An Open Letter to Black Parents Essay Example for Free

An Open Letter to menacing Pargonnts EssayIn renowned sports figure, Arthur Ashes, An Open Letter to Black Parents Send Your Children to Libraries, he talks ab out the fact that a college education is more important than the perks of becoming a professional athlete. While attending UCLA, Ashe came to the outcome that Afri coffin nail Americans were more caught up in the hype of one day becoming a professional athlete, rather than obtaining a lasting college education/diploma. Ashe believes that African Americans should re-write their mortala into one of profoundness and professionalism. Arthur Ashe states that the role good examples of the African American society are primarily composed of athletes. Therefore, the young children in that society tend to model themselves after those peck. Instead, Ashe wants to have those role models spread a message that a college education is far more important than being a professional athlete. For example, Ashe has give tongue to many tim es to high school students that, For every hour you spend on the athletic field, spend two in the library. These words are a very powerful message, especially to young adults still searching for their call in this world.In conclusion, although Arthur Ashe may be recognized as one of the superior tennis players of his generation, his college diploma from UCLA is his proudest moment in life. In Richard Rodriguezs Complexion he talks about the racism he experienced as a child. Rodriguez places a lot of emphasis on rhetorical devices throughout his essay. The rhetorical devices that Rodriguez primarily uses is, description and symbolism. Through using these two rhetorical devices, Rodriguez is able to relate to the reader in a more personal level, in my opinion. Through description, Rodriguez is able to elaborate on certain details. Through using symbolism, he expresses theemotions and feelings that he feels.Richard Rodriguez writes this essay in order to inform people of the racism t hat he has experienced. Since Rodriguez was the one experiencing the racism, his essay coincides nicely with the rhetorical devices that he chose. Rodriguez is of the Mexican culture and he recalls times when he was a kid where he was being discriminated. Rodriguez writes that as a young child he was insulted and name called for being of the Mexican culture. He writes how he would never retaliate with another insult back because he would be so embarrassed. The reason as to why Rodriguez was being discriminated was because of his complexion.Through indicant this story, it is just another example of how ignorant people are. There are many stories about how people have been discriminated against just due to the fact that they are from a different culture. Richard Rodriguez did the right thing in not retaliating or doing something stupid, in order to not suffer any consequences. Summary Dont let Stereotypes Warp Your JudgmentsIn Robert Heilbroners, Dont let Stereotypes Warp Your Judgme nts, he talks about the affects of stereotyping. Heilbroner discusses that stereotyping is evident in just about everywhere we are. The affects that stereotyping has on a person, as stated by Heilbroner, is it makes us lazy thinkers, and is harmful to those whom we are stereotyping.Heilbroners suggests that people who stereotype, do it because it helps make sense out of a highly confusing world (Heilbroner 373). This makes sense because we try to come up with answers to things we do not understand. Another theory that Heilbroner suggests as to why people stereotype, is because we are raised with a certain mindset about people. In his story Heilbroner gives the reader three ways to get rid of stereotyping. His first hint is to become aware of the standardized pictures in our heads, in other peoples heads, in the world around us (Heilbroner 374). The second suggestion is that we can become suspicious of all judgments that we allow exceptions to prove (Heilbroner 374). And lastly Hei lbronersuggests that we can learn to be chary of generalizations of people (Heilbroner 375).After reading Robert Heilbroners essay, I became more aware to the large amounts of stereotyping that occurs in todays society. Although I was already aware, stereotyping not only has a negative effect on the person stereotyping, but on the person that is being stereotyped. Through stereotyping, one opens up a path that encourages horrible things such as racism and ignorance.

Essay Example for Free

EssayChildren need positive invitations to read, demonstrations, information, explanations that fit their ground and texts that engage them if they be to learn what reading is all about Meek in Carter, p. 146 Fables atomic number 18 short stories that have an abstract moral lesson, fables consist on talking animal(prenominal)s which have human handle qualities while new(prenominal)s consist of only humans or both in a story. Fables impart moral values and life skills which are indeed valuable to young children. The Didatic value of two fables will and the mode one would approach these texts in a classroom will be discussed in the following essay. Reading which is at the heart of any literature is key to the childrens bankruptment be it socially, academically or language development. Fables are a wonderful way of waste ones timeting children to read as they offer merriment it increases the childs vocabulary and encourages use of the language. The childs reading skills are developed and since most fables consist of talking animals and are not eon bound it stimulates the childrens imaginations.We will look at two fables whereby one will realise that through the different characters and traits children have the advantage of comparing and clearing themselves or issues at hand. One will also see it expands childrens views of different places and cultures but most of all its scaffolds children to the realisation of moral values. Fables can be used to a teachers favour in a classroom environment. For example, children are figure outful by nature and there attention span is only that farsighted to keep themselves stimulated you might find some learners disrupt the class by troubling other learners, playing tricks and acting the fool is common disturbances teachers organisation with youngsters.A fable that will suit children who play tricks on other learners will be The boy who cried Wolf By exposing children to different type of character, places a nd consciences they develop innerre mentions stated by Bruno Bettelheim. Bettelheim discovered through observation of children at play, they would recede on or associate with the main characters personality or traits. Placing into context The shepherds boy and the wolf with regards to the disruptive children in the classroom.One must first understand children nature. Children who are generally disruptive in a class are usually bored or simple does not want to take responsibility of the task given at hand. Young children usually dont know how to express themselves. By reading fables such as the one mentioned above gives them a better platform to differentiate between right and aggrieve and what the result will be for bad behaviour.They receive the moral of the story subconsciously and respond on an emotional level. I would approach this text in a story telling lesson. Improvising a bit on the story to suit my situation saying that the shepherds boy was bored by looking subsequent ly the sheep and wanted to play with other children but did not want to carry out the task of looking after(prenominal) the sheep thus neglecting his responsibility his father had certain him with. As oral mode is antastic way of relaying a fable. Its almost magical when one starts a story with a long time ago. Children instantaniously open to a world of fantasy and make belief After having told this story I will allow children to voice the feelings towards the shepherds boy and the angry villages.As them expressing their feelings will increase their understanding of the underlying message. One must understandmoral lesson in fables are taken in subconsciously. The disruptive children will pay back to a realisation that him going on the way he does will only be to his demise the other children will start smarting up and not give him the upper hand and he would have to stop his bad behaviour. By experiencing the boys agony this will allow for the children to get in touch with thei r own feelings thus imparting a life skill and this inner resource will come forth later in life, be it in their work environment or social life, that a liar will dig his own grave. I will not menace them or point out to them that if you lie this is what will happen but through this fable they will subliminally receive the moral and the result will be in the change of their behaviour.Another fable we can look at his the Hare and the Tortoise Because children are still developing emotionally, psychologically, socially and their vocabulary of language, we must understand their need to feel that they are in a safe environment as the world of unknown is a frightening and overwhelming place for children. By having a clear depiction on good prevailing evil, being able to easily identify with hero and having the beaming ending serves a source of security. More importantly the children see what acceptable behaviour is. In this case where the hare was over confident and showing arrogance t hat he could actually take a nap while waiting for the tortoise these characteristics caused him to ultimately loose the race and on the flip side of the coin, the tortoise who infect had almost no chance of winsome was confident and smart despite all the odds which stood in his way.He displayed peserverance. These very personality traits caused him to win. Children will internalise these traits even though it is displayed by an animal children readily accept them as they believe and live in a world where anything is possible. They can easily associate that all livings things have human like qualities this is called Animism This specific text I would approach by having a play but firstly have a storytelling lesson. The children would become familiar with the text and characters and indeed I would prepare them for a play.Personal interaction will make children recall better. I would involve them in preparing props and improvising a bit where other children would dress up like diffe rent animals of the forest and give them parts in which they will have a chance to act in the play by expressing their views on the race before it takes place. This will be stimulating exercise as children will experience first-hand the emotions of the characteristics allowing them to bank into their inner resource after the play I would ask them to write down their feeling towards the story and what lesson did they learn to see how well they grasped the concept of the moral.Children learn well through gambol and games so replaying fables such as these serve not only as good entertainment it also talks to emotions that children can relate to such as fear, love, success etc. and its relevant to childrens life as fables consist of a basic and easy to understand introduction, plot development, conflict, climax and a happy ending in most cases. There characters as seen in the above mentioned fables were clearly identifiable, the hero and the villain and their strengths and weakness wer e easy to relate to. The diction was worthy for the age of children who take interest infables

Leadership and Employee Turnover in Hotel Industry

Leadership and Employee Turnover in Hotel Indus smackWith the senior high schoolest employee overthrow rate, the cordial reception constancy need to come on employees to role their opinions, ideas, and any of their new(prenominal) c formerlyrns for improving writ of execution and reducing employee overturn. The purpose of this study is to investigate the impact of different types of organisational culture and different leading styles on employee voice in the hospitality industry. Hospitality human resource practitioners could modify their organizational culture and lead style according to the results of the study, in order to encourage their employee voice. The results of this study could similarly contribute to the literature ab turn up factors that influence employee voice.IntroductionAs according to www.skagitwatershed.org Leadership is a bring by which a soul influences separates to accomplish an objective and directs the organization in a way that makes it to a gr eater extent cohesive and coherent. Leaders carry out this play by applying their loss leadership attributes, such(prenominal) as beliefs, values, ethics, character, knowledge, and skills.Leadership is a process of getting things done through people. Leadership is non a science. So being a leader is an gage because we can never be sure whether we lead reach our goal at least this time. The touchdown drive whitethorn end in a fumble. The mountain may pick out a bad weekend during the camporee. Or the citys citizens may not be convinced that the mayors policies ar right. So these leaders have to try again, using other methods. But they nonoperational use the analogous process the process of good leadership (Orans, 1997).Employee TurnoverAs according to Wood (1992), defines employee dollar volume as the rate of change in the number of employees of a concern during a certain(prenominal) period viridityly a month. In some other ways it is defined as a measure of the exten t to which old employees leaves and new employees enter the service of the concern. Whereas in its sociological context employee swage implies to a process of change in the size of the work force and this signifies the movements, which cause this phenomenon to occur in any industrial unit. Employee turnover is in fact act of employees in and out of firms and the main reasons could be voluntary or involuntary.RationaleThrough the ages we have learnt that the only way to put the customer first in the hospitality industry is by putting the employee first. The rationale may not be very obvious, but it is certainly compelling. Satisfied employees lead to satisfied customers. oecumenical lookes have suggested that employee turnover is among the highest in the hospitality industry. Studies have shown that average annual employee turnover range from approximately 60 to 300 % (Mehta, 2005). Hotels spend thousands every grade for each new employee they must train to replace a seasoned worker who leaves. It is no longer a startling fact that the cost of losing an employee is between half and one-and-a-half times their annual salary.BackgroundThere ar studies that support the fact that employees leave an organisation for many reasons, but two common causes be the quality of the selection system and the quality of leadership (Mehta, 2005). Arguably hotels support a culture that fosters dependence and relies on the traditional chain of command, and not every(prenominal) supervisors argon good managers and good team leaders that leads high employee turnover. In the light of this proposition, the proposed research plans to evidence as whether leadership leads to high employee turnover. The research go away be conducted with reference to Delhi based hotels.AIMS AND OBJECTIVESThe proposed research aims to examine as whether leadership leads to high employee turnover. The research is to be conducted with reference to Delhi based five star hotels. The research testam ent attempt to accomplish fol brokening objectivesTo examine the degree of employee turnover problem in hotelsTo identify and evaluate the foremost causes employee turnover in hotelsTo examine leadership role as causing employee turnover in hotelsTo investigate what ar the causes for the high employee turnover in the hotels.To examine atomic number 18 what the consequences of the high employee turnover in hotels.To study how the reduce turnover and increase employee retention in hotels.RESEARCH QUESTIONSAre qualities of leadership foremost reasons of employee turnover in hotels?Is wrong leadership causes high degree of employee turnover in hotels?Structure of dissertationAuthor has divided the dissertation in five chapters, in the first chapter root has controvert about the aims and objectives of the report, research mythology in which he has used primary and secondary research. He has discussed about the limitations and background of the dissertation in this chapter. In the sec ond chapter author has given a literature review discussing the meaning of employee turnover and its importance in todays world. Author has also explained leadership and employee turnover and how it can make a difference in successful and not so successful businesses. Also the author has shown different ways to measure employee turnover. Finall(a)y, the author has explained how employee turnover is making a difference in a hotel industry and their employee. In the third chapter author has done a research mythology discussing sampling techniques and sample size which is been used for a completion of the report. In the forth chapter author has done findings and analysis based on a questionnaire prep bed by the author. And finally in the last chapter author has done his conclusion on the report.Literature ReviewThis section presents the theoretical concepts in the context of above mentioned research aims objectives and research questions.Employee turnover is the rotation of workers around the labour market between firms, cables and occupations and between the states of employment and unemployment (Abassi et al., 2000). The term turnover is defined by Price (1977) as the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy Each time a position is vacated, either voluntarily or involuntarily, a new employee must be employ and trained. This replacement cycle is known as turnover (Woods, 2002).Most researchers (Kalliath and Beck, 2001 Kramer et al., 1995 Saks, 1996) have attempted to answer the question of what determines peoples intention to furlough by investigating manageable antecedents of employees intentions to quit. To date, there has been little consistency in findings, which is partly due to the diversity of employed included by the resea rchers and the lack of consistency in their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organisation. The experience of job related sample (job stress), the range factors that lead to job related stress (stressors), lack of commitment in the organization and job disgratification make employees to quit (Firth et al., 2004). This clearly indicates that these are psyche decisions, which make one to quit. They are other factors like personal agency refers to concepts such as a sense of powerlessness, locus of control and personal control. locale control refers to the extent to which people believe that the external factors such as chance and powerful others are in control of the events which influence their lives (Firth et al., 2004). Manu et al. (2004) argue that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to scream the labour turnover in the market.Organizational instability has been shown to have a high degree of high turnover. Indications are that employees are more likely to detain when there is a annunciateable work environment and vice versa (Zuber, 2001). In organizations where there was a high level of inefficiency there was also a high level of staff turnover (Alexander et al., 1994). Therefore, in situations where organizations are not stable employees tend to quit and look for stable organisations because with stable organizations they would be able to predict their pull offer advancement. The imposition of a quantitative flak to managing the employees led to disenchantment of staff and hence it leads to employee turnover. Therefore trouble should not use quantitative approach in managing its employees. Adopting a cost oriented approach to employment costs increases employee turnover (Simon et al., 2007). All these approaches should be avoided if man agers want to minimize employee turnover an increase organizational competitiveness in this environment of globalization.Organizations valuable assets are its high performing employees and when they start leaving, its an indication that the organization is in trouble. It appears that organizational management does not care very much when low performing employees leave the organization. In other words, the employers have to commiserate the damages resulting from high exertion employees leaving, and the benefits resulting from poor performance employees leaving. (Hong and Chao 2007, p. 216).Employees may handicap longer in an organization if they are motivated and rewarded. Studies show that a motivated employee is a productive employee therefore, it is the responsibility of organizational leadership to ensure that all employees are productive. To be productive means supporting the mission and vision of the organization. Employees may stay longer with organizations if they are wel l paid and motivated. attention and leadership motivate and reward high performance employees in order to prevent them from leaving. Organizational management and leadership pay particular attention to high performance employees and the attention given them has made them less likely to leave. The negative relationship between performance and turnover appears to be the major conclusive finding, indicating that high performance employees would be less likely to leave than lower performance ones. (Hong and Chao, 2007 p.217). Losing high performance employees means higher costs of human resources in form of rehiring, training, and placement. Management action may cause some low performing employees to leave an organization this is due to the fact that such employees are viewed as liabilities and may not be contributing to the accomplishment of the organizational mission and vision.In SLT, leadership effectiveness is thought to be enhanced if a manager uses the style of leadership that best matches the readiness, ability and willingness of subordinates and that a good match between leadership style and subordinate readiness leads to a higher level of subordinate satisfaction and performance. The four quadrants in SLT represent four basic leadership styles high task and low relationship high task and high relationship low task and high relationship low task and low relationship, The central precept is that as the level of follower readiness increases, effective leader mien will involve less structure and less socio-emotional support, A leaders task and relationship ways interact with subordinate readiness to significantly influence leader effectiveness, which is defined as the extent to which a follower demonstrates the ability and willingness to accomplish a specific task. According to Hersey et al. (1996), at the lower levels of readiness, the leader needs to give up direction but with higher levels of readiness, followers become responsible for task directi on. There is no one best way to influence people and leaders need to assess the readiness level and then use the appropriate leadership style. Thus, it is the follower who dictates the most appropriate leader deportment.In the high tech hotel industry, a work environment with proper implementation and management of technology is vitally important. Any great manager will agree that human resources still plays the most important role in any successful high tech hotel venture. Employees are the backbone of hotel industry, and they need effective leadership so that they will be motivated to do the best jobs they can do.Today, the high tech industry is beset by several factors that make it difficult to hire and keep good employees. The economy is down and the national unemployment rate is high.Good leadership, however, can inspire employees and motivate them to work harder at their jobs. The question is how. Leadership is not a random event. Rather, it is a dynamic process continually adjusted to an ever-changing environment. A great leader is able to influence the behavior of individuals and groups. Harry Truman once said, Leadership is getting people to do what they dont want to do, and like it.In the past, a leaders personality or charisma was considered key. Leadership effectiveness also was defined in terms of attitudes. The most effective leaders were deemed to be those who placed the greatest emphasis on people and production. Today, this view has been modified. Now the leader needs to vary his style to fit the readiness of his subordinates. A leaders attitude is based on his concern for both(prenominal) his people and their productivity. Leadership behavior also is based on two dimensions task behavior and relationship behavior. In attempting to lead, an individual always engages in each of these behaviors to some extent. Task behavior involves directing others telling or showing them exactly what to do and how to do it correctly. Typically, direction i s characterized by unilateral communication, which may take the form of oral or written instructions expected to be carried out as dictated. Instructions to employees may be explained by saying, This is how you would do this.By contrast, relationship behavior is characterized by more supportive, facilitating actions and by bilateral communication among individuals. Here, direction typically involves dialogue between a manager and his subordinates or between co-workers.The number one reason an employee leaves a ships company is because of their manager. The leader that employees work for determine who sticks around and who hits the road. Employee turnover costs are true ranging from 150% to 250% of an employees annual compensation. That means to replace an employee that makes 100,000 it will cost the company 150,000 to 250,000. If you can reduce your employee turnover then clearly you will reduce your bottom line. Extraordinary leaders make a substantial impact on employee turnover and therefore, the bottom line.How to reduce employee turnoverFew things in business are as costly and disruptive as unknowingly having the proverbial revolving door for employees to exit from. While there are many secondary and tertiary items that can influence an employees decision to leave, in this weeks column complaint address the one single factor which constitutes the overarching reason that drives a persons decision to leave their employer. Leadership Continuity Great companies have a clear vision, mission, and strategy, which are evangelized by a cohesive leadership team. A crisply articulated vision, and continuity of leadership creates an engaged workforce that understands the business model and key objectives of the enterprise. A Planned Transition Outstanding leadership teams set employees up for success and not for failure. They have an established on boarding process which puts forth an initial roadmap for a successful transition by clearly defining key performance indicators, business objectives, and other key metrics. Compensation Great leadership teams understand the value of tier-one talent, and are not afraid to pay-up in order to attract it and retain it.While todays column was a bit of an extemporaneous highlight coat only a few critical issues, I hope it clearly portrayed the value of leadership in employee retention and development.Now that so much is being done by organizations to retain its employees, why is retention so important? Is it just to reduce the turnover costs? Well, the answer is a definite no. Its not only the cost incurred by a company that emphasizes the need of retaining employees but also the need to retain talented employees from getting poached.The process ofemployee retentionwill benefit an organization in the following waysInterruption of Customer ServiceCustomers and clients do business with a company in part because of the people. Relationships are developed that encourage continued sponsorship of the busines s. When an employee leaves, the relationships that employee built for the company are severed, which could lead to potential customer loss.Turnover leads to more turnoversWhen an employee terminates, the effect is felt throughout the organization. Co-workers are often required to pick up the slack. The unspoken negativity often intensifies for the remaining staff.Goodwill of the companyThe goodwill of a company is maintained when the attrition rates are low. Higher retention rates motivate potential employees to join the organization.http//retention.naukrihub.com/importance-of-employee-retention.htmlA career in the hospitality industry can be both challenging and rewarding. The hospitality industry includes restaurant, hotel, and resort positions that cater to serving guests with a smile. However, the staff turnover is high in the hospitality industry, and anyone considering a management position within this segment should understand the reasons people leave their jobs.Common reaso ns for high turnover include1. Seasonality- Many hospitality positions are seasonal in nature. While lay-offs are a necessity for business survival, they are hard for workers who will receive minimal unemployment benefits. It can lead to understaffing during off-peak seasons which has a negative impact on employee morale.2. Organizational culture Leadership If an organization does not possess a positive culture, the work environment will be unpleasant. With other considerations, this adds to the reasons why employees quit.3. Labor Pool -The labor pool for the hospitality industry is often untrained, unskilled workers. Higher skilled workers are harder to find, and even those workers are vulnerable as they seek better opportunities. Many employees are young, students, or using hospitality jobs as a fallback or stepping stone to other careers. This increases the chances of turnover.http//www.helium.com/items/1912987-staff-turnover-in-hospitalityFive Leadership FundamentalsHe then re alized that his job as manager became very simple. To motivate high performance and, at the same time, ensure employee satisfaction within his group, he just needed toProvide employees with a clear sense of where were going and why.Make sure they have the needed resources to get their job done.Be attuned to their professional needs and try to provide them with assignments that suitable these needs (not always easy but still attainable).Regularly meet with them both formally and informally to give and get feedback on whats going on.Get out of their way and, at the same time, be available when needed.What are the leadership qualities that make all this possible?First and foremost the leadership qualities that build and create a change readiness culture are alone focused on understanding and reverse-engineering the critical disconnects between organizational leadership and management, and the rest of the non-management employees. These disconnects can be summarized as an organizatio nal management and leadership that is stranded from direct feedback from the frontline and the human consequences of their decisions.This is all about moving away from the prevalent transactional leadership style with its reward and punishment mechanisms to gain compliance, and moving towards facilitative leadership that engages directly with the informal networks and aspects of the organization.This isnt so hard for organizational leadership to take on board and enact once they realize that in so doing they are dealing directly with the crustacean rock bottom root causes of resistance to change whilst simultaneously unleashing a flood of new innovations and solutions.Implicit or internal Theories of Employee TurnoverEmployers and employees share some common causes of employee turnover in India. Among demographic factors, the majority of Singaporeans hold the view that the young and more educated change jobs more often than the old and less educated. Labour shortage (or perceived alternative employment opportunities) and job-hopping among the uncontrollable factors stand out in the perceptions of most people as important factors causing turnover (Debrah, 19931994). Further, most Indians consider satisfaction with pay, a controllable factor, one of the most important causes of turnover intention (Debrah, 1994 Koh Goh, 1995). We do not propose any hypotheses on implicit theories of employee turnover. However, we would like to explore to what extent these implicit theories are valid. Specifically, how much of the variance in the turnover model do age, level of education, perceived alternative employment opportunities, job-hopping, and satisfaction with pay explain? If these factors explain a lot of unique variance, we can say that there is a lot of truth in implicit theories on employee turnover held by Indians.METHODSSampling and Data CollectionData were collected using a questionnaire that contained measures of job satisfaction (satisfaction with pay, satisf action with nature of work, and satisfaction with supervision), organizational commitment, organizational justice (distributive and procedural), job-hopping, perceived alternative employment opportunities, and turnover intention. In addition, the questionnaire included questions on demographic characteristics of the respondents. The Ministry of Labour, India, publishes quarterly resignation rates by occupations and industries. These quarterly resignation reports provided us the starting point. Both manufacturing and services sectors are important for the Singapore economy. Consequently, we included industries from both manufacturing and services in our sample. Within each sector, we selected one industry with the highest resignation rates and the other with the lowest resignation rates over the last four years. In the manufacturing sector, the food and beverage industry had the highest resignation rates and the marine and shipping the lowest. On the other hand, in the services secto r, the retail industry had the highest resignations and the banking the lowest.Employee turnover in hotels has received substantial attention from both academics and managers. Much of this attention has been focused on understanding its causes. Implicit in this approach is the assumption that turnover is driven by certain identifiable characteristics of workers, tasks, firms, and markets, and that, by developing policies to address these characteristics, managers might reduce the occurrence of turnover in their respective organizations. Moreover, Van Vianen, Feij, Krausz, and Taris (2004) grand between two motives for turnover push and pull. Push motives are related to dissatisfaction with ones current work situation, whereas pull refer to available opportunities to improve ones career opportunities on the external labour market. Nevertheless, the job satisfaction-turnover relationship is not stable across different organizations, or that satisfaction may relate more closely to pr ompt or short term variables such as daily effort, rather than longer term variables such as turnover intention (Ajzen Fishbein, 1977).The research may point out that there are some problems in the hotels in recent years on the employee turnover generally speaking, employees leave the hotels for some common reasons, such as they are not satisfied with their positions of salary. Pavesic and Brymer (1990) confirmed dissatisfaction with income, mainly in relation to the number of hours worked, to be a primary reason for managers with hospitality administration degrees leaving the hospitality industry. Although the most significant reason is that they want to seize more space for position and trainings. There is unsuitable for the promotion and management system in hotels. Hotels have taken the employee satisfaction system in order to catch up with large scales. While hotels are not salable enough to compete with other larger scales because of some systematically reasons. In this stud y, hotels are very cooperative with us, and the management complies with our requirements. Therefore, this research is for the management of the hotel to find out the problems and to solve the problem.

Bipedal Hominid and Quadrupedal Apes: Muscle and Skeletons

Bipedal Hominid and Quadrupedal Apes Muscle and SkeletonsDifferences betwixt the hip skeleton and musculature of two-footed hominid and quadruped apes.IliumHumansReduced height, relative wideness (it is important in bipedal posture, because the weight of the body does non concentrate onto the spinal cord only). penchant of blade (the curvature and the mediolateral orientation of the iliac blades help the Glutei medius and minimi to act as abductors and they idler to a fault assist in support of the trunk. This curved shape similarly helps in balancing the upper body during travel, because the external and internal oblique muscles attach to the iliac crest).Acetabular margin and the well-developed anterior inferior iliac branch line (AIIS) reflects the bipedal locomotion. Rectus femoris takes its origin here, that extends the leg at the knee. Rectus femoris is precise important in some of the boundary and clinging prosimians, as the galagos and lemurs, because Rectus femoris i s a leaping muscle in them. Nevertheless, in apes, at that place is no large AIIS. AIIS is in any case a place for the iliofemoral ligament in manhood that prevents the hip joint from overextending.ApesThere is no S-shaped curve visible at the iliac crest and the crest projects laterally. Therefore, the iliac pit orients anteriorly and the gluteal surface projects posteriorly. This orientation keeps the trunk in an perpendicular position during sitting or squatting. In case if they want to walk bipedally, the Glutei medius and minumi muscles medially rotate the flexed thigh at the hip while in pityings they abduct the extended thigh.The farsighted iliac crest is an adaptation to climbing. Latissimus dorsi origins from here and inserts into the humerus. Because this is one of the most important climbing-muscles, the longer the iliac crest is, the better advocate is in climbing.The auricular surface and the iliac tuberosity argon smaller in apes. It is mainly because of the fact that their weight does not focus on their pelvic region and lower limbs (hind limbs).IschiumHumansIschial tuberosity is an attachment for the hamstring muscles (Biceps femoris, Semitendinosus, Semimembranosus and Adductor magnus hamstring part). At a superior pressure during the bipedal posture, the posterior part of the sacrum elevates, and pulls upwards the ischial tuberosity. The ischial tuberosity which is located just below the great sciatic notch reflects the bipedalism.ApesLong ischium.The ischial tuberosity is wider in apes than it is in man and it does not look so pulled-up in apes. The ischial tuberosity loses the facets for the hamstring and adductor muscles.PubisHumansPubic crest and pubic tubercle ar important in bipedal locomotion as well, because the pubic crest serves as an attachment for Rectus abdominis that supports the guts and pubic tubercle is associated with the inguinal ligament, which helps in supporting the trunk.The iliopubic eminence is the spl itter of the Anterior Superior Iliac Spine (ASIS) and the AIIS. Here takes place the iliopsoas muscle that helps in flexing the hip and supporting the upper body on the hip joint.ApesApes lack all these world characteristics at the pubis they do not throw a pubic crest nor tubercle, and because their pelvis orient differently, their ilipsoas groove and iliopubic eminence atomic number 18 missing.The pubic symphysis in apes argon usually fuses together, while it only rarely happens in humans.AcetabulumHumansThe orientation of the cotyloid cavity is inferior-lateral-anterior. The superior margin of acetabulum must cope with the biggest weight/pressure, it developed a very thick cartilage, so did the head of the femur. This is called laubrum. Very strong, Z-shaped, ligaments are present here. The depth of the acetabulum can tell us a lot about the mobility of the hip joint. If the acetabulum is shallow, it reflects much flexibility. The acetabulum in humans is shallow compared to many of the African apes ( scarcely chimpanzees), tho it is deep compared to the orang-utans.ApesThe ligaments are weaker than in humans.Sacrum, coccyxHumansThe human sacrum contains five fused vertebrae averagely. However, it can be varied between cardinal and six. The coccyx stands from four fused vertebrae, usually.The sacrum in humans is wider than in apes and it is not so long as an ape sacrum. This unique shape is very distinctive regarding to bipedalism. The wider sacrum means much than distance between the sacroiliac joint, which helps in transferring the weight and the pressure from pubic symphysis. A wider distance at this joint similarly means a larger birth-canal.ApesIn apes and monkeys the number of the fused vertebrae of the sacrum and coccyx may vary from species to species.The shape of the sacrum is not so wide and more elongated. It reveals that they do not support so coarse weight on their pelvic region as do the humans.FemurHumansThe human femur is longer than that of an ape.The lateral condyle in humans is more prominent.The bicondylar surface is larger in humans than in apes. It is because of the centre of gravity of the body.ApesMedial condyle is larger in apes.More flexibility at the hip joint.B, Actions of muscles at the knee and ankle joints during bipedal locomotion. Observed features in ancestral hominid fossils.extensor muscles of the leg at the knee jointTensor fasciae lataeQuadriceps femoris muscles (Rectus femoris, Vasti lateralis, medialis, intermedius)Flexors of the leg at the knee jointSartoriusGracilis ( as well can assist in medial rotation)Hamstring muscles (Biceps femoris it is also the lateral rotator of the knee joint, Semimembranosus, Semitendenosus they also medially rotate the knee joint when the leg is flexedGastrocnemiusPopliteus (weak flexor, but it is a medial rotator of the leg)PlantarisMuscles that act at the ankle (talotibial) jointTibialis anterior (dorsiflexion)Extensor hallucis longus (dorsiflexion)E xtensor digitorum longus (dorsiflexion)Peroneus tertius (dorsiflexion)Peroneus longus and brevis (plantar flexion)Gastrocnemius (plantar flexion)Soleus (plantar flexion)Plantaris (plantar flexion)Flexor digitorum longus (plantar flexor)Tibialis posterior (plantar flexor)Fossil recordsAustralopithecus afarensisThe tibia and the fibula are quite interesting. We can observe adaptations to some(prenominal) ar stupid personal and bipedal signs. This is called mosaic morphology.The examined specimens AL 129-1b, AL 288-1aq and AL 333x-26). Ape-like elements short border to the lateral condyle, in the first two specimens, there are features that superior general in the apes (under the epicedial there was the hollowed-out appearance) which means that the Tibialis posterior attached to the lateral side of the tibia instead of the posterior side. Other attachments such(prenominal)(prenominal) as semimembranosus and gracilis are also rather ape-like.Nevertheless, other A. afarensis specimens show bipedal characteristicsDistal articulation surface of the tibia (the angle of the ankle joint and the tibia and fibula). But, yet again, there are ape-like features also on the distal part of fibula the direction of the articular facet, (orients distally rather than medially as in the modern humans), they constitute an anteriorly oriented peroneal groove on their fibulae while it faces laterally in modern humans. The A. afarensis Lucy (AL 288-1) also stimulates these mosaic morphological features the posteriorly oriented distal tibial angle shows exchangeableities with the apes, while in other afarensis specimens the angle is lateral, which is a human feature. The carrying angle at the knee joint also shows more similarities to the modern human specimens. This can reveal an individual arboreal habit of Lucy, and a more developed bipedalism in the other specimens.Homo habilisThe H. habilis specimens do not cause so many arguments than the australopithecines. They have more h uman like features in their lower legs and less ape-like features. Although, they do not lack these features (rounded anterior border of the tibia, in humans the insertion area of the Flexor digitorum longus is bigger than that of the tibialis posterior it is quite the opposite in the habilis. The attachments of other muscles soleus, popliteus show sort of a transition between apes and humans, etc.).The NeanderthalsThe fibula and the tibia are very robust, but bear the human characteristics.Q2, Evolution of the early hominid footThe main characteristics of the human foot imply the presence of the arches, the calcaneocuboid joint, the proportions of the major parts of the foot, the shape of the ankle-joint and the fact that the hallux cannot be opposed.The arches in foot are quite unique, the apes do not have arches (they have only one arch, the transverse arch). In humans, apart from the plantar aponeurosis, there are other ligaments that aid in having these arches the spring li gament, the short plantar ligament and the long plantar ligament. The length of the distal digits of the toes are much shorter in humans than in apes, withal, the size of the big toe is about the same.The foot of Australopithecus afarensis, such as in the leg, shows mosaic morphology. It means that certain features are similar to the modern humans, while others share similarities with the apes.The human-like morphology the talus which also has both human and ape characteristics together with the tibia and fibula, shows a more human like joint at the talotibia. Although, the shape of the talus is rather ape-like. Other signs that reveal a more human appearance in the afarensis foot are the talar trochlear shape, the direction of the ankle joints axis and of the Flexor hallucis longuss groove which suggest that the movements of the afarensis were very similar to those of the modern humans.The shape of the fifth metatarsals reveal a very similar ability of dorsiflexion as it is pres ent in modern humans. Their navicular swot up in appearance are more ape-like, but the presence of the groove of the spring ligament proves that they might have similar arches than the modern humans have. The possibility of the bipedal locomotion can be traced down also by the human-like lateral cuneiform, although, its hook makes it look more ape like.Nevertheless, the ape-like curves of the phalanges suggest that they might be arboreal. The calcareous also have both human and ape like features, the medial cuneiform is rather ape like, so is the first metatarsals rounded head.The foot of Paranthropus robostus has some(prenominal) human-like characteristics. These features are the following the hallux probably was adducted unlike in the apes where the big toe is rather abducted, the plantar ligaments suggest similarities to the human foot, the first metatarsal suggests that it bore more weight than the apes because of its robust appearance, but other features on the first metatars al bone reveal ape-like features, too. According to the article of Susman and Brain (1988, mentioned in Aiello and Dean), it is very likely that the Paranthropus robostus was bipedal but in a different way than the modern humans.The foot of the Homo habilisThe biggest argument is caused by the tarsal bones of a young Homo habilis (OH 8 from Olduvai Gorge), because some researchers do not think that the human characteristics of this specimens foot bones are good enough to be classified as humans. The elements of the foot show the signs of the bipedalism even those agree with this who do not think that this specimen deserves to be included into the Homo genus but, perhaps, in a completely different way as it is seen in the modern humans. Another talus bone, the KNM-ER 813 from Koobi Fora, has less problems with its classifications, as it shows more similarities to the talus of the modern humans. The first metatarsal is the most robust, and the fifth metatarsal bone of the OH 8 is th e second, while in apes the fifth metatarsal bone is the weakest. The size of the foot length of the OH 8 is also more similar to the structure of the human foot.The fossil record suggests that the opposability of the big toe of OH 8 is not present, but the adduction of it can be observed. The ability of grasping is also very likely, though.The foot of the NeanderthalsInterestingly, the evidences reveal that the opposability of the big toe might be somewhere between the modern humans and the living apes. Others deny it, because of the more human characteristics in the tarsometatarsal joint, which can be varied on a great scale even in modern humans. Typical Neanderthal features are the short proximal phalanx of the big toe and the short neck of the talus.The likely signs of the bipedalism in the fossil evidencesApart from the bones of the foot other skeletal remains can reveal the erected body posture and the possible bipedal walking habits. A relative longer arm may be a sign of the arboreal life-style, or partly arboreal living circumstances. Nevertheless, Lucy has relatively short fingers, not ape-like, long ones (JOHANSON-EDEY 1990) The shape of scapula and the orientation of the glenoid fossa also can help to answer this question. A small fragment of an Australopithecus afarensis scapula suggests that its owner had a more ape-like in this question, than human like. In apes the glenoid fossa faces towards the cranium and this feature can be observed also in case of this fragment. A more complete scapula which derives from an A. africanus (Sts 7) can tell us more details about the possible functions of the musculus pectoralis girdle. This scapula looks very similar to the scapula fragment of the afarensis specimen (AL 288-1l), and they both bear more similarities to the pectoral girdle of the apes, especially to the orang-utans. The ribcage has more ape-like characteristics in its appearance. The shape of the vertebral column, however, widens distally (the lumbar vertebrae are the widest) as it appears in humans, which is another possible sign of the bipedal locomotion. The pelvic girdle shows more evidences for the mosaic morphology yet again. The iliac crest is rather human-like, although it is more elongated laterally and the acetabulum orients more anteriorly. perchance this is the reason why A. afarensis has a relatively very long femoral neck. The iliac blades direct interiorly, as well. The shape of the sacrum is very wide another human-like sign, however its posterior segment is not as curved anteriorly as it is in the modern humans.According to Johanson (JOHANSON-EDEY 1990), Lucys pelvis is adapted to the bipedal locomotion as well as to the possibility to give life to large-headed babies, as her pelvis is so wide.All these features make likely that the A. afarensis could walk bipedally, but in a more complicated way. The anteriorly faced acetabulum could result a very heavy bipedalism. On the femoral head, we can obse rve a stronger fovea than it is on the femoral head of the modern human.In quadrupeds the tibial tuberosity is more rounded and less sharp. The sharpness of the tibial tuberosity is a more human (or bipedal) characteristic. This sharpness can be observed in Lucy, although her tibia looks more robust compared to the very tall juvenile, the Turkana boy (H. erectus).In proximal femur of the Australopithecines, there are about the same number of similarities to humans (the varied presence of the intertrochanteric line and the Obturator externus groove) than to chimpanzees (the small femoral head and the non-flaring greater trochanter) and the unique features (long femoral neck, compressed femoral neck-cross section), the more similarities to humans in the question of the distal femur (the high/very high bicondylar angle, the elliptical shaped lateral epicedial profile), and its own unique phenomena in the epiphysis shape and symmetry, but the femoral shafts more similarity to the chimp anzees gives us a very eclectic impression about the possible locomotion of the Australopithecines.As I wrote in the 1B question, the foot of the Australopithecines show very varied picture as well. It reveals both human and ape like features such as almost everything else in the Australopithecus skeleton. The more human like elements of the foot include the human-like ankle joint, the ability of a better dorsiflexion, the expanded source of the fifth metatarsal, the wide calcaneus and the presence of the longitudinal arch.On the other hand, there are several ape-like characteristics, like the shape of the phalanges, the tuberosity of the calcaneous has an oval orientation, also has a huge peroneal tubercle, the already mentioned ape-like shape of the hook of the lateral cuneiform bone, and the rounded head of the first metatarsal.Summarising, the mosaic morphology in the Australopithecines are very strongly present, they share similarities to the humans, as well as to the apes, b ut they also developed own features. It is very likely that they were adapted to the bipedal locomotion, but not in a modern human way.The essay has been written by using the following books as a guide-lineAiello and Dean, 2006 An Introduction To Human evolutionary Anatomy, reprinted in 2006, Elsevier Academic Press, LondonThe materials during the Demo-sessionsAndJOHANSON-EDEY, 1990 Lucy The Beginnings of Humankind, Penguin Books, London, 1990.

The Racial Wealth Gap Between Blacks And Whites

The Racial Wealth Gap Between Blacks And white-hotsSlain truth and segregation played a major fictional char doer in the amount of racism and inequalities in America. During slavery times, Whites had the power to purchase Blacks and land. If the Blacks were fortunate enough to be fitted to accumulate the money, they were able to purchase their and their families freedom. (Oliver and Shapiro 278, 1995) However, this seldom occurred due to the accompaniment that it was very hard for Blacks to gain any money while in slavery. During the Jim Crow segregation in the south, at that place were laws prohibiting Blacks from operating businesses on an open market, meaning that they were non allowed to sell their products to Whites. (Bobo and Smith 187, 1998) They were at a disadvantage because they could non make the profit that they deserved simply due to their skin color. After the segregation, Whites were still not willing to help out and purchase from Black businesses. Because of this, Blacks were forced to focus mainly on selling to the Black community. Since the Blacks were very limited on what they could sell, this caused them to be more than like a consumer than an owner. Since past generations of Blacks had to endure this racism and inequality, their poverty has been passed down from generation to generation families have been unable to or struggling to depart out of the debt of their ancestors. Each disadvantage that the Black community as a whole has had to endure has accumulated over time creating the sedimentation of inequality. Whites have gained more advantages over time simply resulting from the disadvantages that the Blacks have gone through.The restriction of access to schools, jobs, healthcare, and public services are products of segregation. The freedom of choice restricted from the Blacks has been legally effective while progressing through the centuries but has always been immoral. In 1988, only 50% of White Americans favored a law proh ibiting racial discrimination in housing sales and rentals. (Farley and Squires 221, 2005) Housing policies, programs, and practices have played a large role in the gap of wealth between Blacks and Whites. In 1939, the FHA manual prohibited granting loans to families due to race. (Fischer 140, 1996) This meant that they didnt want to disrupt the racial integrity of a neighborhood. They wanted neighborhoods to be occupied by the same racial and social classes to retain stability. During the 1940s, the FHA recommended that developers use covenants that were racially restrictive to protect from people of color. (Fischer 140, 1996) Because of this, Blacks and other people of color could not buy homes in most of the neighborhoods that Whites lived in the middle class communities. In the 1940s, the authorities began helping families buy homes by backing the loans. In order to get a loan, the house had to be in a neighborhood that was in the carousel two of four categories. The assessor s used a red pen to circle the neighborhoods that fell into the bottom two categories. This was called redlining, and the neighborhoods that fell into these bottom categories were primarily Black neighborhoods. These neighborhoods were unentitled for the loans which caused racial segregation throughout cities. Also, Blacks could not buy homes in the most affordable neighborhoods. Public housing projects were built in the redlined communities. The 1949 Housing Act was a renewal program that was aimed to get rid of the inner city ghettoes, and to remove galore(postnominal) people from their homes by condemning them, forcing them into public housing. The majority affected by this were Blacks. The Whites then began to leave cities and move to the suburbs, bringing the middle-class jobs with them. Racially restrictive covenants were ruled illegal in 1948, yet they were not enforced by the FHA until 1950. (Fischer 141, 1998) This meant that communities were able to segregate based on co lor without issue. Once racial segregation was made illegal within neighborhoods, White Flight became an issue. White flight was when White families would leave neighborhoods when a person of color would move in because they thought that they would lower the property value and the overall value of the neighborhood. Although this was legal, the morals behind it were beastly and unethical causing racism to spread more and causing the gap to widen.The media and the overall sense of racism within communities played a large role in the gap of wealth and social standing between Whites and people of color. The media has often portrayed Blacks as lazy and not wanting work. Also, in many cases the media has portrayed Black women as welfare reliant, wanting to have babies to receive welfare checks. This was because of AFDC, a welfare program that seemed to give incentive to women to have children so that they could gain more welfare benefits. (Week 5 6 PowerPoint, slide 54) AFDC also was onl y available to single parents which caused the split of many Black families because of their lead for money. However, the fact that Black women were believed to take advantage of this was a racial stigma spread by the media. This has caused the people and viewers to grow to learn these racist and biased opinions. Although the act of being racist can be the belief that one race is superior to another, it can also be colorblind. This means that there is a condition avoidance and acknowledgement of race. If one is a Colorblind Racist, they neglect that there have been and still are inequalities that need attention. (Silva 132, 2001) Nowadays, people may believe that they are not being racist if they completely rule out the fact that there is race, which causes them to not pay attention to the fact that there are racial inequalities. Presently, there are still many racial inequalities contributing the gap in wealth between Whites (and in some occasions Asians) and people of color. The se issues still need to be addressed in order to lessen the gap. Another type of racism that is contributing to the neglect is Laissez Faire racism where excuses are made to try to justify why the injustices are still present. The structures of investment opportunity the racialization of the give tongue to attribute to the tremendous inequality in wealth between Whites and people of color. Structural racism is embedded in social structures such as laws and policies. New Deal legislation such as Social Security systematically excluded Blacks in the earlier years. As welfare recipients became viewed as primarily Black and undeserving, welfare benefits became political targets and antipoverty programs were cut. TANF was a state-funded welfare program that gave the state control of who is eligible to receive welfare. This enabled the state to be racially selective and caused families to deplete all resources to gain aid.The gap of wealth between Blacks and Whites has been prevalent fo r centuries. The past events and laws have contributed to the current racial inequalities. slavery and segregation, housing sales and restrictions, and state-funded welfare all add to the current state of discriminations and imbalances of race in our communities. If these issues were assessed more accurately and unbiased, we could potentially close the gap between Blacks and Whites and finally have an equal society.

Come and Go Back :: essays research papers

The book I read is called Come and Go Back. This book was written by an anthropologist by the name of Joan Abelove whom lived in a village like the one in the book to study there culture. She wrote this book to explain to concourse through a story how there path of life is and some things which she experienced when she was there. This book is under fiction and is referred to as realistic. This book is based on events that took place in the 1970s. This book was printed in 1998 in the United States of America it is a Los Angeles times book prize finalist.Alicia lives in the Brazilian Rainforest. Her people are visited by two anthropologists named Joanna and Margarita. These women are called onetime(a) ladies by Alicias people even though they are only in their late twenties. They are asked to stay for a year. During the visit Alicia and the anthropologists come to respect each others cultures, which are very different. Her people believe that if you have something you must share it with everyone, and they dont believe in saving anything for another time. The tribe gets upset when the anthropologists want to husband some of the liquor they have for another occasion. They feel that the supplies the women have brought should be community property. At the beginning of the story Alicia doesnt want the newcomers to stay, but by the stopping point of the story they have become good friends and truly regret the end of the visit. Also part of the story, Alicia is believed to be mature enough to have children of her own. Although she is still a young teenager. When Carmella, a young traders wife in Alicias tribe, fears that her husband will kill their baby, Alicia volunteers to take superintend of the baby on her own. None of her people think that the baby is worth much, and they dont think it will survive since it is not fat. They call the baby a Nawa, but Alicia learns to love the baby she has agreed to care for.In this story the author tried to educate people on how this tribe had different values, beliefs, customs and well just a totally diverse way of living altogether, but the simple fact that even though there way of life was different from us we still shared similar problems and feelings.

The Murder of James Byrd Jr. Essay -- Essays Papers

The Murder of James Byrd Jr.In June of 1998, a sadistic murder of a middle-aged black man from Jasper, Texas, rekindled memories of lynching practices from the blood dye American past. James Byrd, Jr., 49, was beaten savagely to the point of unconsciousness, chained to the back of a pickup truck by his neck, and dragged for miles over rural roads right(prenominal) the town of Jasper. It is believed that Byrd survived through most of this experience, that is, until he was decapitated. Three white men, John William King, 23, Shawn Berry, 23, (both of whom had links to white supremacist groups) and Lawrence Brewer Jr., 31, were arrested. Brewer and King were sentenced to death for a racial hate crime that shocked the nation. Berry was sent to prison for life. In order to understand the reas...