichever it is, the strain could be smelled from all sides of the bowling lanes.Everyone needs to make sequential strikes and ideally, accomplish an ideal match to dominate. In spite of the fact that an ideal game might be difficult to win, the players despite everything focus on it so that on the off chance that they would not make it, they would land with their most noteworthy conceivable score. Also, they would have the option to reveal to themselves that they play ed a decent game and did as well as can possibly be expected. With each toss that the players make, they ensure that they are genuinely and intellectually conditioned.Some players even utilize strategies to quiet the mind and set up the both the brain and the body for the opposition. This works since it decreases the strain and the apprehension that is felt. The substance of the observers coordinates that of the players. Every one has their own wagered and they have their own forecasts. They attempt to follow the game as though they are the ones playing. The individuals who wish to turn out to be acceptable players likewise do a few perceptions on how the master players go about in their game.This is the place the best techniques and tips are earned on the grounds that the games fill in as genuine shows. In situations where the player they worship wins, they additionally share a similar sentiment of triumph that the player has. Assuming, shockingly, they lose, the game fills in as a n exercise for everybody. The bowling competition is actually a blend of feeling, feelings, and challenges. A ton could be watched and learned with only a couple of moments of sitting inside the bowling place. It is actually an outing worth taking for all ages.

Complete Guide to Establishing a New Habit

Complete Guide to Establishing a New Habit In life, we all face situations and circumstances that force us to think about the choices we have made and re-evaluate our decisions. If you are reading this, you are probably going through a similar situation too.We all develop habits we would like to change and replace with new ones, habits that can make our lives easier and help us become successful in our everyday life.So now that we have established this fact, what can we do to change ourselves? Some of us become too overwhelmed even at the thought of change. © Shutterstock.com | TrueffelpixIn this article, we start with 1) the importance of new habits, and turn to the main question 2) how to establish a new habit. After that we describe 3) how to overcome initial failures and to increase your chances of success when establishing a new habit and 4) success stories.THE IMPORTANCE OF ESTABLISHING NEW HABITSMany of us develop certain habits that can have adverse effects on our lives. For instance, some of us have the habit of eating junk food, which can be destructive for their health while others tend to procrastinate until the very end, which goes on to affect their level of success and the quality of their work. This distinguishes successful people from those who are not. People who develop constructive habits and follow them on a daily basis are the ones who gain success in all aspects of their life.The idea is straightforward. If you want to live a successful and productive life, a life in which you are satisfied and you are able to ac hieve all your goals, then you must look at your habits. Create the necessary ones and eradicate the ones causing a hindrance in your life. Once you have done this, you will see the impact this creates in your life eventually. You see, the biggest complication between you and success is not always a lack of financing or a lack of qualifications or a failure to reach your potential. Sometimes it has a lot to do with getting started and bringing positive changes in your life.However, you must realize that it is not easy to create good effective habits. If it were, everyone would just pick a habit they want to develop and just do it. This does not happen because sticking to an action long enough for it to become a habit is not easy. While it might be easy to go to the gym once in a lifetime, it is extremely difficult to do so consistently throughout your life. However, once this initial struggle is over and the habit is established completely, it becomes easier. Ask anyone who has been through this situation and they will tell you the same thing. A lot of will power and reminders are usually involved and most people tend to start over and over again.HOW TO ESTABLISH NEW HABITSIt takes time to make new habits a part of your psyche. It requires a lot of hard work and willpower. Even though man is a creature of behavior, routines and habits, forming new habits means disengaging that which was engraved in the mind and creating a new perception and thought process.If you want to establish a new habit, you first need to understand how this can be done, as habits are crucial for an individual’s happiness, health, and progress in life in general.In order to establish a new habit one must do the following steps.Step 1: Start SmallOnce you have figured out what you want to establish, start small. When most people fail to establish a new habit they usually say that is because they need more motivation or that it is too difficult and stressful. To avoid this, break down th e thing you want to learn into smaller, simpler tasks that do not require a lot of effort. For instance if you want to start running for 30 minutes every morning start 2-3 minutes per day. Make the task so easy in the initial stages that you do it without having to force yourself. Think about the minimum amounts of work that you must get done every single day to make the bigger goal a reality. This makes life easier, and your goals achievable. © Entrepreneurial Insights based on JamesClear.comStep 2. Improve GraduallyOnce you have started small, try to improve gradually. Even the slightest improvements add up very fast. As you do this, you will realize that your willpower and motivation will also increase hence making it easier for you to stick to your habit for good. To ensure this you must first break your habit into chunks so that this gradual transition is easier for you. © Entrepreneurial Insights based on JamesClear.comStep 3. Keep working without slipping from your planWhen you are trying to establish a new habit, chances are that you will fail or slip from you initial plan. Be mentally prepared for this. You need to understand that this is completely normal and you should not lose all hope. This is what most successful people do and what distinguishes them from others. Missing a habit once or twice does not undermine your overall progress and this all or nothing approach should be abandoned. You should not expect to fail but make sure you have a plan for if such a situation occurs. © Entrepreneurial Insights based on JamesClear.comStep 4. Remain patient and consistentLike most things in life, patience plays an important role in your progress of learning a new habit. Incredible progress can be made if you stay patient and consistent. New habits can feel easy and practicable. Focus on the benefits of making a change but do not keep fantasizing about the results, rather than that you should focus on the process you need to go through to reach there. You must also keep in mind the reasons for this change and the consequences of not going through it.Take some time to think of all the things that might cause a hindrance for you and think of ways to prevent them from happening. Ask yourself questions like, what are some of the problems you might face? How can you plan to work around these issues? And, how you can bounce back quickly from them and get back on track? Remember you need to be consistent not perfect.Step 5. Watch Out For Your Negative Thoughts and Rationa lizationsYour mind will come up with the most elaborate and logical excuses so that you do not feel like doing what you should. Learn to see these rationalizations and negative thoughts, and understand that you do not have to believe these. This is just your mind’s way of trying to get you out of discomfort, and you will eventually be fine with this discomfort so you need to stay focused. Do not be fooled by your mind and the comfort of the old habit. Try to give yourself pep talks so that you never lose sight of the importance of this new habit.Stay determined is important. Remember that the discomfort you feel is a sign for the change you are creating in yourself. You need to keep telling yourself that you are capable of much more than you realize.While it is human nature to compare oneself to another, when establishing a new habit you should not do so. You need to realize that the same thing does not work for everyone and that everyone is unique in his or her own way. For insta nce, what helped someone else lose weight in 10 days might take a longer time for you or might not work for you at all. Hence, comparisons are illogical. You should try different things and see what works for you instead of being depressed when you see other people achieve their goals more quickly than you do. Find the solution that fits you, the one you like, the solution that you can work with in the long-term and reap the benefits from.Plan how you are going to achieve what you want but do not fantasize. Focus on only what needs to be done to reach your goals to ensure that you stay motivated not on what you will do once you have achieved your goal. Once you have made a plan, keep refining it to ensure that it is realistic. Look at your initial plan carefully and think whether what you have written is achievable or not. This needs to be done because a lot of research suggests that people tend to make very optimistic plans. Therefore, to avoid disappointment and discouragement, cr itically analyze your plans or take the advice of someone who you think can judge it better than you can.Step 6. Track Your AchievementsRecord your progress to see how far you have come. This is important so that you realize how much you have achieved. You can either do this by keeping a notebook where you specifically record how much progress is made each day, or you can ask a friend or relative to help you and keep a check on your progress. It is important to do this daily. When important milestones are reached, reward yourself because you deserve it for all your hard work!How long does it take to establish a new habit?Many people are intrigued by the question of how long does it take for a behavior to become a habit? There has been a lot of research on this issue. While the initial research, done by a plastic surgeon from the 1950s Dr. Maxwell Maltz, suggests that, it takes a minimum of twenty-one days to develop new habit. Recent studies found that on average it takes more than two months before a new behavior becomes a part of someone’s life. It also depends on the kind of behavior, the person, and the circumstances. People must keep this into mind when they are trying to establish a new habit so that they can plan how they are going to go through this process accordingly, try to stay motivated and set their expectations accordingly. This also gives hope to people who might get demotivated when they are unable to master a behavior instantly. Moreover, it also helps one realizes that you have to embrace the process and be fully committed if you truly want to learn.OVERCOMING INITIAL FAILURE INCREASING YOUR CHANCES OF SUCCESSOne can face several problems in the process of establishing a new habit. People who have tried to establish new habits in the past and have failed begin to doubt their ability of embracing a new habit into their lives. This doubt needs to be eliminated before it is engrained in their minds and makes it impossible for them to try som ething new and bring about a change.Lack of motivation, procrastination, and self-doubt after failing once are some of the reasons for failing to establish a new habit. It is all about ones mindset. Those who have a growth mindset, think of failure as a roadmap for what they should not do next time.To overcome failure one must also stay optimistic, always look at the bright side of any given situation, find the lesson in your failures and try repeatedly until finally the goals are achieved.To avoid failure, you must take care of the following things. Try to change your environment. Relying completely on willpower is unreasonable and does not work in most cases. Try to change your environment in a way that makes it easy for you to carry out your habit. For instance, have lots of healthy food around you if you want to eat healthy. Make it hard for yourself to do the things you do not want to do by being accountable for your actions, ask a friend or family member to help you out so tha t they can implement consequences for when you do not exercise or do not eat healthy food. Accountability can play a crucial role. If you still fail, make further changes to your environment.Be mentally prepared for the discomfort of new habits. It is by its nature uncomfortable which is probably why you did not do it before in your life. For instance, most people do not quit alcohol or do not exercise because they too lazy. If you allow yourself the discomfort, it will be easier for you to achieve your target and form almost any habit that you want. Just realize that there is nothing wrong with the discomfort.You might imagine a happy and successful life because of your new habit but reality is not always the same as fantasy and this must be kept in mind. Due to this, we become discouraged and demotivated. Hence, one must realize this, hold on to their fantasies loosely, and approach changes without high expectations.By keeping these things in mind and fixing these common mistakes, you can increase the odds of successfully establishing a new habit. You can change your life completely by learning a new habit every month! Just follow the steps outlined above and begin creating new habits right away.SUCCESS STORIES People who were open to trying new things and gained successMany renowned successful entrepreneurs took risks, tried new things and gained success. Remember if they can do it so can you!The first examples are the founders of Google, Page and Brin. The two were PhD students at Stanford University and the idea of Google was developed when Page suggested of having the option of downloading every piece of information on his computer and then devising a search program for it. The idea was very ambitious and most people would have made fun of him for suggesting such a thing. However, Page and Brin worked for years to develop it and finally gained success and developed Google. They worked day and night, conducted research, met several companies who could fu nd them but never lost hope and stayed determined until their dream became a reality.Another inspirational example is Oprah Winfrey. The famous talk show host struggled all her life. She was born in a broken family, was sexually assaulted in her childhood by her cousins and friends, and gave birth to a child when she was only fourteen. She even struggled with obesity for some time but fought it with great courage and lost around 40 pounds. However, she made it through all this due to her positive attitude towards life. She did not let anything stop her from reaching her goals hence became the first Female African American billionaire. Her determination has made her one of the most successful woman in the US and a renowned media personality.Another good example is Steve Jobs. He was forced to leave his own company and start all over again. However, he did not take this as a setback and saw this new freedom as the opportunity to be creative and soon after he was able to rejoin apple. Thus Jobs went on to succeed even more in the years that followed.CONCLUSIONWe must all realize that the one thing that can help us change our lives is our ability to take action and do something to achieve our goals and dreams. While it is easier to learn all sorts of things, applying what you learn practically is what matters in the end. One of the biggest challenges one faces when establishing a new habit is trying to get himself motivated and stick with these new habits until they have been completely established in one’s life. This requires having the right mindset and realizing the importance of these actions in the long run.When you have the motivation and when you have made up your mind about how important something is then you do the right thing even when you no longer feel like doing something that you should do. When you feel the need to postpone something, you will be able to get yourself to do it anyway. When your mind is not convinced about the importance of the new habits you are working on, then it will come up with some of the most logical reasons to put things off. One of the best ways to convince yourself and your mind is to constantly evaluate the importance of the goals you have set for yourself, analyzing how other people who had similar situations remained persistent and gained success, and by coming up with your own strategies to minimize the chances of failure.

Essay on Should Homelessness Be Criminalized - 1007 Words

Did you know that Applied Survey Research counted a total of 4,539 homeless people last year in Sonoma County alone? I can vouch for the authenticity and methods used in this survey because I assisted as a counter. I am passionate about the social issue of homelessness, mainly because I was part of this population a decade ago. Applied Survey Research defines homelessness in part as, â€Å"An individual who lacks a fixed, regular, and adequate nighttime residence†¦Ã¢â‚¬  The sad fact is that there are not enough resources to adequately shelter America’s most vulnerable citizens. Many cities have passed ordinances that have criminalized homelessness. These so called quality of life ordinances are meant to protect the society at large. Homeless people†¦show more content†¦The National Coalition for the Homeless comprised a list of â€Å"The Meanest Cities†. Sarasota, Florida is number one on the list. Florida state courts overturned two previous anti-lodgi ng laws, but the third one passed. The current ordinance directly targets homeless people as grounds for arrest include persons that have no other place to live. In addition to the possibility of being arrested for camping, the seizure of personal property is another issue. My personal property was usually stolen by another homeless person. If it wasn’t stolen, it was seized by police. The National Law Center on Homelessness and Poverty provides an example of property seizure by stating the case of Ashcraft vs. City of Covington No. 02-124-JGW. The 2003 case involves a police raid where five homeless people had their possessions seized while camping. The fourteenth amendment says in part that no person should be deprived of their property without due process. When the case was settled, the plaintiffs were each awarded $1,000 as compensation for their destroyed property. Other ordinances that really upset me are the ones that prohibit loitering. Loitering is defined as hanging around an area for no apparent reason. I was harassed several times for loitering while homeless. Being forced to move along adds to the exhaustion homeless people already deal with. The National Law Center on Homelessness and Poverty gives another example, this one pertains toShow MoreRelatedShould Homelessness Be Criminalized?1747 Words   |  7 PagesShould Homelessness Be Criminalized One of the most discussed topics around the world is homelessness. Each and everyday more and more people become homeless. People around the world have tried numerous times to resolve this dilemma. This situation is growing and it s starting to spiral out of control. One solution that s getting popular the more we let this situation grow is that criminalizing the homeless is good. People cannot criminalize the homeless. Homeless people should not be criminalizedRead MoreThe Homelessness Of The Homeless1745 Words   |  7 Pagesthe most discussed topics around the world is homelessness. Each and every day more and more people become homeless. People around the world have tried numerous times to resolve this dilemma. This situation is growing and it s starting to spiral out of control. One solution that is getting popular the more we let this situation grow is that criminalizing the homeless is ok. People cannot criminalize the homeless. Homeless people should not be criminalized bec ause they have nowhere to go, they haveRead MoreFunding For The Homeless Shelter861 Words   |  4 Pagespeople were homeless on a given night in the United States† (National Alliance to End Homelessness). People become homeless due to a numerous amount of reasons, but the problem comes down to the low number of affordable housing and â€Å"the limited scale of housing assistance programs† (National Alliance to End Homelessness). Coming from a small town in Northwest Iowa and never encountering a homeless person, the homelessness issue in Iowa City was brought to my attention upon arriving here to attend collegeRead MoreHomelessness : A National Crisis1279 Words   |  6 Pagescrisis Theres No place like home... unfortunately for many people living in the UK do not have a place they can call home. Every person facing homelessness has ended up there for different reasons, however the lack of help, support and sympathy they get from our government is shameful. Despite rough sleeping being the most visible sign of homelessness, figures based on people living in temporary accommodation with no idea of their future is far more shocking. Over the past seven years those livingRead MoreWeakness Of Homelessness1232 Words   |  5 Pagesprograms, give homeless the psychological help. Weaknesses. Unfortunately, homeless must want to not live on the streets and give up the additions to recreational and prescription drugs and alcohol. They tend not to because they feel ostracized, being criminalized and bused from one city to the next. Opportunities. There are many opportunities for assisting the homeless population. Increasing community awareness to there are not as privileged and no roof over their head and what they can do to aid. MakingRead MoreHomelessness And Poverty And Homelessness1699 Words   |  7 PagesCenter on Homelessness and Poverty 7) While a portion of today’s society turns a blind eye to the subject of the criminalization of homelessness, an even larger quantity of people are not aware of the situation that is happening in every major city of America. For those living an affluent lifestyle, it can be difficult to discuss the amount of poverty and homelessness that is constantly occurring. The definition and meaning behind the absence of home is also arduous to discuss. While homelessness is commonlyRead MorePersuasive Essay On Abortion714 Words   |  3 Pagestheir beliefs, which causes unavoidable debates. Roe v. Wade (1973) occurred at a time when women were fighting for their right to control what happens to their bodies. The sexual revolution and feminist movement was well underway. Most states criminalized abortion in some form but the origination of this landmark case took precedence in Texas . Specifically, in the state of Texas, where the state law determines all of the logistics concerning receiving and successfully having the procedure. InRead MoreConstitutional Issue Of Vagrancy Law1485 Words   |  6 Pageselements of a crime: the vagrancy is vaguely defined and can be easily abused to arrest suspicious people merely based their appearance, and it punishes people because of their status instead of their acts. Vagrancy law has been abolished, but whether should we continue it remains debated. In this paper, I would discuss the issue of vagrancy law the from views of vagrancy law supporters, and argue back as an opposer. I would also analysis with the following four aspect s: vagueness, recidivism, utilitarianismRead MoreAlternatively, There Are Those Arguments That Individuals1072 Words   |  5 Pagesone’s opinion, with a very powerful opinion, which is stated as a thesis as Marlys Mayfield writes, â€Å"The most shocking thing I learned from my research on the fate of the working poor in the recession was the extent to which poverty has indeed been criminalized in America.† (Mayfield, 2014, pg. 188). This thesis seems to suggest that she has drawn a conclusion that the individuals who are considered the working poor during the time of the recession have extend beyond that, to a level of poverty, whichRead MoreOur Nation of Homelessness1833 Words   |  8 Pagesof Homelessness Amanda Turley SOC 331 Social Justice Ethics Instructor: Emily Archer April 28,2014 Homelessness is something that is happening to many people all around the world. Now when it comes to the United States, homelessness is not a phenomenon, and contrary to popular belief, the problem did not arise in the past few decades with the closer of mental hospitals, the influx of Vietnam veterans, or even the deep cuts into federal housing assistance. Homelessness in America

Symptoms And Treatment Of Huntington s Disease - 1350 Words

Huntington s Disease Huntington s disease is an inherited neurodegenerative disease that is caused by a mutation on the HTT gene. It typically effects persons in their third to fifth decade of life and can be passed onto their children. Neurons in the brain waste away or degenerate in different areas causing the characterizing symptoms, such as dance-like movements and mental decline. Diagnosis and prognosis can be devastating to both individual and family. However, there are genetic tests that can help to predict the probability of developing symptoms of the disease. There is no cure for this debilitating disease; only symptom control and maximization of comfort can be prescribed until future research finds a cure. This paper will review origins and symptoms, in addition to treatments and future treatments. Origins Genetics The gene HTT is located on the short arm of chromosome 4 and is present in everyone; however, it is the mutation of that gene that causes Huntington’s disease. The mutation presents as an error in the CAG repeat equal to additional repeats more than is normal. Normal genotypes have less than 36 CAG repeats, anything above 36 results in an unstable gene (Scott, 2011). If a person has 36 to 39 repeats, he or she is genetically considered to have Huntington s, but may not develop the symptoms of Huntington s; however, his or her offspring will definitely have a great probability of developing symptoms (Scott, 2011). A person with 40 or more repeatsShow MoreRelatedSymptoms And Treatment Of Huntington s Disease2653 Words   |  11 PagesHuntington’s disease INTRODUCTION AIM The aim of this project is to discuss the various components that shape Huntington’s disease. The efficiency of this paper will depend heavily on a brief but, comprehensive examination of past and future research that may offer plausible suggestions and explanations to the following four subtopics; the history of Huntington’s disease, anticipation and genetic markers of Huntington’s disease, symptoms and treatment of Huntington’s disease and finally livingRead MoreSymptoms And Treatment Of Huntington s Disease1263 Words   |  6 Pages The name Huntington’s disease comes from an American physician, George Huntington (see figure 1), after he was the first person to give an official description of the disease in 1872 (Bhattacharyya, 2016). In Canada alone, more than 21 000 individuals have been affected by Huntington’s Disease, an incurable illness that results in death typically between 15-20 years after diagnosis (Scrivener, 2013). This disease causes both physical and mental changes in an individual, therefore completely changingRead MoreHuntington s Disease And Its Effects831 Words   |  4 PagesHuntington’s Disease Huntington’s is named after George Huntington who was the first person to describe the disease in 1872. However it wasn’t until 1993 that the gene that causes Huntington’s was discovered. Huntington’s is an inherited progressive disease that affects the brain and causes severe cognitive decline. The result is involuntary movements, emotional disturbance, damaged perception and memory as well as overall lowered though processing ability. We know that Huntington’s is a geneticRead MoreHuntingtonS Disease . Our Bodies And The Functions Of1381 Words   |  6 Pages Huntington s Disease Our bodies and the functions of our body parts work in cohesion. Some systems include but not limited too cardiovascular, urinary, respiratory, digestive, endocrine, reproductive, and most importantly the nervous system. The central nervous system consists of the brain and the spinal cord and the peripheral nervous system consist of all the nerves that branch off of the brain and spinal cord. With those systems we have the sensory division and the motor division alsoRead MoreA Research Project On Huntington s Disease1675 Words   |  7 PagesContents Introduction Methodology (How the research of the project was carried) What is Huntington’s disease? 1. Signs and symptoms 2. Causes 3. Treatment Huntington’s Association of South Africa Literary Review Conclusion Bibliography Appendix 1. Plagiarism check 2. Articles 3. Questionnaires Introduction According to the University of Utah a genetic disorder is described as a disease that is caused by an abnormality in an individual’s DNA. This means that there is a mutation presentRead MoreHuntington s Disease : A Genetic Disorder1121 Words   |  5 PagesAbstract: Huntington’s Disease- Huntington s disease (HD) is a neurodegenerative genetic disorder. It affects the muscle coordination and decline in cognitive that leads to dementia. It affects both males and females in their middle age (J.D, 2015). Huntington’s disease is most common in genetic causes the leads to abnormal involuntary movement also called Huntington’s chorea (J.D, 2015). Epidemiology: Huntington s disease is a rare neuropsychiatric disorder it occurs in aRead MoreHuntington s Disease : A Progressive Brain Disorder Caused By A Defective Gene1134 Words   |  5 PagesHuntington s Disease (HD) is a progressive brain disorder caused by a defective gene. This disease causes changes in the central area of the brain, which affect movement, mood and thinking skills. Nerve cells become impaired, causing several segments of the brain to fail. The disease disturbs movement, behavior and perception the affected people abilities to walk, think, reason and talk are slowly weakened to a point that they eventually become entirely dependent on other people for care. HD isRead MoreGenetic Disease Is An Autosomal Dominant Neurodegenerative Disorder737 Words   |  3 PagesGenetic diseases are diseases that are passed on from parents to their offspring. An example of a genetic disease which can be inherited is Huntington Disease. Huntington Disease is an autosomal dom inant neurodegenerative disorder with midlife onset characterised by psychiatric, cognitive and motor symptoms(G. Vonsattel and DiFiglia, 1998). The statistics for HD blah blah blah Like all genetic diseases, huntington s disease has a specific inheritance pattern. Huntington disease is an autosomalRead MoreHuntington s Disease And The Nervous System856 Words   |  4 Pages Huntington’s disease, also known as Huntington’s chorea, is a rare pathology among the nervous system. With fewer than 200,000 US cases per year is an inherited condition in which nerve cells in the brain break down over a period of time. This disease will usually start to effect people when they are in their 30s or 40s. Huntington’s usually results in psychiatric symptoms, progressive movement and thinking. No cure to this disease exists but physical therapy, drugs, and talk therapy can help manageRead MoreDisorders of the Nervous System: Huntington’s disease800 Words   |  4 PagesHuntington’s disease Huntington’s disease destroys the organs that carry the functions of the central nervous system. Kalat (2013) states, â€Å"Huntington disease (also known as Huntington disease or Huntington’s Chorea) is a severe neurological disorder that strikes about 1 person in 10,000 in the United States† (A.B. Young, 1995, p. 258).Individual’s develop the symptoms in their middle age, but even if it is a rare disorders juveniles as well as children before the age of ten can develop the disease. Huntington’s

Contract Option For Eo Executive Compensation What Is It...

ISSUE: Issue #1: Initial contract exception for EO executive compensation – what is it generally, and what are the parameters? Issue #2: How does 990 Schedule J define â€Å"key employee?† Issue #3: What are the 33 principles of good governance listed by the independent section? Issue #4: Summarize General Information Letter 2002-21. CONCLUSION: Issue #1: The initial contract exception provides an exception from the excise tax imposes upon excess benefit transactions between disqualified persons and a tax-exempt organizations. Issue #2: A â€Å"key employee† is general someone who has certain responsibilities and receives over $150,000 in compensation from the organization and any related organization. (See below for complete explanation) Issue†¦show more content†¦Ã¢â‚¬ ¢ â€Å"disqualified person† – any person in a position to exercise substantial influence over the affairs of the organization in the past five years, any family member of a disqualified person, and any entity controlled (35% or more voting power) by a disqualified person. The â€Å"Initial Contract Exception† provides that the excise tax does not apply to fixed payment made by an organization to a disqualified person pursuant to an initial contract. †¢ â€Å"initial contract† – a binding written contract between the organization and a person who was not a disqualified person immediately before entering the contract. o This does not apply if the contract can be terminated or cancelled by the organization without the disqualified person’s consent and there is no substantial penalty to the organization for the cancellation. o If a material change is made to the initial contract it will be treated as a new contract. †¢ â€Å"fixed payment† - an amount of cash or other property specified in the contract, or determined by a fixed formula specified in the contract, that is paid or transferred in exchange for the provision of specified services or property. †¢ This exception does not apply in a year unless the disqualified person substantially performs his or her obligations under the contract. Issue #2 – â€Å"key employee† definition To be considered a key employee, under Form 990, all the following four test/conditions must be met: (1) Employee is

Dalmatian Essay free essay sample

John fish We all know what a Dalmatian dog is, but no one really know much about the breed. The Dalmatian is a beautiful breed of dog with an interesting origin. In this essay I will be discussing information about the Dalmatian, and try and give you an in depth look at the Dalmatian. The Dalmatian is a mid-sized muscular dog with excellent  endurance  and stamina. When a Dalmatian is full grown, its weight is normally ranging from 35-70 pounds. Its height is 19 to 24 inches tall, with males usually slightly larger than females. The Dalmatians feet are round with arched toes. Nails are usually white or the same color as the dogs spots. The thin ears taper towards the tip and are set fairly high and close to the head. Typical eye colors include the following: brown, amber, or blue, with some dogs having one blue eye and one brown eye, which is very interesting to see. We will write a custom essay sample on Dalmatian Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Republic of Croatia was recognized by the FCI as the country of origin of the Dalmatian. The breed was developed and cultivated in England. When the dog was first shown in England in 1862, it was said to have been used as a guard dog and companion to the nomads of Dalmatia. However, nothing is definitely known about its origin. The breeds unusual coat became popular and widely used over the continent of Europe beginning in 1920. In the United States, the use of Dalmatians as carriage dogs was transferred to horse-drawn fire engines. Today the Dalmatian serves as a firehouse mascot, but back during the horse and carriage days they provided a valuable service. What the Dalmatians would do is they would nip and the back of the horses heal and try to make the horse go faster. By this time the horses are gone but the tradition of the Dalmatian lives on as it stands as an icon. Dalmatians are still chosen by many firefighters as pets, in honor of their heroic efforts. The Dalmatian breed experienced a massive surge in popularity as a result of the 1956  book  The Hundred and One Dalmatians. They made movies after the book so that gave them a massive surge of popularity as well. They made the Disney classic  released in 1961, and later on a 1996 remake,  101 Dalmatians. Years after the release of the second movie, the Dalmatian breed suffered because of poor breeders. Many parents often bought Dalmatians for their children without teaching themselves on the breed, which caused a lot of trouble due to the fact that this breed of dog has so much energy. Dalmatians were then taken to shelters all across the country, all because nobody wanted them anymore. The Dalmatian Club of America lists the average lifespan of a Dalmatian at between 11 and 13 years, although some can live as long as 15 to 16 years. Breed health surveys in the US and UK shows an average lifespan of 9. 9 and 11. 55 years. In their late teens, both males and females may suffer  bone spurs  and  arthritic conditions. So as you can see Dalmatians along with most breeds in the world have their fair share of problems, concerns, and occupations. The Dalmatian in an interesting breed of dog because the mystery of where it came from. I one day hope to own and take care of a Dalmatian, because I find their coat patterns to be quite interesting.

A Discussion of Key Challenges Faced by MNCs in Developing a Cohesive Inclusive Culture

Introduction Owing to successful elimination of trade barriers and increasing permeability of national boundaries brought about by globalization of competition (Lucas 258), it can be conceivably argued that multinational corporations (MNCs) have already assumed a position as the engine of the world’s economy (Olusoji Oluwakemi 3).Advertising We will write a custom research paper sample on A Discussion of Key Challenges Faced by MNCs in Developing a Cohesive Inclusive Culture specifically for you for only $16.05 $11/page Learn More This position has been granted by the very many advantages that MNCs are able to achieve by working in diverse countries, namely: (1) minimal dependence on the economic or political outlook of one single country, (2) differentiated market position, (3) capability to create international affiliates, (4) economy of scale through the size and nature of the business, (5) global visions and strategies, and (6) employment of synergies to establish and maintain competitive advantage (Chuang et al 444; Scheffknecht 73). However, as demonstrated in extant management literature, the capacity to work in multiple countries and across geographical locations presents several challenges for MNCs, especially the challenge of bringing together employees from diverse national cultures to form a cohesive and inclusive corporate culture that can effectively operate under one roof (Fredriksson et al 408; Lucas 258; Scheffknecht 73). Indeed, extant literature demonstrates that cultural diversity is one of the foremost challenges facing MNCs in contemporary times, in large part due to the fact that culture influences the attitudes, values, approaches and perceptions of employees (Donmez 1). The purpose of the present paper, therefore, is to identify the key challenges faced by MNCs in developing a cohesive and inclusive corporate culture, and also to provide some recommendations on how these challenges should be addres sed. A Brief Overview of Multinational Corporations There are numerous definitions of MNCs depending on context and scope of application. The present paper adopts the definition that an MNC is basically an entity â€Å"†¦which undertakes direct foreign investment, own or control income-earning assets in at least more than one country, and also produces goods or services outside its country of origin† (Olusoji Oluwakemi 2). Not only must a multinational enterprise be engaged in the production of goods and/or services, but the production must be undertaken in other geographical locations outside the area of origin, hence the omnipresent challenge of cultural barriers.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In an increasingly competitive business environment, MNCs always strive to have competitive advantages over one another by employing strategies such as: (1) e xporting home country management practices to foreign subsidiaries to achieve standardization and economies of scale and scope, (2) adjusting to varied host country environment, including making arrangements to be sensitive to diverse national cultures of host countries, and (3) arbitraging through selective specialization of activities in diverse geographical settings (Olusoji Oluwakemi 3). A Brief Description of Culture As demonstrated in the literature, culture is an important component in the study of multinational enterprises. The concept has been defined differentially by scholars and practitioners, with a large number of them showing that culture is the way of life of a group of people (Vance et al 590), and that it explicates how individuals act in concert when they do share understanding in knowledge, belief, art, technology, material artifacts, moral, law, custom and other capabilities, habits and value systems acquired by man as a member of the society (Almond 260; Oluso ji Oluwakemi 3). Hofstede, one of the most celebrated scholars of culture, defines culture as â€Å"†¦the collective programming of the mind that distinguishes the members of one group or category or people from another† (Olusoji Oluwakemi 3). The original four dimensions of cultural difference as demonstrated by Hofstede, namely â€Å"Power Distance, Uncertainty Avoidance, Individualism and Masculinity†, have in the recent past been complimented by two additional dimensions – Team Orientation as well as Indulgence vs. Restraint (Scheffknecht 73). It is worthwhile to note that these dimensions exemplify the challenges faced by MNCs in developing a cohesive and inclusive corporate culture because of the fact that national culture is embedded deeply in everyday life of individuals, and may therefore be enduring and impervious to change (Scheffknecht 73). Consequently, it is plausible to assume that the cross-cultural challenges faced by MNCs as they attempt to operate in host countries, including such challenges as understanding the variations in communication patterns and styles, diverse principles and notations of hierarchy and organizational structures, and diverse systems of making business, are primarily influenced by national cultures of the employees in a particular destination (Donmez 1).Advertising We will write a custom research paper sample on A Discussion of Key Challenges Faced by MNCs in Developing a Cohesive Inclusive Culture specifically for you for only $16.05 $11/page Learn More It therefore follows that one of the most fundamental features of MNCs as employers in host countries is their capacity â€Å"†¦to diffuse practices across boarders and that this process not only has the potential to drive change in national employment systems but can also influence, both positively and negatively, the competitive positions of the firms themselves† (Olusoji Oluwakemi 4). An explicit and detailed discussion of the challenges faced by MNCs as they attempt to diffuse national cultures and develop a cohesive and inclusive corporate culture is, therefore, necessary. Key Challenges Faced by MNCs in Developing a Cohesive Inclusive Culture It is indeed true that MNCs operate in diverse socio-cultural areas which present unique intercultural challenges (Olusoji Oluwakemi 4), and it is always beneficial for the enterprises to appreciate and account these challenges as they seek ways to address them as ignoring them only lead to embarrassing strategic and operational blunders, strain relationships, as well as drag down business performance (Chuang et al 444). This view is reinforced by other scholars, who suggest that multinational enterprises should find effective ways to deal with the ever-present and often confounding cultural issues that are ignited by employees who offer prominence to national cultures rather than reinforce and abide by the corporate culture (Almo nd 259; Fredriksson 408). One of the most rampant challenge facing MNCs today in their attempt to develop a cohesive and inclusive organizational culture is that of dealing with multiple identities and prejudices emanating from diverse national cultures. It has been explained in the literature that intercultural encounters reminiscent of MNCs do not habitually result in mutual understanding, in large part because of the fact that each group of employees still hold on to their identities as well as their internalized prejudices against others (Olusoji Oluwakemi 5). This particular author provides a real-life example that â€Å"†¦the notion [that] all British are diplomatic and all Dutch are stringy while all Chinese look alike still prevail in the minds of people who are now forced to work together in a multinational company† (5). The bottom-line, however, resonates around the fact that these multiple identities and prejudicial judgments against others make it difficult to rally employees behind the vision and mission statement of the MNC (Chuang et al 446), and also complicate the realization of competitive efficiencies and performance because employees increasingly view themselves as uniquely different (Vance et al 591).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The second challenge faced by MNCs as they attempt to create a cohesive and inclusive culture is that they are forced to localize their operations and become embedded in the market of the host country, not mentioning that the enterprises are forced to rapidly comprehend the nuances of the local/national culture to an extent not required for centralized production operations (Chuang et al 445). Many multinationals, for example, have flooded the Chinese consumer market ever since the country relaxed operational rules in the 1990s, and also to benefit from low operating costs. However, upon entry into the Chinese market, these MNCs soon face the cultural challenge due to a strong national culture (Lucas 259), and are forced to shoulder immense costs associated with the implementation of localization practices (Chuang 445). Upon entry into this particular market, world-renowned MNCs Wal-Mart and Carrefour were not only forced to identify critical areas where the local Chinese culture wa s to be accommodated and to adapt their operations to meet the beliefs and value systems of local employees, but had to scale down their corporate identity to shed the bulk of their Western links in an attempt to become acceptable to the local population (Chuang et al 445). Consequently, it can be argued that the localization strategy has always presented challenges to the MNCs in that it undermines their institutionalized corporate identity and hence, their competitive advantage. This particular challenge is absent in domestic companies. The third challenge deals with the potential tension brought about by the national culture-corporate culture matrix in MNCs. Extant literature demonstrates that culture may, either positively or negatively, affect an organization because it intrinsically influences values, attitudes, perceptions, beliefs and expectations of people who provide their labor to the organization (Donmez 17), and that core values and beliefs are shaped by the national cu lture rather than the corporate culture (Chuang et al 447). It therefore follows that most employees bring their values and belief systems into the corporate culture of MNCs, facilitating tension and unproductive experiences that are absent in domestic companies with a homogenous workforce. Indeed, it has been noted in the literature that multinational enterprises â€Å"†¦employ the most diverse workforce and hence strive to promote organizational values that enable employees from different cultures to identify with the company and to share similar role perceptions† (Berson et al 1). Flowing from this assertion, it is most probable that employees who work for MNCs are unable to be fully productive in their work engagements due to the tension they face between their local/national cultures and the corporate culture of the enterprises. A recent study conducted on Cadbury Worldwide reveals that most African employees working for the company in Nigeria fear to raise importan t issues with their White managers as they feel uneasy talking to them and also confiding their thoughts and worries in them (Olusoji Oluwakemi 8). According to these authors, the Black employees, particularly those in the lower cadres of employment, feel that it is â€Å"un-African† for them to share their thoughts with foreigners. Such a predisposition, which is definitely absent in domestic companies operating in Nigeria, not only leads to an unproductive workforce but also occasions intense difficulties in attempts to develop a cohesive and inclusive corporate culture. Another challenge facing MNCs, which is intrinsically related to the challenge above, is that of developing a global culture and managerial role perceptions without necessarily upsetting local cultural values and beliefs (Berson et al 5). This challenge has been reinforced by other scholars, who argue that many expatriate managers fail to make any headway in leading MNCs due to lack of cultural sensitivity and perceived inadequate understanding that management practices are deeply rooted in culture (Firoz et al 40), but also as a consequence of lack of a clear understanding that some management practices or processes developed in one particular culture may not be easily transferrable to another culture without facing resistance (Fredriksson et al 408). China has been highlighted as a leading example where Western expatriates are consistently unable to develop a global culture and managerial role perceptions without having to upset the local/national culture that has been internalized by employees. A study conducted on the expatriate failure rates shows that about 76% of U.S. and European-based multinational enterprises doing business in China record a 10% to 40% failure rate, and that the leading cause of the noted failure is culture shock experienced by expatriate managers (Wu 171). The culture shock arises as many of these expatriates become lost in their attempts to popularize the ir organizations corporate culture in the midst of unfamiliar situations and diverse cultural norms and values. As observed by this particular author, this orientation brings a further challenge for MNCs in that most are unable to attract and maintain qualified workforce in the Chinese market. Overall, these challenges are known to affect the productivity and efficiency of expatriates, making them to become increasingly unenthusiastic and absentminded to a point of abandoning the working responsibility in their current positions (Wu 172). The last challenge, and perhaps the most widely discussed in the literature, is that of breakdown in communication. Extant literature demonstrate that â€Å"†¦to be clearly understood by persons who do not share our values, assumptions, or acquired methods of behaving, requires new competencies to lessen cultural differences† (Firoz et al 40). Most employees working for MNCs use different variables of communication due to their diverse cultural acquisition, implying that their thought systems, attitudes, and societal roles may somehow be different from the mainstream corporate culture set by the MNC. Arguably, these differences will definitely alter the way messages are received by employees as well as the impact of non-verbal communications, hand gestures and body positions, among other variables (Firoz et al 40; Fredriksson 408), leading to difficulties in communication between local staff and expatriate managers (Wu 171) and incapacity to develop a cohesive and inclusive organizational culture (Almond 268). Communication barriers are also thought to adversely affect the level and rate of knowledge transfer from the parent company to the subsidiaries (Lucas 258). Recommendations to the Challenges To successfully deal with the challenge of multiple identities and prejudices emanating from diverse national cultures, MNCs need to take concerted efforts aimed at developing a corporate culture of their own, which are uniquely different from the cultures of the workers employed or contracted by the enterprises (Olusoji Oluwakemi 5). Indeed, as explained by these authors, MNCs must strive to develop a culture that is not only holistic and historically determined in nature and context, but also socially constructed, soft and difficult to change owing to its internalized rituals, belief system as well as symbols. Extant literature demonstrates that â€Å"†¦there can be conflict within an MNC when new localized strategies are viewed as undermining institutionalized corporate identity† (Chuang et al 445). To remedy this scenario, therefore, MNCs operating in foreign soil not only need to standardize business practices to avoid the immense costs associated with localization, but also attempt to engage in partnership alliances with local firms to ensure the needs and expectations of local workers are taken into consideration (Vance et al 591). In making partnership alliances, the main driv e for managers, in my view, should be to create an enabling environment for the institutionalization of a corporate culture and identity even as they continue to recognize the fact that it is inevitable for national cultures to exist alongside the corporate culture. Managers must therefore aim to realize competitive efficiencies of these multinational enterprises by coming up with ways to reinforce the corporate culture while increasingly diluting the national cultures. MNCs must also develop frameworks to deal with the ever-present conflict between the pressures for global integration (standardization of processes) and local responsiveness (localization of processes). Specifically, multinational enterprises need to become aware of both environments and operate regarding the requirements of the origin and host environments for them to achieve competitive advantage and success (Donmez 18). Such frameworks, in my view, will definitely achieve success in enlightening employees on how t o reduce the tension orchestrated by the national culture-corporate culture matrix. These frameworks should provide employees of MNCs with the capacity to evaluate their roles based on their organizational identity and to some extent allow for the evaluation of roles and behavior based on their national culture. To successfully deal with the challenge of culture shock facing managers who lack the skills and experience to develop a global culture and managerial role perceptions without necessarily upsetting local values and belief, it is imperative for the MNCs to adequately prepare the expatriates and expose them culture-related training before dispatching them to the ground (Wu 172). Specifically, managers must be trained on building cultural synergies by identifying and building upon the very differences between the corporate culture and the national cultures for mutual growth and achievement by cooperation. Available literature demonstrates that â€Å"†¦cultural synergy thr ough collaboration emphasizes similarities and common concerns, and integrates differences to enrich human activities and systems† (Firoz et al 40). In terms of communication barriers, it is recommended that global managers be exposed to training to acquire skills in cross-cultural communications. Employees also need to be trained to be tolerant to other viewpoints and to accommodate the values and belief systems of other people, including their managers. Conclusion The present paper has discussed in detail some of the challenges that continue to affect MNCs in their quest to develop a cohesive and inclusive culture. In particular, this paper has discussed challenges of multiple identities and prejudices, localizing operations, tension, incapacity to develop a global culture and management roles without necessarily upsetting local cultural values and beliefs, poor knowledge transfer and communication barriers, and how these challenges disadvantage the realization of a cohesive and inclusive corporate culture for MNCs. Various viable alternatives for the mentioned challenges have also been provided. The immediate task, therefore, is for global leaders to initiate programs and policies that will actualize the recommendations in their respective MNCs. Works Cited Almond, Phil. â€Å"Re-visiting Country of Origin Effects on HRM in Multinational Corporations.† Human Resource Management Journal. 21.3 (2011): 258-271. Business Source Premier. Web. Berson, Y air, Miriam Erez and Seymour Adler n.d., Reflections of Organizational Identity and National Culture on Managerial Roles in a Multinational Corporation. PDF file. 16 Dec. 2012. https://ie.technion.ac.il/~merez/papers/13803_proceeding_final.pdf Chuang, Ming-Ling, James J. Donegan, Michele W. Gannon and Kan Wei. â€Å"Wal-Mart and Carrefour experiences in China: Resolving the Structural Paradox.† Cross Cultural Management: An International Journal. 18.4 (2011): 443-463. Emerald. Web. Donmez, Ozle m 2007, The Transfer of Organizational Culture in a Multinational Corporation. PDF file. Web. Firoz, Nadeem M., Ahmed S. Maghrabi and Ki Hee Kim. â€Å"Thinking Globally manage Culturally.† International Journal of Commerce Management. 12.3/4 (2002): 39-58. ProQuest. Web. Fredriksson, Riikka, Wilhelm Barner-Rasmusses and Rebecca Piekkari. â€Å"The Multinational Corporation as a Multilingual Organization: The Notion of a Common Corporate Language.† Corporate Communications: An International Journal. 11.4 (2006): 406-423. Emerald. Web. Lucas, Leyland M. â€Å"The Role of Culture on Knowledge Transfer: The Case of the Multinational Corporation.† The Learning Organization. 13.3 (2006): 257-275. Emerald. Web. Olusoji, George and Owoyemi Oluwakemi. â€Å"Impact of National Culture on the Management of Multinational Businesses: The Case of Cadbury Worldwide.† International Journal of Business Management Tomorrow. 2.7 (2012): 1-9. Academic Search Premier. Web. Scheffknecht, Sabine. â€Å"Multinational Enterprises — Organizational Culture vs. National Culture.† International Journal of Management Cases. 13.4 (2011): 73-78. Business Source Premier. Web. Vance, Charles M. and Yongsun Paik. â€Å"Forms of Host-Country National Learning for enhanced MNC Absorptive Capacity.† Journal of Managerial Psychology. 20.7 (2005): 590-606. Emerald. Web. Wu, Jianlian. â€Å"An Analysis of Business Challenges faced by Foreign Multinationals operating in the Chinese Market.† International Journal of Business Management. 3.12 (2008): 169-174. Emerald. Web. This research paper on A Discussion of Key Challenges Faced by MNCs in Developing a Cohesive Inclusive Culture was written and submitted by user Lina L. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Why Dead Fish Float Upside Down

Why Dead Fish Float Upside Down If youve seen dead fish in a pond or your aquarium, youve noticed they tend to float on the water. More often than not, theyll be belly up, which is a dead giveaway (pun intended) youre not dealing with a healthy, living fish. Have you ever wondered why dead fish float and live fish dont? It has to do with fish biology and the scientific principle of buoyancy. Key Takeaways Dead fish float in water because decomposition fills the fishs gut with buoyant gases.The reason fish typically go belly up is because the spine of the fish is more dense than its belly.Healthy living fish dont float. They have an organ called a swim bladder that regulates the amount of gas present in the body of a fish and thus its buoyancy Why Living Fish Don't Float To understand why a dead fish floats, it helps to understand why a live fish is in the water and not on top of it. Fish consist of water, bones, protein, fat, and a smaller amount of carbohydrates and nucleic acids. While fat is less dense than water, your average fish contains a higher amount of bones and protein, which makes the animal neutrally buoyant in water (neither sinks nor floats) or slightly more dense than water (slowly sinks until it gets deep enough). It doesnt require much effort for a fish to maintain its preferred depth in the water, but when they do swim deeper or seek shallow water they rely on an organ called a swim bladder or air bladder to regulate their density. How this works is that water passes into a fishs mouth and across its gills, which is where oxygen passes from the water into the bloodstream. So far, its a lot like human lungs, except on the outside of the fish. In both fish and humans, the red pigment hemoglobin carries oxygen to cells. In a fish, some of the oxygen is released as oxygen gas into the swim bladder. The pressure acting on the fish determines how full the bladder is at any given time. As the fish rises toward the surface, the surrounding water pressure decreases and oxygen from the bladder returns to the bloodstream and back out through the gills. As a fish descends, water pressure increases, causing hemoglobin to release oxygen from the bloodstream to fill the bladder. It allows a fish to change depth and is a built-in mechanism to prevent the bends, where gas bubbles form in the bloodstream if pressure decreases too rapidly. Why Dead Fish Float When a fish dies, its heart stops beating and blood circulation ceases. The oxygen that is in the swim bladder remains there, plus decomposition of the tissue adds more gas, particularly in the gastrointestinal tract. Theres no way for the gas to escape, but it presses against the fishs belly and expands it, turning the dead fish into a sort of fish-balloon, rising toward the surface. Because the spine and muscles on the dorsal side (top) of the fish are more dense, the belly rises up. Depending on how deep a fish was when it died, it might not rise to the surface, at least not until decomposition really sets in. Some fish never gain sufficient buoyancy to float and decay under the water. In case you were wondering, other dead animals (including people) also float after they start to decay. You dont need a swim bladder for that to happen. Sources Chapin, F. Stuart; Pamela A. Matson; Harold A. Mooney (2002). Principles of Terrestrial Ecosystem Ecology. New York: Springer. ISBN 0-387-95443-0.Forbes, S.L. (2008). Decomposition Chemistry in a Burial Environment. In M. Tibbett; D.O. Carter. Soil Analysis in Forensic Taphonomy. CRC Press. pp. 203–223. ISBN 1-4200-6991-8.Pinheiro, J. (2006). Decay Process of a Cadaver. In A. Schmidt; E. Cumha; J. Pinheiro. Forensic Anthropology and Medicine. Humana Press. pp. 85–116. ISBN 1-58829-824-8.

A CASE STUDY OF THE SOUTHCORP ROSEMOUNT MERGER

A OF THE SOUTHCORP ROSEMOUNT MERGER - Case Study Example Bower (2001) identified five different kinds of mergers: the over capacity M&A, the Geographic roll-up M&A, the product or market extension M&A, the M&A as R&D and the industry convergence M&A. According to Bower (2001) definition the merger between Southcorp and Rosemount will fall some in to third type of merger i.e. the product or market extension type. He identified major areas of concern in different types of mergers. For the product or market extension type the major concern is cultural or governmental differences. While Southcorp was an archetypical Australian wine firm linking vertically along the value chain with major focus on production and less focus on marketing, Rosemount was actually a family business, focusing on sales and marketing only and majorly outsourcing other functions. This difference of working culture can be compared with the one faced by Daimler and Chrysler, both very performing firms prior to merger but failing miserably after the merger (Weber and Camer er (2003). Culture can be defined as the set of commonly shared and important assumptions in a community†. As an organization is also a community of members i.e. employees, etc the set of commonly shared assumption held by members of the organization, can be called as organizational culture. Chatterjee et al (1992) claim that culture affects practically all aspects of the way people of a group interact with each other. There are diverse views on the relative importance of cultural integration, during or post merger, for the success of the merger. Some authors have undoubtedly favored that the cultures of the merging entities need to be integrated to achieve merger goals, while others have considered them as either partially or not important for merger success failure. Cartwright and Cooper (1993) argued that since culture is as fundamental to a company as

Compare and contrast Freuds and Piagets development models Term Paper

Compare and contrast Freuds and Piagets development models - Term Paper Example How could Piaget claim that Freud’s explanations are insufficient? Jean Piaget (1896-1980) worked on the development of intellectual capabilities of children. The way he viewed the development of children’s mind and their intellectual capabilities is enormously exceptional especially in educational theories. He proposed that children cannot commence certain type of tasks until they are mature enough to do so. He further stated that children’s psychological process doesn’t develop smoothly instead there are certain transitions that take them into new capabilities and area. He saw that the transitions take place at the age of 18 months, 7 years and 11 years. These ages are the ages of immaturity irrespective of the brightness and sharp mindedness of a child. Piaget’s Stages of Cognitive Development i. Sensori-motor (from birth to 2 years) ii. Pre-operational (2 to 7 years) iii. Concrete Operational (7 to 11 years) iv. Formal Operational (11 years and onwards) In contrast to that, Sigmund Freud (1856-1939) defines that personality development can either results in successful and healthy completion of personality and may also result in failure and unsuccessful personality. Freud believed that personality is developed through different stages depending upon the erogenous zone.

Emotion Recognition From Text-a Survey

Emotion Recognition From Text-a Survey Ms. Pallavi D. Phalke , Dr. Emmanuel M. ABSTRACT Emotion is a very important facet of human behaviour which affect on the way people interact in the society. In recent year many methods on human emotions recognition have been published such as recognizing emotion from facial expression and gestures, speech and by written text. This paper focuses on classification of emotion expressed by the online text, based on predefined list of emotion. The collection of dataset is the basic step, which is collected from the various sources like daily used sentences, user status from various social networking websites such as  facebook and twitter. Using this data set we target only on the keywords that show human emotions. The targeted keywords are extracted from the dataset and translated into the format which can be processed by the classifier to finally generate the Predicting model which is further compared by the test dataset to give the emotions in the input sentences or documents. Keywords— Affective Computing, Classification, Document Categorization, Emotion Detections. INTRODUCTION Recently much research is going on in emotion recognition domain. Recognition of emotions is very useful to human-machine communication. Many kinds of the communication system can react properly for the humans emotional actions by applying emotion recognition techniques on them. These systems include dialogue system, automatic answering system and robot. The recognition of emotion has been implemented in many kinds of media, such as image, speech, facial expressions, signal, textual data, and so on. Text is the most popular and main tool for the human to convey messages, communicate thoughts and express inclination. Textual data make it possible for people to exchange opinions, ideas, and emotions using text only. Therefore the research for recognizing from the textual data is valuable. Keyword-based approach to the proposed system since the keyword-based approach shows high recognizing accuracy for emotional keywords. Interaction between humans and computers has been increased with increase in development of information technology. Recognizing emotion in text from document or sentences is the first step in realizing this new advanced communication which includes communication of information such as how the writer/speaker feels about the fact or how they want the reader/listener to feel. Analyzing text, detecting emotions is useful for many purposes, which includes identifying what emotion a newspaper headline is trying to evoke, identifying users emotion from their statuses of different social networking sites, devising dialogue systems that respond appropriately to different emotional states of the user and identifying blogs that express specific emotions towards the topic of interest. List of emotions and words that are indicative of each emotion is likely to be useful in identifying emotions in text because, many times different emotions are expressed by different words. For example cry and glo omy are indicative of sadness, boiling and shout are indicative of anger, yummy and delightful indicate the emotion of joy. To capture emotion from text document we require the classification which aims at presume the emotion conveyed by the documents based on predefined lists of emotion, such as Joy, Anger, Fear, Disgust, Sad and Surprise. This emotion recognition approach is mainly focused on two main tasks. 1) The test data that is text document collected from any news articles, user statuses from different social networking sites etc. required for understanding the emotions evoked by words. This is because a different word arouses different emotions comprehended from our day to day experiences. For this purpose, need is to enhanced dictionary with emotion word from ISEAR, WorldNet Affect to improve in result. 2) Need for text normalization to handle negation, since the scope of words is larger in this scenario, the usage of words and their diverted form is large too. So these problems need to be solved properly. The next part of this paper is organised as follows: Section II discusses a survey of emotion detection from text, Section III describes different algorithms on different datasets for emotion recognition, Section IV briefly compares proposed work followed by experimental study with result in section V and Section V concludes the paper. THE SURVEY OF EMOTION DETECTION FROM TEXTS Definitions about emotion, its categories, and their influences have been an important research issue long before computers emerged, so that the emotional state of a person may be inferred under different situations. In its most common formulation, the emotion detection from text problem is reduced to finding the relations between specific input texts and the actual emotions that drives the author to type/write in such styles. Intuitively, finding the relations usually relies on specific surface texts that are included in the input texts, and other deeper inferences that will be formally discussed below. Once the relations can be determined, they can be generalized to predict others’ emotions from their articles, or even single sentences. At the first glance, it does not seem to involve so many difficulties. In real life, different people tend to use similar phrases (i.e. â€Å"Oh yes!†) to express similar feelings (i.e. joy) under similar circumstances (i.e. achieving a goal); even they native languages are different, the mapping of such phrases from each language may be obvious. More formally, the emotion detection from text problem can be formulated as follows: Let E be the set of all emotions, A be the set of all authors, and let T be the set of all possible representations of emotion-expressing texts. Let r be a function to reflect emotion e of author a from text t, i.e., r: A Ãâ€" T → E and the function r would be the answer to our problem. The central problem of emotion detection systems lies in that, though the definitions of E and T may be straightforward from the macroscopic view, the definitions of individual element, even subsets in both sets of E and T would be rather confusing. On one hand, for the set T, new elements may add in as the languages are constantly evolving. On the other hand, currently there are no standard classifications of â€Å"all human emotions† due to the complex nature of human minds, and any emotion classifications can only be seen as â€Å"labels† annotated afterwards for different purposes. As a result, before seeking the relation function r, all related research firstly define the classification system of emotion classifications, defining the number of emotions. Secondly, after finding the relation function r or equivalent mechanisms, they still need to be revised over time to adopt changes in the set T. In the following subsections, we will present a classification of emotion detection methods proposed in the literature, based on how detection are made. Although they can all be classified into content-based approaches from the point of view of information retrieval, their problem formulation differs from each other: 1. Keyword-based detection: Emotions are detected based on the related set(s) of keywords found in the input text; 2. Learning-based detection: Emotions are detected based on previous training result with respect to specific statistic learning methods; 3. Hybrid detection: Emotions are detected based on the combination of detected keyword, learned patterns, and other supplementary information; Besides these emotion detection methods that infer emotions at sentence level, there has been work done also on detection from online blogs or articles [1][2]. For example, though each sentence in a blog article may indicate different emotions, the article as a whole may tend to indicate specific ones, as the overall syntactic and semantic data could strengthen particular emotion(s). However, this paper focuses on detection methods with respect to single sentences, because this is the foundation of full text detection. A. KEYWORD-BASED METHODS Keyword-based methods are the most intuitive ways to detect textual emotions. To approximate the set T, since all the names of emotions (emotion labels) are also meaningful texts, these names themselves may serve as elements in both sets of E and T. Similarly, those words with the same meanings of the emotion labels can also indicate the same emotions. The keywords of emotion labels constitute the subset EL in set T, where EL also classifies all the elements in E. The set EL is constructed and utilized based on the assumption of keyword independence, and basically ignores the possibilities of using different types of keywords simultaneously to express complicated emotions. Keyword-based emotion detection serves as the starting point of textual emotion recognition. Once the set EL of emotion labels (and related words) is constructed, it can be used exhaustively to examine if a sentence contains any emotions. However, while detecting emotions based on related keywords is very straightforward and easy to use, the key to increase accuracy falls to two of the pre-processing methods, which are sentence parsing to extract keywords, and the construction of emotional keyword dictionary. Parsers utilized in emotion detection are almost ready-made software packages, whereas their corresponding theories may differ from dependency grammar to theta role assignments. On the other hand, constructing emotional keyword dictionary would be naval to other fields [3]. As this dictionary collects not only the keywords, but also the relations among them, this dictionary usually exists in the form of thesaurus, or even ontology, to contain relations more than similar and opposite ones. Semi-automatic construction of EL based on WorldNet-like dictionaries is proposed in [4] and [5]. As was observed in [6], keyword-based emotion detection methods have three limitations described below. 1) AMBIGUITY IN KEYWORD Though using emotion keywords is a straightforward way to detect associated emotions, the meanings of keywords could be multiple and vague. Except those words standing for emotion labels themselves, most words could change their meanings according to different usages and contexts. It is not feasible to include all possible combinations into the set EL. Moreover, even the minimum set of emotion labels (without all their synonyms) could have different emotions in some extreme cases such as ironic or cynical sentences. 2) INCAPABILITY OF RECOGNIZING SENTENCES WITHOUT KEYWORDS As Keyword-based approach is totally based on the set of emotion keywords, sentences without any keywords would imply like they don’t contain any emotions at all, which is obviously wrong. 3) LACK OF LINGUISTIC DATA Syntax structures and semantics also affect on expressed emotions. For example, â€Å"He laughed at me â€Å"and â€Å"I laughed at him† would suggest different emotions from the first person’s point of view. Therefore, ignoring linguistic information also create a problem to keyword-based methods. B. LEARNING-BASED METHODS Researchers using learning-based methods attempt to formulate the problem differently. The original problem that determining emotions from input texts has become how to classify the input texts into different emotions. Unlike keyword-based detection methods, learning-based methods try to detect emotions based on a previously trained classifier, which apply various theories of machine learning such as support vector machines [7] and conditional random fields [8], to determine which emotion category should the input text belongs. However, comparing the satisfactory results in multimodal emotion detection [9], the results of detection from texts drop considerably. The reasons are addressed below: 1) DIFFICULTIES IN DETERMINING EMOTION INDICATORS The first problem is, though learning-based methods can automatically determine the probabilities between features and emotions, learning-based methods still need keywords, but just in the form of features. The most intuitive features may be emoticons, which can be seen as author’s emotion annotations in the texts. The cascading problems would be the same as those in keyword-based methods. 2) OVER-SIMPLIFIED EMOTION CATEGORIES Nevertheless, lacking of efficient features other than emotion keywords, most learning-based methods can only classify sentences into two categories, which are positive and negative. Although the number of emotion labels depends on the emotion model applied, we would expect to refine more categories in practical systems. C. HYBRID METHODS Since keyword-based methods with thesaurus and naà ¯ve learning-based methods could not acquire satisfactory results, some systems use a hybrid approach by combining both or adding different components, which help to improve accuracy and refine the categories. The most significant hybrid system so far is the work of Wu, Chuang and Lin [6], which utilizes a rule-based approach to extract semantics related to specific emotions, and Chinese lexicon ontology to extract attributes. These semantics and attributes are then associated with emotions in the form of emotion association rules. As a result, these emotion association rules, replacing original emotion keywords, serve as the training features of their learning module based on separable mixture models. Their method outperforms previous approaches, but categories of emotions are still limited. D. SUMMARY AND CONCLUSIONS As described in this section, much research has been done over the past several years, utilizing linguistics, machine learning, information retrieval, and other theories to detect emotions. Their experiments show that, computers can distinguish emotions from texts like humans, although in a coarse way. However, all methods have certain limitations, as described in the previous subsections, and they lack context analysis to refine emotion categories with existing emotion models, where much work has been done to put them computationalized in the domain of believable agents. On the other hand, applications of affective computing would expect more refined results of emotion detection to further interact with users. Therefore, developing a more advanced architecture based on integrating current approaches and psychological theories would be in a pressing need. III. ALGORITHMS USED IN EMOTION RECOGNITION A brief summary of the various works for emotion recognition discussed in this paper are presented in Table1. Table 1: Results and feature-set comparison of algorithms IV.EMOTION RECOGNITION IN SOCIAL COMMUNICATION The block diagram of the emotion recognition system studied in this paper is depicted in Figure 1.It contains three main modules: Affective communication unit, Data Aggregator, Emotion Recognition Engine and recognized emotion class as an output. Figure 1 : Block diagram of emotion recognition system for Affective communication AFFECTIVE COMMUNICATION UNIT Affective Communication Unit is nothing but the users account in any social networking site (tweeter or facebook). This system take input from these two social networking sites. DATA AGGREGATOR Data Aggregator collects user tweets and status from tweeter and facebook. These tweets/status serve as an input to Emotion Recognition Engine. EMOTION RECOGNITION ENGINE Emotion Recognition Engine including Bayesian Network classifier categorizes incoming data into 3 types of emotions: happiness, sadness, and neutral, because this system mainly focuses on finding stress level of user. It is broken up into 2 major phase: Training Phase and Testing Phase. Training phase consist of five important parts: The Training Dataset, Keyword Extraction, Keyword conversion, Training Model and Predicting Model. Before it generate the predicting model or file, training phase get the training dataset from which it extracted the keyword from the emotion training date, and convert the keyword using keyword conversion into the format that can be processed by the classifier in the Training Model. Testing phase which is also called predicting phase consist of Testing dataset, Keyword extraction, Keyword conversion and predict model. The testing phase extract the Keyword from the given sentence, which was the input from the keyboard and then translate the keyword (word of natural language) using the Keyword conversion into the format that can be processed and then we compare it with a predicting file in predict module and finally gives the output as appropriate emotion expressed by the text. VI.CONCLUSION The proposed system is able to recognize the happy and sad state of a person from his tweets posted on tweeter from his mobile. The experimental results Shows that the we get better accuracy using Naive Bayes classifier than that of Support Vector Machine. VII. REFERENCES [1] 2. Tim M.H. Li, Michael Chau, Paul W.C. Wong, and Paul S.F. YipA Hybrid System for Online Detection of Emotional Distress PAISI 2012, LNCS 7299 Springer-Verlag Berlin Heidelberg 2012M, 73–80. [2] Abbasi, A., Chen, H., Thoms, S., Fu, T.: â€Å"Affect Analysis of Web Forums and Blogs Using Correlation Ensembles.† IEEE Transactions on Knowledge and Data Engineering (2008) ,1168–1180. [3] T. Wilson, J. Wiebe, and R. Hwa, â€Å"Just how mad are you? Finding strong and weak opinion clauses,† Proc. 21st Conference of the American Association for Artificial Intelligence Jul. 2007, 761-769. [4] D. B. Bracewell, â€Å"Semi-Automatic Creation of an Emotion Dictionary Using WordNet and its Evaluation,† Proc. IEEE conference on Cybernetics and Intelligent Systems, IEEE Press, Sep. 2008, 21-24. [5] J. Yang, D. B. Bracewell, F. Ren, and S. Kuroiwa, â€Å"The Creation of a Chinese Emotion Ontology Based on HowNet†, Engineering Letters, Feb. 2008,166-171. [6] C.-H. Wu, Z.-J. Chuang, and Y.-C. Lin, â€Å"Emotion Recognition from Text Using Semantic Labels and Separable Mixture Models,† ACM Transactions on Asian Language Information Processing Jun. 2006, 165-183. [7] Z. Teng, F. Ren, and S. Kuroiwa, â€Å"Recognition of Emotion with SVMs,† in Lecture Notes of Artificial Intelligence Eds.Springer, Berlin Heidelberg, 2006,701-710 . [8] C. Yang, K. H.-Y. Lin, and H.-H. Chen, â€Å"Emotion classification using web blog corpora,† Proc. IEEE/WIC/ACM International Conference on Web Intelligence. IEEE Computer Society, Nov. 2007, 275-278. [9] C. M. Lee, S. S. Narayanan, and R. Pieraccini, Combining Acoustic and Language Information for Emotion Recognition, Proc. 7th International Conference on Spoken Language Processing (ICSLP 02), 2002, 873-876. [10]http://www.affectivesciences.org/reserachmaterial [11] http://www.weka.net.nz/

braces Suck! :: essays research papers

"Braces Suck!" One out of three children or teenagers will have to live, at one point, as a prisoner of their own dentist. Teenagers are faced with zit and acne wars during the stages of puberty and braces add additional torture to this already hellish time to both parent and child. A life with braces is far more embarrassing, painful, and expensive than living with buck-teeth, gaps, or overlapping teeth. Mental scars remain long after cuts and bloody sores in the mouth have healed. These metal-like plates come with a long list of insults and nicknames. All through school one can expect to be called brace-face, Jaws and metal mouth just to name a few. The 'orthodontically' challenged are always the center of electricity and lip-locking jokes. The dentist's office is also a source of embarrassment. Most offices are filled with other patients and operating rooms are easily accessible making it easy for others to watch the pain and embarrassment the patient has to goes through. If one should forget to brush their teeth before their visit, they will regrettably become immortal as the doctor announces the left-over remains of a Turkey and Cheese sandwich stuck between the molars. Braces become a constant source of embarrassment. Braces are three to four years of physical torture beginning with the very first office visit. The applying of the brackets itself is long, tiresome, and uncomfortable. First, cold, flavored clay is shoved into the inside of the mouth, forming a mold as it dries. Jagged metal squares (brackets) are glued to the tooth, forcing hot, burning, glue to drip down the gums. Braces also cause everyday aches and pains in the mouth. Metal wires, guiding teeth to a new shape, stab the inside of the mouth causing cuts and sores while tearing the linings of the mouth each time a person's mouth opens. Rubber bands that are strung across each of the brackets pull and stretch teeth until gums are painful and sore. Being born with imperfect teeth can be painful†¦trust me! Braces hurt parents' wallets well after the metal and glue is scraped and chiseled off. Payments while braces are being worn are unbelievable. The average cost of braces today is around 10 thousand dollars.

Fast-Food Industry: Friend or Foe? Essay

The 2004 American documentary known as Super-Size Me left a remarkable impact on America’s fast-food industries, as well as fellow fast-food consumers. Not to mention, six weeks after Super-Size Me was released, McDonalds took the â€Å"Super-Size† option off their menu as well as their stress on healthier menu choices; such as salads, fruit, and the new adult happy meal. The director, writer, and producer of Super-Size Me is also starring in the film himself, he is Morgan Spurlock. This documentary is anything but flashy or cinematically amazing; it purely presents the real story of Morgan’s journey to a healthier America. Americans know how addicting fast-food really is, but what they don’t know is what fast-food does to their bodies over time. Super-Size Me did influence McDonalds and our society as a whole, however have we still been a healthier America since then. The main point for Spurlock’s experiment was simply, the growing spread of obesit y in our society. There was even a lawsuit that was brought against McDonald’s by two overweight girls, who later became obese because of eating McDonald’s food. But as you would guess, the lawsuit failed. As Super-Size Me starts, Morgan Spurlock is at an above average shape condition in respect of his personal trainer. He is then seen by three doctors: a cardiologist, a gastroenterologist, a general practitioner, as well as a nutritionist and a personal trainer. Morgan Spurlock is documented for thirty days from February 1st to March 2, 2003, in which he eats only McDonald’s food. Yes that means for breakfast, lunch, and dinner; not to mention every time he is asked to â€Å"super-size† his meal Spurlock must super-size it. Eating McDonald’s all day made his calorie intake for each day approximately 5,000 calories, which is equal to nine Big Macs! This movie is pretty straight-forward going along with the title, however along the way Spurlock visits elementary schools to see how healthy their food options are. He also does some speeches at schools for the kids, warning them the dangers of unhealthy food choices as well as getting active every day. As well as inter viewing random people he meets on the street and at McDonald’s restaurants. Spurlock asks them about their eating habits and why they chose to eat at fast-food instead of cooking at home. Majority of the people interviewed chose fast-food because it was easy, fast, and of course just darn delicious. Also many of them didn’t seem too concerned for their  health, or how much McDonalds they ate in a week. Some even refused to answer Spurlock’s questions they had negative actions towards his experiment. This is not surprising, many people especially children have no worries about what fast-food does to their body; they just know it tastes good and is a quick fix. As you can tell, this movie is not all about a crazy guy eating McDonald’s for weeks; it also has great nutritional facts and a look at how unhealthy America is compared to other countries. Towards the end of the movie, Spurlock finds out the results of his thirty-day challenge. He gained twenty-four and a half pounds, a thirteen percent body mass increase, a cholesterol level of 230, experienced mood swings, sexual dysfunction, and fat accumulation in his liver. Not only that, it took him fourteen months to lose the weight he gained during this Super-Size Me experiment. The documentary closes with an interesting question, asking â€Å"Who do you want to see go first, you or them?† Super-Size Me can be a love-hate relationship for most people who get the chance to watch it. If you love McDonald’s and don’t have much care for eating right this movie wouldn’t be for you; on the other hand, if you are displeased with the fast-food industry in America and interested in seeing how it affects people, this would be a great movie for you. For me, I really enjoyed this movie; it opened my eyes about how overweight and unhealthy we Americans are. You would not believe what fast-food does to your body over time, and how it changes your body steadily without you knowing a thing! I still love and consume fast-food to this day, but I definitely try my very best to not take part as much as I did before. Granted, not every person that watches Super-Size Me will get the same inspirational, mind-blowing feeling to change their eating habits . However, I strongly feel in my gut that this documentary changed a lot of people, whether they were a part of the movie or just a viewer. I just really hope that we Americans have stayed true to the facts of Super-Size Me and have not forgotten the effects of constant fast-food eating.

The Importance Of Cultural Diversity For Company Success

(understand the importance of being honest, ethical and fair) and diversity (understand the importance of cultural diversity for company success). (Adidas Careers, 2015) Corporate Governance and Risk Management Adidas, being a multi-national enterprise contributes decently towards the global economy and society. They are aware of the laws, rules and regulations (formal institution) in addition to putting efforts to become a globally socially responsible firm. A group named Social and Environmental Affairs (SEA) is part of their sustainability efforts. Adidas has built a risk management framework and the SEA group which enhances their environment to conduct business. The group is a team consisting of persons from various functions like, engineers, environmental reviewers, human resource managers, and few former members of non-governmental groups. The team is organized into three groups spanning Asia, America and Europe and Middle East and Africa. (Adidas3, 2015). The team members are spread out across the world, which is a much needed mix from across the world for diversity. The group discusses and take resolution for issues or initiates from across various parts of the world. They are famil iar with their culture and are trained how to work in a diverse culture work environment. The group provides upper management with up to date information on all the activities and social and environmental related issues from across all their business functions worldwide. The majorShow MoreRelatedDiversity In Todays Organizations Essay example1136 Words   |  5 Pagesmaximize the benefits of the differences in employees, organizations are relying on managers to get the people who get the job done. People have always been the central to organizations, but there strategic importance is growing in todays knowledge-based business world. 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