The U.S. Economy and the Future free essay sample

This paper discusses the U.S. economy and presents future predictions. This paper presents an overview of the U.S. Economy in 2002. The author feels that although many economists disagree on the state of the U.S. economics, the national economy will continue to be healthy. The nation seems to be making recovery from its large financial debt. Table of Contents Justin Foxs View of the Economics Credit and the Economy Debates of Economists Economists and Unemployment Effects of the Tragedy on September 11 Recovery? This economist is discouraging about the future economics of the U.S., but only a few Americans exist on credit? Would economist agree with this? Its true that most Americans live on credit cards and borrowed money. The whole of macroeconomics is that all will hurt when a few follow. Does our financial help come from Americans or foreign investors? Without help from some of the foreign investors, what will happen to the economy? Yet, the foreign investors will not continue to loan money to a country in debt. We will write a custom essay sample on The U.S. Economy and the Future or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The federal deficit worried many during the 1980s and 90s but the U.S. pulled out of the debt.

Role of Media in National Secu essays

Role of Media in National Secu essays The media serves a complicated role in national security. It can serve as a national comforter in times of war, assassination, and tragedy. In the case of September 11th horrors, a critic should stress the exhausting, often excellent work of individual reporters and news organizations. But most of us can agree that the media has some fundamental flaws and continuing problems with modern journalism were on display in the coverage of the tragedy and its aftermath. The biggest problem the public had with media, in regard to the war in Iraq, was the repeated printing and airing of potentially dangerous information that could conceivably be used by terrorist to plan further attacks. There is a fine line in this situation. News organizations have a responsibility to point out holes in protective cover in government plans, but it is difficult to justify some of what made I on the air and into print. A report by David Shaw from the Los Angeles Times made The Washington Post out to be one of the worst offenders when it published a map of Washington just five days after 9-11 that showed the correct path and wind direction for terrorist sorties on the nations capital. One of the best examples of the media at its worst was the coverage of the anthrax scare. Anthrax is dangerous, but easily treatable when antibiotics are given, yet the public scare produced by the massive coverage of anthrax was way out of proportion. As vicious as the crime was, the media portrayed anthrax was out of proportion to the actual threat faced by American. At the time, the public wanted and needed to know more about the truly serious terrorist threats at home and abroad. The anthrax scare and its follow-ups were not just unclear or just produce more central questions about terrorism, it also took away a lot of time that many other major stories could not be told to the degree they deserved on television. Many pieces of legislation passed or rejec ...

Analysis of The Birthmark by Nathaniel Hawthorne Essay -- Nathaniel Ha

Although â€Å"The Birthmark† by Nathaniel Hawthorne was written in the mid-1800s, its themes and ideas are still a part of society today. The 19th century was a time of change, just as this, the millennium, is a time of great change. Hawthorne’s ideas about science, beauty, and life still play a major part in our lives, despite many improvements. Even today, people try to play â€Å"God† and change things that nature has put in place. It’s human curiosity; how much can be changed, how many things can be perfected? The themes in this short story-- religion, gender, and science--were relevant in Hawthorne’s day, and still are many years later. The theme of religion is hidden in the desire to erase the birthmark. In trying to â€Å"perfect† Georgiana, Aylmer is testing God’s creation. He doesn’t believe that how God created Georgiana is perfect, and he is obsessive about making her his idea of perfection. Aminadab, Aylmer’s servant, tries to tell his master to leave the birthmark alone. He tells Aylmer that if Georgiana were his wife, he wouldn’t worry about something so trivial. However, the scientific ideas on Aylmer’s mind won’t let him forget the birthmark. He believes he can remove it with the help of science. Even so, science has no part in creation, according to Hawthorne, and Georgiana’s death after the removal of the birthmark signifies that theory. Her death is Hawthorne’s way of showing that judgment and perfection are God’s duti...

Business - Project Management Dissertation Example | Topics and Well Written Essays - 2000 words

Business - Project Management - Dissertation Example Project management includes developing a project plan, which includes defining and confirming the project goals and objectives, identifying tasks and how goals will be achieved, quantifying the resources needed, and determining budgets and timelines for completion† (All about Project Management n.d.). 25 Research Design and Methodology: 27 2.6 Methodology: 27 2.7 Research Design: 27 2.7.1 Operations and Lean Strategies: 27 2.7.2 Developments and Project Management Principles: 28 2.8 Analysis Strategy: 29 2.9 Validity and Reliability 30 2.10 Summary 30 2.11 TBD 30 2.12 TBD 30 2.13 TBD 30 2.14 TBD 30 2.15 Results Model (TBD) 30 2.16 Summary 30 3 Discussion 30 3.1 TBD 30 3.2 TBD 31 3.3 Summary 31 4 Conclusions: 31 4.1 Summary of Conclusions: 31 4.2 Weaknesses of the Research: 31 4.3 Future Research 31 4.4 Summary and Concluding Remarks 31 Figure 1 - Toyota Production System (King 2009, p. 9). 13 Figure 2 - Project Management Triangle (Phillips 2007): 19 Figure 3 - Improvement Meth odology (Freire & Alarco'n 2002, p. 250). 29 1 Introduction: This dissertation is a case study of an exploration and production company in the Oil & Gas Industry that has operations in six Continents. The remainder of this document will refer to make reference to the subject of this Case Study as â€Å"The Company†. The Company has more than 50 years of history and aspires to be a leading Independent Global Exploration and Production Company (IOC). In this effort, it has grown its global production from 200,000 barrels per day in the year 2000 to more than 400,000 barrels of oil per day today. The ability for a company to grow its sales by six percent a year average over 12 years is stellar achievement, as changes in the industry make increases in production more difficult. Marathon Oil, according to Gelsi (2011), had a target growth of three to five percent for the same period and has only recently increased their target growth. This is a clear indication of the dedication t o performance of The Company during the period that allowed it to exceed the expectations of its peers during difficult times in the Oil Industry. The Oil Industry has changed over time and the number of large oil discoveries made in recent years continues to fall. Ibrahim (2007) explains that the percentage of large oil finds has fallen dramatically and most large findings are natural gas and are located in deep water or other high cost operating areas. IOC’s must adjust to the changing environment in which large discoveries are rare. A second issue that has a detrimental impact on IOC’s profitability is the Nationalization of the existing oil fields. The Nationalization of 65% of the World’s Oil fields (Fox, 2007) has dramatically changed the competitive environment for the Independent Oil Company (IOC). This reduces the number of opportunities for the Independent Oil Company and increases the level of competition between them. The increased competition caused by Nationalization has resulted in most IOC’

EPI7005 Essay Example | Topics and Well Written Essays - 4000 words

EPI7005 - Essay Example Several methods have been used in the correction of geometric distortions in MRI diffusion weighted normally resulting from static magnetic field inhomogeneities. Such inhomogeneties may be as a result of some imperfection within the magnet or magnetic susceptibility spatial variation of the object that is being imaged (Christ, 2000, p. 78). The spatial variation is normally referred to as susceptibility artifacts. EPI applied in most of protocols used in diffusion weighted acquisition uses a homogenous static field. Such afield does not normally hold for MRI head. The distortion that comes out of this is significant enough to even exceed ten millimeters. Such artifacts come in the way of accurate diffusion images alignment with structural MRI and are considered obstacles to the head MRI joint analysis of structure and connectivity. Some of the methods used for correction of magnetic susceptibility distortions include the use of a filed map. However, such methods of applying field ma ps are not reliable and accurate hence do not result in reliable EPI alignment with structural images that correspond to it. The T2-weighted structural image approach that relies on EPI baseline image and still gives account of the susceptibility artifacts is the recommended approach (Edelman and Schmitt, 1994, p. 610) Question 1A Several parameters have to be reduced in order to optimize EPI image and they include: A. Reducing the time of echo train length: The longer the length of the echo train, the more time is required by the spin to gather phase error and also the greater the distortion witnessed. One of the ways of minimizing the total time of train length is by minimizing the echo spacing. The less the time taken by the frequency gradient in sampling the signal, the less the distortion that will be witnessed as shown in figure 1. The period for sampling is normally during the flat readout gradient portion unless there is ramp sampling. In FSE, the less the ESP or the echo sp acing, the less the blurring of the image. In EPI, minimizing the echo spacing also results in a reduction in the blurring as well as a reduction in geometric distortion. Figure 1. The sampling time and the read encoding gradient during normal gradient performance (McMahon, 2012) As the segmentation degree increases, the echo number acquired per rf excitation decreases. This in turn minimizes the geometric distortion as the phase error time of accumulation is reduced. Figure 2 below demonstrates a reduction in effective inter-echo spacing (McMahon, 2012). Gradients are from two varying excitations, interleaved and offset with respect to each other. Figure 3 shows geometric distortion reduction as the shot number increases. In areas with low inherent homogeneity like the sinuses, the geometric distortion can appear with a larger shots number. As the shots number increases beyond a given point, the distortion reduction becomes unnoticeable. Figure 5; demonstration of the reduction of geometric distortion as the number of shots is increased (McMahon, 2012) B. Reducing echo spacing; methods used to shorten echo spacing include: Ramp sampling Increasing the receiver bandwidth through achieving a stronger gradient Resolution reduction hence a reduction in the echoes train number Phase encoding collection in multiple sessions (segmented or multiple shot EPI) By using increased amplitudes or

The Things They Carried Essay Example for Free

The Things They Carried Essay In the short essay â€Å"The Things They Carried† the setting takes place during the Vietnam War. First Lieutenant Jimmy Cross and his troops are assigned different missions, one of which is to look for the enemies in tunnels. â€Å"After five minutes, Lieutenant Jimmy Cross moved to the tunnel, leaned down, and examined the darkness† (p. 597). Throughout the story the narrator gives a background on the war and describes the different things the troops have to carry with them, both physical and emotional baggage. The Vietnam War began in 1959. The United States declared a war against Vietnam to stop the spread of communism. Many young man were drafted most of them did not want to go to war. Once they were at war they did not want to leave the war; if they could not move, they stayed to fight the enemy. â€Å"It was what had brought them to the war in the first place, nothing positive, no dreams of glory or honor, just to avoid the blush of dishonor† (p. 598). Everyone in the war wanted to survive, so they had to carry everything they needed to stay alive. The story constantly lists the physical baggage the troops have to carry with them. â€Å"Among the necessities or near-necessities were P-38 can openers, pocket knives, heat tabs, wristwatches, dog tags, mosquito repellent, chewing gum, candy, cigarettes, salt tablets, packets of Kool-Aid, lighters, matches, sewing kits, Military Payment Certificates, C rations, and two or three canteens of water† (p. 596). Some troops took things with them that they did not really need and made their baggage heavier. Along with physical baggage, the troops carried emotional baggage. After Ted Lavender died, Lieutenant Cross felt like it was his fault and he should have cared about his troops more than Martha. â€Å"He had loved Martha more than his men, and as a consequence Lavender was now dead, and this was something he would have to carry like a stone in his stomach for the rest of the war† (p. 599). The story does not describe much of what other troops’ emotional baggage was, but just like every other soldier in combat they all had something that troubled them. The story ends with the Lieutenant Cross hating Martha and becoming stricter with his troops. He did not want to lose another soldier because of some girl, and he understood that the troops might not favor him as much, but it was for their well-being. â€Å"Among men there would be grumbling, of course, and maybe worse; because their days would seem longer and their loads heavier, but Lieutenant Jimmy Cross reminded himself that his obligation was not to be loved but to lead† (p. 606).

science of ozone :: essays research papers fc

THE SCIENCE OF OZONE Ozone, though similar to oxygen chemically, is composed of three molecules of oxygen and is usually blue in color with a very strong odor. The atmosphere contains less ozone than the common oxygen. While out of every ten million air molecules, there exist about two million molecules of normal oxygen and only three molecules of ozone. Most of these ozone molecules are typically concentrated in the Stratosphere, the atmospheric layer that runs roughly from ten kms to about fifty kms in altitude. Even though the amount of ozone in the atmosphere is small, it plays a vital role in the atmosphere. The ozone layer protects the Earth and everything on it by absorbing the sun’s UV radiation. When the ozone is not at an atmospheric level and is at ground level, ozone proves to have toxic effects. ‘Inhaling fairly low amounts of ozone can result in signs and symptoms such as coughing, congestion, wheezing, shortness of breath, and chest pain in otherwise healthy people. People with already existing asthma, bronchitis, heart disease, and emphysema may find their conditions worsen while inhaling ozone. Breathing ozone may also increase the risk of getting certain lung diseases. People can recover from short-term exposure to low levels of ozone. However, breathing high levels of ozone or breathing low levels of ozone over a long period of time may have more damaging and longer-lasting effects.’ Ozone has also been found to have positive effects on people. It has proven to be a very purifying substance. Doctors are now aware that it has three powerful properties: 1. It stimulates the immune systems through production of natural cancer-killing proteins called cytokines. 2. It improves oxygenation (delivery of oxygen to starved tissues) and metabolism. 3. It is a powerful antibiotic when applied locally. Ozone is made naturally in the atmosphere or artificially by using high voltages or ultraviolet rays. Ozone and Oxygen work together efficiently to prevent the ultraviolet radiations reaching the earth’s surface. The ultraviolet radiations with shorter wavelengths, such as wavelengths less than 242 nm, have sufficient energy to break the O-O covalent bonds in the oxygen molecules and are thereby used up by the oxygen molecules. < 242 nm O2 (g) Â ® 2O (g) Similarly, ultraviolet radiations with higher wavelengths, for example more than 242 nm to 320 nm, are used up in breaking the bonds between the oxygen atoms in an Ozone molecule. 242-320 nm

Plan I For Paradise Essay

As we expand our business in Kava, we have to bear in mind that the major obstacle to business in this piece of paradise in the South Pacific is the number of disasters that take place on it. We may lose our business one fine day to a tsunami if nothing else. All the same, our new plan to expand our business in Kava is necessary, seeing that we could be of tremendous assistance to the government of Kava apart from the significant number of people who reside here – all of whom are expecting perfection in this tiny patch of paradise, which is the reason why they do not leave it for good despite the threats faced by Kava. Although there are various models provided by textbooks to understand and measure organizational effectiveness, the basic meaning of organizational effectiveness remains unchanged: It is for the organization to be doing everything that it knows how to do, and to be doing it well. The organization knows how to manage its employees, and to manufacture the products or provide the services that it originally set out to manufacture or provide. However, in order to be effective in its operations, the organization should be managing its employees well, and manufacturing good quality products or providing high quality services to its customers. What is more, in the organizational environment of today, the organization that is effective in its operations must be effectively using information technology. This is, in fact, one of the requirements of organizational effectiveness in our time (Helms). Besides, this is an essential element of clearing the mess for an ‘organization’ to come into existence. With the above definition of organizational effectiveness in view, we shall make the most technologically advanced shopping mall in the center of Kava. Given that our business culture could serve as a model for the rest of the businesses on this land, our organizational culture, which will be the personality of our company, would not only accommodate the latest advances in technology in all respects, but also an emphasis on ethics (McNamara, 1997). We will be supporting the economy of Kava by hiring a great number of people to work on our premises. In our organizational culture, we will value diversity, seeing that it is a highly effective strategy (Whitfield and Landeros, 2006). Diversity in the workplace is expected to facilitate the exchange of new ideas, making the organization more creative in its thinking; improve the problem solving ability of the organization through the invitation of diverse ideas; and establish a respectful as well as tolerant and accepting work environment (Reichenberg, 2001). The workplace that values diversity among its employees would have an organizational culture that stakeholders around the world would admire and respect. An organization that does not value diversity in the workplace, however, will reflect the negative attitude and discrimination toward diverse groups also in its organizational culture. More importantly, the workplace that reflects prejudice and discrimination in its organizational culture would not be able to convince its stakeholders of allowing it to remain in the marketplace, seeing as it is impossible to satisfy the needs of those that the organization despises. Organizational health programs, too, are essential for the survival of companies. Undoubtedly, a healthy workforce would work wonders for any business by reducing absenteeism and turnover, and increasing employee motivation, productivity and revenues. Lowe (2004) writes that hundreds of studies have already documented the direct as well as indirect advantages of â€Å"healthy work environments† to employees in addition to their organizations (p. 7). Indeed, healthy workplaces as well as jobs contribute to the well-being of employees. These benefits may be realized by the whole organization through lower absenteeism, lower turnover, higher job satisfaction, improved performance on the job, lower rates of accident, in addition to â€Å"reduced health benefit and worker compensation costs (Lowe, p. 7). † Moreover, research has revealed that the largest gains in productivity may be realized by the organization that changes the entire work environment to make it healthier for all employees (Lowe). Hence, we will treat the residents of Kava that work with us with utmost respect by not only offering them good salaries, but also by focusing on their health and safety on our premises. Research has revealed that the United States has occupational injury and illness rates that rival those of AIDS, Alzheimer’s Disease, and various kinds of cancers (â€Å"Dying for the Job,† 2002). We will undo the wrongs of the organizational processes in our homeland by making our business environment as safe and healthy as possible. The impact of this aspect of our organizational culture is expected to be great. As a matter of fact, the impact will be experienced even in the United States where businesses might cite our own organization as an example in health and safety management. Because of threats of terrorism, we will employ the most technologically advanced security system in our new shopping mall in the center of paradise. In addition, the environment that we create would reveal itself to be so healthy and safe that all consumers and employees would be able to virtually forget about the disasters in Kava while they remain on our premises. It is necessary to provide such a safe haven for the people of paradise. In point of fact, creating such an environment would yield long term benefits for our company. What is more, by interacting with our customers with their best interests in our view, our company would additionally be able to strengthen its relationships within the community. Finally, it must be clarified that all of our business transactions related to the new business venture would be fair and square. There shall be no dishonesty in any aspect of our business, and all instances of fraud as well as business misunderstandings will be treated with a sense of urgency and justice. By developing a strong and effective organizational culture that incorporates the values outlined above, we would not only be able to nurture our human resources in order to effectively utilize them, but we would also be serving as an exemplar for the rest of the businesses in the community. With good business practices, our company is definitely expected to function in the community for a long time. In order not to lose our focus on ‘best practices,’ as the business community nowadays refers to good business practices, we shall make the following definition of total quality management a part of our mission statement: â€Å"[E]verything in our company has to be done the best that is humanly possible. There’s no room for `good enough (Nelton, 1993). ’† Even in the event of a major disaster, the example we set shall remain as a model for others to follow for a long time to come.

Employment Law Essay

Early this year, there are reports that the number of employees calling in sick has risen to staggering levels. According to an absence management company, there are about 3. 6 million employees who called in sick the first week of January (Pitcher, 2008). The United Kingdom ranked as second as having the most number of employees with long term sickness in a survey conducted by the European Community (Tehrani and Rainbird, 2005). The level of absence for UK was 27. 2% as against an average of 16. % of the European Union (Tehrani and Rainbird, 2005). An approximate figure of 14. 1 million days ‘were lost to stress and anxiety in 2001† (Tehrani and Rainbird, 2005). Absences due to stress and mental problems significantly affect both the employer and the employees. This matter apparently has been taken for granted and unaddressed for sometime until the enactment of the Disability Discrimination Act 1995 (DDA), Employment Act 2002, Employment Rights Act 1996, and the Health and Safety at Work etc Act 1974. This paper shall show the manner by which the pertinent provisions of these pieces of legislation are applied to a hypothetical case and it shall also seek to identify and explain the remedies of an employee in case of violation of the provisions. Disability—Sickness Absence The Disability Discrimination Act 1995 defines disability as one having a ‘physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities’ (Section 1(1), Part 1, DDA 1995). The Industrial Tribunal has applied the definition to the different cases brought before it. For instance, in the case of Greenwood v. United Tiles Limited; the employee concerned was suffering from diabetes and was held to be disabled by the Tribunal (Greenwood v. United Tiles Limited 1101067/97/C). In the case of O’Neil v Symm & Company Limited, the Tribunal considered ME or chronic fatigue syndrome as a disability (O’Neil v Symm & Company Limited, 2700054/97). Even abdominal pains which had no medical diagnosis with respect to its origin was declared as a disability by the Tribunal in the case of Howden v Capital Copiers (Edinburgh) Limited (400005/97) (Thompsons Solicitors web site, 2007). Anent mental disability, Walton v LI Group Limited case involved an employee who had learning difficulties. The Tribunal ruled that the employee is considered disabled under the DDA basing its conclusion on the testimonial evidence of the employee’s parents and the fact that the employee was receiving disability living allowance (Walton v LI Group Limited, 1600562/97). The increased awareness for mental health and issues associated with it has accelerated in time, clinical depression is in fact already considered as a disability. Clinical depression is a ‘common mood disorder in psychology and psychiatry in which a person’s enjoyment of life and ability to function socially and in day-to-day matters is disrupted by intense sadness, melancholia, numbness or despair’ (Farlex Free Dictionary web site, n. d. ). In the recent appealed case of O’Hanlon v Commissioners for HM Revenue & Customs, the Employment Appeal Tribunal ruled that clinical depression is considered a disability and therefore falls within the coverage of the DDA 1995 [O’Hanlon v Commissioners for HM Revenue & Customs (2007) EWCA Civ 283]. Applying the above discussed legal principles to the given hypothetical case, Vangeer has been diagnosed to be suffering from clinical depression. This was brought about by the incident when she accidentally pricked herself with a needle which she picked up while cleaning a bus in the depot of her employer. This caused panic attacks and anxiety and for which she was given a year off from work. At this juncture, it is important to stress that the Health and Safety at Work etc Act 1974 requires the employers to ensure the health and safety of its employees in the place of work. Towards its realization, the law imposes upon the employer the duty to make ‘the provision and maintenance of plant and systems of work that are, so far as is reasonably practicable, safe and without risks to health’ (Section 2 (2)(a), HSWA 1974). This means that Snail Pace Bus Company should have provided a system of work including protective gear for those who clean their buses (Health Safety Executive, 2006). In addition, the employer is also supposed to take measures to protect their employee who may return to work considering that there is more likelihood that the employee may be weak because of the injury or disability (Health Safety Executive, 2006). Vangeer went on sickness absence for about a year. Sickness absence may be short term or long term. A long term sickness absence connotes serious medical reasons such as in the case of Vangeer. Long-term absence is ‘usually defined as a period of absence in excess of two weeks’ (Corcoran, 2006). When she returned for work, a new team leader made discriminatory remarks about her race. In hindsight, this may be considered as a violation of the Race Relations Act 1976. It may be shown that there is direct discrimination of Vangeer because she is black such as when she is treated less favourably than another (Thompsons Solicitors, n. d. ). Moreover, it may be shown that there is some form of harassment under the Race Relations Act 1976 as amended by the New Regulations of 2003 (Thompsons Solicitors, n. d. ). Harassment is broad as to include ‘abusive language, excessive monitoring of work, excessive criticism of someone’s work etc. ’ (Thompsons Solicitors, n. d. ). It may be claimed that Vangeer suffered by because she was degraded, intimidated and her dignity violated. The violation of her dignity is subjective and the Tribunal would need to rule using the ‘reasonableness’ standard (Thompsons Solicitors, n. d. In this case, the effect of Bob’s conduct has caused Vangeer to go on sickness absence for three weeks more based on the recommendation of her psychiatrist. Her transfer to another team was also suggested. Even before the period of sickness absence has lapsed, Snail Pace Bus Company was bought by Slow Coach Ltd. and Vangeer was called to a meeting about her absence. Thereafter, she was dismissed from her employment with pay. Her dismissal is illegal. ‘In relation to long-term sickness absence, the employer who dismisses an employee faces three potential legal risks’ (Lemon & Co. 2008). Vangeer may file for a claim for unfair dismissal, for disability discrimination and for violation of her contract of employment. It is axiomatic that there exists between the employer and the employee, a contract of employment. It is an agreement whereby the rights and obligations of both the employee and the employer are specified (Direct. Gov web site, 2008). When the employee accepts employment, there is an automatic contract of employment that is created regardless of whether this has been reduced into writing (Direct. Gov web site, 2008). Generally, employment contracts contain the following clauses: ‘commencement, term, job title and duties, place of work, hours of work, pay, holiday entitlement, pension, sickness absence, intellectual property, confidentiality, termination disciplinary, dismissal and grievance procedures, and collective agreements’(Clickdocs web site, n. d. ). The terms of employment in respect of hours of work, pay, termination of employment and other benefits are provided by the statutes. This being the case, the employer is mandated to comply with the provisions of the statutes. For instance, dismissal procedures should be observed. In the instant case, Vangeer was invited to a meeting to discuss her absence and after a day she was dismissed from employment with pay. The Employment Act 2002, Part 3, Section 30 (1) provides that, ‘Every contract of employment shall have effect to require the employer and employee to comply, in relation to any matter to which a statutory procedure applies, with the requirements of the procedure’ (EA 2002). The law requires that the employer observe the procedure in cases of dismissal as provided for under section 29, Schedule 2 Statutory Dispute Resolution Procedures, Chapter 1 and 2. Substantially, the employer is required by law to put into writing the circumstances and acts of the employee which he led him to initiate disciplinary or dismissal steps and invite him to discuss it in a meeting. The employee must have notice and reasonable opportunity to be apprised of the same. After the meeting, the employer must inform the employee of his decision and inform him of his right to appeal. Should the employee opt for an appeal, another meeting should be scheduled before the dismissal or the disciplinary penalty shall have been effective (Section 29, Schedule 2, Chapter 1, EA 2002). In the instant case, Vangeer apparently may have been given an unfairly short notice and was not informed of her right of appeal if she was not satisfied with the decision. In retrospect, the jurisdiction over wrongful dismissal cases were lodged in courts until 1994 when jurisdiction was given to the Employment Tribunals which were authorised to grant only up to GBP25,000 (British Employment web site, 2007). A contrary rule is observed with respect to unfair dismissals and discrimination cases, where the courts can award greater amounts of monetary damages. Wrongful dismissal results when employer fails to give the employee notice in accordance with the employment contract and without appropriate pay (British Employment web site, 2007). It has been observed though that it is better for the ‘employee to sue if the contract provides a fairly long notice period’ (British Employment web site, 2007). Monetary damages in these cases are computed based on the amount of loss in terms of compensation and other benefits. Unfair dismissal occurs when the employee is terminated from employment and the employer in doing so had no valid and justifiable reason (Direct. gov web site, 2008). The Employment Rights Act 1996, specifically Part X sections 111 to 132 provide for the remedies in case of unfair dismissal. In a nutshell, there are three options: an order for reinstatement, an order for re-engagement or an order for compensation. Reinstatement is when the Tribunal orders the employer to put the employee back to work with the same position and assigned tasks. There is re-engagement when the employee is placed back to work with a new post and tasks but under the same employer ((British Employment web site, 2007). In cases where the Tribunal issues an order for reinstatement or re-engagement, it cannot also order compensation [Wilson (HM Inspector of Taxes) v Clayton (2003) EWCA Civ 1657]. In the instant case, Vangeer was unlawfully dismissed because of her long absence. The Employment Rights Act 1996 provide for the employer’s responsibilities in case sickness absence and dismissal are due to ill-health (Mace & Jones web site, 2007). Bad health may be considered a good basis for dismissal of an employee because it affects the ability and capacity of the employee to perform his assigned duties and tasks. The law mandates that in order for a dismissal based on ill-health can be considered as fair, the employer must observe and comply with the legal requirements (Mace & Jones web site, 2007). The employee must be given the reasonable opportunity to recover and return to work before they can be dismissed’ (Lemon & Co. web site, 2008). In the instant case, Snail Pace Bus Company gave Vangeer about a year to recover from her clinical depression. A return to work programme was drawn up for her. Her relapse was instigated by her new manager. She was given a three week off from work and before the lapse of that time she was dismissed after the discussion with Slow Coach Ltd. Vangeer apparently was not given a reasonable opportunity to even use her three week off when in fact, the relapse was caused by management. However, it should be pointed out that not in all cases shall the employer be liable even if he partly or wholly was responsible for the incapacity of the employee. In the case of McAdie v Royal Bank of Scotland [2007] EWCA Civ 806, the Employment Appeal Tribunal reversed the decision of the Employment Tribunal when it ruled that the dismissal was justified even if the employer, partly or wholly caused the employee’s incapacity because based on the medical evidence obtained ‘there was no prospect of the employee returning to work’ [McAdie v Royal Bank of Scotland (2007) EWCA Civ 806]. Another requirement would be is for the employer to seek evidence of the medical status of the illness of the employee. The employer must request for medical reports from the employee’s physician upon the authorisation of the former (Lemon & Co. web site, 2008). The employer may also request for the examination of the employee by the employer’s own physician. The meeting should be for purposes of assessing the current medical state, the existing medical advice and medical evidence. In the case of Vangeer, Slow Coach Ltd. ailed to request the medical reports from her physician. Moreover, the employee must be consulted through a series of meetings for purposes of exploring ways and issues for alternative options and reasonable adjustments (Lemon & Co. web site, 2008). Albeit, there is one meeting conducted with Vangeer, no exhaustive discussion seemed to have been made. Finally, ‘The employer must consider the possibility of making adjustments to the working environment in order to permit the employee to return to work’ (Lemon & Co. eb site, 2008). When Vangeer was ill the first time, the employer made a programme which allowed her to start work late and go home early. However in the case of relapse, the suggestion that she be re-assigned to a different team was not deliberated upon and carried out by Slow Coach Ltd. It is the responsibility of the employer to seek and accept suggestions from the employee on how she can work when she returns. In a complaint for unfair dismissal, the Employment Tribunal shall take the following factors into consideration: ‘nature of the employee’s illness, the likely duration of the illness, the nature of the job, the needs of the employer, the employee’s length of service, the type (and amount) of sick pay paid to the employee and alternative employment’ (Lemon & Co. web site, 2008). The most important factor that will be considered is whether the employer took measures in gathering information and ascertaining medical reports from which he would base a fair and reasonable conclusion and decision. There must be recent, comprehensive and competent medical findings (Direct. gov web site, 2008). He must also comply with the procedures in dismissing an employee in accordance with the Employment Act 2002 and the Dispute Regulations 2004 (Direct. gov web site, 2008). Failure to follow the â€Å"statutory minimum dismissal and disciplinary procedure† shall make him liable to ‘a minimum basic award of 4 weeks pay. Furthermore, any compensation awarded by an Employment Tribunal may increase by 10-50%’ (Direct. gov web site, 2008). There is no distinction between sickness absence and disability. In the case of Clark v Novacold (18901661/97) ‘the Industrial Tribunal concluded that there should be no distinction between the two, and dismissal for sickness absence does in fact relate to the disability and accordingly is prima facie unlawful’ (Thompsons Solicitors web site, 1997). According to Solicitor Michael Corcoran, if the disability is the cause of the long term sickness absence and the employee was in fact dismissed, such dismissal is tantamount to discrimination unless it is shown that dismissal is justifiable (Corcoran, 2006). The lack of knowledge of Slow Coach Ltd. may have on the disability would be irrelevant and immaterial to the issue of whether Vangeer was treated less favourably (Corcoran, 2006). Under Section 20 of the Discrimination Disability Act 1995, direct discrimination is committed when the employee is ‘treated less favourably’ than another not suffering from such disability and that such treatment is by reason of the employee’s disability (DDA 2005). Moreover, the employer shall also be liable if he failed to make reasonable adjustments so that the disabled employee can continue his or her employment (HSE, n. d. ). The law requires that the employer ‘go an extra mile’ for the disabled employee, albeit the law does not set parameters of its extent. However, case law has laid down legal principles based on each of the precedent-setting case (HSE, n. d. ).

Enola Gay essays

Enola Gay essays Protests over the public display of the Enola Gay, the plane that dropped the atomic bomb on Hiroshima in WWII, serve as an important symbol of the public struggle between conservative and political ideologies in America. History is largely written by the victors, and it is the victor of this ideological struggle that will shape America's further interpretations of the war. As such, as the protesters urged a display of victim's names alongside the Enola Gay, they are symbolically asking for America to redefine its ideas about the root causes and ultimate costs of Human memory is notoriously fallible, and society's recollection of history is largely dependent on what is written in books, academic journals, and what is portrayed in the media. However, our records of history of are largely often determined by social and political concerns. It is commonly said, that history is written by the victors. As such, the current clash of ideologies over the Enola Gay is more than a simple debate over facts; it is a war between clashing ideologies for who will ultimately be able to write the history of America's use of the atomic bomb. Today, America is often torn between conservative and liberal political ideologies. This division can be seen in current political debates about abortion and health care, and even in campaigns for the Perhaps one of the most identifiable symbols of this ideological debate emerged in recent controversy over the Enola Gay. The Enola Gay is the airplane that dropped America's atomic bomb on Hiroshima (Thomas). As such, it is intimately tied up in America's memory of the war, and interpretations of the justification for dropping the bomb. In short, liberals see the Enola Gay as symbolic of America's destructive war-like tendencies and disregard for human suffering, while conservatives see the ...

Module 5 Case Assignment Example | Topics and Well Written Essays - 750 words

Module 5 Case - Assignment Example (Drury, 2004) These divisions are obligated to transact amongst themselves, the costs are decided by using a transfer. Even though the transfer prices may not differ much from the market prices, one of the divisions or the company as a whole in such a transaction go at a loss The buying divisions may buy for more than the principal market price or the selling division can sell below the market price, hence affecting their performance. This can either result into a loss or gain in any or all of the divisions. The company can also make a profit or a loss (Tully, 2012) Table1 of Supply Division C Quantity Manufactured Quantity supplied Current supply Price per unit Total Cost Proposed supply Price per unit Total Cost Supplier C part 101 2,000 3,000 $900 $2,700,000 2,000 $900 $1,800,000 Supplier C part 201 500 1,000 $900 $900,000 500 $1,900 $950,000 From the table 1: Division C will experience a loss, since it, supply of Part 101 reduces from a volume of $2,700,000 to $1,800,000. The tra nsfer price is $2,000 while the market price for this part 101 is $900. Even though the total volume of supply of part 201 to Division B indicates a slight drop from the transfer price. The overall transaction for this division is a loss. Table2 for Buying Division A Quantity Bought Current purchase Price per unit Total Cost Proposed Purchases Price per unit Total Cost Supplier C part 101 3,000 $900 $2,700,000 2,000 $900 $1,800,000 External Supplier part 101 1,000 $900 $900,000 2,000 $900 $1,800,000 The buying division A will be in profit, because the price for the part A is $900. This price is less than the transfer price of $1,000. Even though the quantity supplied by Division C has reduced, they have increased their purchase volume from the external supply from 1,000 units to 2,000 units Table three for buying division B Quantity Bought Current Purchases Price per unit Total Cost Proposed Purchase Price per unit Total Cost Supplier C part 201 1,000 $900 $900,000 2,000 $900 $1,800 ,000 External Supplier part 201 1,000 $900 $900,000 1,500 $1,900 $2,850,000 Division B is a buying division will be in profit if the proposal is implemented. This is driven by two factors: they will have to buy more units both from division C and Externally at a price less than the transfer price. The transfer price is put at $2,000 while the market price for part 201 is $1,900. Profit will be $4,650,000-$1,800,000 =$3,250,000 Table 4 External Supplier Current supply Price per unit Total Cost Proposed supply Price per unit Total Cost Supplier part 101 to A 3,000 $900 $2,700,000 2,000 $900 $1,800,000 Supplier part 201 to B 1,000 $900 $900,000 1,500 $1,900 $2,850,000 From the above data, the company will make a loss since the overall increase in the external supply of both parts. The internal supplier namely the division C is disadvantaged in the new proposal. The total supply by this division will be a total 2,500 units, while external supplier will bring in 3,500 units. Division A: Buying division or downstream Part 101 Transfer cost = $1,000 Current Operation Units bought currently = (3,000 units from supplier C + 1,000 units from External supplier) = 4,000 units Unit cost = $ 900 Total cost = $ 900 X 4,000 = $36,000

Bias and Diversity among healthcare services providers from an ethical Essay

Bias and Diversity among healthcare services providers from an ethical prospective - Essay Example n and medical trainees, to prevent unconscious stereotypes and cultural/racial attitudes from influencing the outcomes and course of clinical encounters. Such skills and strategies are designed to I. enhance internal motivation with an aim of reducing bias, while at the same time avoiding external pressure; II. Increase the understanding on the basis of psychological bias and III. Enhance the confidence of the providers in their ability to interact successfully with socially dissimilar patients. There is need for measures and programs that will offer an environment that is not threatening to practice new desirable skills and the need to avoid health providers ashamed of ethnic, cultural, or racial stereotypes. Studies on social cognitive psychology show that with sufficient cognitive resources, effort, and motivation, people are able to focus on the individuals’ unique qualities, and not on the groups they are from, in behaving and forming impression towards others. Even stereotypes and prejudice that are automatically activated can be inhibited when individuals are perceived more in relation to their particular qualities rather than as social categories members. Interventions to check on biases in health providers’ behavior, decision making, and judgment should therefore promote individuation cognitive strategy, where the health provider focuses on the personal attributes of a particular patient, and not on categorization (Baum 26). There is a direct relationship between health practices and culture. Different studies have shown that of the many factors that determine health behaviors and beliefs, culture is among the most influential. In an effort to meet the culturally diverse groups needs, health care providers have to be cultural competent. Dienemann (2007) defined cultural competence in his study as a set of congruent attitudes, policies, and behaviors that come together in an agency, a system, or amongst professionals and enable an agency, system or