Obama and the White House Christmas Tree Myth

Obama and the White House Christmas Tree Myth There are many vicious rumors about President Barack Obama and his religion. One such myth is that Obama is a closet Muslim. Another alleges Obama canceled the National Day of Prayer. See more: 5 Wacky Myths About Obama Heres one more oddball, and wrong, claim that makes the rounds at Christmastime: The Obamas did away with the traditional White House Christmas tree beginning in 2009 in favor of a secular holiday tree. Myth of the Obama Holiday Tree Spreads A widely circulated email reads, in part: We have a friend at church who is a very talented artist. For several years she, among many others, has painted ornaments to be hung on the various White House Christmas trees. The WH sends out an invitation to send an ornament and informs the artists of the theme for the year. She got her letter from the WH recently. It said that they would not be called Christmas trees this year. They will be called Holiday trees. And, to please not send any ornaments painted with a religious theme. The myth of the Obama holiday tree is just a bunch of holiday hooey. The origins of the email are unknown, and thus suspect. The White House has denied ever sending such a letter instructing artists not to send ornaments with religious themes. How the Obamas Refer to the Tree The Obamas themselves refer to the tree that adorns the White House Blue Room as a Christmas tree, not a holiday tree. First Lady Michelle Obama, speaking with the president on his weekly radio address on Dec. 24, 2009, made reference to the White House Christmas tree. This is our first Christmas in the White House, and we are so grateful for this extraordinary experience, Mrs. Obama said. Not far from here, in the Blue Room, is the official White House Christmas tree. Its an 18-foot tall Douglas-fir from West Virginia and its decorated with hundreds of ornaments designed by people and children from all over the country. Each one is a reminder of the traditions we cherish as Americans and the blessings were thankful for this holiday season. The official White House website, by the way, contains not a single reference to any holiday tree. And the National Christmas Tree Association, whose members have presented the official White House tree for the Blue Room since 1966, also calls it a Christmas tree, not a holiday tree. Its time for this holiday hoax to be nipped in the bud. True Facts About the White House Christmas Tree The White House Christmas Tree, not to be confused with the National Christmas Tree, is the official indoor Christmas tree at the White House. The National Christmas Tree is the much larger tree installed annualy on the Ellipse outside the White House. The â€Å"first† White House Christmas Tree is believed to have been installed by either President Franklin Pierce during the 1850s or by President Benjamin Harrison during the late 1880s. The tradition of the First Lady choosing a decorative theme for the tree began in 1961, when First Lady Jacqueline Kennedy selected a Nutcracker motif. Earlier Christmas Controversies The Obama tree is far from the first White House Christmas to spark criticism. In 1899, the Chicago Daily Tribune urged President William McKinley to drop what the newspaper called the â€Å"Christmas tree habit,† in reference to backers of the â€Å"forestry fad† of the day, which had called the cutting of Christmas trees â€Å"arboreal infanticide.† Others called Christmas trees â€Å"un-American,† being a historically German tradition. In 1899, only one Christmas tree was placed inside the White House- in the kitchen for the maids. In 1969, at the height of the Cold War, President Richard Nixon’s choice of the atomic symbol rather than a traditional religious star as a White House tree topper drew harsh rebuke. In 1995, President Bill Clinton was criticized for â€Å"politicizing† the tree. The controversy surrounded an ornament that depicted two Christmas stockings, one marked â€Å"Bill† and one marked â€Å"Newt,† in reference to Democrat Clinton’s arch political rival, Republican Speaker of the House Newt Gingrich. The stocking marked â€Å"Bill† was filled with candy and gifts, while the one marked â€Å"Newt† was full of coal.

The Blogger Spelling Test

The Blogger Spelling Test The Blogger Spelling Test The Blogger Spelling Test By Daniel Scocco Bloggers do get a misspelled word once in a while (some bloggers more often than that, but anyway). If you want to test your skills you can try the Blogger Spelling Test. There are 15 questions with common misspelled words. Most of them are quite easy, just dont run through the questions or you might end up getting one wrong like I did, for my embarassment. 😉 Via: Fiascas Corner Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:7 English Grammar Rules You Should KnowBroadcast vs Broadcasted as Past FormQuiet or Quite?

A Bond Essay Example | Topics and Well Written Essays - 500 words

A Bond - Essay Example And more often than not, it is not exactly because of love do people go off and get hitched. On the contrary, love is perhaps the last reason they would even consider, because in contemporary terms, love is not anymore considered a practical reason except as an indulgence.Apart from love, women marry for security, what Emma Goldman writes as an "economic arrangement, an insurance pact." This emphasizes on her dependence on a system for survival. She must trade for something in order to ensure that she remains in the society she has to invest in something, which is more often through a certain amount of coercion. In this light, she is likened to the laborer who must toil for a necessity.It is further explained that "if, however, a woman's premium is a husband, she pays for it with her name, her privacy, her self-respect, her very life, "until death doth part" moreover, the marriage insurance condemns her to life-long dependency, to parasitism, to complete uselessness, individual as we ll as social" , woman suffers in the estranged bond which is like estranged labor reverses this relationship so that the laborer, because he has a conscious being, make his life-activity, his existence , a means for existence.

Academic Honesty Essay Example | Topics and Well Written Essays - 750 words - 1

Academic Honesty - Essay Example Many students want to strive for the degree but they have difficulty maintaining academic honesty because of many factors. Many students must balance home, school and work. Others are taking too many course hours at one time. Still others have a lack of understanding as to how to do the work they are required to do. Many students are too intimidated by their instructors to ask questions or they do not know the questions to ask. All of these factors can stop a student from having the highest academic honesty possible. The question is, "Why is academic honesty important?" Most people would say that the reason has to do with a students ethics. Taylor-Mendes (n.d.) states that "Academic honesty is about protecting and preserving the reputation of your university degree and your personal integrity." (p. 1). Higher education and society benefit when colleges and universities have standards of integrity that provide the foundation for a vibrant academic life, promote scientific progress, and prepare students for responsible citizenship. (p. 5). Both authors state that it is important for students to be honest in their dealings in college because it helps them to become better citizens. The challenge for students who cheat is that if they are caught, it can ruin their chances of passing a class or of getting their degree. If they cheat on a job application and say they won the degree, they can be fired for falsifying the application at a later date. Values are another area that is being talked about when discussing academic honesty. As an example, Keohane points out that there are five values that universities should promote: "honesty, trust, fairness, respect, and responsibility" (p. 5). When these values are examined it may be said that some people have them, in some people they can be cultivated and some people do not care about them. In

Modernization Essay Example for Free

Modernization Essay Modernization is a process of modernizing a way of life. South Africa and China both attempted to modernize for a beneficial outcome. China was successful at modernizing and benefited greatly. South Africa resisted modernization and in the end suffered from harmful effects. South Africa and China both modernized in their own way. China attempted to modernize from the struggles that were present in the country. In China, modernization occurred later than then most countries; this allowed the Chinese to use other countries as a model. China began to focus on important industry’s that would help their country prosper. They began to advance in military, science, and technology, and established a strong economy by selling products to other nations. As a result of modernization China became urbanized, and industrialized. The nation also became economically stronger which made the growing nation prosper. Modernization benefited China in all aspects of a great nation. China modernization process started to begin after the Qing dynasty fell, with this the country wanted to reform which led to modernization. Modernization was a very beneficial process to china as a whole. South Africa did not benefit from the process of modernization. Modernization caused a loss of culture and society to African culture. The British came to South Africa hoping they could take over the country and modernize the country as a hole. The people of South Africa were known as the Zulus, the Zulu’s resented modernization of the British and wanted to modernize on their own. The British attempted to convert South Africans to Christianity to create modernization in the country. The Zulu’s lost the war to the British and their freedom; natives were forced to provide cheap labor to the British to make money for food. The British benefitted more from modernization then South Africans did. Modernization was not beneficial to the South Africans. Modernization was beneficial to China and was harmful to South Africa. China took years to modernize and was late in modernization but did eventually modernize and greatly befitted from it. South Africa did not benefit from modernization; they had a loss in society and culture. Modernization will always ether help a country or be harmful to the country. This will depend on how the country attempts this process as a hole and what they go off of.

The History Of Peer Tutoring :: Essays Papers

The History Of Peer Tutoring From the writer: I wrote this paper for Bobbi Kirby-Werner's Peer Consulting Practicum. The history and psychology of peer tutoring interested me because all the way through the class, I had wondered "Where did this method of learning/instruction emerge from?" The answer was of course, England. I also liked the idea that you didn't have to be a "professional" to be a peer consultant: that, in fact, the point was that you WEREN'T a professional, and because of this, it was in some instances much easier for students to relate to peer consultants. Which in turn helped them with writing. From the teacher: Brendan's text fulfilled part of the WRT 331 requirement to prepare a paper as well as a 15-minute presentation about some aspect of his experience as a peer writing consultant. In his proposal for this project, Brendan noted that his status as a peer in many cases enabled him to relate better to his clients and to have more productive sessions than he might have otherwise. This experience prompted his investigation of the history of peer consulting. The insights Brendan shared in his paper and presentation were valuable additions to the class. From the editors: The author takes you on a historical road trip into the evolution of peer tutoring. What its roots are and how far the peer tutoring system has developed in the past three hundred years are explained while the writer gives insight into a little known facet of the S.U. Writing Program: the peer consultants. History The textbook definition of peer tutoring is "a system of instruction in which learners help each other and learn (themselves) by teaching," (Goodlad and Hirst 13). Key to this definition is the word peer, meaning someone with the same or a nearly equal status as the person being tutored, who, as such, is not a professional instructor. Peer tutoring has played an important part in education and has probably existed in some incarnation since the beginning of civilization. But the first recorded use of an organized, systematic peer tutorial learning project in the Western World didn't come about until the late 1700's. Arising from school budget woes in the late 18th and early 19th centuries, peer tutoring became an effective way of giving underprivileged (at this time, sadly, only male) children a reasonable shot at an education. The first systematic approach to peer tutoring is credited to Andrew Bell, who was the superintendent of the Military Male Asylum at Egmore, in England (Goodlad et.

Individual Differences

http://www. flatworldknowledge. com/pub/1. 0/organizational-behavior/34685#web-34687 Why Individual Differences Are Important: * Individual differences have a direct effect on behavior * People who perceive things differently behave differently * People with different attitudes respond differently to directives * People with different personalities interact differently with bosses, coworkers, subordinates, and customers * Individual differences help explain: Why some people embrace change and others are fearful of it * Why some employees will be productive only if they are closely supervised, while others will be productive if they are not * Why some workers learn new tasks more effectively than others Attraction-Selection-Attrition (ASA) Cycle * Different people are attracted to different careers and organizations as a function of their own: * abilities * interests * personalities * Organizations select employees on the basis of the needs the organization has * skills and abilities individual attributes such as values and personality * Attrition occurs when: * individuals discover they do not like being part of the organization and elect to resign, or * the organization determines an individual is not succeeding and elects to terminate * Each phase of the ASA cycle is significantly influenced by the individual differences of each person The Basis for Understanding Work Behavior: * To understand individual differences a manager must: 1. observe and recognize the differences and . study relationships between variables that influence behavior Individual Differences Influencing Work Behavior: 1. Hereditary and Diversity Factors 2. Personality 3. Ability and Skills 4. Perception 5. Attitudes Diversity Factors Primary Dimensions (stable) * Age * Ethnicity * Gender * Physical attributes * Race * Sexual / affectional orientation Secondary Dimensions (changeable) * Educational background * Marital status * Religious beliefs * Health * Work experience Abilities and Skil ls Ability – a person’s talent to perform a mental or physical task * Skill – a learned talent that a person has acquired to perform a task KEY ABILITIES: 1. Mental Ability 2. Emotional Intelligence 3. Tacit Knowledge Attitudes * Are determinates of behavior because they are linked with perception, personality, feelings, and motivation * Attitude – a mental state of readiness * learned and organized through experience * exerting a specific response to people, objects, and situations with which it is related Attitudes: Implications for the Manager . Attitudes are learned 2. Attitudes define one’s predispositions toward given aspects of the world 3. Attitudes provide the emotional basis of one’s interpersonal relations and identification with others 4. Attitudes are organized and are close to the core of personality The Three (3) Components of Attitude: 1. Cognition (Beliefs and Values) – My supervisor is unfair. 2. Affect (Feelings and emotions) – I don’t like my supervisor. 3. Behavior (Intended behavior) – I’ve submitted a formal request to transfer. Cognition * What individuals know about themselves and their environment * Implies a conscious process of acquiring knowledge * Evaluative beliefs – favorable or unfavorable impressions that a person holds toward an object or person Affect * The emotional component of an attitude * Often learned from * parents * teachers * peer group members * The part of an attitude that is associated with â€Å"feeling† a certain way about a person, group, or situation Cognitive Dissonance * A discrepancy between attitudes and behaviors A mental state of anxiety * Occurs when there is a conflict among an individual’s various cognitions after a decision has been made Personality * A relatively stable set of feelings and behaviors that have been significantly formed by genetic and environmental factors * The relationship between behavior and personality is one of the most complex matters that managers have to understand * Set of characteristics that underlie a relatively stable p attern of behavior in response to ideas, objects, or people in the environment * Some Major Forces influencing Personality 1. Cultural forces 2. Social class/group membership forces 3. Hereditary forces 4. Family relationship forces PERSONALITY AND BEHAVIOR IN ORGANIZATIONS The Big Five Personality Dimensions 1. Extroversion 2. Agreeableness 3. Conscientiousness 4. Emotional Stability 5. Openness to Experience How to Identify the Big Five Personality Traits * Extraversion * An extravert is talkative, comfortable, and confident in interpersonal relationships; an introvert is more private, withdrawn and reserved. * Agreeableness An agreeable person is trusting, courteous and helpful, getting along well with others; a disagreeable person is self-serving, skeptical and tough, creating discomfort for others. * Conscientiousness * A conscientious person is dependable, organized, and focused on getting things done; a person who lacks conscientiousness is careless, impulsive, and not achievement oriented. * Emotional Stability * A person who is emotionally stable is secu re, calm, steady, and self-confident; a person lacking emotional stability is excitable, anxious, nervous, and tense. Openness to Experience * A person open to experience is broad-minded, imaginative, and open to new ideas; a person who lacks openness is narrow-minded, has few interests, and resists change. * Authoritarianism * the degree to which a person defers to authority and accepts status differences. * Machiavellianism * the degree to which someone uses power manipulatively. * Locus of control * the extent to which one believes that what happens is within one’s control. * Self-monitoring * the degree to which someone is able to adjust behavior in response to xternal factors. Emotional Intelligence (EQ) Basic Components * Self-awareness: basis for all other components, being aware of what you are feeling * Self-management: control disruptive or harmful emotions and balance one’s moods so they do not cloud thinking * Social awareness: understand others and practic e empathy * Relationship awareness: connect to others, build positive relationships, respond to emotions of others, and influence others Locus of Control * Locus of control of individuals – Determines the degree to which they believe their behaviors influence what happens to them * Internals – believe they are masters of their own fate * Externals – believe they are helpless pawns of fate, success is due to luck or ease of task * Tendency to place primary responsibility for one’s success or failure either within oneself (internally) or on outside forces (externally) * Internal locus of control- your actions influence what happens to you * External locus of control- represents pawns of fate Self-Efficacy Feelings of self-efficacy have managerial and organizational implications: * Selection decisions * Training programs * Goal setting and performance Behaviors Influenced by Personality Authoritarianism = belief that power and status differences should exist within the organization * Machiavellianism = tendency to direct much of one’s behavior toward the acquisition of power and the manipulation of other people for personal gain Individual Differences: Values and Personality ————————————————- LEARNING OBJECTIVES . Understand what values are. 2. Describe the link between values and individual behavior. 3. Identify the major personality traits that are relevant to organizational behavior. 4. Explain the link between personality, work behavior, and work attitudes. 5. Explain the potential pitfalls of personality testing. Values Values  refer to stable life goals that people have, reflecting what is most important to them. Values are established throughout one’s life as a result of the accumulating life experiences and tend to be relatively stable. 138]  The values that are important to people tend to affect the types of decisions they make, how they perceive their environment, and their actual behaviors. Moreover, people are more likely to accept job offers when the company possesses the values people care about. [139]  Value attainment is one reason why people stay in a company, and when an organization does not help them attain their values, they are more likely to decide to leave if they are dissatisfied with the job itself. [140] What are the values people care about? There are many typologies of values. One of the most established surveys to assess individual values is the Rokeach Value Survey. [141]  This survey lists 18 terminal and 18 instrumental values in alphabetical order. Terminal values  refer to end states people desire in life, such as leading a prosperous life and a world at peace. Instrumental values  deal with views on acceptable modes of conduct, such as being honest and ethical, and being ambitious. According to Rokeach, values are arranged in hierarchical fashion. In other words, an accurate way of assessing someone’s values is to ask them to rank the 36 values in order of importance. By comparing these values, people develop a sense of which value can be sacrificed to achieve the other, and the individual priority of each value emerges. Where do values come from? Research indicates that they are shaped early in life and show stability over the course of a lifetime. Early family experiences are important influences over the dominant values. People who were raised in families with low socioeconomic status and those who experienced restrictive parenting often display conformity values when they are adults, while those who were raised by parents who were cold toward their children would likely alue and desire security. [142] Values of a generation also change and evolve in response to the historical context that the generation grows up in. Research comparing the values of different generations resulted in interesting findings. For example, Generation Xers (those born between the mid-1960s and 1980s) are more individualistic and are interested in working toward organi zational goals so long as they coincide with their personal goals. This group, compared to the baby boomers (born between the 1940s and 1960s), is also less likely to see work as central to their life and more likely to desire a quick promotion. 143] Values will affect the choices people make. For example, someone who has a strong stimulation orientation may pursue extreme sports and be drawn to risky business ventures with a high potential for payoff. The values a person holds will affect his or her employment. For example, someone who has an orientation toward strong stimulation may pursue extreme sports and select an occupation that involves fast action and high risk, such as fire fighter, police officer, or emergency medical doctor. Someone who has a drive for achievement may more readily act as an entrepreneur. Moreover, whether individuals will be satisfied at a given job may depend on whether the job provides a way to satisfy their dominant values. Therefore, understanding employees at work requires understanding the value orientations of employees. Personality Personality  encompasses the relatively stable feelings, thoughts, and behavioral patterns a person has. Our personality differentiates us from other people, and understanding someone’s personality gives us clues about how that person is likely to act and feel in a variety of situations. In order to effectively manage organizational behavior, an understanding of different employees’ personalities is helpful. Having this knowledge is also useful for placing people in jobs and organizations. If personality is stable, does this mean that it does not change? You probably remember how you have changed and evolved as a result of your own life experiences, attention you received in early childhood, the style of parenting you were exposed to, successes and failures you had in high school, and other life events. In fact, our personality changes over long periods of time. For example, we tend to become more socially dominant, more conscientious (organized and dependable), and more emotionally stable between the ages of 20 and 40, whereas openness to new experiences may begin to decline during this same time. [144]  In other words, even though we treat personality as relatively stable, changes occur. Moreover, even in childhood, our personality shapes who we are and has lasting consequences for us. For example, studies show that part of our career success and job satisfaction later in life can be explained by our childhood personality. 145] Is our behavior in organizations dependent on our personality? To some extent, yes, and to some extent, no. While we will discuss the effects of personality for employee behavior, you must remember that the relationships we describe are modest correlations. For example, having a sociable and outgoing personality may encourage people to seek friends and prefer social situations. This does not mean that their person ality will immediately affect their work behavior. At work, we have a job to do and a role to perform. Therefore, our behavior may be more strongly affected by what is expected of us, as opposed to how we want to behave. When people have a lot of freedom at work, their personality will become a stronger influence over their behavior. [146] Big Five Personality Traits How many personality traits are there? How do we even know? In every language, there are many words describing a person’s personality. In fact, in the English language, more than 15,000 words describing personality have been identified. When researchers analyzed the terms describing personality characteristics, they realized that there were many words that were pointing to each dimension of personality. When these words were grouped, five dimensions seemed to emerge that explain a lot of the variation in our personalities. [147]  Keep in mind that these five are not necessarily the only traits out there. There are other, specific traits that represent dimensions not captured by the Big Five. Still, understanding the main five traits gives us a good start for describing personality. A summary of the Big Five traits is presented in  Figure  3. , â€Å"Big Five Personality Traits†. Openness  is the degree to which a person is curious, original, intellectual, creative, and open to new ideas. People high in openness seem to thrive in situations that require being flexible and learning new things. They are highly motivated to learn new skills, and they do well in training settings. [148]  They also have a n advantage when they enter into a new organization. Their open-mindedness leads them to seek a lot of information and feedback about how they are doing and to build relationships, which leads to quicker adjustment to the new job. 149]When supported, they tend to be creative. [150]  Open people are highly adaptable to change, and teams that experience unforeseen changes in their tasks do well if they are populated with people high in openness. [151]  Compared to people low in openness, they are also more likely to start their own business. [152] Conscientiousness  refers to the degree to which a person is organized, systematic, punctual, achievement oriented, and dependable. Conscientiousness is the one personality trait that uniformly predicts how high a person’s performance will be, across a variety of occupations and jobs. 153]  In fact, conscientiousness is the trait most desired by recruiters and results in the most success in interviews. [154]  This is not a s urprise, because in addition to their high performance, conscientious people have higher levels of motivation to perform, lower levels of turnover, lower levels of absenteeism, and higher levels of safety performance at work. [155]One’s conscientiousness is related to career success and being satisfied with one’s career over time. [156]  Finally, it seems that conscientiousness is a good trait to have for entrepreneurs. Highly conscientious people are more likely to start their own business compared to those who are not conscientious, and their firms have longer survival rates. [157] Extraversion  is the degree to which a person is outgoing, talkative, and sociable, and enjoys being in social situations. One of the established findings is that they tend to be effective in jobs involving sales. [158]  Moreover, they tend to be effective as managers and they demonstrate inspirational leadership behaviors. [159]  Extraverts do well in social situations, and as a result they tend to be effective in job interviews. Part of their success comes from how they prepare for the job interview, as they are likely to use their social network. [160]  Extraverts have an easier time than introverts when adjusting to a new job. They actively seek information and feedback, and build effective relationships, which helps with their adjustment. [161]Interestingly, extraverts are also found to be happier at work, which may be because of the relationships they build with the people around them and their relative ease in adjusting to a new job. 162]  However, they do not necessarily perform well in all jobs, and jobs depriving them of social interaction may be a poor fit. Moreover, they are not necessarily model employees. For example, they tend to have higher levels of absenteeism at work, potentially because they may miss work to hang out with or attend to the needs of their friends. [163] Agreeableness  is the degree to which a person is nice, tolerant, sensitive, trusting, kind, and warm. In other words, people who are high in agreeableness are likeable people who get along with others. Not surprisingly, agreeable people help others at work consistently, and this helping behavior is not dependent on being in a good mood. [164]  They are also less likely to retaliate when other people treat them unfairly. [165]  This may reflect their ability to show empathy and give people the benefit of the doubt. Agreeable people may be a valuable addition to their teams and may be effective leaders because they create a fair environment when they are in leadership positions. [166]  At the other end of the spectrum, people low in agreeableness are less likely to show these positive behaviors. Moreover, people who are not agreeable are shown to quit their jobs unexpectedly, perhaps in response to a conflict they engage with a boss or a peer. [167]  If agreeable people are so nice, does this mean that we should only look for agreeable people when hiring? Some jobs may actually be a better fit for someone with a low level of agreeableness. Think about it: When hiring a lawyer, would you prefer a kind and gentle person, or a pit bull? Also, high agreeableness has a downside: Agreeable people are less likely to engage in constructive and change-oriented communication. 168]  Disagreeing with the status quo may create conflict and agreeable people will likely avoid creating such conflict, missing an opportunity for constructive change. Neuroticism  refers to the degree to which a person is anxious, irritable, aggressive, temperamental, and moody. These people have a tendency to have emotional adjustment problems and experience stress and depression on a habitual basis. Peo ple very high in neuroticism experience a number of problems at work. For example, they are less likely to be someone people go to for advice and friendship. 169]  In other words, they may experience relationship difficulties. They tend to be habitually unhappy in their jobs and report high intentions to leave, but they do not necessarily actually leave their jobs. [170]  Being high in neuroticism seems to be harmful to one’s career, as they have lower levels of career success (measured with income and occupational status achieved in one’s career). Finally, if they achieve managerial jobs, they tend to create an unfair climate at work. [171] Myers-Briggs Type Indicator Aside from the Big Five personality traits, perhaps the most well-known and most often used personality assessment is the Myers-Briggs Type Indicator (MBTI). Unlike the Big Five, which assesses traits, MBTI measures types. Assessments of the Big Five do not classify people as neurotic or extravert: It is all a matter of degrees. MBTI on the other hand, classifies people as one of 16 types. [172]  In MBTI, people are grouped using four dimensions. Based on how a person is classified on these four dimensions, it is possible to talk about 16 unique personality types, such as ESTJ and ISTP. MBTI was developed in 1943 by a mother–daughter team, Isabel Myers and Katherine Cook Briggs. Its objective at the time was to aid World War II veterans in identifying the occupation that would suit their personalities. Since that time, MBTI has become immensely popular, and according to one estimate, around 2. 5 million people take the test annually. The survey is criticized because it relies on types as opposed to traits, but organizations who use the survey find it very useful for training and team-building purposes. More than eighty of the  Fortune  100 companies used Myers-Briggs tests in some form. One distinguishing characteristic of this test is that it is explicitly designed for learning, not for employee selection purposes. In fact, the Myers & Briggs Foundation has strict guidelines against the use of the test for employee selection. Instead, the test is used to provide mutual understanding within the team and to gain a better understanding of the working styles of team members. [173] Positive and Negative Affectivity You may have noticed that behavior is also a function of moods. When people are in a good mood, they may be more cooperative, smile more, and act friendly. When these same people are in a bad mood, they may have a tendency to be picky, irritable, and less tolerant of different opinions. Yet, some people seem to be in a good mood most of the time, and others seem to be in a bad mood most of the time regardless of what is actually going on in their lives. This distinction is manifested by positive and negative affectivity traits. Positive affective people  experience positive moods more frequently, whereas  negative affective peopleexperience negative moods with greater frequency. Negative affective people focus on the â€Å"glass half empty† and experience more anxiety and nervousness. [174]  Positive affective people tend to be happier at work,[175]  and their happiness spreads to the rest of the work environment. As may be expected, this personality trait sets the tone in the work atmosphere. When a team comprises mostly negative affective people, there tend to be fewer instances of helping and cooperation. Teams dominated by positive affective people experience lower levels of absenteeism. 176]  When people with a lot of power are also high in positive affectivity, the work environment is affected in a positive manner and can lead to greater levels of cooperation and finding mutually agreeable solutions to problems. [177] Self-Monitoring Self-monitoring  refers to the extent to which a person is capable of monitoring his or her actions and appearance in social situations. In other words, people who are social monitors are social chameleons w ho understand what the situation demands and act accordingly, while low social monitors tend to act the way they feel. 178]  High social monitors are sensitive to the types of behaviors the social environment expects from them. Their greater ability to modify their behavior according to the demands of the situation and to manage their impressions effectively is a great advantage for them. [179]  In general, they tend to be more successful in their careers. They are more likely to get cross-company promotions, and even when they stay with one company, they are more likely to advance. [180]  Social monitors also become the â€Å"go to† person in their company and they enjoy central positions in their social networks. 181]  They are rated as higher performers, and emerge as leaders. [182]  While they are effective in influencing other people and get things done by managing their impressions, this personality trait has some challenges that need to be addressed. First, w hen evaluating the performance of other employees, they tend to be less accurate. It seems that while trying to manage their impressions, they may avoid giving accurate feedback to their subordinates to avoid confrontations. [183]  This tendency may create problems for them if they are managers. Second, high social monitors tend to experience higher levels of tress, probably caused by behaving in ways that conflict with their true feelings. In situations that demand positive emotions, they may act happy although they are not feeling happy, which puts an emotional burden on them. Finally, high social monitors tend to be less committed to their companies. They may see their jobs as a stepping-stone for greater things, which may prevent them from forming strong attachments and loyalty to their current employer. [184] Proactive Personality Proactive personality  refers to a person’s inclination to fix what is perceived as wrong, change the status quo, and use initiative to so lve problems. Instead of waiting to be told what to do, proactive people take action to initiate meaningful change and remove the obstacles they face along the way. In general, having a proactive personality has a number of advantages for these people. For example, they tend to be more successful in their job searches. [185]  They are also more successful over the course of their careers, because they use initiative and acquire greater understanding of the politics within the organization. [186]  Proactive people are valuable assets to their companies because they may have higher levels of performance. 187]They adjust to their new jobs quickly because they understand the political environment better and often make friends more quickly. [188]  Proactive people are eager to learn and engage in many developmental activities to improve their skills. [189]  Despite all their potential, under some circumstances a proactive personality may be a liability for an individual or an organization. Imag ine a person who is proactive but is perceived as being too pushy, trying to change things other people are not willing to let go, or using their initiative to make decisions that do not serve a company’s best interests. Research shows that the success of proactive people depends on their understanding of a company’s core values, their ability and skills to perform their jobs, and their ability to assess situational demands correctly. [190] Self-Esteem Self-esteem  is the degree to which a person has overall positive feelings about his or herself. People with high self-esteem view themselves in a positive light, are confident, and respect themselves. On the other hand, people with low self-esteem experience high levels of self-doubt and uestion their self-worth. High self-esteem is related to higher levels of satisfaction with one’s job and higher levels of performance on the job. [191]  People with low self-esteem are attracted to situations in which they will be relatively invisible, such as large companies. [192]Managing employees with low self-esteem may be challenging at times, because negative feedback given with the intention to improve performance may be viewed as a judgment on their worth as an employee. Therefore, effectively managing employees with relatively low self-esteem requires tact and providing lots of positive feedback when discussing performance incidents. Self-Efficacy Self-efficacy  is a belief that one can perform a specific task successfully. Research shows that the belief that we can do something is a good predictor of whether we can actually do it. Self-efficacy is different from other personality traits in that it is job specific. You may have high self-efficacy in being successful academically, but low self-efficacy in relation to your ability to fix your car. At the same time, people have a certain level of generalized self-efficacy and they have the belief that whatever task or hobby they tackle, they are likely to be successful in it. Research shows that self-efficacy at work is related to job performance. [193]  This relationship is probably a result of people with high self-efficacy setting higher goals for themselves and being more committed to these goals, whereas people with low self-efficacy tend to procrastinate. [194]  Academic self-efficacy is a good predictor of your GPA, whether you persist in your studies, or drop out of college. 195] Is there a way of increasing employees’ self-efficacy? Hiring people who are capable of performing their tasks and training people to increase their self-efficacy may be effective. Some people may also respond well to verbal encouragement. By showing that you believe they can be successful and effectively playing the role of a cheerleader, you may be able to increase self-efficacy. G iving people opportunities to test their skills so that they can see what they are capable of doing (or empowering them) is also a good way of increasing self-efficacy. 196] Locus of Control Locus of control deals with the degree to which people feel accountable for their own behaviors. Individuals with high  internal locus of control  believe that they control their own destiny and what happens to them is their own doing, while those with high  external locus of control  feel that things happen to them because of other people, luck, or a powerful being. Internals feel greater control over their own lives and therefore they act in ways that will increase their chances of success. For example, they take the initiative to start mentor-protege relationships. They are more involved with their jobs. They demonstrate higher levels of motivation and have more positive experiences at work. [197]  Interestingly, internal locus is also related to one’s subjective well-being and happiness in life, while being high in external locus is related to a higher rate of depression. [198]  The connection between internal locus of control and health is interesting, but perhaps not surprising. In fact, one study showed that having internal locus of control at the age of ten was related to a number of health outcomes, such as lower obesity and lower blood pressure later in life. [199]  It is possible that internals take more responsibility for their health and adopt healthier habits, while externals may see less of a connection between how they live and their health. Internals thrive in contexts in which they have the ability to influence their own behavior. Successful entrepreneurs tend to have high levels of internal locus of control. [200] Key point: Values and personality traits are two dimensions on which people differ. Values are stable life goals. When seeking jobs, employees are more likely to accept a job that provides opportunities for value attainment, and they are more likely to remain in situations that satisfy their values. Personality comprises the stable feelings, thoughts, and behavioral patterns people have. The Big Five personality traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism) are important traits that seem to be stable and can be generalized to other cultures. Other important traits for work behavior include self-efficacy, self-esteem, social monitoring, proactive personality, positive and negative affectivity, and locus of control. It is important to remember that a person’s behavior depends on the match between the person and the situation. While personality is a strong influence on job attitudes, its relation to job performance is weaker. Some companies use personality testing to screen out candidates. This method has certain limitations, and companies using personality tests

Success In Modern Bodybuilding EPQ Project Report

Female bodybuilding has risen in popularity, but due to a lack of research and the small size of this project, only male competitors will be addressed. The purpose of this project is to provide readers with the details on what they can do to become a successful bodybuilder. Due to personal interest in the sport the hope is to expand personal knowledge and to share this. My opinion on the research is distinguished in the text; it is presented in italics so it stands out. Readers should be open-minded and draw their own conclusions, as bodybuilding is subjective and there are many debates, it is p to individuals to understand themselves.Former BIBB Pro bodybuilder Ronnie Coleman (pictured above) 1 Diet – A bodybuilders diet stimulates muscle grog. N/the and recovery. Typically, bodybuilders take in frequent meals in small portions to constantly feed muscles. Jay Cutler recommends â€Å"eight meals a day' but sometimes he would have more. The following sections will focus on off -season bodybuilding. Protein: â€Å"Protein is extremely essential†¦ † 3 This phrase sums up the popular view on protein. It's been shown protein enhances the body ability to send vital muscle-building nutrients to damaged muscles.This process helps muscles recover and grow. Leman et al. (1992) recommends 0. Egg/Bib. Of protein per day based on a study where no contrasts in muscle mass were present in subjects on 0. Egg/lb. Or 1. Egg/lb. 4 over a 4-week period. The figures are debated with some bodybuilders taking up to g/Bib. But realistically that is an unnecessary amount and the studies are inevitably correct. Carbohydrates: Charles Lambert found anyone in bodybuilding should have around 55-60% of his or her diet as carbohydrates (carobs). 5 This is because carobs are our main source of energy.The body breaks carobs down so that they can be used or energy. Therefore, they prove as key for workouts and putting on mass due to the filling quality. Within the bodybuildin g community it's widely agreed that carobs should be the highest consumed encountering in the diet. Absentmindedness recommends that egg over bodyweight in pounds of clean carobs should be taken in per day 6 this would include foods such as brown rice, which is considered a ‘good crab'. Bodybuilders steer clear of ‘bad carobs' which consist of foods such as white bread, which the body digests quickly.The original terms are complex and simple carobs. It's impossible to agrees that good carobs' are better, but having a diet full of them is a step too far, occasionally have a few ‘bad carobs'. Bodybuilding encourages everything in moderation. Fats: â€Å"In order to gain mass†¦ You need to be in a caloric surplus†. 7 Fats are argued to be essential to bodybuilders. As the quote says, you must eat more than what is needed to gain muscle. Fats help our body function and contain nine calories per gram. So, they give plenty of calories, and ensure the body can carry out the processes for muscle growth.The ‘Men's health natural bodybuilding Bible' 8 states the key fats to incorporate into a diet are mega-3 and omega-6, as they are most vital in body functions, as well as helping joints. 9 Other foods: â€Å"Steady water intake keeps nutrients moving in your bloodstream and into muscle cells. † 10 Within bodybuilding it is vital to keep hydrated because, as shown by the quote it promotes growth. Muscles feed upon nutrients to grow and recover. Therefore, water enhances this process and allows for greater muscle growth. ‘Obsolescing. Com' recommends that bodybuilders take in 1-2 gallons of water per day. 1 But, don't drink too much; flooding your cells is dangerous. A part of bodybuilding nutrition is also vitamins and minerals. Many agree that the addition of such microinstructions are essential for making progress and figures like Ronnie Coleman (Appendix 3) have created their own brand of multivitamins and minerals. Th ey certainly aren't essential; people like Coleman who have retired have best interests in profit. If you can afford them, then its good, but foods are just as good. 12 Overall, its clear nutrition is one of the most important factors in attaining success.Whilst the intake of microinstructions in terms of amount is often debated, there is no doubt that as a whole, bodybuilding success is largely reliant on nutrition. A lot of people consider nutrition as a difficult topic. Facts are that it's not, just get enough protein in your diet, add plenty of good carobs and occasionally have some fats. Rest – Sleep: It's been shown whilst we sleep, we enter our greatest anabolic state. Human growth hormone is released at the fastest rate whilst sleeping. Thus, it is the best time for muscle to grow and repair. It is one of the only times that muscle can grow as it is rare we enter an anabolic state.Dry. Felicia Stoles states, â€Å"You give your body the chance to repair, recharge, an d regret†¦ † 13 So sleep is the only way we can build substantial amounts of muscle. The same argument follows that if sleep allows for the longest anabolic State, then one should utilities that Breed Bernstein recommends 7-8 hours sleep for the average person, but to also have short naps where possible and extend sleep. 14 In reality you probably get less than the recommended hours because of school, work or other things in your life. So don't feel you must get exactly eight hours, just have little naps for sleep that you miss.Rest between workouts: Rest is also taken between workouts. When working out muscle fibers break down and this can cause delayed onset muscle soreness (DOOMS). Our bodies ill use nutrients to repair muscles, which in turn causes groom as they are repaired bigger. But muscles need time to fully recover before they can be efficiently worked again. ‘Cobol 961' recommends that after two years of being in the gym, you should only be training each muscle type once a week intensely. He adds anyone under this can target muscles two to three times a week less intensely. 5 Bodybuilders usually train six times a week and use one day as a rest day as muscles can be targeted sufficiently, but also have the chance to recover. Whilst it's hard to disagree with Scoops, bear in mind even if your muscles are a little sore you can still train them lightly. An interpretation of ‘Cobol 961 ‘s advice -? presented in graph form showing progress is made within the gym up to a certain point. Pictured above 16 Rest between sets: During a workout rest is needed between sets and this can influence the muscle gained. The common goal of a bodybuilder is to build muscle, and when they are cutting it's to burn fat.So, the common view held by participants within the sport is that 60-90 seconds break is optimal. For example, Phil Heath (Appendix 4) states rest periods should be between one ND three minutes depending on the intensity of the p revious set. 17 Anything above this is geared towards strength as mechanical tension suffers. But if a bodybuilder is cutting they may shorten these rest periods to as low as 30-45 seconds. 18 However, recent research by fitness experts within the field have made changes to several views. Brad Schoenberg and Men Homelands reviewed many studies that focused on rest intervals between working sets.They concluded â€Å"you can self-select a rest period that allows you to exert the needed effort into your next set without compromising hypertrophied results. 19 1 would go the research here; there are very few people who actually count the seconds between sets. Rest is a big debating point in bodybuilding and a lot of research has gone into the topic. In my opinion, you need the correct rest. Sleep is vital; overstraining is a problem one must avoid, and rest between sets must be made appropriate for the individual. I agree with Antonio De Carnival in the belief that rest is one of the ke y factors for success in bodybuilding.

Federal Government Expansion of Authority Essays

Federal Government Expansion of Authority Essays Federal Government Expansion of Authority Paper Federal Government Expansion of Authority Paper Essay Topic: Leviathan Introduction The role of the institution has grown tremendously over the centuries ever since the founders of the United States desired a Federal Government with limited powers whose aim was primarily concerned with promoting the civil liberty of the Americans. According to Savage (2008), during the reign of George Washington, the federal bureaucracy had only three cabinet departments; however, the federal government has since grown not only to more than eight cabinet departments, but also with other numerous bureaus, agencies, government authorities, administrations, and corporations. Between the periods of independence and the civil war, the federal government performed limited duties with regards to the daily lives of the American people. During these early decades of our nationhood, the state, and local governments were known to exercise more autonomy and were more prominent in the daily lives of American people than they are today. The decline in the autonomy and prominence of the state and local government has been due to the progressive and rapid expansion of the federal government over the centuries. The expansion of the Federal Government is particularly clearly in the events surrounding the ‘Civil war, Reconstruction, the Progressive Era, the Great Depression, and the Civil Rights era’. As this paper will demonstrate, the expansion of the Federal Authority was unprecedented but has been continuously prompted by the increasing need to guarantee economic and social welfare apart from promoting civil liberty of the citizens. One of the single most important events that marked the beginning of the expansion of the federal government over the local and state government was the Civil War. It is important to note that the declaration of the Civil war was made by President Abraham Lincoln against the constitutional requirement that a formal declaration be sanctioned by Congress. Prompted by the urgency to stop the Confederate offensives at Fort Sumter in South Carolina, the president went beyond his powers to sanction a war in order to protect his people and stop the impending crisis (Hummel, 1996). : Having seen the impeding crisis (as he later told Congress), President Lincoln dramatically expanded the Union’s navy and army, blockaded the Southern ports, spent money without Congress’ appropriation, and arrested Northerners considered sympathizers of the Confederate (Savage, 2008). All these powers were far beyond what was stipulated in the constitution as far as presidential powers were concerned. Being aware of his excesses, the President justified his actions by arguing that he acted to protect the political, social, and economic sovereignty of the Union that was under threat of the Confederate government. Thus, he asked the congress to retroactively sanction his actions which Congress did (Hummel, 1996). Although, the overriding motive of the war was to protect the Union and to incorporate the southerners into the Union (Hummel, 1996), the actions of the President marked the beginning of the expansion of the federal authority as was seen later in subsequent governments. The Civil War was also important in a number of ways as far as expansion of the federal authority was concerned. For instance, it was after the civil war that the growth of interest groups within the federal government was seen According to Hummel (1996), the Civil War not only brought new and more powers to the U. S. Federal Government, but also laid the foundation for the increased rise and influence of the interest groups in the national politics. Hummel (1996) notes that war veterans were the first interest group to benefit from the increased powers of the Federal Government. The group systematically raided the U. S. Treasury with the help of the Federal Government officials. Originally, only those veterans that had been injured in wars were paid pension dues by the Union and were required to claim their benefits within five years. For instance, the veterans’ total pay amounted to $286 million in 1870 which should not have been paid. However, by 1890, the total amount had risen to more than $1,500 million and since the Republicans dominated the Federal Government and looked to this group for political support, the pension laws were greatly liberalized so as to include Union veterans who participated in the Civil War (Holcombe, 1996). From this point on, the influence of the interest groups has been great within the political circles of the occupants of the white house. Another example of the increasing expansion of the Federal Government was evident in the passage of the Antitrust Act. Prior to the enactment of the Antitrust Laws in 1890, the Federal Government had created the Interstate Commerce Commission in 1887 that was supposed to curtail the autonomy of the local and state governments in supervising businesses (Holcombe, 1996). While these two laws were important in the Federal Government’s increased involvement in the daily lives of the American people, perhaps it was Sherman Antitrust Act of 1890 that clearly demonstrated the increasing expansion of the federal authority in an unprecedented way. The enactment of the Antitrust Act was prompted by the need to protect the public from the exploitation of businesses and business owners. In other words, through the Antitrust Act, the Federal Government hoped that it would limit the economic powers enjoyed by businesses. While the enforcement of the laws may have taken a little longer (Holcombe, 1996), the passage of the law in itself was a pointer that the Federal Government was keen on increasing its authority on various sectors of our lives. In the first two decades, after the passage of the Antitrust Act, only 61 cases related to violation of the antitrust laws were heard. However, increased enforcement in subsequent decades saw an increase in the number of cases brought forward. For instance, more than 130 cases were heard between 1910 and 1919 while about 125 were reported in the following decade. The decrease in the number of reported cases in 1920s was as a result of increased enforcement by the Federal Government and prompted most business to be more cautious (Holcombe, 1996). According to Higgs (1987), the Federal Government increased the scope of the antitrust laws in the 1920s which resulted into more cases that were previously not considered as violation of the law. Through this increased expansion of the antitrust laws and enforcement, the Federal Government was able to expand its authority over businesses as well as its prominence in the daily lives of the American people. After the configuration of the Interstate Commerce Commission in 1887 and the ratification of the Sherman Antitrust Act during 1890, the expansion of the federal authority continued at the turn of the century immediately at the beginning of the Progressive era. The Federal Government’s resolve to increase its foothold on social and economic welfare of its citizen did not stop but continued into the new era. For instance, during the Progressive era, the Federal Government oversaw the configuration of the Food and Drug Administration (FDA) during 1906 and subsequently, the creation of the Federal Reserve and the Federal Trade Commission in 1913 and 1914 respectively (McDonald, 1994). With these landmark developments, the Federal government was intent on not only protect the individual rights as was envisaged by the founders, but also keen on looking after the economic and social welfare of the American people. This was more evident in the second phase of the progressive era following the interruption of World War I. The growth of the federal authority was exponential in the last years of the progressive era. For instance, after the nationalization of the railroads as well as regulation of the waterborne shipping, the Federal Government created more agencies and department to protect the social and economic sectors of its citizens (Holcombe, 1996). This was more demonstrated by the formation of the U. S. Food Administration in 1917, which was tasked with regulating the food industry including agriculture, production, distribution, and sale foods in the United States. Similar controls were extended to fuel production, distribution and sale and later to the entire economy (Higgs, 1987). The discussion of progressive era is not complete without mentioning the changes in the political landscape during the era. The Progressive era saw the introduction of women suffrage and direct election of US senators. It was during this era that the Federal Government alongside other organizations who expanded the freedom in political participation in the United States. While it can be argued that most of the changes during the Progressive Era, especially in the political sector, could have been as a result of the progressive movements, the successful implementation of these changes was due to the willingness of the Federal Government to increase its power and influence on the daily lives of its people. Perhaps the most important event that demonstrated the resolve of the Federal Government to continue expanding its powers and authority was the Great Depression of early 1930s. Driven by the unprecedented economic crisis, President Franklin Roosevelt created a number of agencies under the New Deal. While some of these agencies did not last long enough, a good number has remained to date and continue to influence the daily lives of the American people (McDonald, 1994). Some of these agencies include: the Securities and Exchange Commission (SEC), the Federal Trade Commission (FTC), the Social Security Administration (SSA), the Federal Deposit Insurance Corporation (FDIC), and the Tennessee Valley Authority (TVA). It is worth noting that it was out of the programs of these agencies that the concept of the welfare state was born (McDonald, 1994). Under the concept, the Federal Government assumed the main role of looking after the well-being of the American people. Prior to this development, the local and state authorities played the major role of promoting the social and economic welfare of the people. It was after the great depression that the Federal Government underwent a considerable expansion and reorganization. The New Deal was initiated by President Roosevelt’s administration in response to the lasting impact of 1929 Great Depression (Savage, 2008). Supported by Congress, the legislation was significant in the continued expansion of the Federal Government. For instance, the New Deal took away powers that were until now exercised by the local and state governments and gave them to the agencies under the supervision of the Federal Government. The agencies were also immune from the Congressional oversight (McDonald, 1994). This single piece of legislation was important in strengthening the Federal Government’s foothold on controlling the affairs of the citizens. Significantly, the undertones of the New Deal were replicated in the subsequent administrations and the expansion continued through reorganization of the responsibilities of the Federal Government over its people. The ideas sowed during the New Deal but were later seen in the 1960s during the reign of President Lyndon Johnson. Using the New Deal’s ideals, President Johnson coined the term Great Society under which new agencies and programs were created to improve the welfare state. For example, he started the Head Start, the Office of Economic Opportunity, Medicare and Job Corps programs. Like the New Deal’s programs, some of the programs that were created in the 1960s have become part of the bureaucracy of the Federal Government (Higgs, 1987). It is also important to note that the ideas of the New Deal on the role of the Federal Government in providing for the needs of its people continued even after the 1960s as was evident in the President Nixon’s administration (McDonald, 1994). Conclusion There is no doubt that the Unites States Federal Government has undergone through expansion and reorganization over the centuries and decades since it was formed by our founding fathers. Today, the Federal Government has been responsible for protecting the civil liberties of its citizens as was envisioned by the founders and expanding its roles to include seeing into the needs of the American people. Most of the expanded roles and responsibilities enjoyed today by the current administrations are owed to the vigorous initiatives and programs adopted by the Federal Governments in the 19th and 20th centuries. This expansion and reorganization of roles and responsibility have been prompted by particular events in the history of our nation. Additionally, in order to show responsible leadership, the incumbents of the White House have always gone beyond their mandates and prerogatives to steer the country out of one crisis after another. It is therefore important to note that while the expansion of the Federal Government has always come at the expense of the autonomy and prominence of the local and state governments, the Federal Government has always acted to fill the void created by the failures of the local and state governments. Hence, the Federal Government has contributed largely and has revolutionized considerably the lives of the American people. References Higgs, R. (1987). Crisis and Leviathan: Critical episodes in the growth of American government. New York: Oxford University Press. Holcombe, R. G. (1996). The Growth of the Federal Government in the 1920s. Cato Journal, 16 (2), 175-199. Hummel, J. R. (1996). Emancipating slaves, enslaving free men: A history of the American Civil War. Chicago: Open Court Press. McDonald, F. (1994). The American presidency. Kansas: University Press of Kansas. Savage, C. (2008). Takeover: The return of the imperial presidency and the subversion of American democracy. Boston: Back Bay Books.

The Effect of World War II on African-Americans and Japenese-Americans Essays

The Effect of World War II on African-Americans and Japenese-Americans Essays The Effect of World War II on African-Americans and Japenese-Americans Essay The Effect of World War II on African-Americans and Japenese-Americans Essay World War II and the Effects on African-Americans and Japenese-Americans It really is not a outstanding statement to say the World War II affected many American lives.How could an all encompassing war not affect every person in America?The extent to which the war influenced the lives of the African-American and the Japenese-American races can be argued to be far greater than many others.The African-Americans basis for the civil rights movement was a result of the progress made within the war effort, and the treatment of Japenese-Americans during the war made many challenge the purpose of Americans even being in the war. Many traditional patterns of life were challenged during the war, and many barriers to racial equality wavered or fell.For many it was hard to over look the similarities between anti-Semitism in Germany and racial discrimination in America.Many civil rights leaders saw this as an opportunity to open Americas eyes to the injustices right here in America.They began a Double V campaign, victory over Nazism abroad and victory over racism and inequality at home. (Henretta, 843) Even before America became actively involved in the war, many blacks were employed under the government.Leaders of the black race began to demand that the government require integration from defense contractors.When the government refused, a black union began to plan a March on Washington in the summer of 1941.Fearing the embarrassment of a public protest and even more, disruption of war preparations, Roosevelt gave in.In exchange for a cancellation of the march, Roosevelt issued Executive Order 8802.This prevented discrimination by employment of defense industries or government due to race, creed, color, or national origin. (Henretta, 844)The Fair Employment Practices Committee was created to oversee these practices.This was a major step for the

Article Reviews for Theory and Practice of Mediation

Reviews for Theory and Practice of Mediation - Article Example They also gave their insights on its effectiveness & their views on the future of the Cape Cod National Seashore. The strength of this article is how organized it is. The paper has headings and subheadings for each aspect they talked about. Even a person new to the process of mediation will be able to understand this article. The simplicity of the vocabularies used also helped in this regard. The only problem I see in the article is how lengthy it is. Certainly, the descriptions and organization in the writing helped in understanding it. However, because the whole article, excluding the annexes & bibliography, is 15 pages long, a reader may lose interest in the middle of, maybe, A Historical Perspective. Personally, I don’t think this part is even helpful in explaining the value of conflict assessment to stakeholders. This article also presents the results of a research. However, unlike the first one which centered on the process of negotiation, this paper focuses on the parties involved in the conflict. Attention is focused on how the level of information mediator’s have on the issue affects the disputants’ perceptions & behaviors. Instead of an actual situation, this research is based on experiments with variations on the mediator’s recommendations and the information given to disputants representing how much mediators knew about the disputants’ needs and interests. The introduction explains: a) the mediation process, b) the relation between the mediator’s credibility & their level of insight on the dispute, and c) the hypotheses to be tested. It goes on to describe the different elements of the experiment & the results. The paper also gives the writer’s recommendations on similar future researches. For the discussion and concluding part, the article ex plains why peer mediation, such as someone in the company

CHAP13EX Essay Example | Topics and Well Written Essays - 1000 words

CHAP13EX - Essay Example During November, the first month of the company’s fiscal year, $173,250 of manufacturing overhead was applied to Work in process Inventory using the predetermined overhead application rate of $15 per direct labor hour. Staley Toy co. makes toy flutes. Two manufacturing overhead application bases are used; some overhead is applied on the basis of machine hours at the rate of $7.50 per machine hour, and the balance of the overhead is applied at the rate of 200% of direct labor cost. Precision Numbers, Inc. manufactures pocket calculators. Cost incurred in making 25,000 calculators in April included $85,000 of fixed manufacturing overhead. The total absorption cost per calculator was $12.50. b. The ending inventory of pocket calculators was 1,850 units higher at the end of the month than at the beginning of the month. By how much and in what direction (higher or lower) would operating income for the month of April be different under variable costing than under absorption costing? The operating profit under variable costing would be lower by an amount of $6290 ($23125 – 16835) as compared to absorption costing profit because in variable costing the closing inventory is valued at variable cost only (1850 units x $ 9.1 = 16835) which gives higher cost of sales and reduces profit where as in absorption costing closing inventory is valued at variable cost plus absorbed fixed overheads (1850 units x $12.5 = $ 23125) which gives a lower cost of sales and increases