TRIANGLE FIRE essays

TRIANGLE FIRE essays Triangle Shirtwaist Factory Fire, NY, NY-1911 Near closing time on Saturday afternoon, March 25, 1911, a fire broke out on the top floors of the Asch Building in the Triangle Shirtwaist Company. Within minutes, the quiet spring afternoon erupted into madness, a terrifying moment in time, disrupting forever the lives of young workers. By the time the fire was over, 146 of the 500 employees had died. The survivors were left to live and relive those agonizing moments. The victims and their families, the people passing by who witnessed the desperate leaps from ninth floor windows, and the City of New York would never be the same. The images of death were seared deeply in their mind's eyes. Many of the Triangle factory workers were women, some as young as 15 years old. They were, for the most part, recent Italian and European Jewish immigrants who had come to the United States with their families to seek a better life. Instead, they faced lives of grinding poverty and horrifying working conditions. As recent immigrants struggling with a new language and culture, the working poor were ready victims for the factory owners.(ilr.cornell.edu/trianglefire/). The Triangle Waist Company was one of the largest shirtwaist manufacturers at the time of the fire. Located in the top three floors of the ten-story Asch Building in Greenwich Village, it usually employed 900 workers. On the day of the fire, only between 500 to 600 workers were there. When the fire was out, 146 were dead. How the fire started no one knows. On the three upper floors of the building were 600 employes of the waist company, 500 of whom were girls. . The fire began small, but attempts to put it out failed. The fire jumped from debris pile to debris pile, eating up the fabric used in making the shirtwaists. The workers began to rush to the stairways and elevators. Some made it down the eight flights of stairs, though at least one door leading to the stair...

Concavenator - Facts and Figures

Concavenator - Facts and Figures Name: Concavenator (Greek for Cuenca hunter); pronounced con-CAV-eh-nate-or Habitat: Woodlands of western Europe Historical Period: Early Cretaceous (130 million years ago) Size and Weight: About 20 feet long and 2-3 tons Diet: Meat Distinguishing Characteristics: Triangular hump on lower back; possible feathers on forearms About Concavenator Discovering a new genus of dinosaur is rare enough, but discovering a new genus of dinosaur possessing a never-before-seen anatomical feature is a once-in-a-lifetime event. So imagine the wonderment of the Spanish team of researchers that recently dug up Concavenator, a large theropod of early Cretaceous Europe that sported not one, but two, extremely odd adaptations: first, a triangular structure on its lower back, just above the hips, that may have supported a sail or fatty hump; and second, what appear to be quill knobs on its forearms, that is, bony structures that probably supported small arrays of feathers. So what accounts for these strange features? Well, the 20-foot-long Concavenator was a close relative of Carcharodontosaurus, which was itself related to the huge, sail-backed Spinosaurusso the hump/sail on this new dinosaur shouldnt come as a surprise, even though it was situated much further down the spinal column than on other dinosaurs (another surprise: until recently, these types of theropods were thought to be restricted to South America and Africa). As for the quill knobs, those are more of a mystery: to date, only much smaller theropods than Concavenator, mostly dino-birds and raptors, have shown evidence of arm feathers. Clearly, the feathers on Concavenators forearms (and probably only on its forearms) were meant for display rather than insulation, which may provide clues about the subsequent evolution of feathered flight.

Female genital mutilation and human rights Term Paper - 1

Female genital mutilation and human rights - Term Paper Example The UN is clear in its condemnation of the practice, stating unequivocally that it violates the basic human rights of girls and women and denies them of their physical and mental integrity, their right to freedom from violence and discrimination, and sometimes even their lives. At the same time, however, the UN recognizes that FGM is deeply entrenched in many cultures in the world, and as a result, difficult to end without respecting these cultures’ values and systems of belief. How, then, does the condemnation of FGM by many international organizations such as the UN and WHO fit into cultural relativism? This paper will seek to reconcile these two seemingly contradictory ideas. How can these organizations condemn such a practice without alienating large groups of people? First, I will provide evidence that FGM does indeed violate the human rights of the girls and women who are forced to withstand it. Then I will illustrate how the concepts of cultural relativism fit into it, and how those interested in promoting the health and welfare of women and girls all over the world can use these concepts to eradicate it. As WHO states, FGM â€Å"reflects deep-rooted inequality between the sexes, and constitutes an extreme form of discrimination against women† (â€Å"Female† n.p.). The UN states that FGM violates the rights of both children and women, and cites two major UN proclamations, the 1979 Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) and the 1989 Convention of the Rights of the Child (CRC). The UN clearly states that FGM violates the CRC because it compromises the â€Å"right to life, the right to physical integrity, the right to the highest attainable standard of health (including, with maturity, reproductive and sexual health), as well as the right to freedom from physical or mental violence, injury or abuse† (Lewnes 15). It is also a violation of the child’s right to development, protection, and full

Questions regarding weather Risk, breakeven exchange rate, Essay

Questions regarding weather Risk, breakeven exchange rate, - Essay Example In fact, this sort of trading would be comparable to trading the varying values of stock indices, currencies, interest rates and agricultural commodities. However, the inception of the  weather derivatives has made weather a tradeable commodity (Stephen Jewson, Anders Brix and Christine Zeihmann, 2005). Weather derivatives are financial instruments that can be applied by individuals or organizations as component of a risk management strategy to decrease the risk associated with adverse and unexpected weather conditions1. It is different from the crop insurance that is generally used for high risk coverage. The weather derivatives are mainly used for low risk events. Until recently, insurance has been the main tool used by companies for protection against unexpected weather conditions. But insurance provides protection only against catastrophic damage.  Insurance does nothing to protect against the reduced demand that businesses experience as a result of weather that is warmer or colder than expected. Farmers can use weather derivatives to hedge against poor harvests caused by drought or frost; theme parks may want to insure agains t rainy weekends during peak summer seasons. Hence the CEO of ADLA must use weather derivatives. For example, a company might use a weather derivative to hedge against a frost ans heavy wind velocity (a low-risk, high-probability event). In this case, the company knows its revenues would be affected by that kind of weather. But the same company would most likely purchase an insurance policy for protection against damages caused by a flood or hurricane (high-risk, low-probability events).  Ã‚   In contrast to the various outlooks provided by government and independent forecasts, weather derivatives trading will give this company (ADLA) a quantifiable view of those outlooks and hence protects the interests of the company against adverse weather elements. Over the counter trading weather derivatives are privately

Workplace Violence and Harrassment Essay Example for Free

Workplace Violence and Harrassment Essay Whether you are an employer or an employee, everyone is responsible for workplace safety. Within Canada, each province, territory, and the federal government, have Occupational Health and Safety legislation establishing rights and responsibilities for employers and employees. However, this legislation has not made workplaces safe and healthy in general. Here are just a few examples of workplace violence, workplace harassment and domestic violence that employers and employees are facing today. 1.â€Å"Patrick Clayton a recipient of WCB benefits entered the Edmonton WCB office and held eight people hostage at gun point for 10 hours before surrendering to police† (Edmonton Journal, 2009). 2.â€Å"Pierre Lebrun, an Ottawa Transit worker, walked into work, shot four of his co-workers and injured two more before he took his own life. Mr. Lebrun alleged he was harassed because of his speech impediment† (Branswell, 1999). 3.â€Å"Lori Dupont, an OR nurse, was romantically involved with colleague Dr. Marc Daniel for 2 years. When the relationship ended, a disgruntled Dr. Daniel viciously stabbed Ms. Dupont 7 times in the chest at work. Minutes later, he self-administered a drug overdose and died 3 days later† (Schmidt, 2006). Almost 1 in 5 violent incidents in Canada occurs at work which amounts to approximately 356,000 incidents of violence each year in the workplace (Statistics Canada, 2007). â€Å"Customers, clients, patients, students, workers, intimate partners, or family members may hurt, threaten, or harass workers while they are on the job† (Labour, guide 3, 2010). Harassment has become a growing concern both in the workplace and in society. The norms and values in society have changed. Actions and words that were acceptable or tolerated before, are not anymore. Everyone needs to be aware of their rights and where they can turn for help and support. When a person is feeling victimized they can become withdrawn from their family and friends as well as not attending work. At the same time those doing the harassing need to know that there are consequences to face for their actions. All employees and management need to be made aware of how serious this issue has become and that harassment is not only from internal employees but can also come from customers, outside contractors and any member of the public, in all workplaces. To this end, the government has placed greater onus and responsibility on the employer to act not only on reported events, but also unreported known issues of harassment and violence in the workplace. Look more:  problem cause solution speech essay Relevant Theories and research On June 15, 2010, the Ontario Occupational Health and Safety Act, specifically Bill 168 required all employers to examine the risks related to workplace violence, workplace harassment and domestic violence, in response to the increasing displays of harassment and violence affecting larger groups of people. Bill 168 required all employers to comply by ordering them to implement a policy and process to address these issues and ensure the health and safety of all their employees (Labour, workplace, 2010). But before companies can even provide support for their employees, there has to be policies and procedures developed and put into place to address the issue of workplace violence and harassment. To do this, employers need to educate themselves on what workplace harassment and violence is. The definitions and scope of what constitutes workplace harassment and violence have changed. Workplace Violence is defined as a physical force or an â€Å"attempt to exercise physical force against a worker in the workplace that causes or could cause physical injury to the worker† (Labour, key, 2010). This includes threatening behaviour, verbal or written threats, harassment, verbal abuse and physical attacks. Workplace violence extends beyond the traditional workplace and can include off site work related social or business functions or client homes. Workplace harassment means â€Å"a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. This includes sexual harassment, bullying, teasing and intimidation† (IAPA, 2009). Domestic violence is defined as a â€Å"behaviour used by one person to gain power and control over another with whom he or she has had an intimate relationship. This â€Å"may include physical violence, sexual, emotional, psychological, intimation, verbal abuse, stalking and using electronic devices to harass and control† ( Labour, guide 6, 2010) The sources of workplace violence or harassment can be divided into four categories (IAPA, 2009): 1.External Threat – incidents where an individual has no relationship with the workplace and threatens or commits an act or harassment in the workplace. 2.Clients, customers or visitor Acts – an incident resulting from a client, customer or visitor at the workplace who becomes violent, threatens or harasses an employee. 3.Employee to Employee – acts of violence or harassment resulting from employment relationship. 4.Domestic Violence incidents that occur in the workplace that arise from a personal or intimate relationship between two individuals. In a guide prepared by the Law Society of Upper Canada, for addressing harassment and discrimination (LSUC, 2009), the Ontario Human Rights Commission (2000) was quoted â€Å"the best defence against human rights complaints is to be fully informed and aware of the responsibilities and protections included in the Code†. It further establishes that the adoption of effective harassment and discrimination policies and procedures along with the design and delivery of the program assists in creating a respectful work environment for everyone and also reduces the risk of liability for employers. Significant harm can be caused by inappropriate response to claims of harassment and violence, not limited to compounding the victim’s experience, affecting the victim’s relations with peers, violating the privacy of the victim, negative repercussions on the business, high absenteeism, loss of business, and legal costs attributed to these claims. In a policy statement published by the American Academy of Pediatrics (Pediatrics, 2006), it said that, although the common belief is that sexual harassment is perpetrated only on women, in 2001, 13.5% of sexual harassment charges reported to the Equal Employment Opportunity Commission in the United States, were reported by men. According to information gathered by the SASHA Sexual Assault Centre in Hamilton, ON (SASHA, n.d.), â€Å"one in four women and one in ten men have experienced some form of sexual harassment in the workplace.† In addition, only â€Å"8% of those who are harassed at work report the harassment.â⠂¬  According to an article by Karen Hughes in Gender, Work Organization (2002), she found that women sexually harassed by customers were a significant problem. Her research focused on a study of 63 female retail service workers and 20 security workers and she found that while these women had been sexually harassed by customers, they were constrained in dealing with the behaviour due to the policies and procedures that the employer placed on customer satisfaction. The women were also reluctant to confront the harasser and instead resorted to avoidance or became less friendly, which affected their job performance. According to Queen’s University Human Rights Legislation Group (2010), employers can no longer rely on the â€Å"grey area† of workplace issues. Tribunals and courts have tackled these grey area excuses such as workplace culture of joking, promise of confidentiality, and complainant did not come forward, by tackling them head on, removing them from the grey area and rejecting the excuses. A Description of the Practical Implications Effects on the Employee Harassment is a relevant issue as it can create low productivity for an organization and the morale of employees can drop. The victim may feel shame from being controlled and humiliated. The silence of co-workers is easy to understand because they fear that if they say something, they might be next. Harassment and violence can cause a host of stress related health problems. The employee may suffer from anxiety, disrupted sleep, loss of concentration, post-traumatic stress disorder, clinical depression or panic attacks. Left untreated and with prolonged exposure, the person could experience migraines, develop ulcers or have cardiovascular stress-related diseases occur; causing the transformation of social factors into damaging biological consequences. These effects of stress related health problems on the employee lead to increased tardiness, absenteeism and sick leave. When they do make it too work they tend to be unproductive, as Jennifer McCarthy (2010) stated â€Å"Harassed employees waste between 10 to 52% of their time at work dealing with, or thinking about, their problem†. Every year, hundreds of millions of dollars are lost in wages and reduced productivity. Additional negative effects of harassment and violence are reduced job satisfaction, job withdrawal and decreased career salience. Harassment can also affect the relationships the victim has with family and friends. When a person is harassed they can become depressed, vulnerable, and angry. This could include a loss of self esteem which affects them at work and home and could lead to the development of anti-social behaviour. Other negative effects include decreases in job involvement, job satisfaction, organizational commitment, and in organizational citizenship behaviours. The act of reporting workplace harassment and violence in itself may cause the employee distress; doubly impacting their health, behaviour and productivity. Employees may be reluctant to report customer harassment to employers. Instead they may resort to avoidance behaviours or be less friendly which potentially may impact their performance on the job. This could lead to poor performance reviews when the aggressive customer fills out a survey and expresses their disgruntled view point. In some cases, the employee will request a work transfer in order to get away from the situation. In extreme cases, employees will lose their jobs either voluntarily or through constructive discharge. Effects on the Organization So why should employers care? Effects on the Organization include harm to image and reputation that may lead to people mistrusting the enterprise. This evaluation could weaken the market value of the brand and social image. The organization could experience difficulty in employee recruitment, training and retention, because of the harm to the company image. These problems, if not corrected would reduce commitment, morale and productivity, because the negative emotional atmosphere of the company would have a mutual influence on all personnel. A persons mood will affect ones working attitude. This in turn leads to reduced productivity and increased team conflict. It could lead to strained management-employee relations, because distrust would manifest itself. When employees begin to question what is happening in the workplace and their concerns are not addressed due to reduced communication in the workplace, this would cause things to become even worse. Employee turnover causes the loss of talented people for an enterprise, increasing the negative effects and costs of trying to replace the lost worker. It increases the use of Employee Assistance Programs, thus increasing costs of healthcare or benefits paid by the organization. EAP is intended to help employees solve issues affecting their health, happiness, working performance and the problems of success. But, by not addressing the issues of workplace violence and harassment and eliminating them, EAP cannot improve employee productivity, nor reduce employee absences. Short term/long term disability and drug plan costs that should be used for external health issues affecting the employee are instead being spent on an internal issue that should be addressed. Prevention costs are infinitesimally small compared to the high cost of an incident of workplace violence or harassment. Without policies and procedures in place, there could be extreme consequences for the employer as well as the individuals involved, as shown in the examples at the beginning of this report. The company could also be held responsible for paying out on harassment and violence related lawsuit. Significant harm can be caused by inappropriate response to claims, therefore, it should be emphasised that the goal of an employer’s response should make the alleged harassment stop and to restore the desired workplace environment. Employers should also be mindful that if there is an investigation, remedial action will not protect it from litigation if the action taken was inadequate for either the complainant or his/her coworkers. The employer has the duty to respond when they have been alerted to issues of harassment in the workplace. Recommendations The first step for any organization is to put in place a strong harassment policy that is developed by managers and employees. This written policy should include a clear definition of harassment as well as clear expectations of expected employee behaviour. Management and employees should work on creating the policy as a joint effort. The policy should also include corrective actions and stipulate that violation of its terms may result in discipline, up to and including termination of employment. Corrective action could range from demanding an apology for the complainant, providing counselling and/or training to the harasser and other staff to disciplining or dismissing the harasser. Some other alternatives available to the employer and employee are changing the location, assignment or reporting relationship between the complainant and harasser. As well as creating a policy, contacts must be made available 24/7 so a person has somewhere to turn for help since in many cases, the employ ee is not going to respond immediately to the harassment. Instead they will do so at a time that they feel they are in a safe environment, such as home or after work hours. Lines of communication must be opened up for all management and employees with methods set up to protect everyone’s privacy who is involved in the complaint. All employees and management must be encouraged to speak up whether they are a victim or a witness. All employees should also be informed on how to file a complaint and to document each incident including place, time and any witnesses. This falls into play whether it occurs in or outside the workplace. Training and information sessions should be scheduled to educate all employees on the policy and procedures in dealing with harassment and include a discussion period to clear up questions. The employer can use workshops, orientation sessions, films, brochures, posters, e-mail, memos and other tools to educate current employees. A copy of the policy and contact information should also be distributed to each employee as well having the information posted in areas where everyone has access. To ensure that you have advised all employees, have employees sign a commitment pledge acknowledging receipt and understanding of the policy. This will also support the employer’s due diligence should an issue arise at a later date and they must reprimand an employee for harassment and/or violence. It would also reinforce for the employee that the employer has taken this issue seriously. The policy should reinforce the timeliness for reporting a complaint in order to maintain the integrity of the information and witnesses, though it should be understood that the act of reporting may also add to the individual’s distress. It should be stressed that everyone is responsible for due diligence in reporting and responding to harassment and violence in the workplace. Threat assessments should begin before an individual is hired through background, police and reference checks. In some industries, the background and police checks should be done annually. Exit Interviews would help employers identify harassment related exits. Hiring a third party to conduct the interviews would give an unbiased picture and recap of the interview. In addition, this education should not be a one-time occurrence. On-going information sessions, training and reminders should be done at regular intervals so that everyone knows what their rights and responsibilities are in a harassment-free workplace. Conclusion In our report, we described why we chose this topic and why it is relevant. Workplace harassment and violence is everyone’s responsibility. We provided relevant theories and research. To address the escalating problem of workplace harassment and violence, the government has introduced legislation that requires employers to create policies and procedures to increase the awareness and social responsibility of harassment and violence in and out of the workplace. We described the effects workplace violence, harassment and domestic violence have on the employee and the organization. We also provided recommendations for the workplace to eliminate harassment and violence including developing a policy and providing training to existing and new employees. Employers and employees need to understand and be aware of their rights and responsibilities. Victims need to know where they can turn for help and support. Harassers need to know that there will be repercussions for their actions and workplace harassment and violence will not be tolerated. Violence and harassment have no place in the workplace. References Branswell, B. (1999). Ottawa capital shocked-massacre leaves five dead, Maclean’s. Retrieved from http://business.highbeam.com/4341/article-1G1-54384942/death-ottawa-capital-shocked-massacre-leaves-five-dead Canadian Human Rights Commission. (2006). Anti-harassment policies for the workplace: an employer’s guide. Retrieved from http://www.chrcccdp.ca/publications/ anti_ harassment _toc-eng.aspx Committee on Pediatric Workforce. (2006). Prevention of sexual harassment in the workplace and educational settings. Pediatrics 118: 1752-1756. Retrieved from http://aappolicy.aappublications.org/cgi/content/full/pediatrics;118/4/1752 Hughes, Karen D. (2002). Something to deal with: customer sexual harassment and women’s retail service work in Canada. Gender, Work Organization. Volume 5, Issue 4 (pp. 207-219). Retrieved from http://onlinelibrary.wiley.com/doi/10.1111/1468-0432.00058/abstract Journal Staff. (2009). WCB hostage-taking ends peacefully, The Edmonton Journal. Retrieved from http://www.edmontonjournal.com/news/ Police+respond complaint+Edmonton+office/2128080/story.html IAPA. (2009). Workplace violence, Resource Article. Retrieved from http://www.iapa.ca/main articles/2009_worplace_violence.aspx Labour Government Ontario. (2010). Employment Standards – Health and Safety. Retrieved from http://www.labour.gov.on.ca/english/hs/pubs/wpvh/appendix_c.php Labour Government Ontario. (2010). Employment Standards – Health and Safety. Retrieved from http://www.labour.gov.on.ca/english/hs/pubs/wpvh/appendix_d.php Labour Government Ontario. (2010). Guide. Retrieved from http://www.labour.gov.on.ca./ english/hs/pubs/wvps_guide/guide_3.php Labour Government Ontario. (2010). Guide. Retrieved from http://www.labour.gov.on.ca./ english/hs/pubs/wvps_guide/guide_6.php Labour Government Ontario. (2010). Key terms concepts. Retrieved from http://www.labour.gov.on.ca/english/hs/pubs/wvph/concepts.php Labour Government Ontario. (2010). Workplace violence. Retrieved from http://www.labour.gov.on.ca./english/hs/pubs/wpvh/violence.php McCarthy, J. (2010). Harassment in the workplace. Solutions Newsletter, 35. Retrieved from http://www.familycounsellingcentrebrant.com/files/4085936294896818.pdf. McShane, S.L., Steen, L.S. (2009). Workplace emotion, attitudes, and stress. Canadian Organizational Behaviour. Mcgraw- Hill Ryerson (pp.77 -96) Namie, Gary. (2003). Workplace bullying: escalated incivility. Ivey Business Journal. November/December 2003. Retrieved from http://wpb-res.com/res/2003_Namie.pdf Queen’s University. (2010). Human rights legislation group – workplace harassment. Retrievedfrom http://www.queensu.ca/humanrights/legislationgroup/highlights/dutytorespond.html SACHA (n.d.). Statistics. Sascha sexual assault centre. Retrieved from http://www.sacha.ca/home.php?sec=17sub=43 Schmidt, D. (2006). A killing at hotel-dieu. Windsor Star. Retrieved from http://www2.canada.com/windsorstar/features/dupont/news/story.html?id=0a88d4d2-18bb-4ef5-bab5-4073ef937d03p=2 Statistics Canada (2007). Study: criminal victimization in the workplace. The Daily. Retrieved from http://www.statcan.gc.ca/daily-quotidien/070216/dq070216a-eng.htm The Law Society of Upper Canada. (2009). Addressing harassment and discrimination: guide to developing a policy for law firms or legal organizations. Retrieved from http://rc.lsuc.on.ca/pdf/equity/modelHarassmentPolicy.pdf Thorup, P.J. Ceaser, R.L. (n.d.). Addressing workplace harassment in Canada. The Lawyers Weekly. Retrieved from http://canadian-lawyers.ca/Understand-Your-Legal-Issue/Labour-and-Employment/Addressing-Workplace-Harassment-in-Canada.html

Simple Networking :: essays research papers

Simple network wiring Thesis statement This report is to include the basics of the physical wiring of computer networks. Outline I.  Ã‚  Ã‚  Ã‚  Ã‚  Introduction A. Professional wiring. B. Using hubs. II.  Ã‚  Ã‚  Ã‚  Ã‚  Body A. Saving money. B. Tools needed. C. Proper placement. D. Connectors. III.  Ã‚  Ã‚  Ã‚  Ã‚  Conclusion A. Plug in and go. B. Good luck -Page 2 Simple network wiring Professional wiring can cost hundreds of dollars per connection and there never seems to be enough drops. A year after most companies upgrade their network wiring, they find themselves needing to once again rebuild. With three to six drops per office, this can be a healthy bill for the company. There is a better way. Use hubs anywhere you would have put extra drops. Drops are the actual runs of wire that run into the room. Each cable that comes from the main backbone cable, or central point of connection is the â€Å"Drop†. Use the hub to plug everything into. For simple nets you won't need a filtering bridge or router, just a plain unfiltered hub. If you have a DSL or cable model connection, you may want a firewall. In large nets routers are crucial so that heavy internal traffic in one group does not slow down people in other groups. But hubs can be added most anywhere, and are a great way to save on extra wiring. Hubs are available from most any computer mail order, or a good local shop. It is a good idea to get more ports than you need now. Hubs can be 10 or 100 Megabit per second, or able to auto-switch between the two. An 8-port 10/100MB Ethernet hub is now about $37.00. That is far less than a single drop. It is less than -Page 3 just the wire and connectors for the 7 added drops you get. 100MB hubs are a bit more, around 50.00 for the Linksys 8 port. But it is still less than wiring. The general principle is to pull one or 2 drops to each relevant wall, and when you need more just stick in a hub. If you use a hub and put the drops into the inside walls between the rooms, or in the corners they will reach two, or in the center, four interior walls from one point. By doing this you can get by with fewer â€Å"real† drops and save the company money. Say a company wanted 150 drops. A realistic figure for an average first time drop is around $350.00. That would come to $52,500.

Adrift In A Moral Sea: Should We Help The Needy?

In his article, Hardin presents a compelling argument why we should not help the needy: we cannot afford it. And by all means, I agree with Mr. Hardin. The bottom line is it is not in our interests to help the needy. It may be that sympathetic people’s hearts are bleeding with the fact that 790 million of the world’s population is chronically undernourished and starving when all over the world it is standard procedure for stores to routinely dispose food that they were not able to sell for the day. We see them in pictures or news clips: the poor in Africa burning under the sun, the hungry children in Asia going through the piles of garbage looking for food. We feel sorry for them, but we are happy we are not them, that by some contingent force we ended up being born in a wealthy country. We may want to send them food and clothing and other parcels with wishes of peace and love, but if we really want to help them, then I think we should give them what they really need. Most of the â€Å"needy† come from developing and in-transition countries, whose histories are characterized by civil wars, revolutions and struggles for freedom from colonizers, then struggles for freedom from tyrants; and whose financial records show glaring foreign debt. The World Bank recorded that for every dollar that the developing world receives in grants, it pays $13 for debt servicing. In the Jubilee Year of 2000, Pope John Paul II called for the cancellation of all foreign debts so that the poorer nations can focus on rebuilding and strengthening their economies and governments and providing services to their people rather than being harassed to pay their foreign debt that they acquired because of the colonization trend (and almost all developed countries had colonies), and of the two World Wars which they were mere casualties of. It seems to me then that if we really are serious about helping the poor, then we should not be giving them food or grants – we should be repaying them for ravaging their natural resources and enslaving their ancestors, for subjecting their nations to the highest form of discrimination and robbing them of their rights, and for destroying their lands and lives with our selfish wars. And the payments should be adjusted as per inflation and with interest. Of course, no one will agree to that. If we did not let the Jubilee Year weaken our resolve, why now? If we cannot even admit our mistake at Vietnam and apologize, why should we humble ourselves before the poor of the world, even if they are the majority? Let us think of the food program and the foreign assistance to other nations as our way of making it up to them. That is the best that we can do, since handing over our wealth is out of the question. The thing is, even with the food program, there is hardly any improvement in the hunger problem, and even with the grants the poverty levels and the population issues remain. In The State of Food Insecurity in the World, it is acknowledged that there have been significant improvement in agriculture technology and by all means, there is more food than ten years ago. But the problem of hunger persists because there are adequate infrastructures and mechanisms – roads, shipping systems – to deliver the food to people. There is a vicious cycle of hunger, poverty and overpopulation, but do we solve their problem? According to the Population Reference Bureau, the less developed world has on average a population growth rate of 1.5 compared to the .1 of the more developed world. Apparently, high mortality rates, the lack of food and adequate resources are not stopping them from producing offspring. In Darwin’s survival of the fittest, they seem to be doing just fine. I may be accused of being simplistic in my argument, but the needy have governments, and more than that, they have their own minds. They should know by now that there is not enough food where they are, there are very few opportunities, and so if they wanted to help themselves maybe they should focus more on looking for food and work than having babies. If their governments cannot take care of them, should ours do? Presently, we are facing our own social security issues; why would we want to trouble our government with providing for other people when there is an impending danger that we might not be having enough for the future? And why even dwell on the hunger in Africa when in our country there are hungry, homeless people? As Hardin pointed out, there is not enough space in the lifeboat. Either they make their own lifeboat, or they learn to swim to an island, what is important is that they should do something rather than just accept their fate of drowning just because the metaphor says so. It is a battle of survival, of preserving interests. If helping the needy will not cost anything and even placate our moral sensitivities, then we will help them. But as it turns out, we cannot afford to feed the millions of hungry people. Everything that we give them we take from our future stock, from that which we hope to give to ourselves in our old age, to our children and to our grandchildren. And when faced with giving to strangers or looking after our own families, nobody is the Good Samaritan. WORKS CITED: 2005 Human Development Report, United Nations Development Programme Global Development Finance, World Bank, 1999 The State of Food Insecurity in the World. Italy: Food and Agriculture Organization of the United Nations, 2006.

Family Drama

Living with family is similar to living to living in the royal palace. There is always going to be guards watching over you’re every move, and certain standards you need to live up to. You will enjoy the luxury of an elegant house, clean laundry and slightly bigger budget, but it will slightly defer from the king and queen realm. It will affect every detail of your life, right down to the way you talk, the food you eat, how often your friends can visit and how much freedom you have. You will quickly discover that if your sovereign isn’t happy you’re not going to be happy either. I recently graduated from high Scholl, got a job, and started saving up some money for college. I decided to move in with my parents, and what I have learnt is that its good being around family, but it’s never a good idea to live in with family. I get no respect from my parents. They treat me as if I’m still in high school, or should I say elementary school. My mom talks to me any how she pleases, no matter where we are , or, who is around. Last month was my birthday, so I decided to invite a few friends over just to chill and have a good time. Hoping that my parents would leave so I could have the house for myself, they decided to hang around. It was so awkward for me. My dad he just came and sat in the living room watching the TV, even thou they have one in there room. My mom kept complaining about the type of music I was playing. After a while my mom started butting in people’s conversation and disrespecting my friends telling them how they aren’t good enough to hang with me and how much of a dirt bag they are. I was so embarrassed. She was so disrespectful, I don’t know if they don’t want me to have a social life or they just like being mean to me. As expected living under someone else’s roof can be quite a challenge, especially if they are close family. I am a single child so you can imagine how hard it if for me to have any privacy what so ever. I really felt cross the line the other day when my mom decided to open my mail. I ordered some condom and other such items online with my own money( of course, which goes without saying) my mother couldn’t stand that I had any mail coming in or anything that she didn’t know what it was, so what does she do, she opened it. Then she judgmentally confronted me about them. I shocked embarrassed and very angry about that violation of my privacy. I should not have been surprised, this kind of things are typical for my mother she just like to be all up in my business. The clothes I wear, the food I eat, the color of my room, where I go, how I got there and people I hang with, these are just a few things that your parents have control over when you’re a child, but as you grow older they still seems to want to maintain that control. It is difficult for them to adjust to that and thus causes a lot of conflict. My friends and I decided to dress up as sexy doctors and fire fighters for Halloween, just to change up from what we normally do each year. The biggest sin in the eyes of my parents to be sexy. We had a big argument, because I was determine to wear what I wanted to, not only because it was what we had plan, but also a way of proving to my parents that I’m grown and can do whatever I can. My dad decided that if I left the house looking like a â€Å"hooker† I’m not to set foot back in his house, I didn’t even think of the after effect of it all I just back my stuff. As a I was about to leave, he decided to grab my stuff, I was so mad I push him and he slap me in the face. We started fighting and my mom called the police. Luckily no one went to jail, but we were warned. I love my dad and I didn’t mean for things to get out of control like that. All that could have been avoided if I was living on my own. Relatively speaking, as a child growing up, I enjoy living with my parents, they were my best friends, but as a bird grows older they have to leave the nest. In order to have a good social life and worry free about what you do and how you to it, its better to

The Body Farm

The Body Farm The University of Tennessee Forensic Anthropology Facility, otherwise known as the Body Farm, was created to analyze the decomposition process and see what takes place after death. The facility aids in teaching and exploring areas of death that were once unknown to forensic science. Without the body farm, many questions would still remain unanswered in the world of forensics.Dr. William Bass founded the establishment in 1971 after realizing that there were not any other institutions investigating the science of body decomposition. This began almost eleven years before he founded the institute. Bass worked in Kansas primarily dealing with skeletal remains. Skeletal remains were found more often in Kansas because of the low population level; or in other words, it took longer for people to find deceased bodies. It wasn't until he relocated to Tennessee, a more densely populated area, that he began dealing with bodies that were less exposed to the elements.English: Roma Khan doing prelim inary work on decom...Once given the chance to deal with more evidential remains, he saw the need for investigating the process of decomposition. He propositioned the dean of the University of Tennessee to the idea, and was initially granted an acre of land, that was formerly used as a pig farm, about 45 minutes outside the university. The institute has since grown to three acres of land and is now surrounded by razor-wire.The body farm is home to about forty dead bodies all subjected to different theoretical physical environments that decomposition can take place. The cadavers arrive from two sources; unclaimed bodies left at the medical examiner's office and people who have chosen to donate themselves. Surprisingly, over 300 people have willed their bodies to the farm- in personal efforts to help further scientific advancements. The number of bodies donated increases every year, with surges of popularity created...

The Immigration and Nationality Act of 1952

The Immigration and Nationality Act of 1952 The Immigration and Nationality Act, sometimes known as the INA, is the basic body of immigration law in the United States. It was created in 1952. A  variety of statutes governed immigration law before this, but they werent organized in one location. The INA is also known as the McCarran-Walter Act, named after the bills sponsors: Senator Pat McCarran (D-Nevada), and Congressman Francis Walter (D-Pennsylvania). The Terms of the INA The INA deals with Aliens and Nationality.  Its divided into titles, chapters, and sections. Although it stands alone as a single body of law, the Act is also contained in the United States Code (U.S.C.).   Youll often see references to the U.S. Code citation when youre browsing the INA or other statutes. For example, Section 208 of the INA deals with asylum, and it is also contained in 8 U.S.C. 1158. Its technically correct to refer to a specific section by either its INA citation or its U.S. code, but the INA citation is more commonly used. The Act kept many of the same immigration policies from earlier statutes with some major changes. Racial restrictions and gender discrimination were eliminated. The policy of restricting immigrants from certain countries remained, but the quota formula was revised. Selective immigration was introduced by giving a quota preference to aliens with much-needed skills and relatives of U.S. citizens and alien residents. The Act introduced a reporting system whereby all U.S. aliens were required to report their current address to the INS each year, and it established a central index of aliens in the U.S. for use by security and enforcement agencies. President Truman was concerned about the decisions to maintain the national origins quota system and to establish racially constructed quotas for Asian nations. He vetoed the McCarran-Walter Act because he regarded the bill as discriminatory. Trumans veto was overridden by a vote of 278 to 113 in the House and 57 to 26 in the Senate. Immigration and Nationality Act Amendments of 1965 The original 1952 Act has been amended many times over the years. The biggest change occurred with the Immigration and Nationality Act Amendments of 1965. That bill was proposed by Emanuel Celler, cosponsored by Philip Hart, and heavily supported by Senator Ted Kennedy. The 1965 amendments abolished the national origins quota system, eliminating national origin, race or ancestry as a basis for immigration to the U.S. They established a preference system for relatives of U.S. citizens and permanent residents, and for persons with special occupational skills, abilities or training. They also established two categories of immigrants who would not be subject to numerical restrictions: immediate relatives of U.S. citizens and special immigrants. The amendments did maintain the quota restriction. They expanded limits to world coverage by limiting Eastern Hemisphere immigration and by placing a ceiling on Western Hemisphere immigration for the first time. Neither the preference categories nor the 20,000 per-country limit was applied to the Western Hemisphere, however. The 1965 legislation introduced a prerequisite for the issuance of a visa that an alien worker will not replace a worker in the U.S. nor adversely affect the wages and working conditions of similarly employed individuals.   The House of Representatives voted 326 to 69 in favor of the act, while the Senate passed the bill by a vote of 76 to 18. President Lyndon B. Johnson signed the legislation into law on July 1, 1968. Other Reform Bills Some immigration reform bills that would amend the current INA have been introduced into Congress in recent years. They include the Kennedy-McCain Immigration Bill of 2005 and the Comprehensive Immigration Reform Act of 2007. This was introduced by Senate Majority Leader Harry Reid and co-authored by a bipartisan group of 12 senators including Senator Ted Kennedy and Senator John McCain. None of these bills made it through Congress, but the 1996 Illegal Immigration Reform and Immigrant Responsibility Act toughened up border control and clamped down on welfare benefits for legal aliens. The REAL ID Act of 2005 was then passed, requiring proof of immigration status or citizenship before states can issue certain licenses. No less than 134 bills regarding immigration, border security, and related issues were introduced in Congress as of mid-May 2017.   The most current version of the INA can be found on the USCIS website under Immigration and Nationality Act in the Laws and Regulations section.

Memo Essay Example | Topics and Well Written Essays - 2000 words

Memo - Essay Example I've prepared an analysis about the use of vulnerability assessment systems and intrusion detection systems in your company, just like you asked me. You specifically asked whether the use of both systems will be a waste of resources and a duplication of efforts. My analysis suggests that VAS and IDS have separate internal functions for the security of the computer systems and both must be a part of a computer system for complete security control. Vulnerability assessment systems are those security scanning tools that assess level of threat that can penetrate a system. The main job of such tools is to scan networks, servers, firewalls, routers, and applications and report system vulnerabilities. "Generally, the tools can detect known security flaws or bugs in software and hardware, determine if the systems are susceptible to known attacks and exploits, and search for system vulnerabilities such as settings contrary to established security policies". (Becker, 1999) New threats are discovered each day thus the vulnerability assessment tools must be updated regularly. Any new weaknesses such as security flaws and bugs would need to be patched in the system so that no holes left for malwares, viruses, spywares etc. to infect the system. Another feature of a vulnerability assessment system is that it generates reports which can tell a user what and where weaknesses exist and how to fix them. (Becker, 1999) Intrusion Detection Systems Vulnerability assessment is the first step in securing the system from threats by taking appropriate security precautions and patch-ups. However, new threats are raised everyday and some might pass through the vulnerability precautions. Therefore the next logical step is to "monitor the system for intrusions and unusual activities". Intrusion detection systems automatically raise the alarm in case of a security breach and inform the Computer Incident Respond Team for their help. "By analyzing the information generated by the systems being guarded, IDSs help determine if necessary safeguards are in place and are protecting the system as intended". Important to note here is that IDS don't protect the system, they just pinpoint the location of the attack and collect the information related to the attack and the attacker. (Becker, 1999) IDS tools are used by the CIRT to generate both technical and management reports since it provide background information on the type of attack and the attacker. IDS can also give recommendations to the management about the courses of action to take to seal the breach. (Becker, 1999) Example The difference can easily be understood by the following example. Vulnerability assessment just checks how susceptible a person is to catching a cold in winters. The vulnerabilities that the system can find is that not enough warm clothes are worn and heater is not being used. The intrusion detection system checks that cold air in hitting the person directly which may be harmful, and the point of intrusion was the chest of the person. So a person gets the information from the vulnerability system that he needs to have a heater and wear warm clothes and from the intrusion

Topic selection and statement of problem Assignment

Topic selection and statement of problem - Assignment Example ystem can be defined as a personnel system applied in the process of hiring and promoting government employees based on merit to obtain the highest efficiency in public personnel functions. The application of the merit system in the public education sector has brought about unending controversies especially with the merit pay issue. The merit pay systems emphasizes on the fact that teachers are to be paid for their achievement in the classroom as opposed to their seniority or the number of ed-school credits that they have collected as it has been done from the 1920s period. Reformers in the education system including the government have emphasized that the merit pay will encourage high performing teachers to do well and drive the lazy ones away, thereby improving the performance of public schools. However, teachers’ unions have continually opposed the move stating that there is no objective way of measuring the classroom performance of a teacher. In addition to this, opposing views have pointed to the fact that the merit pay system has a high chance of failing especially because of issues of supervisor bias or favoritism (Gratz, 2009). The merit pay has proven to be productive especially in the private sector where it has been applied since the 1980s. The growth of international economic competition made U.S. corporations to measure indicial worker performance and introduced pay incentives based on work output to motivate employees to perform better. This practice has gone on up to the present day where new performance criteria have been implemented with multi-faceted compensation plans for the highly performing employees (Ritter & Barnett,  2013). The public education monopoly has resisted the merit pay proposal because of the fears that it may lead to biases and unfair treatment of teachers. However, pilot studies carried out, such as those done in Cincinnati’s public school system have proven successful. The merit pay system is relevant for the study of