Shakespeare And His Sonnet 18 Essays - Sonnet 18, Couplet

Shakespeare and His Sonnet 18 "Shall I Compare Thee to a Summer's Day?" William Shakespeare (1564-1616), English poet and playwright, recognized in much of the world as the greatest of all dramatists, is perhaps the most famous writer in the history of English literature. By writing plays, Shakespeare earned recognition from his late 16th and early 17th century contemporaries, but he may have looked to poetry for enduring fame. His poetic achievements include a series of 154 sonnets. Many of the sonnets he wrote contain lines as well known as any in his plays. One of the perennial themes of Western literature?the brevity of life?is given poignantly personal and highly original expression in many of these poems. Shakespeare's sonnets are arranged with three quatrains (4 lines) and a couplet (2 lines). This development was sufficiently original for the form to become known as the Shakespearean sonnet, which employs a rhyme scheme of abab cdcd efef gg. The poet is challenged to express his profound emotions and thoughts on life, death, war, and history in the condensed fourteen lines. Sonnet 18 comes from The Sonnets of Shakespeare printed in 1609: "Shall I compare thee to a summer's day? Thou art more lovely and more temperate: Rough winds do shake the darling buds of May, And summer's lease hath all too short a date. Sometime too hot the eye of heaven shines, And often is his gold complexion dimmed; And every fair form fair sometime declines, By chance, or nature's changing course, untrimmed. But thy eternal summer shall not fade, Nor lose possession of that fair thou ow'st Nor shall death brag thou wand'rest in his shade, When in eternal lines to time thou grow'st. So long as men can breathe or eyes can see, So long lives this, and this gives life to thee." Shakespeare begins the poem with a question that proposes a comparison between his beloved and a summer season. Summer is chosen because it is the loveliest and the most pleasant season due to England's cold weather. In the second line the comparison embarks to favor his beloved: his beloved is more beautiful and less extreme than summer. The reasons for his adoration are given in the next four lines, which describe the less pleasant aspects of summer: The wind impairs the beauty of summer, and summer is too brief. The splendor of summer is affected by the intensity of the sunlight, and as the season changes, summer becomes less beautiful. Here Shakespeare uses the word fair with a double connotation, the clear and sunny weather and the pleasing appearance of a beautiful woman, indicating that any beauty will fade one day. Starting from the ninth line Shakespeare shifts his tone with a great passion: "Thy eternal summer shall not fade." She, unlike summer, will never deteriorate. Summer has by now become the summer of life and beauty. In the next three lines the poet's assurance becomes even firmer with promises that his beloved will neither become less beautiful nor even die, because she is immortalized through his poetry. Line ten and eleven give an answer in comparison with line six and seven: The summer's fair declines, but the fairness of his beloved will be everlasting. The summer's sun dims, but the life and beauty of his beloved will be eternal. In line twelve the "eternal lines to time" not only refers to lines of poetry but also implies lines of shape, the shape of beauty. Because of the eternal lines of the poem, the life and beauty of his beloved will thrive and flourish. The poem finishes with a triumphant couplet, which explains and summarizes the theme: poetry gives timeless life to beau ty. In the poem "Shall I compare thee to a summer's day?" Shakespeare compares the summer's imperfection with his beloved's perfection. The poet employs the step-by- step arguments, to reach the conclusion: poetry is immortal and makes beauty immortal. According to Shakespeare, the grace and effectiveness of the art of poetry is superior to nature, and thus makes it timeless and eternal, just like his beloved.

Ninth Grade Math Course of Study

Ninth Grade Math Course of Study When students first enter their freshman year (ninth grade) of high school, they are confronted with a variety of choices for the curriculum they would like to pursue, which includes which level of math courses the student would like to enroll in. Depending on whether or not this student chooses the advanced, remedial, or average track for mathematics, they might start their high school math education with either Geometry, Pre-Algebra, or Algebra I, respectively. However, no matter which level of aptitude a student has for the subject of math, all graduating ninth grades students are expected to comprehend and be able to demonstrate their understanding of certain core concepts related to the field of study including reasoning skills for solving multi-step problems with rational and irrational numbers; applying measurement knowledge to 2- and 3-dimensional figures; applying trigonometry to problems involving triangles and geometric formulas to solve for the area and circumferences of circles; investigating situations involving linear, quadratic, polynomial, trigonometric, exponential, logarithmic, and rational functions; and designing statistical experiments to draw real-world conclusions about data sets. These skills are essential to continuing education in the field of mathematics, so its important for teachers of all aptitude levels to ensure that their  students fully comprehend these core principals of Geometry, Algebra, Trigonometry, and even some Pre-Calculus by the time they finish the ninth grade. Education Tracks for Mathematics in High School As mentioned, students entering high school are given the choice for which education track they would like to pursue on a variety of topics, including mathematics. No matter which track they choose, though, all students in the United States are expected to complete at least four credits (years) of mathematics education during their high school education. For students who choose the advanced placement course for mathematics studies, their high school education actually begins in seventh and eighth grades where they will be expected to take Algebra I or Geometry before entering high school in order to free up time to study more advanced maths by their senior year. In this case, freshmen on the advanced course start their high school career with either Algebra II or Geometry, depending on whether they took Algebra I or Geometry in junior high. Students on the average track, on the other hand, begin their high school education with Algebra I, taking Geometry their sophomore year, Algebra II their junior year, and Pre-Calculus or Trigonometry in their senior year. Finally, students who need a bit more assistance in learning the core concepts of math may choose to enter the remedial education track, which starts with Pre-Algebra in ninth grade and continues to Algebra I in 10th, Geometry in 11th, and Algebra II in their senior years. Core Math Concepts Every Ninth Grader Should Graduate Knowing Regardless of which education track students enroll in, all graduating ninth graders will be tested on and expected to demonstrate an understanding of several core concepts related to advaned mathematics including those in the fields of number identification, measurements, geometry, algebra and patterning, and probability. For number identification, students should be able to reason, order, compare and solve multi-step problems with rational and irrational numbers as well as understand the complex number system, be able to investigate and solve a number of problems, and use the coordinate system with both negative and positive integers. In terms of measurements, ninth grade graduates are expected to apply measurement knowledge to two- and three-dimensional figures accurately including distances and angles and a more complex plane  while also being able to solve a variety of word problems involving capacity, mass and time using the  Pythagorean theorem  and other similar math concepts. Students are also expected to understand the basics of geometry including the ability to apply trigonometry to problem situations involving triangles and transformations, coordinates, and vectors to solve other geometric problems; they will also be tested on deriving the equation of a circle, ellipse, parabolas, and hyperbolas and identifying their properties, especially of quadratic and conic sections. In Algebra, students should be able to investigate situations involving linear, quadratic, polynomial, trigonometric, exponential, logarithmic, and rational functions as well as being able to pose and prove a variety of theorems. Students will also be asked to use matrices for representing data and to master problems using the four operations and the first degree to solve for a variety of polynomials. Finally, in terms of probability, students should be able to design and test statistical experiments and apply random variables to real world situations. This will allow them to draw inferences and display summaries using the appropriate charts and graphs then analyze, support, and argue conclusions based on that statistical information.

Stereotypes In Childrens Storybooks Essay Example | Topics and Well Written Essays - 1750 words

Stereotypes In Childrens Storybooks - Essay Example It has been a practice that children’s book have portrayed people with disability in a negative manner. Some of these stereotypes assert that people with disability are pathetic and pitiable. In this sense, this image is widely written in children’s book, which in turn makes children develop a negative mind about disabled people. In addition, stereotypes of disability in children’s literature or book have portrayed people with disability as objects of aggression or violence. For instance, since handicapped people are not able to defend themselves, they are depicted as good victims or ploys of crime (Stuart 2006, 51). Further, disabled people such as the blind are depicted as evil or sinister. This stereotype is the most rampant stretching from fairy tales to stories of how blind people lost their sight because of sin or sinful behaviors. In turn, it leaves a negative impression that disabled people are sinful and therefore, they should not be associated. Addition ally, children's book creates an impression that people with disability should be used as atmosphere by describing them as undeveloped characters. It has been a common phenomenon that children storybooks depict disable people as â€Å"super crip† in that for them to be accepted in both society and children’s storybooks, they are placed in situations of being over-achievers (Baumeister & Bushman 2010, 41). Therefore, persons with disability are thought to be bestowed with super powers such as paraplegic detective. Children’s storybooks have depicted persons with disability as laughable. In the same manner, there exist ethnic jokes in children’s books. Children’s books make frequent or regular use of such jokes as gimmick to enhance and facilitate the plot of the book. For instance, a blind person or a visually impaired person becomes the suitable object for many jokes (Judd & Park 1993, 109-111). This shows an insensitive and unreasonable depiction of persons with

Nursing Quality of Care Essay Example | Topics and Well Written Essays - 2500 words

Nursing Quality of Care - Essay Example All of this has to occur in a very fast ways, keeping in tandem with the pace of the world, the rapidly changing environment that provides little time for reflection. (http://www.nursing.gr/theory/theory.html) (1) (Carol, Susan, 2004) (2) As with the any other field, in nursing profession also new information in the form of research findings are constantly incorporated in the nursing practice. Here the nurses are considered as the critical link between clinical practice and incorporation of research based changes into it. Health care organization, now realizing the need of the hour are trying to create a mechanisms that facilitate the process of information translation from literature into practice effectively. The tremendous inflow of clinical research and easy accessibility of research findings have paved way for a paradigm shift of traditional intuition drive practice to evidence based practice. Although several researches have been undertaken in the way to incorporate evidence based changes in practice, the Rosswurum and Larrabee's "Model of nursing care quality - A model for change to evidence based practice " reigns as an important theory. Based on this many patient outcome based researches has been done, their results paving way for increased quality of health care practices and increased level of patient's satisfaction. The theory of quality of caring nursing, was proposed by Rosswurum and Larrabee, in 1999 as a model for guiding the fraternity of nurses through an orderly systemic process to incorporate the changes, thus modeling it into evidence based practice. This is an six-step model for evidence based practice. It can be described as a theoretical model of quality that is based on a world wide organismic view that renders a framework for better understanding of health care quality. This model encompasses both ethical and economical concepts, giving importance to virtues as value, beneficence, prudence and justice. This model is highly important in present world as it enlightens the concept of patients and families acting as equal partners, complimenting each others in defining, evaluating and achieving health care quality. I feel that this model is important, as it doesn't ends in itself but helps in development of many mid range theories that can be applied in practical nursing, ultimately p aying way for improvement in quality in both ethical and economical manner, giving it a wholesome view.(www.nursingtheory.net) (4) I selected the quality of nursing care as my theory, as the main focus of this theoretical model is to analyze how quality, that is used as a crucial component affects outcome - patients satisfaction. As it is well known, patient's satisfaction with in health care as become a key quality indicator. It is a patient's perceptive that affects how one determines whether a good nursing care is a achieved or not. It can be understood, the patients satisfaction is ultimate goal and result of any health care practice. This model, which is originated from nursing discipline, recognizes that the translation of research into practice can be achieved only through a solid grounding in change theory. The Rosswurum and Larrabee's conceptual frame work 1999 was used to adapt the existing medical evidences based practice to an approach that incorporates an focus on nursing phenomenon, with ultimate goal of teaching nurses the evidence based

Interaction Project Essay Example | Topics and Well Written Essays - 750 words

Interaction Project - Essay Example It would be vital for us to understand first the laws regarding marijuana use in Colorado before reviewing Congressman Polis views. The Colorado state allows adults aged 21 years and above to possess only 28 grams of Marijuana or THC. This applies to both residents and non-residents. Also, non-residents would not be able to purchase more than 7 grams in a single transaction. The operating hours of marijuana stores according to the state is from 8am to midnight, however, cities have the power to set their own hours but within those allowed by the state. One is not allowed to consume marijuana openly and publicly. It’s also an offence to drive under influence of marijuana, transporting and exporting marijuana, and to possess marijuana in federal land. Adults can only grow 6 marijuana plants [C]. That said, I was privileged to schedule a meeting with the Congressman Polis to discuss more on the matter. As per the policies I conversed with the congressman through e-mail at first, where he agreed for a face to face interview at the Fort Collins Office [A].Polis would like Marijuana to be removed from the Controlled Substance Act and make it to be regulated the way Alcohol is regulated. Polis bold move to legalize marijuana is inspired by the following major factors. First, marijuana is known for its medicinal value. However, on this matterfurther scientific research needs to be done to examine its long-term effects. Polis also argues that, there is substantial evidenceproving that by regulating marijuana just like alcohol would keep away marijuana from our children. Also, this means cartels and criminals would be out of business, hence growing the state’s economy through the various taxation levies. According to Polis the existing prohibition policies have failed to address the needs of citizens and regulation of marijuana like alcohol is the way

Basics of collective bargaining and its effects within globalisation

Basics of collective bargaining and its effects within globalisation a. What may McDonalds have considered in order to establish their approaches to collective bargaining in both Germany and the UK? To answer the above question we first need to know about basics of collective bargaining where Collective Bargaining is defined as the process of turning disagreements into agreements in an orderly fashion. Collective bargaining is the process followed to establish a mutually agreed set of rules and decisions between unions and employers for matters relating to employment. This is a regulating process dealing with the regulation of management and conditions of employment. Collective bargaining is used as the negotiation process between employees and employers with unions acting as the representatives of employees. The entire process depends on the bargaining powers of the concerned parties. The process of collective bargaining is to settles down any conflicts regarding the conditions of employment such as wages, working hours and conditions, overtime payments, holidays, vacations, benefits, insurance benefits etc. and management regulations. Players involved in collective bargaining: Employees Management Corporate organization Unions In line with the above definition McDonalds may have considered the approach and settings of collective bargains as an important issue of employee relations. The German setting and approach McDonalds may have considered establishing their approaches to collective bargaining in Germany: The traditional collective approach to Employee Relations (ER) in German companies is deeply rooted in the particular configuration of the German Industrial Relations (IR) system. This is characterized by a high degree of regulation and a dense, encompassing institutional infrastructure that imposes a uniform set of institutional constraints on companies, but at the same time provides incentives for employers to accept institutional constraints (Lane, 1995; Soskice, 1994). McDonalds, to establish its approaches to collective bargaining this ER and IR framework may have been considered in first instance. In addition, the institutional structure is highly integrated with strong linkages, not only within the IR system, but also to the wider German businesses system. Key elements of the German model, to which the majority of German companies subscribe, are the centrally co-ordinated sector based collective bargaining system and employee representation at domestic level via the works coun cil system equipped with statutory participation and consultation rights. Food industry in Germany is not beyond this mechanism where McDonalds considerations regarding collective bargaining approach must have encompassed with statutory participation and employee consultation and codetermination rights. Indeed, German employers have to negotiate a densely structured institutional framework inside and outside the company level. The German approach to collective bargaining is also underwritten by strong labor market legislation and an elaborate welfare system. Despite growing interest in individual bargaining style direct employee involvement mechanisms, their uptake has so far been comparably modest in German companies (Sperling, 1997). Because of the wide ranging rights of information, consultation and co-determination in the German food industry, the use of individual voice mechanisms is relatively unimportant in the German setting where collective bargaining still has the paramount influence. Therefore, in the international context, McDonalds may have considered a propensity to support a collective approach to ER in their international operations by recognizing trade unions, engaging in collective bargaining and establishing strong workplace level employee representation systems. Nevertheless, the twin pressures arising for subsidiaries of McDonalds in Germany from heightened international competition and reunification, which have led to a tendency to erode some of the elements in the German system. As employers McDonalds may have considered demanding for a more flexible, deregulated and decentralized IR system, especially in relation to collective bargaining. It seems to have gradually weakened the consensus on the benefits of the traditional collective ER approach. Throughout the 1990s, a process of incremental internal reforms to the system has progressively broadened the scope for flexibility and strategic choice in companies. Yet, this has so far been accommodated within the parameters of the flexible adaptation potential of the current system in the form of regulated flexibility and centrally co-ordinated decentralisation, pointing to a path dependent trajectory of change. Emerging ER in German companies may perhaps be described as a flexible collective approach to ER. However, it seems not entirely clear at this particular juncture whether the growing pressures of international competition can be arrested in the future within the current system by the process of negotiated and consensual reforms, or whether these pressures will lead to the disintegration of the German model. In the latter case, the possible future ER approach in German companies could than no longer be described as flexible collectivism but may move towards the individualistic Anglo-Saxon approach. Indeed, trade unions and employers associations are already losing members, which starts to challenge the traditional structure of the organisational foundations of collective bargaining and hampers the achievement of unified strategies. Despite the recent reforms, there has also been a growing incidence of disorganised decentralisation, whereby employers tend to ignore the terms of collective agreements frequently in co-operation with works councils (often as a quid pro quo for safeguarding jobs). They establish pay provisions and working time arrangements which violate the collective accords, thereby contesting the adaptation potential of the system. Large German companies increasingly tend t o insert the strategic use of DFI and the threat of locational flexibility into their negotiations with works councils to secure such deals. As one of the major employers in German food industry McDonalds may have considered the above set of changing conditions. The UK Setting and the UK Approach to Employee Relations In contrast to Germany, the contemporary British system of collective bargaining is characterized by a weak regulatory framework and a thin, fragmented institutional infrastructure, which imposes relatively few barriers and constraints on labour relations practices. The fragmentation of the institutional structure goes hand in hand with weak linkages both within the IR system and in connection to the wider national business system which obviously includes food industry in the UK. Because of the relative permissiveness of the contemporary IR context, the UK seems to be a particularly suitable country for McDonalds, as subsidiary, to explore the country of origin effect in international operations, since home country approaches to ER can be transferred relatively unconstrained by host country institutional arrangements. However, to uncover the existence of possible ownership effects it is necessary to establish the differential space between the home and the host country ER approaches. Contrary to the German experience, no distinct stereotypical UK ER approach can be identified. Traditionally the cornerstone of labor relations was the pluralist workplace industrial rela tions system, which subsequently collapsed in the 1980s in the wake of the neo-liberal labor market policies under the Thatcher government. These reforms are most important issue to be considered in establishing collective bargaining approaches in the UK which have encouraged employers to dispense with collective labour relations and to individualise ER along the lines of US style HRM by end of the 1990s a collective approach to ER is no longer representative of the economy as a whole, but is increasingly confined to the public sector and a dwindling minority of private sector companies. In the private sector, trade union recognition collapsed throughout the 1980s and 1990s and with it the incidence of workplace level trade union representatives. The institution of collective bargaining dramatically declined. By 1998, two-thirds of private sector employees had their pay fixed by management decision without any union involvement. Non-union channels of interest representation, such as staff representatives of joint consultative committees (JCCs) (the weaker version of the German works councils), are relatively rare and also in decline. They have not filled the vacuum left by the dramatic decrease in union recognition and workplace level union representatives. There is large and growing representation gap in the UK and an absence of any kind of collective voice mechanism in the majority of firms. In those firms where a collective approach to ER still occurs, it takes place within a changed power balance between employers and collective labor actors and on a decentralized basis. With the retreat of the collective ER approach there has been much discussion and expectation that HRM style direct ER may become a major feature of British ER. Although direct employee involvement methods have become increasingly common among UK workplaces, various studies point to a rather ad hoc and sporadic adoption of such practices. Companies with comprehensive HRM involvement packag es are far from the norm. Furthermore, a large percentage of them tend to be firms with trade-union recognition (WERS 1998). The combination of the low incidence of a collective approach of ER and the high incidence of comprehensive HRM style employee involvement schemes found in firms with a collective ER approach, indicates that many companies have not developed a coherent alternative approach to collective labour relations, other than the unfettered reign of the management prerogative. Here, employees are neither represented by collective voice mechanisms, nor do they enjoy a comprehensive individual voice mechanism. In case of establishing McDonalds may have considered those conditions and changing mechanisms to establish their approaches to collective bargaining efficiently. National Legislation: National legislation must have been considered by the McDonalds in establishing their approached towards collective bargaining within the industry both in UK and Germany. In the UK legislation there is no specific preference regarding the mode of employee or industrial relationship for MNEs like McDonalds. So McDonalds is well known as anti-union giant in the UK and their approach towards collective bargaining is strictly negative. In Germany on the other hand, has a highly regulated industrial relations system which, in theory at least, provides considerable constraints on the employee relations practices of MNEs. As a result McDonald had to thing the statutory bindings and regulations constraints regarding approaches to collective bargaining. Codetermination and collective bargaining rights The McDonalds in case of both Germany and UK has considered these rights as a different approach. German workers enjoy a dual system of representation, collective bargaining rights and co-determination rights through the institution of the works council and the supervisory board. Together with codetermination and collective bargaining rights, these legally enforceable and constituted rights appear to provide German employees with significant power resources compared to UK employees. So McDonalds must have considered the issues of the both rights of the employees before establishing their bargaining approach. Size of Franchise: The McDonalds corporation established itself in the UK in 1974, in Germany in 1971. The corporation currently has well over 800 stores in Germany amongst approximately 65% outlets are franchisee where in there are a similar number of stores in the UK with some 20% franchisee with approximately 45,000 employees in each country. In this case being a fast-food market leader in both countries McDonalds have considered the size of franchise. The franchise aspect influence collective bargaining issues through local entity and regulations involvement. So size of franchise is also a factor that may have been considered. Unioin Membership: McDonald also may have considered Union membership. German unions are arguably better organized and have retained a position of relative strength compared to those in the UK. Union membership at McDonalds in Germany and in the German fast-food industry is very small at around 5 per cent. However, these low percentages are still higher than the percentage of union membership at McDonalds and the fast-food industry in the UK. So this issue is an important consideration in establishing Macdonalds collective bargaining approach. The increasingly anti-union climate: The increasingly anti-union climate in the 80s and early 90s has encouraged Macdonalds in the UK to withhold or withdraw union recognition, and discouraged employees from joining unions and posed difficulties for recruitment. In Germany, union membership remains at around 5 per cent at McDonalds. The findings suggest that it is only where a works council has been established where still there is better union practice than the UK. So this consideration may have been involved in planning McDonalds approach towards collective bargaining. Characteristics of Workforce and Nature of the industry: McDonalds have considered both the factors in case of both countries to design its approach towards collective bargaining. Redundancy and employee apathy: Redundancy and employee apathy amongst part-time, temporary, foreign or young workers undoubtedly play an important role in the low or non-existent levels of union membership. So this factor may have been considered in both UK and Germany. Strong corporate culture: Strong corporate cultures are seen as instilling appropriate behaviors and. This is essentially what is argued here with regard to the non-union approach of McDonalds in both the countries. McDonalds Anti-union belief: McDonalds is basically a non-union company and intends to stay that way. About unionization in the UK once McDonalds stated thatà ¢Ã¢â€š ¬Ã‚ ¦.. unionization has risen its ugly head over the years, but you know, we feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management, we feel that we dont need unions. But in Germany McDonalds never been outspoken like in UK about union. Public image Macdonalds has a big public image and brand reputation which may have been considered both in the UK and Germany to establish collective bargaining approaches. Employer Associations Employer associations in Germany are stronger than UK. So the MsDonaldS approach in the UK is different from that of Germany. b. How may McDonalds have considered individual bargaining as an alternative or additional approach in both Germany and the UK? What benefits and/or problems may this have brought in both countries? Individual bargaining: Individual bargaining is the process by which an employer and an employee negotiate an ndividual contract of employment, regulating the terms and conditions of employment. Differing Approaches to Employee Relations at the Collective and Individual Level: Managing the relationships between employees and employers grows more complex and more critical every year. You need a strong relationship between employers and employees to navigate the human resource minefields of sexual harassment, employee threats of violence, equal employment opportunity, executive compensation, plant closing and relocations, and downsizing and workforce restructuring. Basically, employees have a relationship with their employer/s, and the success of this relationship influences the success of the company. Collective and Individual relations refers to two of the main types of relationship between the two parties. Individual Bargaining: Advantages The main advantage of individual bargaining is it is a single voice and thus there is no conflict in matters Another advantage of individual bargaining is that it expresses the views and opinions of one person and thus there is no compromising Individual Bargaining: Disadvantages The main disadvantage of individual bargaining is that the manager will not take a lot of notice of just one persons views or opinions and therefore nothing will happen Thus there is not a lot of chance that individual bargaining will have an influence on company decisions and policies. Collective Bargaining: Advantages The main advantage of collective bargaining is that the manager will not take a great deal of time in deciding on what action to take on an individual level. The employees have greater influence in the final decision the manager will take. There is also a chance of the employees getting what they demand. Collective Bargaining: Disadvantages The main disadvantage of collective bargaining is that it is seen as depriving the individual worker of their individual liberty and voice. The major changes in the industrial relations in UK i.e. a shift away from collective bargaining towards individual argaining were in the favour of McDonalds own strategy. The turn down in the union membership in both UK and Germany also helps McDonalds to practice the individual bargaining in their organization. Benefits: Improvement in the relationship of management and workers within the organization as it is evident from the statement of John cooke McDonalds US Labour relations chief as: We feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management. As employees are generally unaware of their rights they can take advantage of the situation to save their costs. As example is given cleaning of uniforms. And also regarding pay, performance related pay, probation and notice for redundancy, paid leave. Individual workers can never be a threat for McDonalds where there may have a chance in the existence of trade union. Disadvantages: Loss of public image in Germany that subsequently decrease their sale growth in German market. Large compensation need to provide for violating employees rights in different work place. How may the approach to collective bargaining in Germany and the UK influence employee relations for McDonalds internationally? McDonalds opposition to trade unions is now well-documented; however, the extent to which it can operate without unions or can avoid or undermine collective bargaining with unions and/or statutory works councils varies considerably in different countries and over time. Consequently the ability of national unions and their GUFs to improve pay levels and conditions of work has been limited, variable and by no means static. This is nicely illustrated by McDonalds operations in New Zealand where the corporation responded pragmatically to changes in government and labour legislation, excluding unions from and then returning to collective bargaining ahead of law reforms aimed at strengthening unions in 2000, but continued to keep unions out of its restaurants wherever possible. Attempts to regulate McDonalds employment conditions are therefore an ongoing struggle in which without pro-union labour law, unions have little chance of organising workers and even less chance of establishing collective agreements. This may come as no surprise in countries such as the and Ireland where unions have had either no success or short-lived successes in gaining union recognition only to be denied before collective agreements can be established or enforced. However, even unions located in countries with more stringent labour legislation (e.g. Denmark, the Netherlands, France, Italy, Germany, Sweden and Norway) have had varying success in achieving some improvements in employee representation, pay and conditions of work and even where improvements have been achieved they are often under threat. Union attempts to increase the number of union-backed works councils and establish a company-level works council (Gesamtbetriebsrat) have completely failed, resulting from a number of sophisticated union-busting practices. Furthermore, despite some success in persuading McDonalds to accept collective bargaining in Germany in the late 1980s, McDonalds withdrew from collective bargaining in 2002 and has threatened to deal exclusively with a yellow union. In Denmark, where average union membership is much higher than Germany and labour law is equally stringent, McDonalds only agreed to bargain collectively after a year of conflict and boycotts involving other Danish unions and support from Finnish and Swedish unions in the late 1980s. McDonalds has tried to roll-back the basic terms of such agreements ever since. Nevertheless, in Sweden, Norway and Denmark, McDonalds workers do enjoy better conditions of work and higher pay than in other European countries and the USA itself. However, even in those countries it is very difficult to establish union representatives in the outlets, something which experience shows is essential if such collective agreements are to be properly enforced in. Despite these difficulties European unions have undoubtedly had some success in bringing McDonalds to the bargaining table, especially where sector-level bargaining is in effect compulsory and where labour law is more stringent and supportive of union rights and collective bargaining. What additional or alternative methods could support good employee relations for McDonalds? Consider the role an HR function could take? The HRM approach to employee relations can be described in terms of several prescriptions. An HRM model for employee relations focuses on a drive for commitment meaning that the focus of the organisation should be to win the trust, motivation and commitment to the organisation, participating in its development opportunities. Emphasis is on mutuality, meaning that employees share common goals, the vision and mission of the organisation. Communication within the organisation follows an established set of procedures that are agreed formally or informally and may include briefings, meetings with representatives, etc. HRM emphasises the shift from collective bargaining to individual contracts. Employee involvement is fostered and a number of techniques and approaches are followed to support their involvement. Total quality management aims at continuous improvement of quality. Another initiative is flexible working arrangements and focus on the life-work balance through harmonisation of conditions for all employees. Finally the support of employee communities of practice and team spirit are of high priority. Employee relations describe as in terms employee communication, employee involvement, employee rights and employee discipline. Armstrong has identified the elements of employee relations as follows: Formal and informal policies and practices of the organisation. The development, negotiation and application of formal systems, rules and procedures for collective bargaining, handling disputes and regulating employment. Policies and practices for employee communications. Informal and formal process regulating the interactions between managers and employees. Policies of the government, management and trade unions. A number of parties including state, management, organisations, trade unions, employees, etc. The legal framework. Institutions (e.g. ACAS) and the employment tribunals. The bargaining structures, recognition and procedural agreements enabling the formal system to operate. Employee relations processes Figure Reconciliation of interests between employers and employees According to the Industrial Relations Services there are four approaches to employee relations, namely: Adversarial meaning that employees are expected to follow the targets identified by the organisation. Traditional meaning that employees react on management proposals and directives. Partnership meaning that employees are involved in assisting the organisation and consensus is reached in decision making related to policies. Power sharing employees are involved also in daily management apart from policy making. Employee relations policies act to disseminate its preferred approach with respect to the relationship it wants to have with its employees and the empowerment of employees for certain activities. Employee relation policies cover several areas, including: Trade union recognition meaning decisions with respect to the recognition or derecognition of certain unions and preferences of the unions the organisation prefers to deal with. Collective bargaining meaning the identification of those areas that should be covered from such a negotiation. Employee relations procedures meaning procedures such as redundancy, grievance handling and disciplinary actions. Participation and involvement meaning the extent to which the organisation shares power and control with its employees. Partnership meaning the extent to which a partnership with employees is desirable. The employment relationship meaning the extent to which employment terms and conditions are controlled by collective agreements or individual contracts. Harmonisation meaning the harmonisation of terms and conditions of employment arrangements. Working arrangements meaning the extent to which unions are involved in the determination of working arrangements. Employee involvement is central to employee relations as Bratton and Gold discuss. Employee involvement can be described in terms of the form of involvement (whether it is formal or informal), the level of involvement in the organisational hierarchy and the degree of involvement. Across these three employee involvement dimensions several types of involvement can be rated from the lower ones in terms of empowerment, involvement and organisational level to the higher ones. The following situations are ranked in an ascending order in terms of all three dimensions of employee involvement: Communication -> Financial Involvement -> Problem solving groups -> Quality circles -> Cross functional teams -> Self directed teams -> Collective bargaining -> Worker directors -> Works councils. Employee involvement can be described as an involvement-commitment cycle, a communication cycle that builds an internal culture encouraging initiative, learning and creativity. The cycle consists of the following stages: Managers perceive the need for involving employees in decision making Introduce new forms, employee involvement and open communication mechanisms Greater autonomy and input into decision making Increased employee job satisfaction, motivation and commitment Improved individual and organisational performance. As a group of HR practitioners discuss different approaches to industrial relations and identify which one would be most suitable for an organisation that must resort to significant redundancies in order to survive an economic crisis and new entrants in its industry sector.

Free College Essays - A Separate Peace :: A Separate Peace Essays

A Separate Peace "Holding firmly to the trunk, I took a step toward him, and then my knees bent and I jounced the limb." This is a quotation from the novel A Separate Peace, written by John Knowles. My focus in the following will be on Man's Inhumanity to Man. There is a strong relation of this to the novel for which I read. My first point which I will talk about is about Finny's tragic fall and how Gene was the cause of it. My support from the story is Finny's desire to jump from the tree. Gene said that he was coming to join him but Finny reminded him about studying. Gene's thoughts on the matter were, "He had never been jealous of me for a second. Now I knew that there never was and never could have been any rivalry between us, I couldn't stand this." My second support is Gene's actions leading to the accident. He took a step toward the trunk, put his knees and jounced the limb. Thus, Finny lost his balance and tumbled to the ground. My third support goes back to the scene of the accident after Gene watches Finny fall. And he thinks to himself, "It was the first clumsy physical action I had ever seen him make." More less, this is a sign of pride within Gene as he watches the good athlete, Finny fall out of the tree. My second point is on the scene where Brinker brings Finny and Gene to the mock trial to let everyone know the real truth about the cause of the accident. In other words, it was a way of blasting away Gene and shoving his reputation as a respected individual into the ground. My support from the story is when Brinker and three acquaintances come into Gene and Finny's dorm and pull them out. After they entered the Assembly Room, Brinker remarks, "You see how Finny limps." This phrase was the beginning of his plan to set the truth loose, or primarily break the friendship link between Finny and Gene. Brinker chose the Assembly Room as the setting for this trial since there is nothing humorous about the place. It is a place which would be terrible for Gene's sake to talk about the cause of the accident.

“A Noiseless Patient Spider”

In Whitman’s â€Å"A Noiseless Patient Spider,† the speaker uses imagery to describe how he is studying a spider explore and work hard to fill an empty space by â€Å"Launch’d forth filament out of itself, ever unreeling them, ever tirelessly speeding them† (lines 4-5) in the first stanza. In the second stanza Whitman compares how a human can also be in an empty space like the spider like the spider trying to explore and connect to something either spiritually or personally. Another outlook using a Historical perspective you can see how Whitman compares the spider to the American people during his time and the separation between two different sides.In the first stanza the speaker is observing the spider almost scrutinizing the spider. Whitman uses very descriptive words like â€Å"isolated† (line 2) and â€Å"vacant vast† (Line 3) to show how tiny and small the spider is on the promontory compared to the massive universe making it so small th at it is noiseless. Even though the spider is surrounded by immense empty space it still is a â€Å"patient spider† (line 1) exploring and filling the empty promontory with its web. Even though there is only space around the spider it still tirelessly tries to make a connection to something by shooting out that web.When Whitman says the spider â€Å"launch’d forth filament, filament, filament, out of itself† (line 4) it shows the spider is patient because you get the image of the spider repeatedly shooting out filament trying to fill the vast space of the promontory. The lesson to learn from this spider is to keep patiently moving forward and explore your life no matter how vast or insurmountable the task maybe. In the second stanza the speaker makes a connection with the spider and relates the spider to himself â€Å"and you O my soul where you stand, Surrounded, detached, in measureless oceans of space† (lines 6-7).The speaker feels like the spider in t he fact that his soul is detached from the world around him and he is searching for something to connect to. When Whitman writes â€Å"seeking the spheres to connect them† (line 8) he uses the word spheres which could symbolize either people or a higher power like god, which means the speaker is trying to make a religious connection or a social one with other people. If the speaker is trying to connect to other people the filament or web would symbolize modern day cell phones or the internet hich we use every day to make connections with our friends or family so we don’t feel isolated, but during the time this poem was written it could symbolize bridges and ships that were built to connect separated countries. After looking at it with a biological and historical prospective different idea came to mind.Learning how Whitman lived through the civil war, the soul in the poem that is â€Å"Ceaselessly musing, venturing, throwing, seeking the spheres to connect them† could symbolize the division and disagreement of the American people during the civil war. Till the gossamer thread you fling catch somewhere, O my soul. † describes how Whitman was waiting for the day that America to come together as a nation of one instead of a nation divided. Going back to how the spider used single filaments to create a web that was one. I chose this poem because I liked the idea of putting single pieces together to create something in harmony that was complete.WORKS CITED DiYanni, Robert. Literature . Sixth Edition. New York, NY: McGraw-Hill, 2007. Print. â€Å"Walt Whitman . † Encyclopedia of World Biography. N. p. , Tuesday, September 21, 2010. Web. 21 Sep 2010. .

Gardasil Vaccine Essays

Gardasil Vaccine Essays Gardasil Vaccine Essay Gardasil Vaccine Essay Gardasil is a vaccine developed by the Merck pharmaceutical company that helps protect against the Human Papillomavirus (HPV) types 6, 11, 16, and 18. These different strains of the virus can cause any of the following: cervical cancer, abnormal and precancerous lesions of the vagina, vulva, and genital warts. According to the CDC in 2003 the incidence of HPV in women ages 20-24 was at about 45%. cdc. gov/vaccines/recs/acip/downloads/mtg-slides-feb08/15-4-hpv. df Gardasil does not contain any live virus or dead virus, only virus-like particles, which cannot be reproduced in the human body. It is a vaccine indicated in girls and women 9-26 years in age for the prevention of HPV, cervical cancer, and genital warts. The recommended dosage schedule for Gardasil is noramally 3 scheduled, separate doses of 0. 5 ml-intramuscular injections using the following schedule: First dose: at a patient elected date Second dose: 2 months after the first dose Third dose: 6 months after the first dose There are precautions to getting this vaccine. Gardasil can interact with certain medications and should not be used by women who are on blood thinners/ (anticoagulants), or steroid therapy, should not get the injection because of adverse reactions. Another thing to consider is that if you have a compromised immune system, you should not get the vaccine, and also you should not get the vaccine if you have any allergy to yeast. Gardasil does not contain any live or dead virus but can still cause infections at the injection site if the patient has an allergic reaction to the vaccine. http://cervical-cancer. emedtv. om/gardasil/gardasil-precautions-and-warnings. html There is controversy surrounding this vaccine because there are those who believe that Gardasil may cause some parents think twice about giving a vaccine against a STD to pre-teens. Other parents might not want a vaccine against a STD at all, believing that their children could not be at risk. And still others think that Gardasil might encourage promiscuity, since it co uld foster the belief that it protects against STDs. There are also numerous news articles and television reports about the Gardasil vaccine eing responsible for miscarriages, and even death. There have been 3,461 adverse reactions, including eight deaths, reported since the vaccine was approved for use in girls as young as 9 in June 2006. The FDA and U. S. Centers for Disease Control and Prevention have concluded most side effects are minor and believe there is no reason to re-examine the drugs approval. You can find information in regards to this report on the following webpage: cnsnews. com/public/content/article. aspx? RsrcID=7678 : Another controversy surrounding the drug Gardasil is that it contains 225 mcg of aluminum and, although aluminum has been used in vaccines for decades, they were never tested for safety in clinical trials. Merck and the FDA did not disclose how much aluminum was used in making the placebo of Gardasil. The FDA allowed Merck to use a potentially reactive aluminum-containing placebo as a control for most trial participants, rather than a non-reactive saline solution placebo. Aluminum can cause nerve cell death. fda. gov/ohrms/dockets/ac/06/briefing/2006-4222B3. df About 60 percent of those injected with Gardasil or the aluminum placebo had systemic adverse events including headache, fever, nausea, dizziness, vomiting, diarrhea, and myalgia. Some patients experienced lesions at the injection site, and other types of rashes and skin abruptions. Which some may argue are direct causes of the placebos and vaccines containing Aluminum derivatives. The link below shows an article that I found interesting, it is a paper that was written by Oxford Journals. http://brain. oxfordjournals. org/cgi/content/abstract/124/9/1821. The Gardasil vaccine may very in the way parents or doctors view it. I personally and as a parent, would not get this vaccine nor consider having my 19 year old daughter get it. There is too little known about this drug. There are vaccines that are needed and some that are just another way the pharmaceutical companies make money by using humans as lab rats. I don’t wrong any parent who believes in Gardasil. My only advice would be to research everything about a drug before you get it. You never know what information good or bad is out there on it. If you read something and your first mind tells you something isn’t right†¦then it usually isn’t.

Example Essay

Example Essay Example Essay Example Essay Example of essay serves several functions. First, example essay gives you idea for your own essay writing. Second, example is your guide to essay formatting. At the same time, you should not forget that example essay is also your risk because all example essays are easily accessible by any person at any time. Thus, think twice before using free example essay. If you do not want to risk, try our custom essay help . Our writers will write your essay from scratch and meet your specific academic writing requirements. We guarantee confidentiality and full adherence to requirements. Example Essay Excerpt Purifying water with any kind of fuel is not going to be inexpensive. During planning for the big Feather River Project, Californians investigated doing the job with sea-water conversion plants. The Feather River conduits will deliver 1.3 billion gallons per day to Southern California. Preliminary plans indicated that it might be possible to build giant distillation plants producing more than 100 million gallons a day the OSW's biggest to date has produced only 1.4 million gallons a day, remember. There was one big flaw in the plan, however. Each of these big installations would have required 6.5 percent of Southern California's entire natural-gas output, and it would take ten of them to do the job. Desalting sea water would require two-thirds of all the natural-gas power in the area. Understandably, work was pushed on the Feather River Project. At present our government believes it can desalinate sea water at a cost of $1.25 per 1000 gallons. For a thirsty man, this seems dirt chea p, but to that figure must be added other expenses, including costs of transporting sea water to the plant and fresh water into homes. These transportation charges are well fixed; the problem is to reduce the expense of conversion. Some authorities feel that artificially produced fresh water is so costly of fuel that it will never be widely used for agriculture, which accounts for most of the world's water consumption, or for industry. Obviously human beings won't starve before they sacrifice wealth for food, but present use of desalinated sea water for farming is limited to the island of Guernsey in the English Channel. When droughts occur, the island's tomato crop suffers, and since this is the big business on that island the farmers have installed a 600,000-gallons-per-day standby distillation plant as insurance against the times when it doesn't rain. An example of industrial sea-water use in the United States is the steam-electric power generating plant of the Southern Californi a Edison Company at Mandalay Beach, California, where a distillation plant desalts ocean water at the rate of 100,000 gallons a day for the power plant. In addition to combination electric-power-desalting plants, there is another approach that may help lower the cost of desalination. The ocean is about 3 1/2 percent mineral, and we need minerals, too. Of 77 important minerals, for example, the United States has an ample domestic supply of only 11. How about mining the sea for these needed materials? Custom Essay Writing The above example essay is good, but it is not custom written. If you want to get an essay written especially for you from scratch, try our professional essay writing services. We can handle all essay topics!

The search for authenticity Essay Example | Topics and Well Written Essays - 2500 words

The search for authenticity - Essay Example In this respect, humans have the capacity to make sense out of the world and out of situations, and through making such sense, they are able to act on their own in different circumstances and situations, if they refuse to be drawn to the usual cultural and social standards and norms that the society has established as the standardized ways of responding to circumstances. Authenticity presents the sense of being practical in addressing matters that are likely to arouse great anxiety, within the abilities of humans, and without having to depend on the spirituality or on the help that might come from outside of the man (Heidegger, 3). The social norms and cultural standards that have been established by the society have made everything in life like just a cycle of regurgitating what others have done in the past. In this sense, there lacks the difference between the current man and the ancient men, because the current man just follows some standardized norms that the society established culturally centuries ago, a concept that Martin Heidegger refers to as unauthenticity (Heidegger, 7). This has been the essence of the reference of human beings as ‘Dasein’, which has just to do with being there (Heidegger, 14). According to Martin Heidegger, humans have existed in the world more or less as a matter of being there, without doing things differently according to their own human capacities, and without depending on external forces (Polt, 54). Humans are born in the world of conformity, where everything that we say, think, believe or act has been done before by the generations that were before us (Heidegger, 22). Human beings pursue the issues they perceive to be worth of their time and effort in a manner that has already been done before, such that the life of one human can be likened to that of the other, since the past