Cupcake Business

I conducted extensive market research and I have considered this project, because I found in my survey that having a cup cake shop is a lucrative business. The shop will specialise only in cupcakes. I have my own unique recipes. This is one of the things which is my strength. Not many people have their own unique recipes. To enable my business to prosper I have the notion of implementing special offers, which introduces the business to the customer. I am lucky enough to have found a good chef which works alongside me to create new flavours. The decisions about the recipes are made by me and the chef, but I have the final word. The structure of the business will be as a Sole Trader. This is the fastest and easiest way of setting up a new business. This type of structure could be danger, because I am responsible with my property.LocationFinding right location is a main key to maintaining a successful business. The ideal location is the centre of town. There are a lot of people passing by. The research I have done shows me that, there aren`t any similar shops within a radius of 10 miles. Opposite the shop is the town`s main bus station, where people can have cupcakes while they are waiting for the bus. My research shows, that there is Primary school and Secondary school right behind the shop. The parents which collect their children pass by the shop. They can also take a good look at what we are offering by looking at the big window display. The smell of freshly made cupcakes will be one of the things, which the children can catch early in the morning.FinanceTo start up the cupcake business you will need approximately  £40,000. I have  £10,000 capital, but I will need a loan from the bank for the additional  £30,000. The research I have done and the special advice I have been given says, that I am not entitled to get a personal loan more than  £20,000. But because of the structure of my business as a sole trader I have an option of getting the full amount of  £30,000. I have a good tailored business plan which has enabled me to obtain the business loan I need. I will be responsible with my own property and this will secure the loan. The loan which will suit me is with a fixed interest rate and equal monthly instalments.Internal informationAll organisations generate a substantial amount of information relating to their operation. This internal information is vital to the successful management of the organisation. The information may be available from a number of sources within the organisation, for example: Marketing and sales information on performance, revenues, markets shares, distribution channels. Sales figures and sales research are very reliable sources of information, because the consumer tells you what they want. Production and operational information on assets, quality, standards.This information will help me to reinvent products to help them sell better. Financial information all on profits, costs, margins, cash, flows, i nvestments. The information about the profits will show me in what direction my business is going in and where I can improve my financial position. Internal documentation such as order forms, invoices, credit notes, procedural manuals. The internal documents are important part of doing an audit. The results of doing an audit also relates to finances.External informationAn external source of information is concerned with what is happening beyond the boundaries of the organisation. This covers any documentation relating to a subject area produced as a summary or detailed report by an agency external to an organisation. Such information may be obtainable from government agencies or private information providers. Examples might include: Telephone directories – this could be used to check for existing companies that are similar. Judgments on court cases – helps to prevent a mistakes made by someone else.Legislation – Food Hygiene Certificate, Health and Safety Certif icate, Fire Safety Certificate. Professional publications – helps to find the right way of running a successful business. Financial services – banks, accountants, solicitors, lawyers. The internet – in today`s days the people use internet most of the time. Social media sites are very popular and are also used as a place where you can advertise your business and generate customers.SummaryMy business would run at a profit if I attract my customers with special offers. This will include discounts for kids and elderly. Regular customers will also be entitled to get a discount for their loyalty. There will be various levels of discounts for corporate clients, depending on how much they order. Low prices and good quality will help me to generate a lot of customers. One of the foundations for starting up a new business is my unique recipes. They are designed by me, but the chef who is going to work with me helps me to prepare them. The recipes are a combination of unus ual flavours and designs.This will also help me to attract new customers. The environment which I provide to the customers must be nice, clean and friendly. When people are in my cupcakes shop, I want them to feel relaxed and comfortable. The staff that I employ will be trained in customer service. They will be polite and respectful. Often team-building is helpful for developing a good relationship between the staff. They also can come up with new ideas, which can be discussed and put into action. I have a good location which is near a bus station, schools and few office buildings. The research I have done shows me that throughout the day nearly 3000 people passing by the shop. The location is ideal for this type of business. To improve my business in future I will make plans for expansion following the above steps. Opening a chain is a good improvement.

Stadium Contracts

Need to talk about criteria/ funding where the money came from The Wembley stadium was built using a Design and build Procurement strategy. A Design and build strategy is where a single contractor is responsible for both the design and construction of the stadium. The client must specify the type of building they require and the contractor proposes the best design to meet this, this information was found at the web address Building. co. uk. A design and build project allows the low risk factor as for the client has the contractor takes on the risk by offering a fixed cost contract.The web address designbuild-network. com states the original provision for a building cost was around ? 352m, with total project costs of ? 757m. A fixed price contract protects the client from any expiring costs, for example if the construction of the stadium was to have any over runs or delays. The main contractor building Wembley stadium was Multiplex (UK) Ltd and Cyril Sweett acted as independent consul tants to Wembley National Stadium Limited (WNSL). In April 2002 the client was advised by Cyril Sweet the Multiplex contract was representing value for money this was stated on web address designbuild-network. om. Although Multiplex was the main contractor the project was project managed by Symonds. From the outset of this project was focused on risk transfer, the WNSL passed on all the risk to Multiplex and Multiplex passed on the risk to Symonds. Although the procurement method between the WNSL and Multiplex was Design and build, the procurement strategy for Multiplex and their sub-contractors was solely focused on risk transfer and not the needs of the project. a discussion on the criteria which would have been used to select the procurement strategy / building contract.The project priorities was The management capability The extent of risk that WNSL were prepared to accept was http://www. building. co. uk/data/procurement-construction-management/3072705. article the http://www. designbuild-network. com/projects/wembley/ Terminal 5 The terminal 5 project procurement route was a single contract called the T5 agreement. The decision was made by BAA that rather than passing the risk on to the vast amount of contractors involved in the project, BAA would take on all the risk. The webs address christianwolmar. o. uk states Mathew Riley, the company’s commercial director for Terminal 5, realised the financial consequences of risk being passed to contractors was the reason many recent construction projects had failed. BAA realised that projects such as the Jubilee Line Extension, the Scottish Parliament and the Millennium Dome had not really worked because ultimately the risk would always fall back on itself. Also many recent projects where the risk was attempted to be passed resulted in massive legal claims and counterclaims.Terminal 5 was a large infrastructure project involving over 60 contractors, 16 major projects and 147 sub-projects on a 260ha site. With such a project BAA realised that if the projects were to be built on time and within budget that a unique approach would be required. This information was found at web address www. airport-technology. com As a result of not wanting to pass on the risk, the sheer size of the project and the amount of contactors needed to be involved. The T5 agreement was a legally binding contract between BAA and its contractors. This agreement llowed the contractors to concentrate on the project and solving problems rather than worrying about time delays and risk. Web address the times online explains the new Terminal Five at Heathrow is the current benchmark for construction best practice. The recipe is simple. A client that takes a level of ownership of project (in this case he created a challenging vision for how it wanted the project delivered); a procurement approach that offers incentives to all, for improvements in cost, or time or quality and; and a proven construction and design team w ho work in a collaborative and innovative way. ttp://www. christianwolmar. co. uk/2005/04/project-management-at-heathrow-terminal-5/ http://www. airport-technology. com/projects/heathrow5/ http://www. timesonline. co. uk/tol/comment/article700388. ece http://www. christianwolmar. co. uk/2005/04/project-management-at-heathrow-terminal-5/ Scottish Parliament Provide general background information on each project. cover the roles and responsibilities of the Client, Design Team and Contractor involved. The first Scottish parliament building was created in September 1997 after a referendum in which people of Scotland voted by almost three to one.The client, the Scottish government decided on building a complex building from a mixture of steel, oak, and granite. The procurement route chosen by the Scottish government was construction management. The web address www. parliament. uk explains the procurement route chosen was to turn out to be the most significant decisions during the project , and also states Construction management offers the advantage of speed but with the disadvantage of price uncertainty until the last has been leased.Construction management was chosen not only for allowing the project to be started quickly and the reduction in overall construction. But the procurement route allows for change in design during the project and problems are generally solved rather than passed around the separate contractors. Choosing construction management as a procurement strategy means the client is responsible for leading the project and must take liability for any risks or mistakes.The Scottish government would have to hire designers to design the building, then the design could have been put out to tender. The advantage of construction management is that all tenders are based on the same design and can be compared easily. The web address www. ehow. com explains the client then has a trade contractor then adds details to this plan and finalizes it with the client. After this, the client typically hires a construction manager to oversee the process and manage workers.Though the construction manager takes a strong, second-hand position the client is the person that is ultimately in charge. This allows a less experienced client to have control of the build with construction advise from the construction manager. a discussion on the criteria which would have been used to select the procurement strategy / building contract.http://www. ehow. com/about_6635095_construction-management-procurement_. html

Myself and My Course Essay

Lets talk about myself, my name is Mark Vincent Y. Teodocio. I’m 17 years old. I was born on a warm, sunny day in September. I live at Cecilio Blanco Cmpd. Villamayor st. Brgy Pag-asa Binangonan Rizal. I am studying at WCC Antipolo. I live with my mom Edith, and my little brother johnly. My father died when I was in 2nd year high school. So my mom survived us alone. I have one sister namely Gladys. My sister has her own family now that’s why me and my little brother are the only one left to live with my mom. I started school when I was 4 years old. I went to kindergarten through 3rd year at Colegio De San Clemente Angono, Rizal. Then I attended Angono Private High School for my 4th year high school. I am now a first year college student at World Citi Colleges & currently aiming to graduate my bachelor degree in Business administration in the near future. My favorite sports is Volleyball. I love surfing the internet if I have free time, opening my mails, visit my facebook account and chat with my friends so I stay connected with them anytime and anywhere. I’m not used to play computer games like others do. Spend the whole day in front of the computer. My favorite colors are red, blue and black. My friend sees me as a kind, sweet, funny and friendly person. Life to me means friends and family. Who you can trust and who trust you. I am pretty much on the bright side of life. But like all teens do. I do have my days of sadness or depression. I have some few friends who looks out for me during those days or when I’m having a bad days. I have someone here at school to talk to. I make my school days go by thinking of either the next hour or what I will do when I get home or on the weekend. Now, lets talk about my course. As I said in the beginning I’m a freshmen student. Taking up Bachelor of science in business administration major in marketing/management. And if you ask me why others should take my course. For me, business administration offers many advantages. Including vast amount of career opportunities in a variety of job sectors, and well paying jobs or high salary jobs. You will have the education to plan your financial and business future. Year 2016 will be the time I will graduate from college. In a few years i see myself as a successful Business man. Managing people with abilities and knowledge of what they are doing. The Boss of my own Company. And my name is known not only locally but internationally. At that time, i think I will probably be still living here at Angono, Rizal with my mom and my little brother. As I said in the beginning, I was born here in Angono, Rizal. And I’ve live here my whole life. I would like to see more of the philippines but unfortunately, I don’t have money to leave Angono, Rizal. to go anywhere right now. I hope you have enjoyed reading my life story as much I have enjoyed making it for you. Here’s a tip for you to live or try to live by: Hardwork will give you Power, being lazy will make you slave.

State of Racism and Gender Discrimination

?State of Racism and Gender Discrimination What is discrimination? Discrimination is the prejudicial treatment of a different person or groups of people based on certain characteristics. In the United States there are seven protected characteristics or classes that are defined by Title VII of the Civil Rights Act of 1964, the Age Discrimination Employment Act, and the American Disabilities Act that can not be discriminated against: race, color, religion, national origin, sex, age, and disability. This paper focuses on two of the protected classes: race and gender discrimination. What is racism? Racism (also known as discrimination against a race or races) is a belief that all members of one racial group have superior characteristics or abilities specific to that group; it allows the ranking of races based on superiority and implies the importance of one race over the others (â€Å"Racism† 2008). Supremacy ideology is core to racism. In the 20th century, the face of racism was largely black and white; however, in recent times there have been examples of racism against Native Americans, Asian Americans, African Americans, Latin Americans, and some other immigrant groups (â€Å"Racism in the United States† 2008). Today, racism has become multi-colored and multicultural. Racism and racial discrimination are very powerful forces which unfortunately harm the whole economy. Racism can take place in many areas such as the job market, housing market, educational system, and health care services. Even today, racial discrimination against minorities (especially African Americans) can be found in the housing market (i. e. making renting apartments, taking out mortgages, and buying houses extremely difficult or even impossible in some areas). This is not to say, that there has not been significant attempts and progress made, in order to eliminate racial discrimination. Racial discrimination and segregation used to be legal across the southern states of the United States (â€Å"Martin Luther King and the fight against racism in the US† 2008). Many people have tried to stop racial discrimination throughout the history of the United States. One extremely influential and pivotal leader that many people are familiar with is Martin Luther King. While this paper is not a historic telling of Martin Luther King, his ideals are as influential today as they were then. He did not want people to be judged by the color of their skin but by the capability of their character. He tried to revive the Civil Rights movement in the mid 1950s. However, he was tragically assassinated on the balcony of his hotel in Memphis, Tennessee (â€Å"Martin Luther King and the fight against racism in the US† 2008). After his passing and after many fundamental changes in the constitution, African American communities are no longer limited in their rights from society (â€Å"Martin Luther King Jr. † 2008). Today, the eyes of ethics and the highest laws of the land bids society to stop racial discrimination in all its forms, along with other types of discriminations defined under title VII, ADA, and ADEA. Gender or Sex Discrimination is the belief that one gender is more valuable than the other, and can also create doubts in the abilities of a certain sex and exacerbate stereotypes (â€Å"Sexism† 2008). In most countries around the world, gender discrimination is illegal in most circumstances (Manohar 2008). In the United States, Title VII protects against gender and sexual discrimination. There are two types of gender discrimination: disparate treatment and disparate impact (â€Å"Gender or Sex Discrimination† 2008). Disparate treatment is treating people differently because of his or her sex (â€Å"Gender or Sex Discrimination† 2008). The other is disparate impact, when the company policy does not include certain individuals or does not include everyone equally (â€Å"Gender or Sex Discrimination† 2008). The fire department is a good example of disparate impact. The qualifications of the fire department are extreme (i. e. he ability to carry and lift a lot of weight), which makes it hard for women to qualify for a job as a firefighter (â€Å"Gender or Sex Discrimination† 2008). These requirements are important to becoming a fire fighter and many argue that they are more than necessary. However, this does not mean that the fire department does not want to work with women. It is just the policy to set the standards high. Another interesting example: A male employee was fired by his employer because he refused to work at night (â€Å"Small Business Encyclopedia† 2002). This company had a policy saying that women did not have to work at night because the company was located in a high crime area. The male employees had to work the night shifts for the company, while the women employees did not. The male employee in question filed a suit under Title VII against his employer claiming sexual discrimination. The company claimed that several female employees would quit if they were forced to work at night. The company also claimed the policy was a bona fide occupational qualification (BFOQ). This case is interesting because BFOQ can be used as a defense to allow certain discrimination. BFOQ is an exception provided by Title VII for jobs that require a specific religion, sex, national origin, or age as a reasonable necessity for normal operations of a business. Although BFOQ applies to the fire department qualifications, the courts deemed that the company who asked only its male workers to take the night-shift was could not use BFOQ as a valid defense (â€Å"Small Business Encyclopedia† 2002). In the workplace, sexual discrimination usually involves sex becoming a factor in deciding on who gets a job, promotion, or other benefits. Many researches have shown that women are treated unfairly compared to men in hiring, promotions, and benefits (â€Å"Small Business Encyclopedia† 2002). For instance, a young man, who dropped out from high school and does not have a degree, gets a job in a high position over a young woman who has her master’s degree. While the young woman is better qualified for the position than the young man, the man gets the job. This paradigm illustrates gender discrimination. The reverse has also held true. There have been cases where men have been discriminated against, as discussed above. There is also a particular form of sexual discrimination called sexual harassment. Sexual harassment includes inappropriate words or actions of a sexual nature to the opposite sex (â€Å"Small Business Encyclopedia† 2002). Courts expect managers to understand that sexual discrimination may exist in the workplace and companies to take proactive measures to ensure that the environment is free from sexual discrimination. The first law of any federal importance in the United States regarding discrimination was The Civil Rights Act of 1871, also known as the Ku Klux Klan Act of 1871; it was mainly established to protect Southern African Americans from the abuse being delivered to them from the Ku Klux Klan. Although the Act had been interpreted by the courts many times, it had very little effect. For one, the Act was loosely defined and provided loopholes for state officials, who did not get litigated under the statue. However, this hole was patched up in 1961, when the Supreme Court of the United States decided Monroe v. Pape. The decision included several provisions to close the inadequacies found in the Civil Act of 1871. The Act is now one of the most powerful statues, in which the State and Federal courts may protect those whose rights are being violated. In particular, Section 1983 of the Civil Rights Act enforces the prohibition of public sector employment discrimination based on race, color, national origin, sex, and religion, but it rarely applies to the private sector. Eventually, the first Federal law to promote equal opportunity and prohibit employment discrimination in the United States was passed. The law is called the Executive Order 8802, also known as the Fair Employment Act. It was signed by President Franklin D. Roosevelt in 1941. The law promotes and ensures that all Federal agencies and departments involved with the defense industry were administered without discrimination to race, color, or nationality on the vocational and training programs being offered to its employees and contractors. The Civil Rights Act of 1964 prohibited racial segregation in schools, public places, and employment regardless of race, color, religion, sex, or nationality. Originally conceived to help protect African Americans, it also explicitly included sections to protect women in the bill; as a result the Equal Employment Opportunity Commission was founded as well. At the time of its creation, this law was seen as one of the most important legislations that abolished all forms and respects of discrimination. During its time at the House Judiciary Committee, the bill was expanded and strengthened to include bans against racial discrimination in employment, segregation in all public facilities, and protection of the rights of black voters. The bill was later passed out to the House Rules Committee, at which the committee’s chairman Howard W. Smith expressed his intention in canning the bill. But after pressures from civil rights groups and movements, Chairman Smith finally let the bill pass through and it was brought to a vote. It passed in the House on February 10, 1964 and was sent to the Senate. During the bill’s stay at the Senate, a group of southern state Senators launched a two month filibuster trying to prevent its passage through the Senate. In compromise, a revised weaker bill than the House version was brought to the tables for Senate vote on June 10, 1964 and was passed. Originally conceived to help protect African Americans, the Civil Rights Act of 1964 also explicitly included sections to protect Women’s Rights in the bill. Added by Howard W. Smith of the House Rules Committee Chairman, it was first seen as a guise to prevent the bill from passing (since at that time it was normally conceived that some groups of men within the House and Senate would oppose Women’s Rights). The Bill was later successfully passed and marked the first time legislation was put into effect to protect women. The Civil Rights Act was later followed by the Civil Rights Act of 1968, commonly known as the Fair Housing Act of 1968; which expanded the prohibition of discrimination to include the housing sector. It specifically prohibited discrimination on the sale, rental, and financing of housing based on race, religion, nationality and later gender, and the protection of families with children and of the handicapped. The next important anti-discrimination law to pass was the Pregnancy Discrimination Act of 1978. With more than 70% of women with children in the U. S. work force, the law was setup to protect women against discrimination due to their pregnancy (or intentions of becoming pregnant). Employers with prejudices against working mothers (due to the fear of lost productivity, extra costs, expenditures and accommodations associated with pregnant women) who might have been likely to discriminate against them were deterred. The Act also enables the distribution of a monetary pay-out as a result of discrimination against pregnant women. In 2006 alone, The U. S. Equal Employment Opportunity Commission handled 4,901 claims with monetary amount awarded totaling about $10. 4 million (EEOC 2006). The Civil Rights Act was amended again for the last time in 1991, in an effort to address various limits imposed by past United States Supreme Court’s decisions on the rights of employees who had filed law suits against their employers. It was basically setup to bring forth the emotional distress damages caused by employment discrimination while setting a limit on the amount the jury could award (â€Å"List of Anti-Discrimination Acts† 2008). Before the 1991 Act was put into effect, a plaintiff could only sue their employer for discrimination and recover lost wages or salary, lost benefits, attorney fees, court fees, other legal fees, and other costs associated with reinstatement. To prevent from unreasonable court settlements, the punitive damages awarded was capped at $300,000 for most cases (excluding ethnic and/or racial discrimination) (â€Å"List of Anti-Discrimination Acts† 2008). The Equal Employment Opportunity Commission still handles thousands of discrimination cases every year. There is statistical evidence that suggests racial discrimination in the workplace is still commonplace. In 2000, the EEOC (Equal Employment Opportunity Commission) reported a study in North Carolina that states accusations of racial harassment on the job nearly quadrupled between 1996 and 2000. Mindy Weinstein, attorney at the EEOC office in Charlotte, North Carolina, says, â€Å"There's a new generation of workers today who were not raised in the civil rights movement, who may not have been aware of the laws that came about because of that time†¦ We think it's largely a reflection of what's going on in society as a whole† (â€Å"Racial Discrimination† 2008). Since Barack Obama’s win the 2008 presidential election, people would like to believe that racism has seen its last day; unfortunately this is not the case. According to the research of Brown University, during 1970 to 1994, when America liberalized their uncompetitive banking markets, it reduced the wage gap between blacks and whites. Economists call the wage difference between black workers and white workers the â€Å"racial wage gap† (most of which comes from bias). Gary Becker, a Nobel-prize winning economist, argued that prejudice of employees was economically inefficient. Brown University found that deregulation of the American banking industry increased competition and lowered interest rates on loans. People found it easier to start their own business. They found that in an initially high degree of racial bias, the black-white wage gap declined the most. This evidence shows competition itself can not eliminate racial discrimination. Competition can only reduce the bias from employers. Changing attitudes takes a lot of time and effort; even though Obama’s election victory denotes a change in history, there is still a long way to go (â€Å"Race and Red Tape† 2008). Wage gaps can be seen in between genders as well. Though a wage gap between white men and white women may be expected, it is surprising to see this is not the only wage gap that exits between the sexes. In other racial groups, such as African Americans, Latinos, and Asian/Pacific Islanders, men earn more money than women within their own respective race (U. S. Census Bureau 2000). According to a study, women working 41 to 44 hours per week earn 84. 6% of what men earn working similar hours; women working more than 60 hours per week earn only 78. % of what men earn working the same hours (Bureau of Labor Statistics 2002). More over, women tend to work longer before they receive promotions and get a higher pay. Most people think a higher education may increase women’s salary, but the evidence suggests otherwise. The data does not show a narrow gender gap in wages at higher levels of education. On the contrary, at the very highest levels of education, the gap is at its largest (Hilary M. Lips 2008). Racial discrimination is an important issue in the business world and is a genuine problem that still exists—and in some cases it’s getting worse. According to a study published in 1998 by the nonprofit group Catalyst called â€Å"Women of Color in Corporate Management: A Statistical Picture,† it was shown that minority women, while now accounting for almost a quarter of all women in the workplace, occupied only 15 percent of the management positions held by women. The study verifies that a combination of racial discrimination and the glass ceiling was a differentiating factor in those numbers (Racial Discrimination 2008). Glass ceiling is a symbolic phrase referring to an invisible cap preventing qualified women and minorities from progressing into key higher level management positions, or in some cases any management positions. These individuals describe the cap as a â€Å"glass ceiling† because they can see the opportunity that should be theirs through the glass, but due to the ceiling, they can not go any higher. In 1995 the Federal Glass Ceiling Commission described the American labor force as being segregated by gender and race, where â€Å"white men fill most top management positions in corporations† (Glass Ceilings: The Status of Women as Officials and Managers in the Private Sector 2004). The report affirms that the percent of women officials and managers in the private sector used to be 29% in 1990 and had increased to 36. 4% in 2002. Although this is an improvement, women embody 48 percent of all employees, but only 36. 4% of them are in key power positions. In the National Employment Summary released in 2005 by the EEOC, the average salary reported was $40,325. This report indicates that the median income of men is above average ($44,090) and the median income of women is below average ($36,417) (â€Å"National Employment Summary† 2005). The median salary for White and Asian employees was above average as well ($41,525 and $50,762 respectively); whereas Black, Hispanic, and Native American employees had median salaries below the average income (â€Å"National Employment Summary† 2005). When graphed, these findings show that White male population has an income graph that is skewed towards the right, whereas most minorities and women have a normal income distribution. The data here supports the idea that more White men are employed in higher paying jobs. The Federal Glass Ceilings Commission argues that: â€Å"The successful elimination of glass ceilings requires not just an effective enforcement strategy but the involvement of employers, employees and others in identifying and reducing ttitudinal and other forms of organizational barriers encountered by minorities and women in advancing to higher level management positions in different workplace settings. † (Glass Ceilings: The Status of Women as Officials and Managers in the Private Sector 2004) Racism and gender discrimination hurt not only the people discriminated against, but also the economy as a whole. It prevents good, qualified individuals from progressing and attributing to the market. As a result, l ess qualified or poorly qualified people get placed in key positions. This prevents business’ from reaching their potential, and thus prevents the nation from reaching its. These issues are not restricted to the United States. Racism can be found in all countries across the globe, and its effects can be devastating. Africa suffers from constant political unrest where attempts at genocide are commonplace. Will racism and gender discrimination ever come to an end? It is a difficult question to answer, especially since it is human nature to differentiate between â€Å"us† and â€Å"them† (â€Å"So stereotypes persist because we want them to† 2000). The hope and desire for America is that the definition of â€Å"us† truly changes to encompass all Americans (â€Å"from all walks of life†). Works Cited EEOC (U. S. Equal Employment Opportunity Commission). 2006. Retrieved November 29, 2008, from: http://www. eeoc. gov/index. html Feinberg, Mark PhD. â€Å"So Stereotypes Exist Because We Want Them to†. American Psychological Association Public Interest Directorate. Retrieved November 29, 2008, from: http://www. apa. org/pi/oema/racism/contents. html â€Å"Gender or Sex Discrimination†. 008. Retrieved November 29, from: http://www. discriminationattorney. com/lawyer-attorney-1287322. html â€Å"Glass Ceilings: The Status of Women as Officials and Managers in the Private Sector†. 2004. U. S. Equal Employment Opportunity Commission. Retrieved November 29, 2008, from: http://www. eeoc. gov/stats/reports/glassceiling/index. pdf Lips, Hilary M. â€Å"The Gender Wage Gap: Debunking the Rationalizationsâ € . Retrieved November 29, 2008, from: http://www. womensmedia. com/new/Lips-Hilary-gender-wage-gap. html â€Å"List of Anti-Discrimination Acts†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/List_of_anti-discrimination_acts#United_States Manohar, Uttara. â€Å"Gender Discrimination at Workplace†. October 24, 2008. Retrieved November 30, 2008, from: http://www. buzzle. com/articles/gender-discrimination-at-workplace. html â€Å"Martin Luther King and the fight against racism in the US†. 2008. Retrieved November 30, 2008, from: http://www. socialistworker. co. uk/art. php? id=14531 â€Å"Martin Luther King Jr. . November 30, 2008. Retrieved November 30, 2008, from: http://www. 123HelpMe. com/view. asp? id=42718 â€Å"National Employment Summary†. 2005. Retrieved November 29, 2008, from: http://www. eeoc. gov/stats/jobpat_eeo4/2005/jobs/UnitedStatesSummary. html â€Å"Race and Red Tape†. November 13, 2008. The Economist print edition. Retrieved November 29, 2008, from: http://www. economist. com/finance/displaystory. cfm? story_id=12597512 â€Å"Racial Discrimination†. November 29, 2008. Retrieved November 29, 2008, from: http://www. nswers. com/topic/racial-discrimination â€Å"Racism†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/Racism â€Å"Racism in the United States†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/Racism_in_the_United_States â€Å"Sexism†. 2008. Retrieved November 29, 2008, from: http://en. wikipedia. org/wiki/Racism_in_the_United_States â€Å"Small Business Encyclopedia†. 2002. Retrieved November 29, 2008, from: http://www. answers. com/topic/gender-discrimination

How to do job interview and Questionnaire about the Morrison Company Essay

How to do job interview and Questionnaire about the Morrison Company - Essay Example These open-ended questions will develop the interviewer’s understanding of the interviewee’s strengths and weaknesses pertaining to the duties and responsibilities that the job requires. These questions also give insight in the interviewee’s work experience, elicit opinions from them and give some indication of their suitability for the job (Department of Civil Service, 2008). The structure of the interview can follow a six-point format. Firstly, introduce yourself and greet the interviewee with a smile. Secondly, go through their application form and C.V. with them and ask them to provide more details on his/her previous job responsibilities, duties and projects they may have completed. Their responses will imply what they find interesting or challenging, how suitable they are for the job and how good their communication skills are. Thirdly, give the interviewee the job description verbally and summarize the main duties and responsibilities. Fourthly, to gain as much information that is feasible as to the interviewee’s suitability for the job, encourage expansive responses with open-ended questions, such as those suggested below. Fifthly, ask the interviewee if they have any questions regarding the job or the company, and that either the interviewer or the Personnel Office will be there to answer any questions that may come to mind after the inter view has ended. Lastly, end the interview by stating what will happen next in the hiring process, and thank them for their time (Department of Civil Service, 2008). Allbusiness.com. (2008). How to Conduct an Effective Employee Interview. [Online]. Available at: http://www.allbusiness.com/human-resources/workforce-management-hiring-interviewing/1253-1.html. [Assessed 23 November 2008]. Department of Civil Service. (2008). How to Conduct a Job Interview. [Online]. New State Department of Civil Service. Available at:

The Patients with Stroke Assignment Example | Topics and Well Written Essays - 1250 words

The Patients with Stroke - Assignment Example It is a responsibility of a hard-headed nurse in assessing the religious and spiritual issues, family and social issues, and independence and activity issues in strict coherence with the physical symptoms and psychological distresses (Williams & Perry, 2010). Bearing it in mind, there comes a clear understanding of the link between the nursing interventions needful for stroke and Parkinson’s patients. ... To say more, it is a difficult process at a glance which needs a thorough look into blood tests, ECG, CT scans, and other medical interventions to be specifically assessed within a concrete time-limit. In this vein, a nurse should provide a set of practical treatments to make a patient go out of the depression caused by the neurological disorders discussed in the paper. One of the approaches is to pinpoint the exact source of anxiety among Parkinson’s multiple sclerosis patients (Lewis, Heitkemper, Dirksen, Goldsworthy, & Barry, 2006). It is a mandatory step for promoting efficacy through accuracy in nursing. On the other hand, what unites the three diseases in accordance with nursing intervention is the need for the â€Å"ask-tell-ask (also known as â€Å"Elicit-Provide-Elicit†) communication technique† (RNAO, 2010, p. 7). This is one of the general similarities in coping with the stroke, Parkinson’s, and multiple sclerosis patients. Needless to say, most clients with a chronic neurologic disorder will experience feelings of depression and hopelessness, and, therefore, a nurse’s care should be focused on this in the interpersonal dimension of care. Besides, to relieve the anxiety among Parkinson’s patients, a nurse is to have a set of procedures and implementations to be run during the whole process of intensive medical care.

Reflaction Essay Example | Topics and Well Written Essays - 500 words - 4

Reflaction - Essay Example of any institution has an effect on the assaulted survivors, if an environment seems like it supports assaults or assault seems like no big deal, it makes it difficult for people to report any experiences they encounter (institutional betrayal). Am persuaded that there is need for more action to be taken to help the victims bring out their experiences to public domain to get protection from the perpetrators by creating a supportive and conducive environment for them which helps in the healing process. The article on violence against women focuses more on the changes that should be made at different levels in order to secure women from violence. Females are viewed as a weaker sex and it starts from the roots of the family. Culture and social construction portray women in a different way, there are jobs for women and others for men, male superiority and male control over women’s behavior â€Å"a man can ‘discipline’ his wife to which this is violence. This article explains into detail how we can reduce violence against women and helps provide simple solutions for fighting violence against women. The article misframing men by Michael Kimmel shows how certain males experiences leads to certain behaviors of killing others and committing suicides in schools. Local school and gender culture like marginalizing some students through bullying and paying no attention to bullied students or students with suicidal and self harming tendencies and the expectation of a male to defend himself when bullied increases the rampage of school shootings. Such a victim feels justified to avenge his mistreatments to all who hurt him. I think for schools to prevent shooting rampages should try encouraging equality for all to avoid marginalization. The four theses of men and sexual harassment shows that we have the potential to select the possibilities of harm and good we face if we keenly reflect on the four modes and distinguish them apart. A man can either be creepy, flirty, and