E-Business Foundation Essay Example | Topics and Well Written Essays - 750 words

E-Business Foundation - Essay Example The main redeeming aspect about Google’s approach has been its innovative approach.Thus, it is seen that all their website projects integrate the latest thinking on design, usage, accessibility, technology and marketing strategy. Google has been serving their customers for over a decade now. They have attributed their success and long life to their quest for making rewarding and long-term relationships with both potential and existing clients it is believed that Google take special interest in the success of their clients and work hand- in- hand to ensure that the product is of high quality that could meet the clients’ goals and objectives. Google has decided to take over YouTube for $1.65 million in stocks. This would spell great opportunities for internet users and content owners throughout the business world. The takeover merges one of the largest and fastest growing online video entertainment businesses with Google's proven proficiency in organizing information and creating new models for advertising on the Internet. The merged companies would focus on providing a better, more comprehensive experience for users interested in uploading, watching and sharing videos, and will offer new opportunities for professional content owners to distribute their work to reach vast new viewers. Next, Google has also received approval from the US Federal regulators to acquire Double Click for $3.1 billion. Google generates revenue from selling text-based ads that appear next to search results.

Canada national Park Research Paper Example | Topics and Well Written Essays - 1500 words

Canada national Park - Research Paper Example It was established in the year 1987 and governed by Parks Canada. The most important geographical features include the rocks, cliffs, and Grottos (caves). The dolomite rocks that can be seen in the park are important because it consist of the fossils of plants and animals. So, one can easily identify that Bruce Peninsula National Park is archeologically and ecologically important. Within Bruce Peninsula National Park, steep cliffs in Bruce Trail and the sea shore in Georgian Bay are some of the important geographical features. Koenig (2005), states that â€Å"The peninsula can be characterized as an out-of-the-way place in a cultural as well as an ecological sense† (p.11). Some of the important plant and tree species include Yellow Lady's Slipper, Maidenhair Spleenwort and Eastern White Cedar (tree). The wildlife includes wild animals like bear, birds, plants and reptiles. Besides, the most important quality of the Bruce Peninsula National Park is its closeness to Niagara Esca rpment area. So, the main features/ characteristics of Bruce Peninsula National Park qualify the same as an important national park which preserves flora and fauna without human encroachment and exploitation. B. Natural and cultural attractions at Bruce Peninsula National Park The natural attractions at Bruce Peninsula National Park are interconnected with its landscape (beaches, limestone cliffs, and forests). On the other side, the cultural attractions include the remaining of Paleozoic Era and the status as a World Biosphere Reserve within Niagara Escarpment. Besides, the facilities, natural and cultural identity, accommodation facilities and operation (proper functioning) act the role of a strong foundation to the natural and cultural attractions at Bruce Peninsula National Park. To be specific, some of the world renowned National Parks does not prove successful in attracting visitors and preserving nature. But Bruce Peninsula National Park is entirely different from other natio nal parks. I. Facilities Most of the facilities that are considered as an integral part of tourism are available at Bruce Peninsula National Park. For instance, tourists who are interested in adventure can enjoy hiking, canoeing and kayaking. The tourists who are interested in sight seeing can enjoy the flora and fauna of Bruce Peninsula National Park. Goodwin (1995), makes clear that â€Å"The Bruce’s reputation as a haven for some of the province’s rarest and most attractive plants has drawn naturalists north to the peninsula, and it is now recognized for an outstanding array of breeding birds as well† (p.77). The tourists who are interested in learning more about the national park can participate in the educational programs conducted by the park authorities. As the park is open year round, tourists can conduct different types of camps according to their interest. For instance, Front Country Camping (say, 242 campsites) is an important attraction at Bruce Peni nsula National Park. Other facilities provided by the park authorities include parking (parking lots), special care and attention for persons with disabilities and local community services (stores, groceries etc). From a different angle of view, the facilities provided by the park authorities are helpful for the tourists to choose facilities according to their needs. II. Natural and cultural identity Some of the most important places in Bruce Peninsula N

The Great War career of Field Marshal Douglas Haig Essay Example for Free

The Great War career of Field Marshal Douglas Haig Essay Considered assessment of the Great War career of Field Marshal Douglas Haig. Douglas Haig was appointed as commander of the BEFs 1st Army Corps at the outbreak of World War One in 1914 with Sir John French as Commander in Chief of the British Army. By the end of 1915 it became apparent that Sir John French was ill-suited to the role and Douglas Haig replaced him as Commander-in-Chief. Haig became one of the most controversial figures in military history with tag-lines such as the butcher of the Somme and an incompetent leader being the most associated with him. His tough and decisive leadership style with apparent little compassion to the huge amounts of British deaths during World War One made him one of the most debated person in history with varying views of his leadership style. It is widely believed that Haig was unwilling to accept new ideas but stick to his traditional, military experience with reluctance to hear new ideas and recommendations. Major Desmond Morton who served as one of Haigs adjutants said He (Haig) hated being told any new information, however irrefutable, which militated against his preconceived ideas or beliefs. This reliable source that gives an insight to the leadership of Haig goes on to say that John Charteris was being a sycophant to Haig and although he was anincredibly bad head of intelligence, Haig favoured him because he was conservative of the truth and always concealed bad news, or put it in an agreeable light. This is backed up by General Sir James Marshall-Cornwall who said that One of the faults of Haigs nature was that he trusted too completely some of his immediate subordinates. This is supported by the History Learning Site who says that Haig had little time for new military ideas and was steeped in the ways that he knew-conventional tactics. His history as a cavalry commander enforces this quote of Haig sticking to what he knew best and an inability to listen to new ideas or react to a changing situation-essential characteristics of a cavalry commander. Further criticism to Haigs inability to listen to new ideas is given by Liddell Hart when he states that Haig failed in his poor receptivity of ideas. However, some people hold the view that Haig and the other generals in The Great War were receptive to new ideas and did change tactics. The BBC History site says that it is not true, as some think, that British Generals and troops simply stared uncomprehendingly at the barbed wire and trenches, in reality, the Western Front was a hotbed of innovation as the British and their allies and enemies experimented with new approaches. Whilst not directly talking about Haig, this does imply that although Haig may not have been the most experimental leader, despite this view it did not impact on the experimenting of new ideas that took place within the Army. Mike Hone would agree with this evaluation of Haig when he wrote the fact is that British tactics developed considerably during the war. The disastrous first day of the Battle of the Somme resulted in huge amounts of analysis and blame put on the event with mixed interpretations. With 19,240 soldiers being killed on the first day alone it was one of the most costly battles in the history of warfare. The planning and conducting of the battle of Somme by Field Marshal Haig has also been subjected to criticism and evaluation. As Commander in Chief of the British Army, Haig is responsible for the welfare and safety of all British Soldiers and this has primarily led to the vast criticism of Haig regardless of Haigs direct actions. A Battle of the Somme timeline compiled by gommecourt.co.uk says that on the 23rd January 1916 whilst preparing for the preliminary attacks on a 20,000 yard front on the Somme to commence on 20th April, General Joseph Jaques Cesaire Joffre, Commander in Chief of the French Army suggested to Haig wearing down attacks prior to the main joint offensive starting on 20th April and the other in May. However, the source goes on to say that Haig rejects the plan. Whilst this may not be an extremely surprising quote it does present a worrying situation. Dennis Wheatley who served during the Great War wrote that He (Haig) had a rooted dislike of the French and was not even a second rate general. It presents an extremely worrying possibility that Haigs personal feelings and attitudes could have led to poor decisions and the loss of many innocent lives. The rejection of the French plan is also a further example of both his decisive leadership and his inability to listen to advice and recommendations. This also shows that Haigs planning of attacks are of an extremely dictatorial nature with a strong sense that his traditions of leadership should be withheld regardless of any interventions. Later on in this timeline, Haig replies to Joffre again on 10th April 1916 to again reject another of his ideas and on the same day, Haig received a revised plan from Rawlinson suggesting a long artillery perpetration rather than Haigs preferred hurricane bombardment. Communication during Haigs planning of the Battle of the Somme has also been under scrutiny after GHQ writes to Rawlinson that it was not clear whether his attack or that of the Second Army at Messines would start first . Both communications and Haigs decisions were disputed during the timeline of events, creating a picture of a dictatorial, private ruler who wanted to plan the British attacks by himself, using traditional methods and without any assistance, information or ideas. PW Turner and RH Haigh wrote that the planning of the Somme campaign was ham-fisted and clumsy. The fault for the failure of most of the strategic planning must fall on Haig. They hold the view that the failure in planning for the Somme was not due to communications or incorrect decisions but of national and personal pride and that Haig and his generals must have some spectacular victory to prove how right they were. The historians conclude that Haig promised victory and failed. This account holds the view that Haig was fulfilling his role of winning the war. He was a traditional leader in the sense that he was given an order (to win the war) and he was to complete that task at whatever cost. Martin Gilbert gave a somewhat more favourable view to the plan that Haig drew up. Gilbert believed that Haig made a logical plan to wear out the enemy and exhaust his reserves and then prepare for a decisive attack made with the objective of piercing the enemy lines. Gilbert the goes on to explain how Haig elaborated and made it extremely clear that it was to be a decisive account similar to his leadership. Haigs plan went on to describe that once the Germans had been worn down and used up their reserves-but not until then-a mass of troops would be thrown in at some points where the Enemy has show himself to be weak with the definite objective to break through and win victory . Gilberts view of Haigs planning is of an optimistic plan by Haig with clear and logical objectives. Norman Stone agrees with Gilbert that Haigs plan was logical but points out that Haigs information and intelligence from the Somme was flawed. Stone explains how Haig still imagined that the German line could be breached and cavalry could pour through the gap, but it could have been poured more effectively elsewhere. Stone simply explains that the solidification of the German line in 1914 along ridges allowed their guns a greater advantage and gave them the benefit of earth less likely to turn into mud. Stone concludes that the most Haig could do would be to take those ridges. Although the Brittish war industry was rapidly expanding to capabilities able to make thousands of guns and millions of shells able to launch a bombardment Haig did not trust his mens capacity, and Hereford relied on crushing bombardment. Stone points out that he believed this was probably the error in the planning of the Somme. After the catastrophic first day of the battle, questions were being asked about why to continue with the battle, why should Haig risk another 20,000 British lives? Martin Gilbert says that the Germans knew that the British would not give up. It was part of the British spirit and would not honour the 20,000 already killed to simply give up. It also didnt comply with Haigs determination to fulfil his task of winning the war. Questions regarding the planning of the battle also arose- why was the wire not cut? Why were the Germans still alive after such heavy bombardment? Was it an British failure of a German success and who should ultimately be blamed for the deaths of so many innocent soldiers? Some people like Desmond Morton believe that figures such as John Carteris who was head of intelligence was incredibly bad and sycophant nature of his relationship with Haig led to incorrect predictions that formed Haigs plans. The overestimated results of the British bombardment by British generals is extremely clear by Martin Gilberts description of what British soldiers had to carry and what they were expecting. They carried a rifle with fixed bayonet, between 170 and 220 rounds of small arms, two grenades, a waterproof cape(although it was a beautiful summers day), two sandbags, a steel helmet, two gas helmets, a pair of google against tear gas, a first aid field dressing and iodine, waterproof groundsheet, filled water bottle, haversack, mess tin, towel, shaving kit, extra socks, message book, uneaten rations, extra cheese, one preserved and one iron ration. In addition 40% would carry shovels and 10% would carry picks and one battalion was given a tin of grey paint each. This resulted in about sixty-six pounds of equipment. Historian General Edmonds wrote the weight of this equipment made it difficult t get out of a trench, impossible to move much quicker than a slow walk or to rise and lie down quickly Historian Peter Liddle agrees with this conclusion adding thousands of men offering so bulky and slow-moving a target would crumple to the ground quickly enough but would not rise at all, never mind quickly In addition to this, a planned stun tactic was used to explode mines in front of German trenches two minutes before the assault but this resulted in craters being formed allowing the Germans to occupy these craters, install machine guns and deliver devastating fire upon the British Army. The overestimation of the success of the bombardment by Haig resulted in the false expectations of British soldiers to be able to simply walk across no-mans land and create the beginning of the end of the Great War. This is evident in Martin Gilberts long list of issued equipment-40% of men carried a shovel obviously for digging trenches, 2 sandbags each to protect their trenches, rations and groundsheets to be able to stop overnight during their long advance. If the British generals had correctly estimated the effects if the bombardment, British soldiers would not have gone over the top and 20,000 lives could have been spared. Personally, I believe the initial failure of the battle of the Somme was down to the leadership and intelligence of the British generals. Soldiers trusted them for the correct information that would lead to the overall success of the battle-in reality false predictions led to the slaughter of thousands of innocent lives. Haigs continuation of the battle led to the monumental and historical introduction of the tank and the eventual victory over the Germans. The planning of the offence in Passchendaele was viewed by Stone to have made sense that Haig wanted to advance in Flanders. Stone explains that the German position was strong with height, the Messines ridge and could fire at Ypres from the side. It also allowed the British to deal with the submarine base at Zeebrugge. Stone believed that the British army was very strong with millions of shells and considerable experience with the kind of bombardment that might loosen the defence. The problem of the water table at Passchendaele resulted in near certain considerable amounts of mud whenever it rained or was churned up by shell. Although eventual success occurred following the explosion of the Messines ridge on 7th June the initial success lured the generals into disaster Disaster arose when Haig threw away the advantage. Stone says that there was an extraordinary interval before the next British attack.during which the German defences were strengthened and allowed the Germans to install pill boxes in which heavy machine-guns were placed. Therefore, it becomes clear that the initial planning of Passchendaele was extensive and proved a huge success but the resulting actions from Haig led to a catastrophic German rebound as a direct consequence of the leadership of Haig. The 21st March 1918 saw a large German bombardment starting at 4:40 am and lasted until 9:40 pm. It resulted in a million shells being fired and a British retreat over the old Somme battlefield to the French town of Amiens. Later in the year when German reserves were disrupted, Norman Stone describes how Rawlinson, Monash and Currie had to persuade Haig to not persist with the attack beyond a few days. J Rickard wrote that during the planning of the Battle of Amiens, Haig had directed General Rawlinson, to prepare for an attack on the salient. He goes on to explain that Rawlinson developed a plan fro a tank battle. Rawlinson had a multi-national army with American, Australian, Canadian and British divisions. Interestingly, Haig was also given control of the French First Army. However, Haig launched a second attack further nothing, using the Third Army. The purpose of this attack known as the battle of Bapaume, was to force the Germans back to the line of the somme. This attack began n 21 August.the British advance forced the Germans to retreat to the Somme. The battle of Amiens gives an example of times when Haigs leadership proved to be successful. Although Haig used the same methods of leadership as he did at the Somme and Passchendaele, the decisive, stubborn approach was needed here to drive the Germans back at a time when the German defence was at its weakest, the perfect cond itions for the leadership of Haig. The National Archives describe how the final German assault which started in the Spring of 1918 very nearly succeeded. The final German assault, which culminated in the Spring of 1918, very nearly succeeded. American forces were vital in holding the line but it was the British who took the lions share of territory and prisoners, no doubt in part thanks to Haigs still inspiring leadership. However, questions have now been asked as to whether Haig nearly settled for a compromise with the Germans. Nick Allen wrote for the Daily Telegraph thatHaig didnt realise how weak German forces were towards the end and wanted to settle for a compromise, according to Dr J P Harris, senior lecturer in War Studies at the Royal Military Academy Sandhurst. Dr Harris said: He wanted to offer the Germans very, very, easy ceasefire terms in late 1918.That could have left Germany with its armed forces, including its artillery, and its territorial gains in Eastern Europe intact. The end of World War One on 11th November 1818 was a result of many factors that all came together. The arrival of fresh troops from America in the summer of 1918 gave the allied forces a very large advantage. History on the Net explains how The German commander Erich Ludendorff (right) was a brilliant military commander and had won decisive victories over Russia in 1917 that led to the Russian withdrawal from the war.In 1918 he announced that if Germany was to win the war then the allies had to be defeated on the Western Front before the arrival of American troops. The British Naval Blockade led to food shortages in Germany and subsequent protests on the streets of Berlin. October 1918 saw the resignation of German commander Ludendorff and a naval mutiny. Kaiser Wilhelm II then abdicated on November 8th 1918 and an armistice was signed on November 11th 1918. The controversial leadership of Field Marshal Haig throughout the Great War is subject to so many different views and opinions by different historians, making an informed assessment on his leadership is extremely challenging. However, I do believe that the infamous catastrophic first day of the Somme was down to poor intelligence, predictions and overestimation. Men were sent to their deaths in appalling conditions whilst I do not think that Haig was solely to blame, I do believe that his distinct leadership style was not suited to the planning of the Somme and as commander in chief he does have overall responsibility for the safety and wellbeing of all men in the Army. However, his leadership style fitted the circumstances of the final year of the great war. 1918 saw circumstances requiring decisive, quick and dictatorial actions at a time when German defences were weak and rapid advancements needed to be made. Haig played an incredibly important role in the final year which ultimately led to allied victory along with the help of the fresh American soldiers. In Conclusion, I believe that Field Marshal Haig had an incredibly unique leadership style that only fitted the final phases of the war. The inability to listen to new ideas and dictatorial style during the Battles of Somme and Passchendaele I believe led to the deaths of tens of thousands of innocent soldiers. Poor intelligence also contributed to the immense disaster of the first day of the Somme. Whilst Haig has a duty to take responsibility forthe deaths of British soldiers I certainly believe that a number of factors contribute to both the successes and failures of the Great War and no single person or factor can take overall responsibility.

The Lilly Ledbetter Act Sociology Essay

The Lilly Ledbetter Act Sociology Essay In January 2009, President Obama signaled his commitment to improving the lives of working women with the signing of the Lilly Ledbetter Fair Pay Restoration Act. By signing this act into law, President Obama signed a significant shift in the view of American polity toward the status of women in the workplace. While this change is significant in the upward mobility of women, only a small portion of women in the workforce will benefit from this new law. Introduction Many explanations have been offered by scholars for gender-wage disparity. Pay disparities have often been attributed to the segregation of women in certain female-dominated occupations, disparities in professional skills, education, and experience, and differences in family status, as well as the role of industry and wage structure. What that said, evidence still suggests that at least part of this gender pay gap is due to discrimination which may be subtle and even unconscious. While the pay disparity exists in nearly every traditional field, jobs associated with male roles continue to be better paid than jobs associated with roles that are considered traditionally female even though these jobs may often require the same skill level. Women dominate jobs in nursing, home health assistance, child care, teaching, cleaning, and food preparation; most of which replace things that women historically have performed in the home for free. While women are making strides in our white collar s ections of our economy, working-class America has not yet benefited from this economic and cultural power shift. Jobs held mainly by women are paid at rates that on average are 20% less than those equivalent jobs held mainly by men. Improvements in pay for women have been related to a greater presence of women in the labor force, rising educational attainment, and the movement into professional and managerial jobs, but there still continues to be an unexplained gender pay gap against women. Today, women with the same amount of education and experience earn 81 percent of what men do; although, this is better than the 60 percent they earned in 1980. This pay gap has persisted and remained relatively consistent for the past 2 decades. Historical Relevance Social Welfare Policies Recent research indicates women now make up almost half of the American work force and earn 60% of college degrees in America. Empowerment alone is not entirely responsible for this revolution. Politics has played a big role in the movement of women into the work force. A number of policies in the 1960s seemingly targeted gender discrimination in the labor market. Legislative efforts that have attempted to address this problem include the Equal Pay Act of 1963, Title IV of the Civil Rights Act of 1964 and subsequent amendments, the Family and Medical Leave Act of 1993 (FMLA), and the Lilly Ledbetter Fair Pay Acts of 2009 and 2012. These changes along with the rise of the service sector and the decline in manufacturing have supported and encouraged the entrance of women into the American workforce, but progress has not been uniform as seen in the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA). The Equal Pay Act On June 10, 1963, the Equal Pay Act (EPA) was passed by Congress dictating that women and men must receive equal pay for equal work on the recommendation of President John F. Kennedys Commission on the Status of Women. Under the mindset that men were the heads of households and therefore where the primary income producer in families, women had previously been paid less when employed in identical jobs. Regardless of the fact that in many homes women were considered the breadwinners for reasons ranging from death or disability of a spouse, divorce, and/or single parenthood. The EPA prohibits gender-based pay discrimination among employees within the same work place who do substantially equal work. Although gender can no longer be viewed as a drawback, demonstrable differences in seniority, merit, the quality or quantity of work, and/or other considerations might merit different pay can be used if proven. The statute of limitations for filing a suit is 2 or 3 three years, depending on w hether the discriminatory act is intentional. In order to recover under the act, a woman must prove that an employer paid higher wages to men, male and female employees conduct an equal amount of work that requires equal skill, effort, and responsibility, and men and women performed the work under similar working conditions. The act establishes four main defenses for employers. An employer may pay a male employee more than a female employee if the employer can establish that payment is based upon a seniority system, a merit system, a system whereby earnings are based upon the quantity and quality of production by the employees, or a differential based upon any other factor other than the sex of the employees. While the first three of these defenses have been the subjects of litigation, the fourth exception if often litigated more frequently. The Civil Rights Act of 1964 The Civil Rights Act of 1964 is considered our nations benchmark legislation. Signed into law on July 2, 1964, the Civil Rights Act paved the way for future anti-discrimination legislation and President Lyndon Johnson asserted his commitment to President Kennedys legislative agenda, Passage of the Act ended the application of Jim Crow laws, which had been previously upheld by the Supreme Court in the 1896 case Plessy v. Ferguson.   Congress eventually expanded the Civil Rights Act to strengthen enforcement of these fundamental civil rights. These changes were needed to strengthen the original proposal submitted by President Kennedy in response to the racially-motivated violence across the South which occurred during tumultuous summer of 1963. Title VII of the 1964 Civil Rights Act and subsequent amendments prohibits employment discrimination on the basis of sex in a broader set of categories, including hiring, promotion, and other conditions of employment. It requires filing a comp laint with the Equal Employment Opportunity Commission within 180 days after an intentional discriminatory act. Although the inclusion of the word sex in the original draft of this 1964 Act was considered a joke, this inclusion has become the basis for most gender-based discrimination policy in the United States. As a result of fears regarding the impact of this legislation on his predecessor, congress adopted the Bennett Amendment into bill shortly before its passage in 1964. Interested parties feared that an employee filing suit under Title IV could file a wage discrimination case without the need to prove equal pay for equal work as required under the EPA. The Bennett Amendment provides that an employer may pay his employees different wages based on gender if the provisions of the Equal Pay Act authorize such differentiation. Executive Order #11246 On September 24, 1965, President Lyndon Johnson issued Executive Order #11246. Generally considered the nations first affirmative action order, Executive Order #11246 requires companies receiving federal construction contracts to ensure equality in the hiring of minorities. The order was amended in 1967 to include gender discrimination. The Family Medical Leave Act of 1993 The Family and Medical Leave Act of 1993 (FMLA) was signed into law by President Bill Clinton on February 5, 1993. FMLA is considered a labor standard classifying requirements for eligible employers and also a major milestone in the legal support of family life. FMLA recognizes that family life events have an impact on the workplace and requires the workplace to accommodate those events to provide job protection. Entitlements for employees who meet FMLA eligibility requirements include job protection and unpaid leave for a qualified medical and family reason. Eligible employees may take up to 12 work weeks of unpaid leave during any 12 month period for the serious health condition of the employee, parent, spouse or child, or for pregnancy or care of a newborn child, or for adoption or foster care of a child. An FMLA-eligible employee is an employee who has been in the business at least 12 months and worked at least 1,250 hours over the past 12 months. Work must be done at a location where the company employs 50 or more employees within 75 miles. FMLA does not apply to workers in businesses with fewer than 50 employees, part-time workers who have worked fewer than 1,250 hours within the 12 months preceding the leave and a paid vacation, workers who need time off to care for seriously ill relatives other than parents, workers who need time off to recover from short-term or common illness like a cold, or to care for a family member with a short-term illness such as child, and workers who need time off for routine medical care, such as check-ups. The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA) dictates that families receiving public assistance under the Temporary Assistance for Needy Families program take personal responsibility for their low-income lives and that paid work is essential to moving the family out of poverty. The PRWORA represents the change in the welfare system that no longer permitted poor families to receive assistance while staying at home with children. With the passage of PRWORA, Congress essentially ended single mothers entitlement to income support by emphasizing paid employment. The Lily Ledbetter Fair Pay Restoration Act In 2009, President Obama signed the Lily Ledbetter Fair Pay Restoration Act, which allows victims of pay discrimination to file a complaint with the government against their employer within 180 days of their last paycheck, not as previously stated the first paycheck. Victims were previously allowed 180 days from the date of the first unfair paycheck. Interpretation of Such Policies The 1963 Equal Pay Act and Title VII of the 1964 Civil Rights Act combined are thought to settle the matter of equal pay in law. In 1963, when the Equal Pay Act was passed, full-time working women were paid 59 cents on average for every dollar paid to men. This means it took 49 years for the wage gap to close just 20 cents; a rate of less than half a penny a year.  [1]  In a 2007 U.S. Census Bureau report in, median pay for women is less than of men in each and every one of the 20 industries and 25 occupation groups surveyed. In fact, men working in female-dominated occupations still tend to earn more than women working in those same occupations. According to the Institute for Womens Policy Research, if equal pay for women were instituted immediately across the board, it would result in an annual $319 billion gain nationally for women and their families (in 2008 dollars).  [2]  Over her working life, a typical woman could expect to gain a total of $210,000 in additional incom e if equal pay were the norm (these numbers include part-time workers).  [3]   The Equal Pay Act and Title VII of the Civil Rights Act are important laws, but they are hard to enforce, and legal cases are extremely difficult to prove and win. Part of the problem is that many women can be underpaid without knowing it. Many companies continue to make it taboo to discuss salaries even though in some cases these policies are unfair and/or sometimes unlawful. In addition, without knowing what a job truly pays, women can devalue themselves when negotiating a new salary. Suing is also not a practical remedy for women since awards are limited under the EPA to 3 years worth of pay, which may make it difficult to find a lawyer to accept the case. In addition, the EPA does not allow participation in class action lawsuits for wage discrimination, and since discrimination is almost never in the form of a smoking gun, women still continue to suffer from the glass ceiling and old boys network. Recent court decisions and settlements reveal women earning low wages, faced with s ystemic discrimination in hiring, pay, promotions, or working conditions. In 2011, the Office of Federal Contract Compliance Programs (OFCCP) settled lawsuits against 3 employers in low-wage industries for systemic sex discrimination.  [4]  Although this civil action is promising, the Supreme Court has recognized the fear or retaliation leads many victims of pay discrimination to remain silent. Low-wage workers face substantial risk of retaliation by standing up to an employer to challenge discrimination and often remain silent. Unavailable resources also make options for low-wage workers difficult. Women who complain are labeled troublemakers which may follow them as they seek other employment. Employers often fight back aggressively and seek to ruin the credibility of the employee as they seek to defend the company. Women are often subjected to questioning about their sexual history as well as gynecologic medical records in efforts to intimidate them in court. Legal cases can be extremely difficult to prove and win since enforcement of the laws is complaint-driven and, unfortunately, most of the information needed to prove a complaint is held by employers. Pursuing an equal pay case under these circumstances can be devastating to the personal lives and finances of the plaintiffs. The first Executive Orders addressing discrimination in private sector grew out of the unique labor market conditions created by Americas entry into World War II. The basis for these orders was felt to fall under the Presidents authority to provide for national defense. A significant national commitment was signaled by the Johnson administration to social policy. By issuing Executive Order #11246, President Johnson signaled his belief that to truly level the playing field affirmative measures were required to undo the consequences of the historic exclusion of minorities and women from many areas of the workplace. The Presidents authority to issue this Order derived from his authority to ensure that government procurement was conducted in an economical manner. The relationship between the supply of labor and these Executive Orders is evident in that the eradication of discrimination is empirically related to economy and efficiency in government. As a byproduct, research has determined the effects of affirmative action on the gender pay gap estimating that employment of women increased somewhat faster in contractor firms as a result of the effects of affirmative action, but women have seen greater employment opportunities in the economy as a whole most particularly in the public sector. In the private sector or those contractors that are not subject to affirmative action provisions, affirmative action laws and regulations are few and far between. Under Federal law, only 2 types of private-sector employers are required to implement affirmative action plans; those that have federal contracts or subcontracts in excess of $50,000 and those that have at least 50 employees. This translates to 1 in 4 American workers holding jobs in the private sector covered by mandatory federal affirmative action programs. The role of these policy changes cannot be ruled out in both the increase in the gender pay disparity. Coverage under the Family and Medical Leave Act of 1993 is far from universal and many low-wage, single-income workers simply cannot afford to take time-off from work without pay. Low-wage workers in particular would benefit from expanded paid leave policies as they are less likely to be covered by the federal policy since they are considered the working poor and are in greater need of pay during time-off from work for major life events. Women make up 59% of the low wage service-related work force with nearly two-thirds of those earning minimum wages. Women in low-wage positions often have significant demands on their time including, but not limited to holding down multiple jobs, raising children, pursing education, and training. Many single-mother families live paycheck-to-paycheck and may fear being easily replaced by their employers. Lack of information about better paying jobs or options available to them, lack of transportation, and the inability of low-wage female workers in si ngle income families to easily recover from job loss all factor heavily in a decision to challenge discrimination or remain silent. The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 was at the time considered a reassertion of Americas work ethic. This Act single-handedly increased the poverty rate of low-wage families, most of them headed by single mothers. This legislation was passed in the middle of the strongest labor market in decades, especially for low-wage work, and was followed by sharp increases in the employment of unmarried mothers. The hope was that as former single welfare mothers entered the labor market they would eventually climb the job ladder; although, research has shown that wage profiles for less-educated workers remain stagnant even if earnings profiles slope upward. Female workers with low levels of education not only typically earn less; they are also hit hard by the wage gap. Less-educated, low-wage workers experience little wage growth while working for the same employer and only limited gain. Their experience is also less meaningful than for that of more-educat ed workers when moving to a new employer. The occupational segregation of men and women into different jobs in the service sector explains the single-largest portion of the gender pay gap, 49.3 percent. Many jobs that women have historically held by women are underpaid when compared to mens jobs that require similar levels of skill. A traditionally male job can earn more a traditionally female job. It is not that the male job has a much higher level of skills than the female job, but that our society values these jobs differently and this is a choice we make. Jobs considered traditionally female have been systemically undervalued for such a long time that we think it is natural, but in fact this is an ongoing legacy of past discrimination.  [5]   Finally, The Lilly Ledbetter Fair Pay Restoration Act provides women with a critical tool to challenge discriminatory pay practices, but it will not change pay disparity. The Act amends Title VII and restores the law that existed before the Supreme Courts 2007 decision in the Ledbetter case with regard to the timing of legal challenges. With a record number of women currently participating in the workforce, wage discrimination hurts the majority of American families by compromising their economic security today and their retirement security tomorrow. Rising employment rates have forced an unprecedented number of women into the position of primary breadwinners for their families. This alone makes pay equity even more critical. While the Ledbetter Act does not end pay disparity, it brings women one step closure to making real progress in pay disparity. Stronger incentives are needed for employers to follow the law, women need to be empowered to negotiate for equal pay, strengthen feder al outreach, and education, and enforcement efforts such as those contained in the now failed Paycheck Fairness Act are needed. Discrimination would then be deterred due to strong penalties for equal pay violations as well as retaliation against workers who ask about wage practices or disclose their own wages. Criticism/Critical Debate The consequences of the wage gap are both widespread and numerous. When women are paid less than men, the means by which they support themselves and their families is compromised. The number of single-family households has risen dramatically over the past 4 decades. The increase in the number of single-mother families can be correlated to the increase in child poverty in the United States. Unsurprisingly, single parent families headed by women are nearly twice as likely as single parent families headed by men to live below the poverty level. Although most children reared in mother-only households do well, there may be adverse consequences for others. By earning less, women will automatically experience the disadvantage of a less stable economic status and may be less likely to question their wage status due to fear of poverty. The wage gap disparity is also visible in fringe benefits, which currently make up about 30 percent of total compensation. Lower wages means lower lifetime earnings resulting in lower pension benefits upon retirement. The lack of coverage or lower benefit levels may not be a problem for some women, since they receive benefits through a spouse, but for other women, lack of adequate health or pension benefits from their job is a serious problem. As with wages, the gap in fringe benefits is thought to be related to differences between men and women in human capital and job characteristics. Some studies contribute differences in human capital to motherhood and parenting responsibilities since women are largely responsible for childrearing in our society. The correlation is that women are felt to less likely than men to gain work experience and skills, and therefore, are less likely to qualify for high-paying jobs; however, studies have demonstrated that when controlling for sex-based dif ferences in work hours, work interruptions, and part-time work, childless women earn no more than mothers and single women earned no more than married women. Thus, these wage disparities are not exclusively attributable to motherhood, and factors other than unequal sharing in childrearing duties must be at play. Supporting studies have found that in narrow sections of students graduating from the same law school with the same amount of experience, the human capital argument failed to explain the gender-based wage disparities in the American labor force. Another consideration for the wage disparity can be found in the role of industry and wage structure. This discrimination clearly starts the second women begin their first job, and follows them no matter where they go or what they do. New graduates not only make less, but continue to make less with each subsequent degree and the gap actually widens as they progress. Women make less than men no matter what industry or occupation they enter. This can be attributed to the decline in blue-collar jobs where women are under-represented. The rise of women in blue collar jobs has benefited women in that traditionally men have been more likely to be union members than women. Union representation has historically helped to increase the gender pay gap, but the share of unionized workers who are female has increased as unions have grown in certain public sector and service-related occupations that have a greater share of female workers. This in itself has played a relatively small role in the de clining gender pay gap. Public sector and service-related occupations remain crucial for women. Women have historically been overrepresented in public-sector employment. Public sector jobs generally pay more than jobs in the private sector raising the average pay for women in our contemporary economy, but recent decisions by many state and local governments to respond to diminished revenues and budget shortfalls by cutting public-sector jobs have had substantial economic effects on women. Although state and local public-sector workers have significantly higher levels of education than their private-sector peers, they are consistently underpaid relative to similar private-sector workers in similar jobs, and the disproportionate share of women and minorities working in state and local government has also translated into higher rates of job loss for both groups in these sectors. Affirmative action has played a significant role in public sector jobs, but this has mainly benefited white women, many of which are not coming from the lower-class labor market. According to the United States Labor Department, the primary beneficiaries of affirmative action are white women. The Department of Labor estimated that 6 million women workers are in higher occupational classifications today than they would have been without affirmative action policies. Conclusion The empowerment of women is considered to be one of the greatest changes in the past 50 years. This has been manifested in equal rights acts, changes in social welfare legislation, and changes in employment legislation such as the Lilly Ledbetter Act. The changes have all in one way or another corresponded with the rises in the labor market that have both supported and encouraged the entrance of women and minorities into the American workforce. Improvements in pay for women have been related to a greater presence of women in the labor force, rising education attainment, and the movement into professional and managerial jobs, but pay disparity still persists. Historically, legislation favoring the elimination of discrimination in the workforce has been used also to support economic growth. This would suggest that the driving factor behind this legislation is not discrimination or gender parity, but capitalism/the economy. Executive Order #11246 and The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 are examples of this. The impact of these Acts on low-wage female workers is evident. More low-wage single-mother households are living in poverty at this time than ever before. In fact, there has been no legislation to date to protect part-time and contingent workers at all and their numbers are growing. These workers are not eligible for time-and-a-half overtime, minimum wage protections, and they have very little job security. Most low-wage single-mothers are also not covered by the Family Medical Leave Act. The impacts of the Equal Pay Act of 1963, Title IV of the Civil Rights Act of 1964 and its subsequent amendments, as well as the Lilly Ledbetter Fair Pay Acts of 2009 and 2012, are largely felt to be in the public sector, which is subjected to monitoring and oversight by the EEOC, and in the private sector in the form of blue collar jobs which are dominated by unions. Unions provide better benefit protection, safety protection, and job security. Lilly Ledbetter herself benefit greatly from protection in her job due to her union. Studies have shown that women who have had the benefit of being supported by union membership experience significantly less pay disparity. Low-wage workers often find it hard to unionize, especially in the private sector as this is often discouraged by employers. Workers are often bullied and intimidated to discourage talk of union membership. Strong unions in these sheltered areas would greatly benefit low-wage workers. Better enforcement of existing laws and regulations is also needed as well as stronger laws such as the Paycheck Fairness Act to address this issue. Lawsuits will not have a significant impact on pay disparity as individual wage discrimination cases are very expensive to pursue and difficult to argue. Private cases also do not have an important impact on the labor market. Class-action lawsuits are rare and are usually based on many employees and one employer or a few employers, and are generally not feasible in wage disparity cases. As previously mention, they are forbidden under the EPA. Finally, the fact that this problem is not concentrated in one area or agency makes it difficult to assess. Change is needed from outside these organizations. Federal standards should be adopted to specifically address pay inequality at all levels of government and even in the private sector. Internet Sources American Civil Liberties Union, www.aclu.com. The ACLU takes an active role in defending the freedoms granted to American citizens by our Constitution and laws of the United States in this country. The ACLU brings many discrimination cases on behalf of workers each year, testifies in front of Congress on behalf of womens issues, and works hard to lobby for womens rights in the workplace. National Committee on Pay Equity, http://www.pay-equity.org/. The National Committee on Pay Equity is a coalition of organizations working to eliminate sex-based and race-based pay discrimination to achieve pay equity. The American Association of University Women, http://www.aauw.org The American Association of University Women advances equality for women and girls through legislation, research, advocacy, and philanthropy. Its mission is a community to break through economic and education barriers so that women have a fair chance.

Christian Discipleship :: Religion Jesus Christianity Essays

Christian Discipleship Discipleship means ^one who follows^ or ^one who learns^ and this meaning has not changed over the centuries. The first disciples must have felt very special just as do today. Also, the first disciples were not fully understood and were rejected. This is true for disciples today aswell. The Bible is the most important reference for a Christian today. It contains all sorts of stories from the Old Testament and the New Testament. The New Testament concentrates on the life of Jesus which is probably more important to Christians than the Old Testament because Jesus^ death means that everyone has a chance to have all of their sins forgiven. The book I will be concentrating on is the gospel of Mark. Mark ^zoomed in^ on whom Jesus chose to be his disciples and what they were like. When people read Mark^s gospel they realise that you can be a disciple of Jesus no matter who you are. Jesus said, ^It is not the healthy who need a doctor but the sick. I have not come to call the righteous but the sinners^ (Mark 2:17) Many people today see this and are inspired. They see that they too can be forgiven for all of their sins and lead a better life. Being a disciple today is nearly the same as being a disciple in the time of Jesus. As a disciple today you still have to have a true belief in God and to follow the word of Jesus. This is also true for disciples 2000 years ago. Christians today do not suffer as much as they did in the time of Jesus but in some countries Christians do get persecuted and even attacked or killed. The first twelve disciples are not so sacrificial and some probably wouldn^t give their life for God. However, there are still Christians who would do anything for God but this is only a small percent of Christians. The first twelve disciples weren^t just Christians straight away, they dropped all of their things to follow Jesus and spent years learning about God. Nowadays, many people wouldn^t just drop all of their things to follow someone they know nothing about. Many people are told about God and Jesus for a long time before becoming a Christian, just like in Emmanuel College in assemblies and in tutor prayer. Jesus told taught crowds of people that they must sacrifice everything to be a proper disciple. Some people want to learn more about Christianity but don^t want to be sacrificial in their living making them unable to be a disciple.

Graduation speech :: essays research papers

Hello and welcome†¦.. As a matter of formality I would like to introduce myself. My name is Bruce Richard and it gives me great pleasure to address you all today at Valencia High School. Thank you very much for this unique and rewarding opportunity. It is one I will never forget. I regard this as rewarding and memorable because I am being asked to recount my high school experiences and the impact they have had on me. This is particularly valuable in that I can retain this as a permanent record to look back and reflect upon in the future. As I look back in retrospect and ask myself if I always tried as hard as I could, I am left with the fact that maybe I didn’t put my entire effort into all my studies and take full advantage of the free education I was offered. As I recall, the subjects that most interested me, such as science and the hands on approach, tended to sustain my level of interest and motivation. On the other hand, subjects such as government and others were harder to stay focused on for some reason. I am certain that most students have the same experience. I guess some things just require us to buckle down a little more in order to really learn.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  (Brief Pause) I am truly proud of the fact that I shared in the successes of the school as I was part of the drama class for four years and helped us win 5th place amongst 60 schools for the â€Å"Taming of the Shrew†. I played varsity football in my senior year where we had a great 9-2 season. As I go on to Fullerton, I only wish I had stuck to my intentions of playing all four years, instead of being influenced by other people, particularly the opposite sex. I have learned that it is important to stick to your convictions if you feel as strongly about them as I did. When I was part of the cross country team in my sophomore and junior years I did quite well and always gave it my all, learning the value of struggling to achieve by discovering more about myself and my abilities. The part of me I never thought existed gave me the confidence to know that anything can be accomplished with the right determination and desire. I am committed to succeed and looking forward to playing football at Fu llerton. Graduation speech :: essays research papers Hello and welcome†¦.. As a matter of formality I would like to introduce myself. My name is Bruce Richard and it gives me great pleasure to address you all today at Valencia High School. Thank you very much for this unique and rewarding opportunity. It is one I will never forget. I regard this as rewarding and memorable because I am being asked to recount my high school experiences and the impact they have had on me. This is particularly valuable in that I can retain this as a permanent record to look back and reflect upon in the future. As I look back in retrospect and ask myself if I always tried as hard as I could, I am left with the fact that maybe I didn’t put my entire effort into all my studies and take full advantage of the free education I was offered. As I recall, the subjects that most interested me, such as science and the hands on approach, tended to sustain my level of interest and motivation. On the other hand, subjects such as government and others were harder to stay focused on for some reason. I am certain that most students have the same experience. I guess some things just require us to buckle down a little more in order to really learn.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  (Brief Pause) I am truly proud of the fact that I shared in the successes of the school as I was part of the drama class for four years and helped us win 5th place amongst 60 schools for the â€Å"Taming of the Shrew†. I played varsity football in my senior year where we had a great 9-2 season. As I go on to Fullerton, I only wish I had stuck to my intentions of playing all four years, instead of being influenced by other people, particularly the opposite sex. I have learned that it is important to stick to your convictions if you feel as strongly about them as I did. When I was part of the cross country team in my sophomore and junior years I did quite well and always gave it my all, learning the value of struggling to achieve by discovering more about myself and my abilities. The part of me I never thought existed gave me the confidence to know that anything can be accomplished with the right determination and desire. I am committed to succeed and looking forward to playing football at Fu llerton.

Dean Larges

I interviewed one of my former student's who was considered to be a bully when he was in my classes as a student in 7th and 8th grade. The young man's name is Dean Larges. When Dean was in my physical education classroom I had to constantly stay on him about his behavior towards other students. He would not only verbally abuse students but on occasion would get into physical altercations with some of his classmates. Recently Dean has come back to the area as a parole officer. I asked him if he was willing to be interviewed about his past behaviors during middle school. We sat down on a few occasions and talked about his past behaviors and actions. I also talked to him about the decision to work in the courts and schools with our troubled youth. The first thing we discussed during the interview was the environment in which he grew up. Dean was raised in a normal middle class family. When he was in the 6th grade, which is the year before he attended the middle school that I work in, his parents divorced. He grew up with a brother who was four years older than him. Dean admittedly said that when his parents divorced, it was a changing point in his behavior. In his memory up to that point he did not consider himself to be a bully. He remembers being very happy while his parents were still married. He felt a lot of anger over the divorce and did not talk to either of his parents about it. He felt that the rules were different from house to house which confused him at a young age concerning rules. He feels now that his bullying increased as a way to â€Å"fill the void of not having both of his parents around†. He said during middle school most of the attention that he received from the bullying was positive from his peers. Looking back he realized that he deemed the laughing from his peers to be positive but more than likely they were just trying to appease him so he wouldn't bully them. He was fairly large for his age which made it more difficult for students to stand up to his bullying. By nature Dean was and still is very outgoing. This combined with his aggressive behavior and the anger he felt at this time was not a good combination. He had always been involved in sports and was aggressive but up until this point not overly aggressive with his classmates. He had a real problem not seeing his dad on a daily basis. He feels that he started to take this anger out on his classmates and at times his teammates in the various sports that he was playing. Many of his coaches especially in football encouraged or rewarded the aggressive behavior so in his mind they were condoning it. He felt that this was one of the reasons the behavior started to increase, as he was being rewarded for it. When he got to middle school he had more freedom and more time to act out. When Dean first came to middle school he was not in my physical education class but he was in the gym and the locker room during an hour where I also taught a class. I had to deal with him multiple times either for being too aggressive or for verbally abusing students. He was always very apologetic after the fact but continued with his behavior. He was suspended from school once or twice due to bullying/fighting in other classes during his 6th grade year. His 7th grade year he was in my class and after the start of the year his behavior was better, at least in my class. He seemed to have more issues in classrooms with female teachers. We talked about this and he said that his mom's rules were not very strict compared to his dad's so this was probably the reason for his lack of respect for female teachers. He claims that as he moved into high school his bullying behavior slowed and eventually stopped as he started to see that his parents' divorce was actually a good thing for them. Both of his parents seemed to be happier now that they were divorced. Dean felt part of it was also just growing up and seeing the effects that his bullying behaviors had on his fellow students. During our interview we discussed if his mother or father were verbally or physically aggressive or abusive. Dean said that both of his parents were very loving and not abusive at all. I do not feel that any genetic factors played much if any of a role in Dean being a bully. Dean and his older brother also had a good relationship. They played sports together and were fairly close even with the four year age difference. Dean felt that another factor at this age was that he started seeing less of his brother. His brother started driving and was playing different sports so he was not around as much as he had been. There were many sources that influenced the changes and or lack of changes in Dean's behavior. As I discussed earlier his parents' divorce had a big influence. Another factor that had influence was the changing of schools from elementary to middle school and the extra freedom that came with that. In talking to Dean he said that a big factor in changing his behavior were a few male teachers and coaches. One in particular made a strong impact on helping to stop his bullying. He said that his junior varsity football coach played a big role in teaching him how to act properly and held him to a higher standard of behavior. This particular coach was also his U.S. History teacher so he spent quite a bit of time around him. This teacher/coach helped him to understand why treating people, including classmates and teammates with respect is an important life skill. The last topic we discussed was how we can get through to young people so that we can stop the bullying. In Dean's opinion and I agree, we need to continue as adults to take the time to get to know students and understand their individual situations. Once you have a better understanding of what's happening in their lives you can figure out a better way to stop the bullying. His past behavior and the belief that he could help troubled youth turn their lives around was the main reason that he chose the career that he did.