Navigating Amazonland

Exploring Amazonland All in all, you need to sell your books on Amazon? There is no enchantment to it, simply difficult work. Before you trouble attempting to make sense of the mystery handshake, Ill mention to you what most writers will let you know: First, compose a darn decent book. In the event that youre a non mainstream writer, the following thing you ought to do is enlist a darn decent proofreader, at that point an expert spread architect, at that point compose a stunning book ad spot. Compose the sort of ad spot that will snatch the perusers For non mainstream players, its everything about free. You can make a FaceBook page for your book to assemble energy, list your book on Goodreads, make a book trailer and afterward publicize it on indietrailers.wordpress.com. These things are free. Continue getting your name out there. You can make an About me page. Jump on Twitter. Run challenges or give aways on your FB page and on Goodreads. Urge your neighborhood papers into running public statements. Talk it up on Kindle Boards. Run a promotion inBookbub, or on EReader News Today. These thoughts will work in support of yourself, some free, some not. However, lets talk free advancement on Amazon. First go to Author Central, a free website page you can make on the Amazon webpage. Show the world what your identity is. Here, perusers can see your most recent tweet, read your

Acid-Base Titration Calculation

Corrosive Base Titration Calculation A corrosive base titration is a balance response acted in the lab to decide an obscure convergence of corrosive or base. The moles of corrosive will rise to the moles of the base at the identicalness point. So in the event that you know one worth, you naturally know the other. Heres how to play out the count to locate your obscure: Corrosive Base Titration Problem In the event that youre titrating hydrochloric corrosive with sodium hydroxide, the condition is: HCl NaOH â†' NaCl H2O You can see from the condition there is a 1:1 molar proportion among HCl and NaOH. On the off chance that you realize that titrating 50.00 ml of a HCl arrangement requires 25.00 ml of 1.00 M NaOH, you can compute the convergence of hydrochloric corrosive, HCl. In light of the molar proportion among HCl and NaOH, you realize that at the comparability point: moles HCl moles NaOH Corrosive Base Titration Solution Molarity (M) is moles per liter of arrangement, so you can rework the condition to represent molarity and volume: MHCl x volumeHCl MNaOH x volumeNaOH Adjust the condition to separate the obscure worth. For this situation, you are searching for the grouping of hydrochloric corrosive (its molarity): MHCl MNaOH x volumeNaOH/volumeHCl Presently, essentially plug in the realized qualities to illuminate for the obscure: MHCl 25.00 ml x 1.00 M/50.00 ml MHCl 0.50 M HCl

Professional international business law Essay Example | Topics and Well Written Essays - 2500 words

Proficient worldwide business law - Essay Example Wally Solar Manufacturer hereinafter alluded to as â€Å"Principal†; a company sorted out and enrolled as per the laws of _________, having an enlisted address at ____________ and thus spoke to by ___________. Japan Sun Power Ltd., in this after alluded to as â€Å"Agent†; an enterprise sorted out and enrolled under the laws of Japan, having an enlisted address at ____________ and thus spoke to by ______________;† There are numerous methods of organizing the areas of a consent to make in justifiable and rational. I suggest that this understanding will be separated into segments with headings and captions for simple references. Mission statement. The draft understanding you gave me has no mission statement. This arrangement is significant as it will characterize the entire record and will control the peruser as what reason it will serve. This ought to show up as segment 1 in the understanding. Meaning of Terms. In an understanding, just as some other agreements, it is profoundly attractive to characterize the terms we use in the arrangements thereof. There are words, which may have double implications or indicates a deferent translation when conjunct with another word or expression. My suggestion is that we remember a meaning of terms for the understanding and put it as Section 3. Arrangement and Territorial Coverage. An unmistakable arrangement designating the Agent and characterizing the domain whereupon the specialist will have position to work ought to be incorporated. This ought to be incorporated as Section 4. I might want to recommend that arrangements for this area should peruse as follows: The Principal thusly designates the Agent to fill in as its selective deals specialist and delegate in Japan and will act as per the details of this understanding. The arrangement should confine the inclusion of the Agent inside the Japanese domain as you previously referenced that the Agent is a little organization with no ability of taking care of exchanges outside Japan. Non-Transferability

Investigate a possible relationship between self-esteem and levels of satisfaction in the undergraduate student population Essays

Examine a potential connection between confidence and levels of fulfillment in the undergrad understudy populace Essays Research a potential connection between confidence and levels of fulfillment in the undergrad understudy populace Essay Examine a potential connection between confidence and levels of fulfillment in the undergrad understudy populace Essay Paper Topic: We Real Cool The current research was completed so as to examine a potential connection between confidence and levels of fulfillment in the undergrad understudy populace. The point was to distinguish a potential relationship that may delineate that individuals with high confidence are commonly more fulfilled than those with low confidence. The overview instrument utilized as the way to test the theory was a self-complete poll containing both shut and open inquiries. This was steered and afterward regulated to an open door test of 21 first year students at West Suffolk College. The quantitative information was broke down utilizing the SPSS PC bundle. The outcomes uncover a relationship coefficient of r=.816 demonstrating a solid positive connection, which was then factually tried and demonstrated to be noteworthy at the 0.01 level. The subjective information was broke down and found to help the quantitative information. The outcomes and discoveries in the two cases bolster the theory thus it can i n this manner be inferred that there is a critical relationship between's degrees of confidence and levels of undergrad fulfillment. This investigation is keen on confidence corresponding to fulfillment in the undergrad understudy populace. It tries to explore how high or low confidence influences the manner in which an individual sees their reality. The point was to recognize a potential connection that may outline that individuals with high confidence are commonly more fulfilled than those with low confidence. Confidence is one of the most examined parts of individual contrast in character. Humanist, psychodynamic, social mental and intellectual scholars have underlined the significance of confidence. The effect on the person of having either high or low degrees of confidence may not just influence their life desires yet additionally sway at a cultural level. There is a conviction, bolstered by Baumeister (1999), that low confidence is liable for an expansive variety of individual and social issues. There is a deficiency of proof that recommends that school programs planned for bringing up childrens confidence p roduce a decrease in wrongdoing, misconduct, sedate maltreatment and underachievement in school. (Baumeister 1999). Curry and Johnson (1990) portray high confidence as a safe feeling of personality and a capacity to recognize and esteem ones own endeavors and accomplishments. They stress an association between high confidence, certainty, vitality and good faith and contend that these characteristics have their underlying foundations in early years. Baumeister, Rice and Hutton (1989) examine confidence as far as inspirational direction, with high confidence giving a self-improving direction. As it were an individual considered to have high confidence is bound to look to exploit their great attributes and seek after victories significantly under dangerous conditions. Then again individuals with low confidence have a self-securing direction and maintain a strategic distance from disappointments and set backs. (Baumeister 1999). The significance of seeing progressively about confidence comparable to instruction is clear. An appropriate methods for doing this is in the appearance of a clear fulfillment survey the procedure of which understudies are very acquainted with. With the focal point of confidence and understudy fulfillment as a primary concern the accompanying test speculation has been drawn up. Trial Hypothesis There is a huge connection between's degrees of confidence and levels of undergrad fulfillment Invalid Hypothesis Any relationship between's degrees of confidence and levels of undergrad fulfillment is because of chance components. Strategy The overview instrument utilized in this investigation was a self-complete poll, which was created to distinguish levels of fulfillment and confidence. The confidence markers depended on the Rosenberg (1965) confidence scale (see index 5). The principle purpose behind the utilization of a survey instead of semi-organized meeting or some other technique was for down to earth reasons and speed. The poll utilizes a blend of open and shut inquiries taking into account the assortment of both subjective and quantitative information. One of the disadvantages of utilizing this technique is that it doesn't take into account examining, inciting or the assortment of extra information. It rushes to oversee, generally modest and advantageous for respondents. The survey was broken into 3 short areas trying to maintain a strategic distance from respondent exhaustion. The main area was comprised of 3 subjective inquiries, which were intentionally situated toward the beginning so as to catch the unde rstudies remarks while new. The subsequent segment was comprised of a bank of quantitative inquiries with a 4 point Likart scale. These inquiries required the respondent to peruse an announcement and afterward mark whether they firmly concurred, concurred, differ or emphatically couldn't help contradicting the announcement. The appropriate responses were coded and given a score, extending from unequivocally concurred = 4 and emphatically differ = 1. At last segment 3 called for segment data and progressively broad inquiries testing long haul objectives. (Bryman 2004). A pilot study was performed and the survey re structured in like manner. The subsequent poll was then managed. The quantitative information was investigated so as to set up the relationship coefficient, the quality of the connection, which was then factually tried for hugeness. The subjective information was examined and discoveries contrasted with the quantitative information. An open door test of 21 members made up of 20 females and 1 male consented to participate. The gathering comprised of first year understudies on qualification programs inside the West Suffolk College. Eleven of the members were Humanities certificate understudies and 10 were Behavioral Studies and the ages went from 19 41+. Standard structures (supplement 1-3) were created so as to make replication of the study conceivable. These incorporated a data/assent structure (reference section 1), a solicitation for additional data structure (supplement 2) and a self-complete survey (addendum 3). A gathering of first year college understudies were drawn nearer inside assigned talk time and welcome to partake in an understudy fulfillment overview. A morally endorsed data/assent structure was given and the understudies were approached to peruse and sign it to give their assent. An extra structure was given to gather the subtleties of the individuals who needed additional data on the review or a duplicate of the exploration discoveries. The respondents were educated that the entire procedure would just take around 10 minutes and their reactions would remain altogether private. The reason for the review was clarified quickly albeit no notice was made with respect to the confidence part of the inquiries. Members were likewise educated regarding their entitlement to pull back whenever and asked on the off chance that they had any inquiries preceding continuing. Results Clear insights Table 1 PPT No Course Sex M/F Age Fulfillment Score Confidence score Positive word score Long haul objective 1 B/S F 19-21 14 11 5 Degree at that point work 2 H F 32-41 16 16 2 educating 3 B/S F 42+ 12 12 4 Ed Psych 4 H F 42+ 14 14 4 Increase degree 5 B/S F 19-21 12 10 0 Find a new line of work 6 H F 22-31 13 12 4 educating 7 H F 22-31 14 13 3 No drawn out objective 8 B/S F 22-31 11 9 2 Not certain in the event that I will even finish course 9 B/S F 42+ 13 13 5 Receptive 10 B/S F 22-31 13 10 1 uncertain 11 B/S F 22-31 16 15 5 Mama Psych 12 B/S F 42+ 15 16 5 Instructing essential 13 B/S F 32-41 12 12 3 Ed Psych 14 H F 32-41 15 14 3 Accomplish best grade 15 H F 42+ 11 11 4 Instruct essential 16 H M 42+ 13 13 2 Instruct 17 H F 22-31 16 15 3 first Class Hons 18 H F 32-41 12 12 4 Instructing 19 H F 19-21 13 14 3 instructing 20 B/S F 32-41 14 12 5 Remunerating profession/independance 21 H F 22-31 12 10 2 Show Not certain if sufficient Complete 281 264 Mean 13 13 St Dev 1.6 2 Table 1 records the program of study, age gathering and sexual orientation of the 21 respondents. It likewise records the all out scores for fulfillment and confidence taken from the quantitative piece of the survey along with the mean and standard deviations. The table likewise incorporates the individual respondents positive word scores, which were gotten from the subjective information gathered. The last segment subtleties the respondents long haul objective, which was a piece of the segment of the survey and shows that 8 out of the 21 respondents mean to go into educating, 3 respondents trusted their degree would lead onto an occupation however didn't determine the sort of employment. 3 respondents said they might want to embrace a Masters qualification as well as go into Educational Psychology. 3 respondents detailed that increasing a degree was their drawn out objective, 1 of whom is focusing on a top of the line respects degree. The 4 outstanding respondents said they were unc ertain, receptive or had no drawn out objective. For the most part fulfillment scores would in general be high with a mean score of 13 (the least conceivable score being 4 and the most noteworthy 16). Deviation from the mean was minor with a standard deviation of 1.6 for fulfillment and 2 for confidence. SPSS was utilized to compute the relationship,

Transition to a New Cultural Environment

Data on Culture Introduction of Information sooner or later in life individuals experience a culture as an outcast by moving starting with one culture then onto the next. On the planet today there are such a significant number of various societies and not one of them is seen as the equivalent. Rather they all have something that makes them one of a kind, regardless of whether its language or even the garments they wear and their conduct also. The distinctions they have is the thing that isolates them from each other and who ever joins that culture must get acquainted with their lifestyle. For instance, today there are numerous individuals moving to the United States to begin another and better life. What they before long start to acknowledge is that it’s an entirely different world out there and so as to endure they need to get acquainted with the better approach forever which is very different from their lives previously. Foundation and Significance of the Problem According to Dewiel (2005), culture has changed throughout the years. He expresses that the historical backdrop of culture is as followed, Although today we think about the people groups of the world since forever as far as their societies, culture is a moderately ongoing thought. Before innovation started in about the seventeenth and eighteenth hundreds of years, individuals in Europe saw themselves not as members in different societies yet as individuals from contending religions. With the secularizing patterns of early advancement, social logical thoughts started to supplant strict terms in oneself comprehension of Europeans. (para. 4) Statement of the Problem Adjusting to an alternate culture can be hard for pretty much anybody. What is fundamental for one to feel comfortable in another culture? Numerous social boundaries must be tended to before an individual can feel comfortable with another culture. Numerous means can be taken to help with the distinctions an individual my involvement with an alternate culture. Reason The motivation behind this paper is to educate the peruser regarding distinctive advance wherein can be taken to assist one with feeling comfortable in another culture. Numerous moves can be made to help facilitate the change to a social domain. Meaning of Terms â€Å"Culture includes the qualities, convictions, and standards that are shared by a gathering of individuals, for example, a racial or ethnic minority. Culture impacts how individuals consider, follow up on, and see the world. † (Ramirez and Soto, 2006, para. 2) Preview Around the globe individuals represents every single diverse sort of culture. How would we as untouchables become a piece of the individuals and become an invite individual from various societies? The author will clarify various strategies for adjusting to another culture. These means could be taken to cause one to feel at home with an alternate culture. The most effective method to Accustom to New Culture Understanding History Behind each culture lies a history. An individual must wonder why the individuals of this culture follow their convictions, customs, and represents certain qualities. For an individual to genuinely discover the genuine history behind a culture, an individual must solicit the individuals from the way of life. It’s the best way to locate the genuine history. When an individual comprehends the historical backdrop of a culture, they can start to rehearse similar traditions the way of life as of now rehearses. Advantages Discovering the history can be valuable. Knowing the historical backdrop of a culture implies knowing where the way of life originated from. This could bring about the individuals of the way of life to tolerating an individual as one of their own. This will better odds of causing the way of life to feel like home. Outline If an individual needs to feel comfortable in another culture, they should initially do some examination first. Looking into the history behind a culture with assistance an individual better adjust to a culture. This will likewise help individuals inside the way of life acknowledge you as one of them since you know the foundations of the way of life. Learning the Language Another technique to adjusting to another culture is learning their language. This will enable an individual to interface better with the individuals of the way of life. In spite of the fact that individuals might have the option to communicate in a similar language they could comprehend or decipher words in an unexpected way, in light of the fact that similar words may mean various things to different people. That is the reason it’s basic for an individual to get familiar with the cultures’ language and how they decipher words. An individual must have persistence when learning another dialect. It is significant for one not to get down on their selves for the basic reality this could demoralize the learning procedure. It requires some investment to alter and get settled with another dialect. An individual should start to become familiar with a couple of normal words or expressions. Results Leaning the language will associate an individual to the individuals of an alternate culture. This enables an individual to associate with the individuals of a culture. The individuals will likewise have the option to become acquainted with and comprehend this new pariah and it would be incredibly refreshing by them. Synopsis Adjusting to another culture can be troublesome just as disappointing. It’s critical to have tolerance thought the way toward adjusting to another culture. Inclining the language of a culture could eventually carry you closer to the individuals of the way of life. Along these lines, it is basic to the way toward causing the new culture to feel like home. Discover similitudes In conclusion, the essayist accepts if an individual attempts to discover things that are like their own way of life, at that point the progress would not be so troublesome. For instance, comparable nourishments that the new culture eats that is like the way of life an individual originated from could cause somebody to feel at home. Food is comfort, and subsequently, it’s a smart thought to stay with what is recognizable and remain open to adjusting new nourishments. Music could likewise be a get similitude between two distinct societies. Hearing music that helps an individual to remember where they originated from makes it simpler to tolerating another culture. Result Finding likenesses enables an individual to acknowledge an alternate culture. It causes somebody to feel at home with another culture. An individual could find that their two societies might share a great deal for all intents and purpose. Outline Adapting to another culture can be troublesome and on occasion, disappointing. Discovering likenesses between a persons’ current culture and another one could help cause the new culture to feel like home. It is vital for an individual to make sense of what the delighted in best from their way of life and contrast this with the new culture. Ends and Recommendations Besides, numerous means ought to be taken all together for an individual to feel comfortable in another culture. Understanding and turning into a piece of another culture can be troublesome and baffling now and again. Most importantly, the author feels it is basic for the individual to do some examination and discover the history behind the new culture. This will give the individual a superior comprehension of why the individuals of the new culture practice certain traditions and customs. Another need incorporates learning the language of the way of life. Regardless of whether this culture communicates in a similar language, words may be deciphered in an unexpected way. This could enable an individual to more readily associate with the individuals of an alternate culture. Last advance the essayist feels is vital when adjusting to another culture is discovering likenesses between societies. Doing this could cause an individual to feel at home in another culture. All means ought to be painstakingly viewed as when entering another culture. References Dewiel, B. (2005). Social Diversity. In R. P. Carlisle (Ed. )Reference book of Politics, 1(pp. 115-117) Thousand Oaks, CA: Sage Reference Retrieved March 12, 2009, from Gale Virtual Reference Library by means of Gale: http://go. galegroup. com. prx-01. lirn. et/ps/start. do? p=GVRL&u=lirn_main Ramirez, S. Z. and Soto, J. (2006). Social Barriers. In Y. Jackson (Ed. )Reference book of Multicultural Psychology, (pp. 127-129) Thousand Oaks, CA: Sage Reference Retrieved March 12, 2009, from Gale Virtual Reference Library through Gale: http://go. galegroup. com. prx-01. lirn. net/ps/start. do? p=GVRL&u=l irn_mainBerens, L. V. , Cooper, S. A. , Ernst, L. K. , Martin, C. R. , Myers, S. , Nardi, D. , et al. (2001). Fast manual for the 16 character types in associations: Understanding character contrasts in the work environment. Huntington Beach, CA: Telos.

Where are we going

Where are we going At East Campus HouseComm last week, we learned something unexpected. Our housemasters of several years, Prof. Julian Wheatley and his wife Marjorie, will be leaving for South Asia at the end of this school year. Which means that we will have to find a new housemaster. The new housemaster will be chosen by a committee, which is comprised of other housemasters, Student Life staff, two GRTs, and two residents of the dorm. We held elections to choose the two student reps. A lot of people ran, more than Ive seen run for any position in East Campus. We talked about ourselves for a few minutes, then got kicked out so that everyone could talk about us and the halls could vote (in EC, there are ten halls, and each hall gets a single vote in HouseComm). Eventually, Conor 07 (of 2nd West) and I were chosen for the two spots, giving me yet another hat to wear. Whoever the new housemaster is, Im only going to have to live with him or her for a year. Same for Conor. But we both think its really important to make sure that EC gets a good housemaster, because we want EC to continue to be EC after we are gone. I believe that this illustrates an important point about MIT. At many universities, policy-makers act under the assumption that there is no institutional memory and that attitudes are transient, and theyre often correct. They figure that most current students will be gone within four years, and that the ones coming in will be okay with whatever is put into place because theyve never known anything else. And the students also figure that theyre going to be gone in a few years, and why bother to care about something thats not going to affect them personally? Anyone who tried to do this at MIT would run into significant difficulty. Because of the famed oral tradition, the number of grad students who were MIT undergrads Back In The Day, the number of alums generally lurking around, and forums like mit-talk (a mailing list) and white-magic (a zephyr instance), memories stay around for a long time. Theres a lot less transience. Students truly feel that MIT is their community and not simply their school, not a place theyre merely passing through, and they have enough of an emotional investment to want to make sure that the things they care about are preserved for future generations of students. As someone active in student government, I spend a lot of time thinking about and working on things that will impact future students as much as or more than current ones. Over the last couple of weeks, theres been a huge increase in the number and intensity of rumors about mandatory meal plans (this is one of those issues where the rumors never actually go away, sort of like the US governments Terror Alert Level never goes down to green, but where they increase in intensity when somethings up other than the usual free-floating paranoia). I spent quite a while trying to track down these rumors and talking to others about them, including a half-hour conversation with Jeff 06, President of Random Hall, at a Halloween party. Much to my relief, Dean of Student Life Larry Benedict told us quite firmly that he did not intend for there ever to be mandatory meal plans. But given that Jeff will be out of here soon and Ill probably be out of here before such plans would be implemented, it illus trates my point about students caring very deeply about MIT and its culture beyond their own time here. Of course, as I indicated previously (and in this entry), their own time here is not always well-defined. I went to see the Star Wars musical last night. It was a fantastic show, and Great Job! to my friends who were involved in it, but the reason I bring it up is that, if you look at the cast list, theres a lot of people who are, shall we say, not very current. Like Rob 96, who played Uncle Owen and Jabba the Hut. And David 89, who played Ben/Obi-Wan Kenobi. And the wonderful Edmund Bonk 99, who played Chewbaccabut who I usually associate with having been one of the great activists who founded the now-defunct student advocacy organization ILTFP (I Love This Fing Place) many years ago. And of course, moving away from the Star Wars thing but still thinking of alums, theres Matt, who was no slouch himself when it came to the activism thing. ;) Ive had some good conversations with Matt. Where are we going? Sometimes Im not sure, but reflecting on what I know of the past, I hope Im doing a good enough job helping to make it a good place.

Gender Dynamics in The Ladys Dressing Room - Literature Essay Samples

The gender dynamic constructed in the Restoration and early eighteenth century British literature manifested itself around the conceptual binary of man and woman. The debate that appears in literature of this time roots itself in societal expectations for the performance of gender: when these expectations are not met, gender roles that were once in place may be thought of critically and reevaluated. However, the threat of these gender roles transforming also inspires a lot of contempt. While male authors in the Restoration and early eighteenth century Britain certainly portrayed gender dynamics in unconventional ways, it is important to recognize when this portrayal is exclusive, rather than inclusive, of women. Jonathan Swift presents a peculiar case of this exclusion in â€Å"The Lady’s Dressing Room†. While this piece challenges our understanding, and certainly the 18th century British understanding, of gender roles, it also uses the criticism of women as its vehicle . The object of satire in Swift’s poem â€Å"The Lady’s Dressing Room† is misleading. In the poem, Swift documents a young man wandering through the dressing room of the lady that he loves. The young man, Strephon, is depicted as quite dimwitted. He is satirized for his ignorance of women’s nature as human, with accompanying and often disgusting bodily processes. This criticism of gender roles could be executed very well, and could potentially bring light to the fact that women are wrongfully expected to exist as consumable and pleasing to the male gaze despite being human. However, Swift satirizes Strephon through a thinly veiled type of violence towards women as beings. The satire is formed in Strephon’s ignorance of women as human beings, but the sentiment is not that women are therefore free to be human beings. This is because Swift details women’s existence as human through a graphic depiction of personal bodily functions. This graphic rep resentation is not meant to criticize Strephon, but women, as they are the object of disgust. Strephon may be seen as silly for thinking women are always perfectly coiffed, but women are also depicted as revolting. Women are allowed to be disgusting, but Swift’s poem reveals the idea that this is something to be forgiven. We can see this at the start of the poem, where Swift writes, â€Å"Five hours (and who can do it less in?)/ By haughty Celia spent in dressing† (Swift 1-2). By tacking on â€Å"and who can do it less in?† Swift is making a jab at women for the time they spend getting ready. Five hours is excessive, and merits critical thought, which is exactly why simply making a jab does not suffice. The question â€Å"and who can do it less in?† doesn’t criticize the institution of oppression that women face and in which they must compulsively conform to expectations of beauty. It instead criticizes â€Å"haughty† Celia alone, and does s o condescendingly. Swift’s condescending sentiment appears again at the close of the poem. He writes, â€Å"I pity wretched Strephon blind/ To all the charms of female kind;/ Should I the queen of love refuse,/ Because she rose from stinking ooze?† (Swift 237-240). Swift creates a playful tone here by creating an expectation in the reader for an actual affirmation of women. This expectation is created in the line â€Å"To all the charms of female kind† (Swift 238). However, he follows this expectation with an affirmation of women being disgusting. Therefore, the â€Å"charms† of female kind he references is what Strephon finds revolting while searching the dressing room. This may seem like insignificant and harmless humor, but it is humor at the expense of the societal conception and expectation of women’s performance of gender. Swift writes these lines with the attitude that he is properly appreciating women as human beings, but he is in actuality simplifying them to â€Å"stinking ooze†. Swift ends the poem with the lines, â€Å"Such order from confusion sprung/ Such gaudy tulips raised from dung† (Swift 251-252). This finalizes his inappropriate â€Å"forgiving† attitude. These lines make women problematic, not the societal expectation for women to be pretty problematic. Here Swift essentially states that he loves women despite their disgusting nature, which in turn solidifies his idea of women as being inherently disgusting. You would not refer to men as being â€Å"raised from dung† simply for existing. Swift’s analogy would actually be more fitting for men because men do not counter this natural state, don’t present themselves as â€Å"gaudy tulips†. These nuances may seem redundant, but they are vital because while women are forgiven for being disgusting, men are disgusting without consideration and without the expectation to be forgiven. Much of the aggression directed at women within â€Å"The Lady’s Dressing Room† is hidden beneath Swift’s satire and use of humor. However, the encompassing sentiment of Swift’s poem does little to counter the typical binary thinking of gendered discussions. In fact, Swift reinforces this binary thinking by depicting women as â€Å"other†. In Swift’s poem, women are the beings â€Å"sprung from confusion† and â€Å"raised from dung† (Swift 251-252) , and the humor of this context is the expectation for women to be otherwise. The most significant point here is that this humor and Swift’s satire would have no basis if Swift actually thought of women as equal beings with equally gross bodily functions: if that were the case this would simply be a poem detailing a woman’s room. Swift writes women as human in this poem, but writes them as funny or faulty humans, deserving of forgiving men like himself who can look past their disgusting nature. Swift doesn’t counter the expectation for women to be pretty despite being human, he executes it.

Insects and Other Arthropods That Make Galls

Have you ever noticed unusual lumps, spheres, or masses on trees or other plants? These strange formations are called galls. Galls come in many sizes and shapes. Some galls look and feel like pompoms, while others are hard as rocks. Galls may occur on every part of plants, from the leaves to the roots. What Are Galls? Galls are abnormal growths of plant tissue trigger in response to an injury to or an irritation of the plant, usually (but not always) caused by some living organism. Nematodes, bacteria, fungi, and viruses can all cause the formation of galls on trees, shrubs, and other plants. Most galls, however, result from insect or mite activity. Gallmaking insects or mites initiate gall formation by feeding on a plant, or by laying eggs on plant tissues. The insects or mites interact with the plant during a period of rapid growth, such as when leaves are opening. Scientists believe that gallmakers secrete chemicals that regulate or stimulate plant growth. These secretions cause rapid cell multiplication in the affected area of the meristematic tissue. Galls can only form on growing tissue. Most gallmaking activity occurs in the spring or early summer. Galls serve several important purposes for the gallmaker. The developing insect or mite resides within the gall, where it is sheltered from the weather and from predators. The young insect or mite also feeds on the gall. Eventually, the mature insect or mite emerges from the gall. After the gallmaking insect or mite leaves, the gall remains behind on the host plant. Other insects, such as beetles or caterpillars, may move into the gall for shelter or to feed. Which Insects Make Galls? Insects that make galls include certain kinds of wasps, beetles, aphids, and flies. Other arthropods, like mites, can cause gall formations, too. Each gallmaker produces its own unique gall, and you can often tell which kind of insect made the gall by its shape, texture, size, and host plant. Psyllids  -  Some jumping plant lice, or psyllids, produce galls. If you find galls on hackberry leaves, theres a good chance it was caused by a psyllid. They feed in spring, triggering the formation of two well-known leaf galls: hackberry nipple galls, and hackberry blister galls.Gallmaking aphids  -  Aphids  belonging to the subfamily Eriosomatinae cause gall formations on the stems and petioles of certain trees, most notably cottonwood and poplar. Aphid galls vary in shape, from a cockscomb-shaped growth on elm leaves to a cone-shaped gall that forms on witch hazel.Gallmaking adelgids  -  Gallmaking adelgids target conifers, for the most part. One common species,  Adelges abietis, causes pineapple-shaped galls on Norway and white spruce twigs, as well as on Douglas fir. Another, the Cooley spruce gall adelgid, makes galls that look like cones on Colorado blue spruce and white spruce.Phylloxerans  -  Phylloxerans (family Phylloxeridae), though tiny, do their sha re of gallmaking, too. The most notorious of the group is the grape phylloxera, which produces galls on both the roots and leaves of grape plants. In 1860, this North American insect was accidentally introduced into France, where it nearly destroyed the wine industry. French vineyards had to graft their grape vines onto phylloxera-resistant rootstock from the U.S. to save their industry.Gall wasps  -  Gall wasps, or cynipid wasps, comprise the largest group of gallmaking insects, with over 1,000 species known globally. Cynipid wasps produce most of the galls on oak trees and plants within the rose family. Some gall wasps oviposit in galls created by other species, rather than induce the growth of their own. Cynipid wasps sometimes develop within galls that have fallen from the host plant.  Jumping oak galls  are so named because they roll and bounce around the forest floor as the larva inside moves.Gall midges  -  Gall midges or gall gnats make up the second largest grou p of gallmaking insects. These true flies belong to the family Cecidomyiidae, and are quite tiny, measuring 1-5 mm in length. The maggots, which develop within the gall, come in strangely bright colors like orange and pink. Midge galls form on various parts of plants, from the leaves to the roots. Common galls formed by gall midges include the pinecone willow gall and the maple leaf spot.Gall flies  -  Some genera of fruit flies produce stem galls.  Eurosta  gall flies develop and overwinter within goldenrod galls. Some  Urophora  gall flies were introduced into North America from their native Europe, as biocontrols for invasive plants like knapweed and bull thistle.Gallmaking sawflies  -  Sawflies produce some unusual galls, most commonly on willows and poplars. The leaf galls induced by  Phyllocolpa  sawflies look like someone crimped or folded the leaves. The sawfly larva feeds within the crinkled leaf.  Pontania  sawflies produce strange, globular galls t hat protrude through both sides of a willow leaf. Some  Euura  sawflies cause petiole swelling in willows.Gallmaking moths  -  A few moths make galls, too. Some micromoths in the genus  Gnorimoschema  induce stem galls in goldenrod, where the larvae pupate. The midrib gall moth produces an odd leaf formation in buckthorn. The center of the leaf is rolled tight, with the sides joining to form a pouch in which the larva resides.Beetles and weevils  -  A handful of metallic wood-boring beetles (Buprestridae) are known to produce galls in their host plants.  Agrilus ruficollis  induces galls in blackberries.  Ruficollis  translates to redneck, a specific name that refers to this insects red  pronotum. Another species,  Agrilus champlaini, creates galls in Ironwood. Long-horned beetles of the genus  Saperda  also produce galls, in stems and twigs of alder, hawthorn, and poplar. A few weevils also cause swellings in their host plants tissues.  Podapion ga llicola, for example, causes galls in pine twigs.Gall mites  -  Gall mites of the family Eriophyidae produce unusual galls on leaves and flowers. The mites begin feeding on their host plants just as buds are opening in the spring. Eriophyid galls may form as finger-like projections or warty bumps on leaves. Some gall mites produce a velvety discoloration of the leaves. Will Galls Damage My Plants? Insect enthusiasts and naturalists probably find insect galls interesting or even beautiful. Gardeners and landscapers, though, may be less enthused to discover insect galls on trees and shrubs and may be concerned about insect gall damage. Fortunately, with few exceptions, insects galls do not damage trees and shrubs. While they may look unsightly, particularly on specimen trees, most healthy, well-established trees and shrubs will be unaffected by galls in the long run. Heavy gall formations may slow growth. Because the negative impact of galls on plants is largely aesthetic, control measures for galls or  gallmaking insects  are rarely warranted. Leaf galls will fall off, either with the leaves themselves or from the leaves once the insect or mite has emerged. Galls on twigs and branches can be pruned out. A gall that has already formed cannot be treated or sprayed to eliminate it. The gall is part of the plant itself. Gallmaking insects, it should be noted, will attract their own biological controls in the form of  parasitoids  and predators. If your landscape is riddled with galls this year, give it time. Nature will restore the balance in your ecosystem.

Shortage Of Skilled Workers In China - Free Essay Example

Sample details Pages: 22 Words: 6647 Downloads: 8 Date added: 2017/06/26 Category Statistics Essay Did you like this example? In this chapter the researcher will present the theoretical foundation for this dissertation. This review aims to investigate and examine extant literature on the following research questions: Research Question 1: How great is the shortage of skilled workers in China? Don’t waste time! Our writers will create an original "Shortage Of Skilled Workers In China" essay for you Create order Research Question 2: How do such shortages in skills affect the working of multinational corporations? Research Question 3: How do multinational corporations, with the use of talent management practices and tools, retain skilled workers, including managerial and executive staff, in China? Information for this literature review has been obtained from a range of secondary sources including books, journal and magazine articles and other media publications, both in online and physical form. Talent management is a comparatively new development in HR theory and practice and much of pertinent and associated literature on the subject exists in the form of publications in various periodicals. Shortage of skilled workers in China is presently attracting a significant amount of concern and material on the subject has been sourced from different articles authored by Chinese and Western experts. The various aspects of the studied subject matter have been taken up in sequence in the interest of coherence and continuity of thought and discussion. 2.1 Shortage of Skilled Workers in China The shortage of skilled workers, whilst of recent origin, is assuming grave dimensions. The Chinese economy has been growing at an astonishing pace for the last two decades (Barbosa 2010). Such phenomenal economic growth has propelled the country from the ranks of the poorest of the poor to the position of the second largest global economy (Barbosa 2010). Having crossed Japan in the GDP rankings in August 2010, the Chinese economy is now second in size to only that of the USA (Barbosa 2010). With it being widely accepted that access to cheap and skilled labour has played a predominant role in the countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s economic performance, the emerging shortages in availability of skilled workers is becoming a serious matter of concern (Powell 2009). Experts feel that the problem, whilst manageable until now, is increasing in various dimensions and can become a serious challenge to the countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s economic growth in the foreseeable future (Powell 2009). à ¢Ã¢â€š ¬Ã…“Various domestic  media reports  put the labour supply gap at around a million people in Guangzhou and neighbouring cities such as Dongguan, legendary centres of Chinaà ¢Ã¢â€š ¬Ã¢â€ž ¢s export boom in the past three decades. Numerous assembly lines and construction sites are sitting idle while anxious employers have raised salaries by more than 30% but still canà ¢Ã¢â€š ¬Ã¢â€ž ¢t attract enough applicantsà ¢Ã¢â€š ¬?. (Hong, S. 2010) The current shortage of skilled workers in China is due to the emergence and interplay of a range of factors (Trading Economic 2010). It is in the first place indisputable that sharply accelerating economic growth in China has created enormous demand for skilled workers (Trading Economic 2010). The Chinese economy has grown in size from an annual GDP of 990 billion USD in 2000 to 4900 billion USD in 2010 (Trading Economic 2010). The last decade has seen the entry of numerous multinationals in the country and the establishment of thousands of local and foreign owned production units (Blanchard 2007). Such production units are now being established in different geographical areas making it easier for workers to obtain gainful employment near their houses (Blanchard 2007). The Chinese government has also in recent years embarked upon developing the economic and physical infrastructure of numerous inland and hitherto neglected provinces (AsiaNews.It. 2006). Airports, roads and housing in upcountry regions are receiving strong investments (AsiaNews.It 2006). Such investments are creating thousands of jobs across the country and reducing migration of workers to zones with strong manufacturing activities (AsiaNews.It 2006). Experts also feel that low wages in the manufacturing sector, along with long working hours and difficult working and living conditions are forcing many workers to give up their jobs in manufacturing units and return to work on their farms (Rein 2010). The Chinese governmentà ¢Ã¢â€š ¬Ã¢â€ž ¢s decision to reduce taxes on agriculture has also helped in reinforcing such attitudes (Rein 2010). The Chinese government has constantly placed emphasis upon development of agriculture and providing of adequate food supplies for the rural population, who constitute 727 million people (Rein 2010). A continuous supply of positive policies, like the elimination of onerous taxes and powerful market intercession, have enhanced rural incomes and made farming rewarding in comparison to skilled jobs in some manufacturing organisations (Rein 2010). China implemented its one child policy in 1979. This has resulted in the development of an ageing population (Hong, S. 2010). The median age of the country, at 33 years, is closer to that of the USA, the UK and the countries of Western Europe, rather than to its southern neighbour India, which has a median age of 26 and whose economy is also growing rapidly and with a swiftness that is second only to that of China (Hong, S. 2010). The ageing population is leading to lesser numbers of people joining the workforce every year and consequentially to restrictions on the availability of skilled workers (Hong, S. 2010). The impact of an ageing population is being felt intensely in manufacturing centres like Shanghai, where people above 60 are expected to constitute practically 30 percent of the total population in another 10 years time (Hong, S. 2010). The numbers of people in the 15-19 age groups in the country have reduced by approximately 17 percent, from 124 million in 2005 to around 10 3 million today (Hong, S. 2010). Academic policies in China have in recent years paid greater attention to academic performance and have neglected imparting of high level vocational training and skills training to people (AsiaNews.It 2006). Many universities have failed to understand market demands and mechanisms in the designing of their courses (AsiaNews.It 2006). Only 200 of the 20,000 vocational schools in the country are aiming to produce skilled workers and technicians with good skills (AsiaNews.It 2006). Such circumstances have added to the reduced availability of skilled workers in the manufacturing sector (AsiaNews.It 2006). Rein (2010) states that the younger Chinese unwilling to work any longer in factories. They are much too buoyant about their work prospects and perceive no compulsion to work for comparatively low wages at long distances from their families (AsiaNews.It 2006). The increase in the number of college and university graduates from just about a million in 2000 to 6 million in 2010 has reduce d the pool for potential skilled workers (AsiaNews.It 2006). Even workers with low skills prefer to stay nearer home in interior provinces like Sichuan and Hunan, rather than relocating to manufacturing centres like Guangdong to work for remuneration that is being increasingly perceived to be insufficient (AsiaNews.It 2006). The shortage of skilled workers is being felt intensely in the export regions of the country like the Pearl River Delta as also the Yangtze River Delta. à ¢Ã¢â€š ¬Ã…“It was officially reported that the city of Shenzhen, on the Hong Kong border, alone faced a labour shortage of about 300,000 workers this year. In Guangdong province, the government said factories were short more than 500,000 workers; and in Fujian province, there was a shortage of 300,000à ¢Ã¢â€š ¬?. (AsiaNews.It 2006) Surveys, conducted a few years ago, revealed that technicians constituted only 4% of the total numbers of skilled workers, even as organisations needed at least 14% technicians in their labour force (Peoples Daily 2004). Personnel who are most in demand include skilled workers, technicians and marketing staff. Such shortages appear to be greater in case of enterprises where skilled workers were not trained adequately (Peoples Daily 2004). Business organisations are also finding it difficult to attract and retain employees in different administrative and managerial positions (Peoples Daily 2004). It is ironical that the country that is widely considered to be the largest reservoir of cheap and skilled workers is now actually hard pressed to find and retain skilled workers as well as supervisors and managers at different levels for its own needs (Peoples Daily 2004). 2.2 Impact of Shortage of Skilled Workers and Managerial Employees on the Working of MNCs in China. Shortage of skilled employees is affecting the working of all business firms, MNCs as well as locally owned establishments, across China (Roberts 2006). Such shortages are in the first case leading to progressively higher levels of attrition and employee turnover in business firms (Roberts 2006). The most important challenge in contemporary Chinese business enterprises concerns attracting, finding and retaining skilled workers (Roberts 2006). The Institute of Contemporary Observation, a research organisation based in Shenzhen, states that employee turnover in low technology industries is nearing an unprecedented 50% (Roberts 2006). There are 2.5 million jobs in the province of Guangdong that are yet to be filled, even as the provinces of Shandong, Jiangsu and Zhejiang are also facing considerable shortages of skilled labour (Roberts 2006). Such shortages are affecting the production of numerous organisations, adversely impacting expansion plans, and restricting organisational growth (Roberts 2006). à ¢Ã¢â€š ¬Ã…“It was officially reported that the city of Shenzhen, on the Hong Kong border, alone faced a labour shortage of about 300,000 workers this year. In Guangdong province, the government said factories were short more than 500,000 workers; and in Fujian province, there was a shortage of 300,000.à ¢Ã¢â€š ¬? (AsiaNews.It 2006) Numerous MNCs have increased their investments in Chinese production centres and built up large capacities (Lane Pollner 2008). The unavailability of the required numbers of skilled workers is leading to underutilisation of capacity, idle machinery, higher finance costs, and poor productivity and profitability (Lane Pollner 2008). Shortages in required numbers of skilled workers are also leading to significant increases in job hopping and in the movement of employees between organisations for the sake of achievement of small salary differentials (Roberts 2006). MNCs and local companies are à ¢Ã¢â€š ¬Ã…“stealingà ¢Ã¢â€š ¬? skilled workers from each other, by offering the target worker a lucrative opportunity such as a better compensation or better benefits. The à ¢Ã¢â€š ¬Ã…“talentà ¢Ã¢â€š ¬? war has led to rapid wage inflation. . MNCs have been increasing salaries to keep existing employees (Downing, Rouleau, and Stuber 2008). Whilst labour intensive industries are facing increasingly severe problems, substantial increases in numbers of employee departures are affecting all low tech and high tech organisations (Roberts 2006). à ¢Ã¢â€š ¬Ã…“Emerson General Manager David Warth says its all he can do to keep his 800 employees from jumping ship to Samsung, Siemens, Nokia, and other multinationals that are now operating in the tech manufacturing hubà ¢Ã¢â€š ¬?. (Roberts, 2006) Increases in employee turnovers and shortages in supply of skilled workers, as well as employees for higher level and managerial jobs, is leading to sharp increases in employee costs. AS Salop and Salop (1976) indicate that labour turnover is costly for all firms. In the event of a sudden employee departure, the firm suffers two types of cost: direct and indirect cost. Direct cost includes leaving costs, replacement costs such as advertising, interviewing and selection costs and transitions costs, and indirect costs refer to the loss of production, reduced performance levels, unnecessary overtime and low morale (Schlesinger and Heskett, 1991). à ¢Ã¢â€š ¬Ã…“Companies across the board are feeling the squeeze. Last year turnover at multinationals in China averaged 14 percent, up from 11.3 percent in 2004 and 8.3 percent in 2001 (AsiaNews.It 2006). Salaries jumped by 8.4 percent, according to human resources consultant Hewitt Associates LLCà ¢Ã¢â€š ¬?. (AsiaNews.It 2006) Minimum wages in China are going up steadily and are currently many times that of Bangladesh, a neighbouring low cost producer (AsiaNews.It 2006). Many organisations are perforce improving the working and living conditions of their employees and the quality of food served in their cafeterias, with result increases in total costs expended on labour (AsiaNews.It 2006 ). Such increases in labour cost have multiple implications (Roberts 2006). At one level companies are seriously thinking of putting up new establishments in interior regions where wages are lower, or even of shifting their operations to lower wage countries like Indonesia or Vietnam (Roberts 2006). Organisations that have already made substantial investments in regions that are now facing labour shortages are experiencing strong pressures on costs and margins (Roberts 2006). Such pressures are leading either to problems with organisational viability or are manifesting themselves in higher product prices and consequent pressure on competitiveness (Roberts 2006).The American Chamber of Commerce recently reported that increasing costs of labour have reduced the margins of practically 48 percent of US organisations that operate in China (Roberts 2006). Teresa Woodland, the author of the report states that China could well run the risk of using its cost advantage (Roberts 2006). The shortage in availability of skilled people goes beyond the workforce and extends too many other organisational areas (Roberts 2006). Mckinsey and company estimate that just about 10 percent of job candidates in areas like engineering, accounting and finance have skills that are necessarily required by foreign organisations (Roberts 2006). Whilst 75,000 jobs for managers are expected to arise in the country during the next five years, the country currently has lesser than 5,000 managers with the required skills (Roberts 2006). Observers believe that the impact of shortage of skilled people on the economic growth and performance of companies and the nation as a whole is likely to be far more powerful than other constraints like material or power. 2.3 Talent Management and its Application in China Multinational corporations in China can benefit in areas concerning employee turnover and improvement of employee retention through the application of contemporary talent management techniques and tools. Organisational managements have over the years constantly tried to develop and adapt in response to workplace changes, right from the days of the industrial revolution and the emergence of labour unions to the demands of automated production, globalisation and outsourcing (Schuler, et al, 2010). Contemporary years are witnessing a global HR movement for attracting and retaining talent (Schuler, et al, 2010). Whilst organisations have in many ways been trying to attract and retain skilled and productive employees for ages, formal talent management processes have emerged only recently (Schuler, et al, 2010). Whilst such practices are now being implemented rigorously by progressive business organisations in the developed economies, they have become extremely relevant in the Chinese envi ronment where an abundance of people is ironically accompanied by shortages in availability of skilled workers and other managerial personnel (Schuler, et al, 2010). 2.3.1 The importance of talent management Talent management represents the systematic use of appropriate HR strategies, policies and practices for management of the talent challenges faced by business organisations (Lane Pollner 2008). Such policies and practices in the Chinese context include attraction of the most appropriate talent, careful selection, training and development, fair and sympathetic evaluation and assessment, high quality training and development and alignment of personnel and business objectives (Lane Pollner 2008). The importance of adopting strong talent management practices for retaining talent assumes great importance in the existing and predicted scenario (Lane Pollner 2008). Research conducted by the Kenexa Research Institute, conducted in 2007 in six countries, including China reveals that à ¢Ã¢â€š ¬Ã…“policies such as career path programmes, goal development and monitoring, regular feedback sessions with managers, tracking progress have a demonstrable effect on employee execution and motivati onà ¢Ã¢â€š ¬? (Talent Management 2008). The report confirms that employees of organisations that focus on talent management are more engaged with their functions and more content with their jobs and organisations (Talent Management 2008) 2.3.2 Vroomà ¢Ã¢â€š ¬Ã¢â€ž ¢s VIE expectancy theory Vroomà ¢Ã¢â€š ¬Ã¢â€ž ¢s VIE (Valence, Instrumentality and Expectancy) theory of expectancy states that individuals tend to act in specific ways with the expectation that specific acts will lead to particular outcomes, and in line with the attractiveness of such outcomes (Citeman.com 2010). The theory, whilst appearing to be complex, is actually simple and necessitates the comprehension of three relationships, namely (a) the perceived probability by individuals that the making of specific efforts will lead to performance, (b) the extent to which individuals believe that performing at specific levels will result in achievement of specific outcomes and (c) the importance placed by individuals on possible rewards that can be obtained in job execution (Citeman.com 2010). The intensity of individual motivation to make efforts depends on the intensity with which individuals believe that they can achieve what they are attempting, whether they will be adequately rewarded by their organisations, and whether such rewards will meet their individual objectives (Pitt 2001). The application of the expectancy theory needs the careful consideration of four relevant steps (Pitt 2001). Organisations must firstly assess the perceived outcomes offered by specific jobs to employees (Pitt 2001). These may be (a) positive like income, benefits, stability and security, comradeship, congenial relationships trust, employee benefits, and opportunities to use skills, or (b) negative like weariness, monotony, annoyance, apprehension, inconsiderate management or danger of dismissal (Pitt 2001). Employee perceptions, regardless of actual reality become relevant in such scenarios (Pitt 2001). Organisations must try to assess the attraction to employees of such outcomes and whet her employees perceive outcomes with positivity or negativity (Pitt 2001). Individuals who find specific outcomes attractive and view them positively would like to achieve them (Pitt 2001). Managements also need to determine the type of behaviour required of employees to achieve positive outcomes and employees need to clearly and explicitly know what they must do to achieve them (Pitt 2001). It is finally also important to know how employees view their chances of satisfying what is asked of them (Pitt 2001). HR experts feel that appropriate applications of the expectancy theory through the linkage of efforts with performance and rewards can make employees developed a liking for their jobs and consequentially reduce employee attrition and employee turnover (Pitt 2001). Whilst the expectancy theory certainly has its logical strengths, talent management is a far broader area and retention of talent in skilled jobs in China poses specific challenges like (a) the need for skilled workers to work far away from their farms and homesteads, (b) difficult working and living conditions, (c) inadequate monetary benefits and (d) the emergence of various alternative areas of occupation and work with more attractive attributes with regard to location, remuneration and job content (Changing Minds.org 2010). 2.3.3 Impact on skilled workers The Kenexa (2007) report on organisations in countries including China states that organisations with progressive talent management cultures have workers with greater pride in their organisations who moreover recommend their organisations to others as good places to work for (Talent Management 2008). Employees with positive perceptions of the talent management practices of their organisations are likely to be confident of the prospects of their organisations (Talent Management 2008). The research revealed that employees who believed in the talent management policies of their firms tended to have more positive perceptions of their managements (Talent Management 2008). Such employees believed that their managers were capable of effectively managing workloads and that their senior managers felt that employees were critical to organisational success and growth (Talent Management 2008). Employees of such companies were likely to experience greater sense of job stability and security, be h appy with company training, feel that their performance is fairly assessed and harbour greater feelings of individual achievement (Talent Management 2008). MNCs in China are working towards retaining talent through the adoption of a range of initiatives (Roberts 2006). Many companies are locating their manufacturing units in interior regions in densely populated areas in order to tap larger workforce pools (Roberts 2006). à ¢Ã¢â€š ¬Ã…“General Motors, Honda, Motorola, and Intel, for instance, have all shifted some manufacturing or research to inland locations in recent years, both to tap lower costs and to open up new markets.à ¢Ã¢â€š ¬? (Roberts 2006) Salaries and rewards are being increased significantly across the line in order to retain talent and reduce job hopping (Roberts 2006). Many organisations are taking pains to ensure better living conditions, better cafeteria food and more attractive career paths for their employees (Roberts 2006). Foxconn, the maker of Apple iPhones in China is experiencing severe criticism for its treatment of its workforce (Rein 2010). It is evident that such organisations will have to make significa nt investments in HR policies and practices if they are to attract and retain skilled employees (Rein 2010). The Chinese government is also taking initiatives to improve the content of vocational and technical courses and build a stronger workforce base of skilled workers. It is however very evident that the Chinese economy and the various business organisations, both MNC and local, are facing significant challenges with regard to availability of skilled workers and competent managerial employees. Such trends are also expected to intensify in future. 2.4 Talent Retention tools Vaiman and Vance (2008) suggest that motivational force can be achieved by extrinsically through monetary incentives or intrinsically through non-monetary incentives. 2.4.1 Monetary rewards and non monetary rewards Monetary rewards include all types of compensation and benefits (CB) packages such as salary, performance related payment, deferred compensation plans, social and commercial benefits and etc (Tian 2007). Monetary rewards can satisfy employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ physiological needs and it is an effective tool to retaining talent (Vaiman and Vance 2008). Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hierarchy of Needs, suggests the physiological needs have to be satisfied before dealing with the higher order needs. This may be the reason why money is still the best reward for the majority of people. In contrast, non-monetary reward is another essential tool for retaining employees. It can be use to satisfy employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ higher other of needs such as the needs for achievement, affiliation and power (McMlelland 1987). Non-monetary rewards include: training and career development, employer branding, ect. (Tian 2007). The researcher will consider these retention tools in the Chinese environment below.. 2.4.2 Extrinsic motivation According to a recent survey conducted by Waston Wyatt in China, the number one reason for Chinese talented and skilled workers to leave their current job is to find a better-paid job (Leininger 2004). Therefore, it is extremely important for MNCs to offer a competitive compensation and benefits package, in order to retain the Chinese skilled worker. The following components are normally included in the packages that MNCs offer to local employees, and therefore they are discussed here in detail. 2.4.2.1 Salary Salary is the fixed amount of money pay to an employee for work performed and is the largest component in a CB package. Due to the weak social security in China, Chinese employees tend to place more value on money than Western employee (Jones 1997). Therefore, MNCs need to consider a number of factors when they design the salary level for Chinese employees. For example, the cost of living and level of economic development vary significantly from city to city, so the salary for equivalent positions may vary as well. Leininger (2004) points out that first-tier cities such as Beijing and Shanghai enjoy the highest salary level, followed by second- and third-tier cities. Moreover, the salary level has been increasing at a dramatic rate in China. Since the rapid economic growth, the annual salary growth rate has been risen up to 8 percent in recent years, and the trend is expected to continue in future (Tian 2007). As a result, it is necessary for MNCs to have a general idea about local compensation level and salary growth rate before designing their own competitive packages. 2.4.2.2 Performance related payment Performance related payment (i.e. bonus) is the portion of a CB package that is related to performance. It is very popular and accepted by many MNCs in China. Many MNCs believe that performance related payment is an effective tool to given an incentive for compensation to meet certain goals such as completion of a specified sales target. In addition, it is able to encourage local employees to be more creative such as: propose a new idea to increase efficiency in the work place ,or improve the quality of the output, etc (Melvin 2001). To an extent, performance related payment helps to attract local employees and keep them help in the company. 2.4.2.3 Deferred compensation plans- Deferred compensation plans are also called à ¢Ã¢â€š ¬Ã‹Å"golden handcuffsà ¢Ã¢â€š ¬Ã¢â€ž ¢. They are popular with MNCs in China, and are offered in the form of a contract-related gratuity. For example, If the Chinese employee stays with the company for a contractually specified length of time ( i.e. 2 years), at the end of his/her contract he or she would be given an extra years salary as a reward. Deferred compensation plans are useful in retaining Chinese employees because it provides a financial incentive for talented Chinese employees to remain in the company. Recently, MNCs have begun offering a new version of à ¢Ã¢â€š ¬Ã‹Å"golden handcuffsà ¢Ã¢â€š ¬Ã¢â€ž ¢ to young talented Chinese employees who would like to get a degree at an overseas university. They offer a full scholarship for these employees and in exchange, the employees have to work for the company for specified length of time after completing their degree (Tian 2007). 2.4.2.4 Social and commercial benefits. Social benefits are mandatory in China they refer to contributions to government-run social insurance schemes, which cover pensions, medical care, unemployment, work injury, child birth and housing, etc. The benefits are borne by both employer and employee. 30 and 40 percent of payroll is paid to the State, of which around 50% is paid by employers. In recent years, Chinese employees are increasingly aware of the importance of social benefits, due to rising costs of housing and medicare in China. , Some MNCs are even willing to pay benefits of more than regulated ratios to retain their employees. By contrast, commercial benefits refer to the benefits offered by an employer to an employee on a commercial basis. Many MNCs in China provide numerous commercial benefits for their employees such as offering loans at below-market interest rates, monetary assistance with single child family or even payment of wedding. Both social and commercial benefits are reported as useful to inducement to employees to remain in the company (Tian 2007). 2.4.3 Intrinsic motivation However, monetary rewards are not everything employee wants. Once compensation reaches a certain level, employees are likely to look for higher order of needs such as career development opportunities ( Maslow 1954; McClelland1987). According to the DDI survey in China 2007, the result shows that the top two reasons for Chinese employee turnover were lack of growth and development opportunities with the current company with 53% of the respondents agreed and better career opportunities elsewhere with 42% of the respondents agreed. The result reflects that Chinese employees have high expectations for rapid advancement (Howard, Liu, Wellins and Williams 2007). Therefore, it is necessary to consider these non-monetary factors that can motivate and retain employees. As Jones (1997) points out that it is very important to understand Chinese employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ expectations. For most Chinese employees, especially those top performers joining a MNC not only for a high CB package but also for the opportunity to receive advanced training and learn western business methods. Those top performers are clearly aware of the skill gap between them and their Western counterparts, so they are eager to improve their own knowledge and skills. Additionally, providing training and career opportunities to employees can improve employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ commitment to the company. As Leininger (2004) stated that the heart of retention is long term employee commitment. He divided employees into two different groups. They are à ¢Ã¢â€š ¬Ã…“satisfiedà ¢Ã¢â€š ¬? and à ¢Ã¢â€š ¬Ã…“committedà ¢Ã¢â€š ¬? employees. The satisfiedà ¢Ã¢â€š ¬? employees can easily be retained by satisfying their monetary incentives while the à ¢Ã¢â€š ¬Ã…“committedà ¢Ã¢â€š ¬ ? employees tend to stay longer with companies even without monetary incentive. A global research conducted by Waston Wyatt shows that committed employees are more productive and efficient than those whose employees showed low commitment (Leininger 2004). Therefore, it is important that MNCs recognize the importance of training and development opportunities to their Chinese employees and demonstrate a commitment to training, development and career path development for them. Besides, organizational factors can also influence talent retention such as corporate culture, communication, leadership behavior are able to satisfy employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ needs for affiliation (Chew 2004). In the Chinese case, the leadership behavior is one of the most important motivation and retention drivers for Chinese employees. For many MNCs, the meaning of a à ¢Ã¢â€š ¬Ã…“good leaderà ¢Ã¢â€š ¬? for Chinese people can be far more complicated than what they have seen in their home countries. Leadership in China has specific connotations. According to the research conducted by Craig Pepples, to achieve success in Chinese environment, foreign leader need a strong leadership style to build a team. Chinese employees respect those leaders who have a strong leadership style. They expect leaders always able to give them instruction to follow. Moreover, Pepples also insists that to be an effective leader, foreigners need to create a culture of teamwork, showing their personal commitment to the employees and care for each individual (Jones 1997). Therefore, Chinese employees are most likely to want to stay and work for an organization if they have a good manager or boss, who recognized individual contribution, and had great company leaderships (Howard, Liu, Wellins and Williams 2007). These studies above are just a few examples of tools regarding talent retention in the Chinese context. When these retention tools are applied to Chinese employees, MNCs have to rank all the tools in order of importance, and then focus on several areas for motivation and retention talent (Vaiman and Vance, 2008). 2.5 Talent development in the Chinese context As we have discussed earlier, the number one challenge that MNCs facing when operating in China is the shortage of skilled worker within the Chinese labour pool. lt is unrealistic to leave everything to the Chinese government itself. Therefore, to reduce the shortages of skilled workers and their supervisors and managers, MNCs have to make their own contribution to deal with the problems by training and developing their own workers. Although the training and development process is time costly and expensive, it also brings long term benefits for the firms such as long term loyalty of employees, quality improvement, sense of belonging and etc (Leininger 2004). Jones (1997) emphasizes that although the supply of Chinese à ¢Ã¢â€š ¬Ã…“qualifiedà ¢Ã¢â€š ¬? employee is far from adequate to meet nationà ¢Ã¢â€š ¬Ã¢â€ž ¢s need, MNCs can develop their existing employees who can help to bridge the gap between the current competencies of employee and desirable in future. He suggested that the existing employees know how the company works. Employees who are ambitious, desire to move on and get advancement have the potential to become highly skilled workers. They are à ¢Ã¢â€š ¬Ã…“rough diamondsà ¢Ã¢â€š ¬? for the company. By giving them the opportunity to develop, they can transform to become skilled workers (Jones 1997). Rothwell (2001) identifies 5 strategies that can be used for narrowing employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ skill gap. They are: Coaching, Special job assignment, Action learning, Job rotation, University-based programs. Below the researcher will consider these tools in the Chinese environment 2.5.1 Mentoring and Coaching Mentoring can be simply defined as a relationship establish between a mentor who is experienced, and a mentee who is not. The mentors use their personal experience, knowledge and skills, and offer advice and guidance to help mentees to develop their knowledge and career progression such as making realistic plans and objectives in order to improve the menteesà ¢Ã¢â€š ¬Ã¢â€ž ¢ effectiveness and develop their potential. At the same time, mentees are giving the opportunity to access to the experienced mentorsà ¢Ã¢â€š ¬Ã¢â€ž ¢ mind set, and learn from their views, knowledge and their way to get things done in both formal and informal manner (Kram 1983). Today, companies are increasingly aware of the importance of mentoring. They recognize that mentoring is not only an effective tool to retain employees, it is also a significant way to ramp up the knowledge and skills of talented employees. Mentoring supports leadership development, improves succession and organizational commitment. ( Clutterbuck and Megginson 1999). Byrne (1991) categories the different types of mentoring arrangements. He identifies two main categories, they are: Professional (informal) mentoring and Formal mentoring. The Professional mentorship allows the mentor to have freedom on selection of his own mentee. The mentor is given the right to choice mentee based on his personal choice and it is not a compulsory aspect of an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s operation (Byrne 1991). The formal mentorship is a compulsory and core component within an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s staff training programs. It is used as a systemic policy issue and a standard part of management practice (Byrne 1991). In the Chinese environment, mentoring will fit into the Chinese culture because Chinese employees have great expect for hierarchy and long serving senior staff in organizations are readily accorded leadership status (Child 1994). Furthermore, Chinese junior employees are eager to receive advice from senior staff. They believe that senior staff who has more experience are more intelligent than themselves. Thus, they are willing to received advice from mentoring. This is because Chinese traditional values have been dominated by Confucian and Confucius theory emphasize that people should respect age. As a result, an age hierarchy is entrenched in Chinese social environment(Child 1994). Coaching, like mentoring, is a means of developing human resources. Coaching is an activity through which coaches (i.e. an immediate supervisor) work with clients (i.e. employee). It aims to improve skill development, impart knowledge, and inculcate values and behaviors that will help the person being coached with more challenging assignments (Luecke 2004). Coaching is a technique that has shown great promise for employee development. As a study conducted by Olivero(1997), who finds out that an executiveà ¢Ã¢â€š ¬Ã¢â€ž ¢s productivity increased by 22.4 percent after he had an eight weeks of executive coaching. With respect to coaching in Chinese environment, the success of coaching processes is mainly dependent on the trustful relationship between the coach and the Chinese employees. Jones (1997) indicates that Chinese employees are not brought up to trust easily, due to the metal damage from the à ¢Ã¢â€š ¬Ã…“Darkà ¢Ã¢â€š ¬? period (i.e. culture revolution). Moreover, research found that some Chinese employees tend to discriminate against foreigner managers, they are likely to be more trustful to Chinese manager (Jones 1997). Therefore, while using coaching methods, the ideal coach would be a Chinese manager. For foreigner managers, in order to be an effective coach, they must have a strong core value such as trust building. 2.5.2 Special Job assignment Special Job assignments are structured and planned by an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s superior and helps an employee to find his direction for career development, fill the gap between desired and actual skill (Fulmer and Conger, 2004). Many Chinese talented employees need to improve their competencies and skills, in order to meet MNCsà ¢Ã¢â€š ¬Ã¢â€ž ¢ requirement and environment. MNCsà ¢Ã¢â€š ¬Ã¢â€ž ¢ can provide special new task to help staff to develop. For example, most Chinese employees are lacking in understanding of the western business culture and the parent companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s corporate culture in particular. To overcome these problems, many MNCs offer their talented Chinese employees an overseas assignment, and send them to the corporate headquarters to receive training courses (Tian 2007). 2.5.3 Action learning Action learning is another training format. The system encourages employees to discover themselves and look for solutions to actual business problems (Neary and Oà ¢Ã¢â€š ¬Ã¢â€ž ¢Grady 2000). The process may pull together a group of high potential employees to study and make recommendations on a pressing topic. For example, an organization superior brings potential talented employees, line managers and HR department together to focus on a particular strategic business issue. It aims to provide opportunities for employees to experience job challenges, obtain organizational knowledge and competence by allowing people to share their experiences and knowledge with others (Rothewll 2002). From these potential talented employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ perspective of view, they are given the developmental experience which enables these potential leaders to learn from the managers and know something of what is takes to be a general manager. Action learning is a useful tool to develop employees. However, it may not work in Chinese environment. Since Chinese employees are not use to speak out of their minds or tell others about what are their real thoughts. The reason is because they are aware of the chance to à ¢Ã¢â€š ¬Ã…“lose faceà ¢Ã¢â€š ¬?. Chinese people are told by their parents that à ¢Ã¢â€š ¬Ã…“talk more make more mistakesà ¢Ã¢â€š ¬?. Therefore, MNCs should emphasize honesty and openness. 2.5.4 Job rotation Job rotation is one type of on the job training. It is a temporary assignment for employees. An employee is allocated to another position for a substantial period of time, then bringing him or her back to the original position. For instance, send a salesman to customer services department. Job rotation encourages high potential individuals to learn from the other part of the business, in order to have the à ¢Ã¢â€š ¬Ã…“big pictureà ¢Ã¢â€š ¬? thinking (Kur and Bunning, 2002). Job rotation can improve the relations between the employee and their colleagues, also from the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s point of view, job rotation is less costly. In recent years, Job rotation practices have been widely accepted by managers, according to a survey conducted by McCall et al (1988), 63 percent of managers in the study agreed that job rotation practices have effectively accelerated their development (Longenecker and Neubert, 2003). Job rotation can be a suitable tool when in Chinese the environment as Chinese people seek to establish their personal connections at the workplace and demand a harmonic work environment. 2.5.5 University based programmes We have heard that due to the single-sided education system, MNCs in China are facing difficulty in finding qualified local employees. Thus, some giant MNCs (such as HSBC, Motorola and etc) decided to make investment to the best universities, in order to grow their own talented people. MNCs can form a partnerships with local universities. For example, they may sponsor lectures, hire student for internshipsà ¢Ã¢â€š ¬Ã‚ ¦ This can help to establish a companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s reputation and create employment branding. It may also enable MNC to identify potential candidates in their early age and avoid other competitors to hire them (Lane and Pollner 2008). However, the high cost is a drawback, therefore, only big operations in China who have the strong financial capacity will do this successful. Filling the skills gap by recruiting skilled workers abroad 2.6 Culture Many academics have argued that basic motivation theories have limitations when applying these theories in China. Child (1994) indicates most of existing theories are based on Western values. In order to determine the effective motivation factors for Chinese employees, it is necessary to concentrate on cultural messages which are realized in social interaction. Hong(2000) argued that Chinese have their own hierarchy of needs based on Eastern culture. Many Western and multi-national firms underestimate many cultural messages in the Chinese market. For instance, Chinese employees put love issues ( i.e. family) on the highest positions of their life. Chinese people have unique characteristics of Chinese culture. To achieve success in China, many cultural considerations must be addressed and it is important to understand the Chinese mentality. 2.6.1 Chinese values In spite of various Chinese philosophies and religions that have shaped Chinese values, Confucianism has probably exerted the greatest influence and Chinese traditional values have been dominated by Confucian thinking (Zheng 1997). Confucius emphasized the individual and the community are closely related in order to achieve humanism and a social order in this world, people show seek virtue as the goal. The key messages of the Confucian morale are self-discipline, social harmony, strong family social collective, and reverence for education which had positive effects on Chinese people (Confucius 1992). However, in the late 1950s, Mao ZeDongà ¢Ã¢â€š ¬Ã¢â€ž ¢s (former party chairman) radical socialist ideology and series of political campaigns (i.e. Cultural Revolution) distorted the lives of Chinese people. A strong à ¢Ã¢â€š ¬Ã‹Å"psychological blockà ¢Ã¢â€š ¬Ã¢â€ž ¢ developed in Chinese society. People began to have a conservative point of view and feeling of suspicion- distrust of others (Bettignies 2007 ; Tan 2007). 2.6.2 à ¢Ã¢â€š ¬Ã…“Faceà ¢Ã¢â€š ¬? and à ¢Ã¢â€š ¬Ã…“Guanxià ¢Ã¢â€š ¬? After generations of cultural change most of the Chinese have been influenced by a mixture of values. As a result, two elements that are considered of key importance in the Chinese context are: à ¢Ã¢â€š ¬Ã…“faceà ¢Ã¢â€š ¬? and à ¢Ã¢â€š ¬Ã…“Guanxià ¢Ã¢â€š ¬?. In Chinese business culture, face defines a personà ¢Ã¢â€š ¬Ã¢â€ž ¢s place in his social network and the measure of his social worth. A personà ¢Ã¢â€š ¬Ã¢â€ž ¢s reputation and social standing rests on saving face. Therefore, à ¢Ã¢â€š ¬Ã…“Saving faceà ¢Ã¢â€š ¬? is particularly important to Chinese. In order to have harmonic relationships, managers should avoid putting their Chinese employees in à ¢Ã¢â€š ¬Ã…“face lossà ¢Ã¢â€š ¬? situations. For example, managers must respect the need for face when disciplining a Chinese employee and never reprimand a Chinese employee publicly. Managers need to use à ¢Ã¢â€š ¬Ã…“softà ¢Ã¢â€š ¬? constructive criticism and indirect methods to get their point across (Graham Lam 2003). Another important issue is the concept of à ¢Ã¢â€š ¬Ã…“Guanxià ¢Ã¢â€š ¬?, It is very much like networking in the West, à ¢Ã¢â€š ¬Ã…“Guanxià ¢Ã¢â€š ¬? literally means à ¢Ã¢â€š ¬Ã…“relationshipà ¢Ã¢â€š ¬?. In the Chinese community, people are closely connected by à ¢Ã¢â€š ¬Ã…“Guanxià ¢Ã¢â€š ¬?. An important implication of Guanxi for HR is that Chinese employees seek to establish their personal connections in the workplace. They like to maintain a close and harmonic relationship with their colleagues and the employer, while Westerns prefer to separate their work and personal lives (Graham Lam 2003). By having good relationships with Chinese employees management can motivate employees and gain various benefits for the organization. Tian (2007) mentioned, Chinese employees tend to think that a good relationship with their boss is more important than any benefits or rewards. Thus, harmonious work environment and Interpersonal trust is crucial in achieving business success in China. This is built through à ¢Ã¢â€š ¬Ã…“Guanxià ¢Ã¢â€š ¬? (Graham Lam 2003).

Deaf Deaf And Deaf - 1058 Words

Phelicity Bell Mrs. Fuller Sign Language 2 09 January 2017 Deaf Clubs Deaf clubs are spots where deaf individuals could assemble to associate all the time. Deaf clubs were profoundly instilled into the deaf society of their time, giving a place where deaf individuals could go to exhibitions by deaf humorists, plays, addresses, film screenings, and occasion parties, and to get got up to speed with the news of the day and lead business. There weren t many spots hard of hearing individuals felt at home in the nineteen hundreds when hard of hearing schools started to show up. Despite the fact that there were schools for the hard of hearing, they were still kept running by hearing people. So hard of hearing individuals shaped these†¦show more content†¦of the that also continue to be, their club could be very small and very elderly. Deaf clubs needed finances, just like most lodges and organizations. They were supported by membership due and accession for visiting non-members. More income came from poker games, selling food and drinking , and raffle tickets. Some clubs earned enough income to buy their own buildings for themselves. Each club had a president and a management system. Deaf clubs allow deaf people to meet new people share and express ideas or feelings. Deaf humans had some opportunity to arrange their personal spaces. most exceptional are the associations they organized in the course of the unites states, starting almost at the same time as the brand new deaf faculties. those institutions and the social golf equipment they supported furnished the inspiration for the noticeably famous deaf golf equipment of the 1940 s and the 1950 s. a lot of these clubs were successful sufficient that they may buy their personnel buildings, or collect lengthy-time period rentals to accommodate their growing membersh ip. As those clubs end up extra everlasting within the sense of brick-and-mortar locations, deaf human beings designed and controlled what sports befell within their partitions. deaf clubs are a case have a look at inside the trouble of location in American existence. For most of their history deaf organizations have been locations could meet head toShow MoreRelatedDeaf : Deaf And Deaf886 Words   |  4 Pages(2010) defines Deaf Studies as â€Å"interdisciplinary approaches to the exploration of Deaf individuals, communities, and cultures as they have evolved within a larger context of power and ideology† (p. 210). In other words, Deaf Studies refer to a specific academic field that studies deaf individuals and their unique communities and culture and may include constructs from anthropology, linguistics, bilingual education, disability, audiology, etc. Within the context of Deaf Studies, deaf individuals areRead MoreThe Deaf : Deaf And Deaf2745 Words   |  11 PagesIn th e Deaf world, the people who are Deaf, deaf, hard-of-hearing, and orals have many defined of each term to identify what they are. They once thought that they are part of the Deaf Culture in which they would think that where they belong. In this research, this will discuss about the difference and how it impact the Deaf community within their culture, value, experiences. Also people who are deaf have experiences stereotyping from those people who don’t understand their culture. There are alsoRead MoreDeaf : The Deaf Community1351 Words   |  6 PagesThere is a Deaf community within nearly every community in America. 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Being deaf has a multiple of difficulties and assumptions, but that is a part of life. Society makes it difficult for deaf people to get their point across because society is set up for hearing peopleRead MoreDeaf : The Deaf Community787 Words   |  4 PagesDeaf Athletics The deaf community is proud of their many accomplishments, and their athletes are not an exception. For many people hearing and deaf sports are a way to relieve stress and express inner emotions. The deaf community offers various amounts of sports for deaf. For deaf adults there are the Deaflympics, USADB basketball, and USA Deaf sport federation. The Deaflympics is a way for deaf athletes to compete on the same level as hearing athletes. Deaflympics started originally as the InternationalRead MoreRacial Stereotypes Of Deaf And Deaf868 Words   |  4 Pagesto be a great misfortune, but being deaf does not limit the abilities of a person. Members of the Deaf community consider deafness to be normal rather than a disability. A deaf people can do anything a hearing person can do, such as, drive, participate in group activities, communicate, and have normal lives. Deaf In the film â€Å"Through Deaf Eyes†, an HDTV documentary including interviews, personal stories, and historic accounts, the prejudice and affirmation of Deaf culture is revealed to show hearingRead MoreDeaf : The Deaf Way Of Knowing1247 Words   |  5 PagesNoted Deaf educator Tom Holcomb, in his 2010 paper, Deaf Epistemology: the deaf way of knowing, posits that the flow of knowledge is fundamentally different in hearing and Deaf cultures. That is, Deaf learners tend to collect information from direct experience or from the secondhand experiences reported to them by other Deaf persons. Hearing learners accumulate information through oral transmission, mostly in formal educational settings but also via casual social contacts. (Holcomb, 2010). IndeedRead MoreDeaf Studies And Deaf Education1736 Words   |  7 Pagesresponding to in the first place. In their work published in the Winter, 2005 Journal of Deaf Studies and Deaf Education, Weisel and Kamara examine the effect of deafness and hard of hearing (D/HH) on Attachment in young adults. They write: In combination with the auditory aspects of all of the previous work examined, this may lead one to believe that there is a potentially severe deficit when a hearing mother has a deaf child. This makes logical sense on the surface, since the norm is to have full capacity

Symbols And Themes In Homer Hickams October Sky - 923 Words

The Sputnik I, the world’s first satellite, was launched on October 4, 1957. The following day, Sonny Hickam, a 14 year-old boy from Coalwood, West Virginia, witnessed Sputnik orbit and sparked his dream to build rockets. Throughout the novel, Sonny encountered many people and friends who had helped further him along his mission to escape Coalwood and work for his inspiration, Dr. Wernher von Braun in Cape Canaveral. In Homer Hickam’s novel October Sky, he uses the themes having a dream and going after it, resistance to defeat, and self vs. society to demonstrate that anything is possible, even building rockets in a town that men only play football, mine coal, or enlist into the army. He expresses these using symbols, characters, and†¦show more content†¦This setting makes achieving dreams more difficult. They were forced to prove everyone wrong about the rocket-building. â€Å"To get out of here, you’ve got to show your dad you’re smarter than h e thinks. I believe you can build a rocket. He doesn’t. I want you to show him I’m right and he’s wrong† (Hickam 51). Sonny’s mother and a small number of others believed they could build rockets, but everyone else, including his father, was against it. People did not just leave Coalwood after high school without a scholarship or money saved for college. â€Å"‘You’ve got to get out of Coalwood, Sonny,’ Mom said. ‘Jimmie will go. Football will get him out. I’d like to see him a doctor, or a dentist, something like that. But football will get him out of Coalwood, and then he can go and be anything he wants to be’† (Hickam 50). Elsie did not want her children to get trapped in the small mining town because she knew it was only a matter of time before its economic stability went bad. She also wanted them to be more than just another miner, she believed in her kids more than they did at times. Failing is a part of life. Learning from it gives one the knowledge necessary for success. Although his first rocket fell apart and blew up part of his backyard fence, Sonny and his friends stayed determined. Other students and citizens of Coalwood began to tease the members about their rockets saying they’re just building bombs, but they refused to let it phase them. â€Å"My father had clearly, in