People Play Important Roles in Our Lfe Essay Example for Free

People Play Important Roles in Our Lfe Essay The most significant people in your life would normally be your parents followed by siblings and extended family members. We are first sons or daughters before we take on the role of brothers or sisters. Our role will then be of husbands or wives and then fathers or mothers as we grow in our lives. We become grandfathers or grandmothers and with God’s blessings, become Great Grandfathers or Great Grandmothers. Our role will then become whatever role we take on in life. Our parents would definitely be the most significant people in our lives. How we grow up as an individual goes back to the cornerstone of our family unit. When there is love amongst the family members, this is where we are nurtured when we were young and we take our values from the family. Siblings that come along in the family unit are our companions and when we grow up being supportive of each other, that is where we can have support and encouragement from our siblings as well. As we grow up in society, we have friends and teachers along the way. Teachers who have motivated us during our school days play a significant part in our growth as well. As the saying goes, â€Å"No man is an island and hence our dependence on others and how they contribute to our lives by their presence gives meaning to our ambitions, our values, our way of thinking and so much more. In turn, we give a helping hand, a listening ear to our friends who need support and encouragement or just someone to understand them. When we have been touched by others in our lives and in normal cases, would be the family members. People without this family support such as orphans or kids being fostered out or adopted by their adoptive parents find themselves being cared for by others who make every effort to see to their needs and love them. These people then play a very significant role in their lives. It is very important that we appreciate the people in our lives and if we can thank them for being in our lives, it is a beautiful moment to cherish. Often enough, many of us take our loved ones for granted. Let that not be the case and let us be aware that we want to appreciate our loved ones and make every effort to let them know that we appreciate, care and love them. We need not do great things for our loved ones. Remembering them is one way to show our appreciation of them and we can do so by taking the time to be with them, talk to them and just be with them. Let us all take time to love our close and beloved so that they know they are loved and appreciated in their lives. It is something we can do and let us all make an effort to do so. Being appreciated and loved adds meaning to one’s life and it is up to each one of us to do so.

Impact of National Culture on HRM practices

Impact of National Culture on HRM practices According to Brewster (1995, cited by Wilton, 2010), an organisations Human Resource Management policies are dictated by international, national, and organisational constraints. The impact of such limitations, particularly in the midst of an increasingly globalised society, is of particular importance with the continued growth of Multinational Corporations (MNCs). With business extending across regional, national and international boundaries, now characterized by heightened permeability, adaptations in HRM practices are necessary to account for the variations apparent between nations. As reiterated by Schuler (1998), with MNCs competing in a global marketplace, it has become increasingly important to recognise the significance of the admonition When in Rome, do as the Romans do. Including both institutional (hard) and cultural (soft) discrepancies, MNCs must not only seek to understand the social framework embedded in foreign cultures, but must develop a means to overcome the impedim ents associated with it to insure the success of the corporations subsidiaries abroad. Research illustrates that MNCs often attempt to transfer existing HRM practices to their foreign subsidiaries, however, in the midst of significant cultural gaps; such methods are correlated with high failure rates(Morris et al, 2009; Tayeb, 2005). As national culture is engraved into the skeletal framework of a society, and hence, its organisations, an approach that adapts to the local environment and established social norms, is of pivotal importance (Newman et al, 1996; Morris et al, 2009; Tayeb, 2005). National Culture: A Brief Overview Despite the controversies apparent in its definition, there is wide consensus that national culture encompasses a cornucopia of shared assumptions, norms, values, and beliefs that are embedded into the very core of society (Wilton, 2010; McSweeney, 2002; Maih et al, 2007). A system of values, national culture is perceived as collective programming of the human mind, which, in turn, directly influences the behavioural manifestations of a society within the environment and the group itself (Sackmann, 1992). As reiterated by Schein (1985, cited by Wilton, 2010), national culture is a means of overcoming the universal obstacles within society, that of external adaptation and internal integration. It is a thread that intertwines the heart of a nation with the essence of each individual, community and organisation a thread that stitches an otherwise fragmented society into a tapestry of commonality. As a nations human and institutional foundations are the fruit of its cultural roots, nati onal culture has a significant impact on business operations within MNCs, particularly in regards to the soft aspects of organisations, such as HRM policies. As emphasized by Hickson and Pugh (1995, cited by McSweeney, 2002), a nations culture has a broad spectrum of influence, shaping every thought, every decision, every action, every organisation. Conceptualising National Culture The values embodied by the vast array of cultures worldwide are highly diverse, and so, with business operations no longer constrained by geographical boundaries, MNCs must acknowledge this diversity and its subsequent implications for management (Miah et al, 2007; Newman et al, 1996). While the permeability of global barriers is widely acknowledged, the transferability of HRM practices from the country of origin to those of the subsidiaries is fraught with difficulties, and so, the implications of culture for corporations, as emphasized by Hofstedes model of national cultural differences, are indispensible for MNC management (McSweeney, 2002). Based on research conducted at IBM and its foreign subsidiaries, Hofstede concluded that differences between the values, norms and beliefs of national cultures could be categorized into four dimensions. Despite significant criticism in regards to methodology and obsolescence of data(McSweeney, 2002), the cultural differences apparent in Hofste des model may have implications for an organisations HRM policies in terms of the leadership style, importance of regulations and whether compensation should be linked to individual performance or seniority (Leat et al, 2007). Table 1: Hofstedes Model of Cultural Differences (Adapted from Wilton, 2010) Hofstedes Dimensions of National Culture Cultural Dimension Significance Power Distance A reflection of the acceptability of the social inequality that underpins the functioning of all societies, this dimension indicates the extent to which unequal power distribution is accepted within nations. While in high power societies, inequality is largely accepted, giving rise to autocratic management practices, low power societies are characterized by a desire for equality, stronger interpersonal relationships and heightened employee involvement Uncertainty Avoidance A reflection of the extent to which uncertainty and unpredictability are accepted in a society. In societies with high uncertainty avoidance, the creation of a sense of security and long term predictability is the central focus. On the other hand, in societies with low uncertainty avoidance, unpredictability and risk taking is encouraged. Hence, the importance of regulatory procedures is of less importance. Individualism vs. Collectivism A reflection of the degree to which self identity is reliant on individual or group characteristics. While in individualist societies, individual responsibility, initiative and concern predominates, collectivist societies are characterized by loyalty and concern for a much wider social network. Such societies are hence, more reliant on the organisation, community and country. Masculinity vs. Femininity A reflection of the significance of social differentiation between genders within a society as well as the degree to which traditional male orientations are emphasized over those linked with females. Masculine societies are characterized by ambition with success linked to the acquisition of material possessions. In feminine societies, however, interpersonal harmony is core, and so, quality of life, consideration for the environment and emotional satisfaction is fundamental 2 A noteworthy comparison dominating current HRM literature is that of the individualistic Anglo-Saxon countries and the collectivist Asian countries (Rowley et al, 2002). From the early 1960s, East Asia has been regarded as having one of the most rapidly developing economic environments in the world (Harzing et al, 2004). As a result of such rapid development, MNCs from Anglo Saxon countries, namely the USA, have developed operations in the likes of Japan, China and Taiwan. However, the development of appropriate HRM practices within their respective foreign subsidiaries has been fraught with difficulties, largely as a result of the differences in cultural parameters (Ralston et al, 1997). Values, norms and beliefs in Asian countries are deeply rooted in tradition and the notion workplace is family (Ralston et al, 1997). As such countries are a highly collectivist culture, characterised by high power distance high uncertainty avoidance, HRM policies developed by the USA which, accord ing to Hofstede, are markedly different would be ineffective without contextualisation (Rowley et al, 2002). Hence, as reiterated by Schuler et al (1998), congruence between culture and management practices is of pivotal importance as such an approach (1) demonstrates cultural awareness (2) intertwines policy with ingrained behavioural patterns and (3) is correlated with heightened financial performance . While institutionalists argue that institutional systems, such as the macro-economy, governance and legislation, are the main determinants of HRM policy differences(Leat et al, 2007; (Rowley et al, 2002), research findings derived from studies regarding the effect of national culture on HRM practices in Asian countries (Miah et al, 2007; Sparrow et al, 1998), the Middle East (Leat et al, 2007), Europe ( Newman et al, 1996) and North America (Rosenzweig et al, 1994; Schuler et al, 1998) suggest quite the contrary. Such notions are further supported by Budhwar(2000, cited in Leat et al, 2007), whom asserts that while management practice may be influenced by culture free institutional factors , HRM practices are determined largely by those which are culture bound. National Context: Implications for HRM National culture is engraved into the skeletal framework of a society, and so, as reiterated by Rosenzweig and Nohria (1994, cited in Leat et al, 2007), HRM is both historically and socially embedded and so, it is the area of management most susceptible to cultural differences. National culture, therefore, influences numerous facets of a corporations HRM policies, including resource administration, performance appraisal, strategic decision-making, leadership style, provision of developmental opportunities, and the management of employee relations (Tayeb, 2005). Reinforced by Sparrow et al (1998), HRM policies and practices in any given country are cultural artefacts a reflection of the cultures values and norms in which all organizations are embedded. 3 While research illustrates that various MNCs have opted for the transferral of established practices from the country of origin to that of the host countries (Morris et al, 2009), the lack of contextualisation accounts for the limited acceptance (Newman et al, 1996; Leat et al, 2007). As echoed by Newman (1996) and Miah (2007), the notion of one size fits all is no longer relevant, and so, contextualisation of management practices is vital. According to Nohria et al (1994), the degree to which a MNC differentiates its HRM policy to fit the cultural context of its affiliates is directly correlated with heightened performance of the firm. Furthermore, HRM policies that are consistent with a nations culture have been manifested in heightened employee motivation, self efficacy and improved organisational performance (Newman, 1996). Therefore, the admonition when in Rome, do as the Romans do, appears to be applicable where international HRM practices are concerned. As congruence between the external environment and internal strategy is vital, a misfit between national culture and HRM policies will cause rifts in the organisations foundations, whereby even the most seemingly insignificant crevice will impact the effectiveness of the business (Gerhart, 2008). Hence, in order for Multinational corporations to be competitive on a global scale: it is crucial that they recognize these relationships and adjust their compensation practices to the cultural specifics of a particular host country (Schuler et al, 1998, p. 161) Multinational Corporations and HRM policy 4As highlighted by Taylor et al, 1996, HRM policy orientation, defined as the general philosophy adopted by MNCs within their respective subsidiaries, must be geared towards addressing the tension between the dual imperatives of global integration (convergence) and local responsiveness (divergence)(Edwards et al, 2005). Based on research from Rosenzweig et al (1994), three generic HRM policy orientations may be adopted by MNCs within their foreign affiliates: Adaptive, Exportive and Integrative, which if often dependent on the stage of international corporate evolution (refer to table 2). Based on this typology, which links to that developed by Perlmutter in 1969, multinational corporations management practices within overseas subsidiaries could mirror that of the parent company (ethnocentric), could resemble local practices (polycentric) or could seek idle ground between integration and differentiation(geocentric) (Morris et al, 2009). While early convergence theorists argue for the adoption of an exportive strategy based on the existence of universal truths, differences between national cultures in todays society are deeply rooted, and so, adaptation to local practices is of pivotal importance (Rowley et al, 2002). As argued by Kristensen and Zeitlin (2001, cited in Edwards et al, 2005), Thus, it is arguable that in the midst of increasing globalisation, whereby the idea of readily transferable best practice is no longer relevant, an adaptive or integrative HRM orientation strategy is more applicable. The central issue for MNCs is not to determine the most effective HRM policy per se, but to identify the best fit between the firms external environment, its overall strategy and its HRM policy (Taylor et al, 1996, p.961). Table 2: MNC Human Resource Management Policies (Adapted from Taylor et al, 1996) Adaptive Exportive Integrative The Polycentric approach The Ethnocentric approach The Geocentric approach HRM policy that mirrors the local environment / culture Wholesale transfer of HRM policy from the parent company to the foreign subsidiaries HRM policy that integrates the adaptive and exportive approaches Low internal consistency within the MNC parent company and affiliates and high external consistency with the nation High internal consistency within the MNCs and affiliates and low external consistency with the local environment High internal consistency and moderate external consistency Differentiation is emphasized whereby HRM policies reflect existing local practices High integration whereby HRM policies are replicated in an MNCs foreign subsidiaries Combines differentiation with integration strategy Minimal transfer of HRM philosophy and policy between the MNC and subsidiaries Complete transfer of HRM practice from the parent MNC to overseas affiliates Multidirectional transfer of policies between the parent company and foreign subsidiaries According to Porter (1986, cited in Taylor et al, 1996), HRM policy orientation is dictated by the international strategy adopted by the MNC multidomestic or global. On a similar note, Nohria et al (1994) make the distinction between firm strategy that pursues differentiated fit and that which strives for universal adoption of shares values. A multidomestic strategy (decentralisation) is often pursued in nations where the local market places high demands on MNCs for policy adaptation (Wilton, 2010; Taylor et al, 1996). As argued by Edwards et al (2005), while multiculturism is the primary argument for differentiation, this pressure is augmented by the need to abide by national legislation, regulations and labour market institutions termed local isomorphic factors. As a result, based on contingency theory, such strategy requires policy differentiation to fit the national conditions of each subsidiary (Nohria et al, 1994). MNCs pursuing a global strategy (centralisation), on the othe r hand, employ a set of shared values and goals to achieve a collective competitive advantage. Such a strategy is, hence, dependent on heightened levels of integration, centralization, coordination and control within the MNC and its respective overseas affiliates (Edwards et al, 2005). As emphasized by Wilton (2010) and Nohria et al (1994), a global strategy seeks to minimise the abyss of differences between national systems, placing emphasis on the importance of policy integration and mutual interdependence at an organizational level. 5 MNCs that adopt a multidomestic strategy, and hence are characterized by heightened independence and localization, are likely to pursue an adaptive HRM orientation (Brock et al, 2007). In MNCs geared towards the pursuance of a global strategy, however, an integrative approach to HRM policy is a more viable option. As noted by Taylor et al (1996), corporations that pursue a global strategy require higher levels of integration and internal consistency between the MNC and its respective foreign subsidiaries. However, as Bartlett and Ghoshal (1989, cited in Taylor et al, 1996, p.968) argued, MNCs competing in an increasingly globalised marketplace must not only internationally integrated but locally responsive, and so, in spite of the trend toward internal convergence (ethnocentric), discrepancies between national cultures call for differentiation. Echoed by Rowley et al (2002), while international trade and finance pressure firms to standardise management policy, the local customs and c ulture embedded in the fabric of the nation act as barriers to convergence (geocentric). As highlighted in the study conducted by Nohria et al (1994), the performance of MNCs that adopted an integrative policy orientation (high degree of differentiated fit and shared values) was significantly higher than other firms in the sample of 66 MNCs in 19 different countries. These results are consistent with the findings of Brock et al (2007), whom notes that MNCs that pursue a geocentric approach have higher sales, profit margins and significantly better market shares. Nevertheless, numerous authors acknowledge that while an integrative policy is most appropriate, few firms adopt such practice, often opting instead for an exportive HRM orientation (Taylor et al, 1996; Rowley et al, 2002; Harzing et al, 2004). While the wholesale transplant of the HRM system (Edwards et al, 2005, p. 8) will heighten integration among the MNC units and ensure the continuity of firm ethos, it fails to acknowl edge both cultural and institutional barriers embedded into societies (Morris et al, 2009). USA and Japan: A Case Study 6In todays society, foreign affiliates are the gladiators of the Coliseum that is the modern globalised environment (Pudelko et al, 2007). Hence, in the context of the USA and Japan, HRM policy must attempt to address the conflict between global integration and Local responsiveness (Brock et al, 2007). While American firms initially believed in the notion of one size fits all, which led to the transfer of policies abroad, low success rates by companies such as EBay within an Asian context (refer to table 3) provides evidence to the contrary(Morris et al, 2009). According to Paul Schwamm, an entrepreneur based in Tokyo, EBays lack of success in Japan is attributed largely to their lack of consideration of national culture differences. Instead of adapting to satisfy local needs, EBay attempted to manipulate consumers to fit the companys American centric model (Lane, 2007). Furthermore, as echoed by Ferner (1994), where American firms have integrated a degree of Japanese HRM practice i nto that of their own, they have only done so in a piecemeal fashion. In Japan, an ethnically and religiously homogenous society with deep rooted nationalism, however, such practices are insufficient (Ralston et al, 1997). Table 3: Comparison between Japan and the USA (Adapted from Morris et al, 2002 and Wilton, 2010) Hofstedes Dimensions United States Japan Power Distance Low Medium high Uncertainty Avoidance Low medium High Individualism High Medium Low Masculinity High Medium As the conflict between western and eastern values, norms and beliefs provide a basis for policy differentiation; the adaptation of HRM policies to account for national discrepancies paves the road to organisational success, as can be seen in companies such as IBM, Canon, Sony, and Matsushita (Pudelko et al, 2007). Comparing subsidiaries of US firms in Japan and vice versa, those which have, to a certain extent, adapted practices to the national context (culture and institutional factors), experienced improved efficacy, commitment, employee satisfaction and higher performance (Ferner, 1994; Morris et al, 2009). Interestingly, however, Pudelko et al (2007) notes that while an integrative HRM orientation is apparent in numerous American and Japanese success stories, Japanese subsidiaries in the US are more willing to adopt local practices than their American counterparts are within Japan. This suggests that, while contextualisation is vital, MNCs within both Japan and the USA may still link the American HRM model as a code of best practice (Pudelko et al, 2007). While Japanese MNCs, such as Nissan, Renault, Matsushita and Hitachi are moving away from traditional practices and are becoming increasingly Americanized, traditional Japanese systems are still deeply rooted in various areas of the nation, and so, a degree of contextualisation by American firms is still paramount. Conclusion 7According to Brock et al (2007, p.354), MNC subsidiaries are faced with balancing dual roles: as cogs in the wheels of their parent organisations, and as competitors in local markets. With increasing levels of globalisation, internationalisation of business, and heightened competition, consideration of the viability of HRM policies within different national contexts is of growing importance. National culture is engraved into the skeletal framework of a society, and so, it has significant bearing on business operations within MNCs and their respective subsidiaries, particularly in regards to the soft aspects of organisations such as HRM policies, practices and philosophies. While research highlights trends towards global convergence of policies within MNCs and their respective foreign subsidiaries, discrepancies between national cultures and the norms, beliefs and values intertwined with their roots, call for differentiation. It is this need to bridge the concepts of integration and differentiation that justifies the adoption of an integrative HRM policy orientation in the midst of both a multidomestic and global management strategy. Hence, in order for MNCs to be successful, they need to adapt HRM policies to account for cultural diversity while maintaining the broader set of practices that reflect the firm itself.

Acid rain

Acid rain An introduction to the Acid rain Acid rain is a major problem for our health and even our existence. Human started poisoning the atmosphere with acid gases since 1730, at the height of the Industrial Revolution. Although, it was first recognized in 1872, approximately one hundred years after the beginning of the Industrial Revolution, when an English scientist, Robert Angus Smith (1817-1884), pointed out the problem. In 1962, the Swedish scientist Svante Oden brought the acid rain quandary to the attention of the press, instead of the less popular scientific journals. He compiled records from the 1950s indicating that acid rain came from air masses moving out of central and western Europe into Scandinavia. In 1984 it was reported that almost half of the trees in the famous black forest in Germany had been damaged by acid rain. In 1988 United nations agreed to reduce the emissions of these acids into the atmosphere. In 1990 changes to the Clean Air Act set rules to cut down the release of sulfur dioxide from power pl ants down to 10 million tonnes by January 1, 2000 The Meaning and Creation of Acid Rain Acid rain is a term that describes the fall of the quantity of acids, staying in the atmosphere. We can use the term â€Å"Acid deposition to be more specific. Acid deposition separates in two parts: wet and dry. Wet deposition refers to the acidic rain, fog, and snow. As the high-acidized water flows over and through the ground, affects badly most of the earths flora and fauna. The danger of this effect depends on many factors like the acidity of water, the capacity of the soil and the types of flora and fauna that depend on water. Dry deposition refers to the acidic gases and their particles. It is known, that most of these acidic gases falls from the atmosphere to the earth through this procession (dry deposition). After that, the wind blows these dangerous particles on trees, cars, buildings etc. Trees are also infected due to the rainstorms, because they absorb the water from the storm. When this fact happens the high-acidized water adds these acids to the acid rain, which makes it more acidic than the rain that already falls. Prevailing winds blow these chemical compounds, which cause both wet and dry deposition, across the lands (hundreds of miles). The most important and harmful compounds are sulfur dioxide (SO2) and nitrogen oxides (NOx) which are created mostly from electric power generation made through the burning of fossil fuels like coal. The acidity of acid rain is made through the following reactions of sulfur and nitrogen oxides with the oxygen from the atmosphere and the water from the rains S + O 2 → SO 2 SO 2 + O 3 → SO 3 + O 2 SO 3 + H 2 O → H 2 SO 4 SO 2 + H 2 O → H 2 SO 3 2NO 2 + H 2 O → 2HNO 3 + NO2 NO + O 2 → 2NO2 Natural effects Nature also harms herself. Acid gases, produced by emissions from fires, volcanic eruptions, bacterial decomposition and lightening, are released in the atmosphere, increasing the amounts of nitrogen oxide. The major biological source of sulfur containing compounds is Dimethyl sulfide. Gas Phase chemistry Sulfur Sulfur dioxide reacts with the hydroxyl radical. Then the product reacts with the oxygen from the atmosphere and creates sulphur trioxide. Sulfur trioxide, when water is present, reacts and produces sulphuric acid. (See reaction table No1) Now, sulphur dioxide, like carbon dioxide, reacts with water, when clouds are present, through the procession of Hydrolysis. It dissolves in water in a series of equilibrium reactions (See reaction table No2) SO2 + OH · → HOSO2 HOSO2 · + O2 → HO2 · + SO3 SO3 (g) + H2O (l) → H2SO4 (l) NO2 + OH · → HNO3 SO2 (g) + H2O SO2 ·H2O SO2 ·H2O H+ + HSO3− HSO3− H+ + SO32− Nitrogen Oxide Nitrogen oxide reacts with OH to form nitric acid NO2 + OH · → HNO3 Oxidation There is a large amount of reactions where sulfur is oxidized from S(IV) to S(VI) that leads to the formation of sulphuric acid. The most important oxidation reactions are with ozone, hydrogen peroxide and oxygen (reactions with oxygen are catalyzed by iron and manganese in the cloud droplets). Measure and effects To measure the acidity of acid rain, we use the pH scale. Pure water has a pH of 7.0. Normal rain has a pH of 5.5 due to the dissolve of carbon oxide into it. The most acidic rain was fell in USA in the year 2000. It had a ph of 4.3 This acidity affects every living thing on the planet. The following tasks explain exactly this affection: 1st Effect: On Plant life Roots of flowers and trees are destroyed, such as nutricients, which are very important for their lives. Useful microorganisms, which release nutrients from decaying organic material, are killed. Acid rain also damages the waxy layer of the plants, which makes the plant vulnerable to diseases. Plants that survive are weak and without the ability to survive through tough conditions such as a short dry period, a heavy rainfall or a strong wind. The reproduction is also affected. 2nd Effect: On soil The decrease of pH damages or kills some microbes, which produce important enzymes. These enzymes, after the damage of microbes, change shape and lose the ability to function. Also cation exchange creates a serious problem. The ions of some metals (magnesium, potassium, and other metals) are attached to the clay and humus particles in the soil. The attractive forces of positive metal ions to the negatively charged clay particles are strong enough to hold the metal ions in the soil despite the passage of water through the soil. Hydronium ions from acid rain mobilize toxins like aluminium and leach away nutrients like magnesium. 3rd Effect: On animals, humans, and aquatic life Humans depend on food (animals, fishes). Fishes on the lakes and the seas are poisoned or infected by aluminium and mercury, that is leached from soil and rocks. Soil and water have the ability to neutralize the acidity of the rain water. But as the acidity becomes stronger, the pH goes lower. pH 5.5- Plankton population begins to die pH 5.0 Fish population begins to die pH lower than 5.0- All the fishes have died This effect is called ‘Acid Shock† and prevents also the reproduction of the population. Animals, like all the living organisms, interdependent on each other. The habitants that depend on plants and fishes begin to extinct. Other animals that depend on the animals, who depend on fishes and plants, begin to extinct. The food chain is affected dangerously. 4th Effect: Corrosion of buildings and sculptures. The sulfur dioxide reacts with limestone and marble. This reaction creates a black crust on buildings and sculptures, composed by gypsum. Gypsum is composed by the reactance of calcite, water and sulfuric acid. It may be white, but in the crystals of the network of its composition, dirt and pollutant are trapped, so it looks black CaCO3 (s) + H2SO4 (aq) CaSO4 (aq) + CO2 (g) + H2O Acid rain also increases the oxidation rate of metals, especially copper and bronze One good result Researches have resulted that Acid rain restricts global warming by reducing methane emissions from wetland areas. This study also showed that sulfur in the acid deposition limits global warming by counteracting the natural production of methane gases by microbes in wetland areas. Heating these microbes increases the speed of producing more methane, which is mitigating by the sulphur pollution from the industries. This fact is happening because of the sulphur-eating bacteria, which are living in wetlands, and compete the methane-eating microbes. Experiments have shown, that releasing the sulphur deposits causes decrease of methane by 30%, due to the activation of sulphur-eating bacteria Acid rain: Problems and solutions An important solution is the remove of sulphur from the stack gases, made from coal-burning power plants of the industries. This will be able to be done with the use of FGD (flue gas desulfurization). This plan is commonly uses in the U.S.A and many other countries. An example of FGD is the wet scrambler. Wet scrambler is a reaction tower equipped with a fan that extracts hot smoke stack gases from a power plant into the tower. Lime or limestone in slurry form is also injected into the tower to mix with the stack gases and combine with the sulfur dioxide present. The calcium carbonate of the limestone produces pH-neutral calcium sulfate that is physically removed from the scrubber. That is, the scrubber turns sulfur pollution into industrial sulfates. In some areas, where he purity of calcium sulphate is high, the sulfates are sold to chemical companies as a gypsum. In other areas they are placed in landfill. However, the effets of acid rain can last for generations, due to the change of the pH level. Chemicals continue leaching in water, killing off all the living organisms and blocking the restore of life. Another solution refers to the trading of emissions. Industries can then install pollution control equipment, and sell portions of their emissions allowances they no longer need for their own operations. This plan saves the economy and decreases the capital cost for these equipments. The intention is to give operators economic incentives to install pollution controls. Prevention Step 1 · Reduce emissions from mining, smelting and generating electrical power. Consumers can help by using fewer mined resources and reducing electrical power usage, as well as campaigning for government regulation of emissions in their area. Step 2 · Reduce emissions produced by oil operations and oil-fueled transportation. Consumers can help reduce emissions produced by oil operations by buying less oil, buying from companies with higher emissions regulations and driving cars with lower emission rates. Step 3 · Reduce the amount of carbon dioxide and nitrogen oxides produced by reducing use of coal and wood burning as well as natural gas. Step 4 · Cut back on your use of products that produce chlorofluorocarbons, or CFCs. Air conditioning, refrigeration and many aerosol products use or contain CFCs. Reduce the use of air conditioning by using fans and use a single, energy efficient refrigerator per household. Conserve cooled air by not leaving doors open when the air conditioning is on and by not leaving the refrigerator open for extended periods of time. Step 5 · Reduce production of sulfur dioxide by conserving paper. Sulfur dioxide is produced in paper production, so read newspapers online rather than buying a newspaper everyday, use the front and back of paper and use recycled paper. Step 6 · Reduce the emissions produced by your car by car pooling, planning ahead to combine long trips, biking or walking for short trips and keeping your car well maintained to be sure nothing is leaking. Step 7 · Increase energy efficiency in your home by using fluorescent lights, turning lights off when not in use, shutting down utilities when youre on vacation, closing off vents to rooms that are not in use and operating large appliances like dishwashers, washers and driers only when full. Step 8 · Reduce your use of manufactured materials such as packaging and other disposable products and recycle as much as you can. Producing new materials and disposing of waste materials are responsible for a large number of the pollutants that cause acid rain.

Carol Tavris In Groups We Shrink From Loner’s Heroics :: Sociology Groups Shring Tavris Essays

Carol Tavris' In Groups We Shrink From Loner’s Heroics â€Å"In Groups We Shrink From Loner’s Heroics† is an essay about how people in groups behave together. The author of this essay believes that when people are in groups they will do nothing to help a person in distress and that they cannot think for themselves. â€Å"In Groups We Shrink From Loner’s Heroics†, by Carol Tavris was ineffective because it used logical fallacies, overused pathos, had weak references to logos, and used inductive arguments. The author of the essay, Carol Tavris, seems to be very passionate about what she is writing. She has her doctorate in Psychology and has had her articles published in many well-known magazines. The intended audience of her essay is the general public. The purpose of this article is to inform the public that they need to stand out and use their own minds in a group setting instead of hiding in the comfort of their fellow friends and colleagues. The essay is written to be very informal. It uses a lot of connotative language as well as a subjective point of view. The author tries to use facts to support her way of thinking, and also uses some examples and descriptions. The largest downfall to the article is her use of inductive arguments. The author uses true stories and a few case studies, at the beginning of the essay, to show how some people have acted when they are with a group of people. But, the rest of her argument is based on these few studies. She tries to argue that all groups behave as these few examples, in the essay, did. These few, rare occurrences cannot be the basis for an entire argument about how groups behave. They paint too broad of a picture. The author mainly appeales to pathos. She tells a story of a woman being stabbed while her neighbors look on and also, of a man, named Rodney King, who was beaten by a few police offices while ten other officers looked on. These are good examples for her argument but, she uses these infrequent instances to try and sway her audience into thinking that they are common occurrences.

Compare and contrast two poems that contain different representations :: English Literature:

Compare and contrast two poems that contain different representations of school pupils. 'Comprehensive' is a representation of a comprehensive school, in the way that the diverse mixture of cultures are included in the poem. Each pupil has a different life and culture, and the pitfalls of comprehensive schools are clearly shown by the way in which each pupil is represented. The first pupil is African, and homesick, and is not happy in England. It seems as though she misses her culture, and feels as though she is being stifled by the British culture. This is also true of 'In Which The Ancient History I learn Is Not My Own.' The boy represented in this poem is homesick, and also feels stifled by the British culture, due to the fact that he is being almost forced into it, thus not allowing him to enjoy his own Irish culture. The teacher wants him to learn 'The English Kings, the famous battles and God's grace in History' which causes him to begin to forget his own History, which he is desperately trying to hold on to. The second pupil in 'Comprehensive' is a boy named 'Wayne,' who is depicted as a stereotypical boy. He is precocious in the way he thinks he is 'too old for games' and believes he is old enough to support something so controversial, when clearly he does not understand it to a full extent. He holds a very patriarchal view, especially when it comes to women. He believes that they are there to have their knickers pulled down, as it were and cook for him. Such a strong attitude as this for a pupil of only fourteen years of age inevitably will cause friction between him and his peers and teachers. And in a school of mixed culture, this would not bode well. Although the teacher has not such a derogatory attitude as Wayne, she is similar in the way that she has very strong views that she places upon the young Irish boy in, 'In Which The Ancient History Is Not My Own.' The Teacher is very patriotic, and expects the pupil of a completely different culture to be the same about England. An example of this is when the teacher describes the Roman Empire as 'the greatest Empire ever known- until our time of course.' This is the kind of attitude that is almost stripping the boy of his patriotism of his own land, and restricting him from learn about his own History. He has had to take on another cultures history and been forced to take it on as his own. Similarities can be made between the young Irish boy and 'Ejaz' and

Future Farmers of America Association Essay

Can you believe that the National FFA Organization (Future Farmers of America) has over 400,000 members and growing in the United States, Guam, Puerto Rico, and The Virgin Islands? The FFA is a National Organization devoted to teaching and introducing students to agricultural education. It has introduced a large impact on students, changed their views on agriculture, and given them the chances to carry them out. The history of FFA is quite a long one, starting back in 1925, when four agricultural education teachers organized the Future Farmers of Virginia, which would serve as a model for FFA, as well as the New Farmers of America. Then, in 1930, at the third National Convention, national competitions were restricted to only male competitors. The official creed, written by E. M. Tiffany, and official colors, national blue and corn gold, were adopted this year as well. In 1933, Ohio FFA members wore blue corduroy jackets with the FFA emblem printed on the back, and those were later immersed into the official uniform. Soon after, the NFA and the FFV merged together with the FFA. Later on, in 1988, the organizations name was changed from Future Farmers of America to FFA Organization and membership was extended to middle school students. Lastly, in 2006, the National Convention was at its maximum attendance, with a jaw-dropping amount of about fifty thousand attendants! The history if FFA will continue to become more memorable as long as new members join. The FFA training sequence consists of several areas, pertaining specifically to the SAE program, career opportunities, and chapter meetings. The Supervised Agricultural Experience, or SAE, Program is used to carry out a knowledgeable agriculture project. The project workers are often helped by their chapter advisor, depending on what area of study the project is from, choosing from ag production, food science, forestry, ag sales/ service, and horticulture. In some chapters, members are permitted to visit the chapter’s greenhouses/farms to expand and further pursue Ag education. They can choose to extend their knowledge in fields like farm economics, marketing, computer science, and biotechnology. Through chapter meetings, members will learn and develop public speaking skills and working for others. There are several activities to compete in and degrees to earn and receive in FFA. Members compete at local, state, and national levels in the fields of public speaking, Ag mechanics, dairy-cattle, livestock, poultry, dairy food, meat, and rabbit evaluations, floriculture, ornamental horticulture, parliamentary procedures, and nursery/ landscaping skills. The FFA also gives out four degrees to its members. The Discovery Degree is given to seventh and eight grade students. The Greenhand Degree is given to high school freshmen with knowledge, goals, and skills of FFA. After completing two semesters of Ag course work, you receive the Chapter Degree, with which you are entitled to wear a silver pin. The last degree, the State Degree, is obtained for outstanding achievements and for development of leadership skills. The receiver, however, must have also worked at least a minimum of 300 unpaid hours, and they receive with this honor a golden emblem pin. The FFA is definetly one of the younger organizations in the U. S. But, throughout the last ten years, it has delivered a tremendous impact to students, teachers, and the nation along with it’s future.

Nutrition Final Paper Essay

Question 1 (3 pts): Clients will often approach the RD, bewildered as to how to select, plan, and prepare a healthy diet for themselves or their families. Using yourself as an example, discuss the six basic principles of diet planning and how they apply to your dietary intake. Answer 1: Preparing and eating health meals for me and my family can be difficult with our busy schedule, but it starts with a plan. Using the 6 principles of diet planning I start with adequacy. I accomplish this by writing out a grocery list of all the things my family will need for the week. I also shop weekly because we prefer fresh fruit and vegetables. Next, I make sure we have an even balance of foods. I write out meal plans for the week to make sure my family has an even items of food and also a variety of foods. This can be very challenging with young picky kids, because my son would just eat fruit and oatmeal all day long if I let him. Variety is really hard in the Parker home because of the limited food choices do to my husband intolerance to red meats and dairy products. I also struggle because my favorite food list consists of about 10 different kinds of foods. We don’t really have problems with the nutrient density because we only eat lean proteins such as fish, turkey, and chicken. My husband cannot tolerate fatty food so we don’t fry, and we enjoy a fixed variety of fruits and vegetables. I do not pay attention to calorie content unless it is a prepackaged food you heat up or add water to, but I do make sure what I’m putting into my families bodies is enough to keep them going for the day. Moderation is the last of the principles and a big one in my house. When cooking we do not add extra salt for taste nor do we consume foods with high trans fat, saturated fat,or cholesterol. Water is also the most consumed beverage. Soda has no home in my pantry, but we do elect for juices that are not made from concentrate. Question 2 (2 pts): Discuss the key recommendations of the Dietary Guidelines for Americans 2010 and differentiate these guidelines from the Canadian Guidelines for Healthy Eating. Do you have a preference as to which one you would use with clients? Answer 2: The dietary guidelines for Americans in 2010 have 4 main points. Starting with balancing calories to manage weight. With in this section it talks about how to maintain calorie control,intake,and balance. Also, is talks about physical activity and keeping active to maintain a healthy weight. In the Canadian guidelines it has in own section for keeping active and doing it in accordance to your body weight, but it really doesn’t touch on calorie balance or intake. Next, the American guidelines touches on foods to reduce from your diet. Focuses limiting sodium, saturated, mono and poly saturated,cholesterol ,trans fats,added sugars,refined grains,and alcohol. Whereas Canadian guidelines really just focus a lot on salt intake, alcohol, and caffeine. Next American guidelines talks about food to increase. Included in this list is fruits, vegetables, fat free dairy, lean proteins, seafood, and foods that have more vitamins within them. The Canadian guidelines emphasis consuming a variety of complex carbs and foods from the earth. Also, incorporating low fat dairy products as part of a daly routine. Although, both will guide the average person to a healthier lifestyle I would refer my clients to the American guidelines because it goes in to more depth of how to live healthier. Question 3 (3 pts): MyPyramid is a popular graphic source for nutrition information. In fact, it is so popular that it has been duplicated as a graphic for exercise information, vegetarian diets, etc. Given its popularity, it would appear that MyPyramid is the best pictorial to teach consumers nutritional information. Would you agree or disagree? Why? After you have stated your own personal argument, consider the other perspective and discuss why someone would take this perspective. Answer 3: I believe MyPyramid is a great way to teach consumers nutritional information, but I disagree that’s it is the best way. The people who need these guidelines the most are most likely ones who do not take the time to get on the Internet and use the tools that MyPyramid has to offer. I don’t think it properly educates people on the right food choices in each group. Education on nutrient density is a lacking component when using MyPyramid. I also believe that the MyPyramid is lacking in teaching balance of healthy foods. It seems like they stress certain foods more than others and thus creating unhealthy habits for individuals not properly understanding their nutrition needs. Question 4 (3 pts) : Food manufacturing and technology continue to grow in sophistication. While one can certainly debate about the pros and cons of such growth, there is no doubt that consumers are often confused about the different labels given to the different types of processed foods! (a) In a few sentences, describe each of the following: fortified, refined, enriched, whole grain, and textured vegetable protein. (b) What are your thoughts on how these types of foods fit into the diet of the American consumer? Question 4 a) Refined foods are highly processed that have been stripped of their original nutrient content such as white flour and white pasta. Enriched foods add vitamins and minerals to replace the ones lost in the refining process. Fortified foods add vitamins and nutrients in addition to the ones found before the refining process. Question 5 (3 pts): To fully gain command of their dietary intake, consumers should know how to read food labels. Many find reading food labels very confusing. Why do you personally believe that consumers find food labels hard to read? Describe how you, if you were an RD, would educate your client on reading a food label. What do you think would be your priority point of education for your client? Question 6 (5 pts): As noted in your readings, describing a vegetarian diet is somewhat like describing a typical American diet; there are many varieties. Please describe the types of vegetarian diets one might come into contact with and provide a short synopsis on the food plan that would be followed. Question 7 (3 pts): Discuss the rationale why consumers/clients select to pursue a vegetarian dietary plan as well as the health benefits of following a vegetarian diet. Question 8 (3 pts): Discuss nutrients that an RD should be careful to assess for and discuss with a client pursuing a vegetarian program to ensure that their dietary plan allows for sufficient quantities of that nutrient.