Diversity in Sports Essay Example for Free

Diversity in Sports Essay Diversity in sports simply means equal opportunities for every athlete irregardless of gender, color, race, or origin. This is what the true spirit of competition should be all about. Sports should not only involve the white race, Americans, or men but also other races and sex(Jackson 2007). Rev. Jesse Jackson, Sr. , in his report to the House Committee on Energy and Commerce, said that in recent years, diversity in sports has become very evident. In the world of American football, the Indianapolis Colts, coached by an African-American, won a Super Bowl. In baseball, the Chicago White Sox, a multi-racial team managed by Ozzie Guillen, a Latino, and Ken Williams, an African-American, won the World Series in 2005. A year later, the New York Mets, who is managed by a Latino manager and an African-American general manager, almost duplicated the White Sox’ feat, losing only in Game 7 of the National League Championship. This goes to show that moves to diversify sports are moving forward(Jackson 2007). The National Basketball Association (NBA) has led the way in terms of sports diversity by opening its doors to other races. Long ago, the NBA was dominated by Americans or Canadians. Recently, however, one can see the teams drafting players from Europe and recently Asia. The Major League Baseball (MLB) and National Football League (NFL) are likewise starting to provide opportunities for other races which is why spectators would get to see the likes of Alfonso Soriano and Sammy Sossa hitting homeruns here and there(Jackson 2007). Diversity in Sports 4 The NBA: Taking the Lead In Diversity Leading the way as far as diversity in professional sports is the National Basketball Association (NBA). For more than twenty years, the NBA has become the leader in promoting equal opportunities to all races. Here are some NBA diversity facts and figures as reported by The Institute for Diversity in Ethics and Sports(Spears, 2007): 15% of team vice presidents in the NBA are held by colored people, which is the highest in all of professional sports. 79% of NBA players have colors. In 2007, the number of African-American players increased to 75% which is higher than the 73% recorded in 2006. Employment opportunities for colored people at the League offices were at 34 percent, which is 2% higher than the previous year. 39% of professional positions in the League Office are occupied by women. 12 teams in the NBA are handled by African-American coaches. The NBA’s total of 40% still tops all of professional sports. With 53 African-American head coaches, the NBA has more than doubled the number of colored head coaches in any other professional sports. Next in line is the MLB with 25 colored managers. 41% of assistant coaches in the NBA are colored which is the highest so far in the history of the league. Diversity in Sports 5 There are four African-American CEO/Presidents in the league and two other presidents of basketball operations. To date, they are the only people who have held such position in all of professional sports. In 2006, there were eight African-American general managers in the NBA, which tops other professional sports league. By the end of 2006-07, the NBA had 64 percent white referees, 32 percent African-American, 3 percent Latin Americans, and a single black referee in Violet Palmer. Diversity in College Sports While professional sports is heading towards diversity, such is not the case in college sports. According to a report by the University of Central Florida, diversity has not been progressing in collegiate leagues. Here are the facts(Belew, 2006): In Division I schools, only 25. 2% of head coaches are African-American which is higher by 2% than the previous year. In Division IA, out of a total of 119 football head coaches, only six are African-American and zero percent are women. In college basketball, only 4. 1% of head coaches come from the minority group with 2. 6% being Latin Americans. The enforcement of Title IX did not help the cause of women in college sports as not a single one of them is represented. Diversity in Sports 6 In sports involving women, most Division I, II, and III coaching jobs are occupied by 89. 6%, 90. 9%, and 92. 9%, respectively. In the men’s division, the breakdown was 90. 6%, 89. 5%, and 93. 4%, respectively, served as head coaches. Diversity in the Olympics The Olympic Games is one of the many sporting competitions that practices diversity in sports. Once every four years, athletes from various nations converge in one venue in order to have a shot at sports excellence(Guttmann, nd). There are two varieties of this international sporting event namely Winter and Summer Olympics. Contemporary Olympics started in Athens, Greece in 1896, a couple of years after Pierre de Coubertin proposed the holding of an Olympic Games to push for peace in the world. The inaugural Games only had about 300 athletes from less than 15 countries taking part in 43 events in nine disciplines. When the Olympics returned to Athens in 2004, the number of participants had ballooned to 10,000 athletes representing 202 nations vying in 28 various sports(Guttmann, nd). Women In The Olympics During the inaugural Olympics, there were no female athletes who took part in the Games. Four years later, however, golf and tennis allowed the participation of women. In 1912, swimming and diving became available for women athletes as well. Sixteen years later during the 1928 Games, gymnastics and track and field had female athletes likewise. Since then, the number of women competing in the Olympics have considerably increased. At present, fifty percent of all teams are comprised by women, with the exception of the Muslim countries, where female participation is minimal(Guttmann, nd). Diversity in Sports 7 The Paralympics Games In the true spirit of diversity in sports, disabled people can have an opportunity to experience competitive spirit and sports excellence with their own version of the Olympic Games. Introduced in 1960, in conjunction with the Olympic Games in Rome, the Paralympics, as it is called, highlights male and female athletes representing six various disability groups. The emphasis of the Paralympics Games is not on the disability but on individual achievements. Since then, the growth of the event has become steady. From the initial 400 athletes that took part in 1960, a total of 3806 athletes representing 136 nations took part during the 2004 Athens Paralympics Games. Beijing, China will be the cite of the next Paralympics Games(International Paralympics Committee, nd). Conclusion When it comes to sports, not a single nation can dominate all the events. While host nations of the Olympics choose the events where they have the advantage, chances are other nations will beat them in other fronts. This is what diversity in sports is all about. Fairness and equality in the light of competition. References Belew, B(2006 December 17). Diversity in College Sports – Coaching. The Biz of Knowledge. Retrieved July 14 2008 from http://www. thebizofknowledge. com/2006/12/diversity_in_college_sports_co_1. html Guttman, A(nd). Olympic Games. Microsoft Encarta Online Encyclopedia. Retrieved July 14 2008 from http://www. encarta. msn. com

Public Sector Productivity

Public Sector Productivity CHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY Public sector productivity is important to the performance of a country. Thornhill (2006) identifies three main reasons why public sector productivity is crucial. First, the public sector is a major employer of labour. Second, the public sector is a major provider of services particularly business and social services. Third, the public sector is a consumer of tax resources. To him, changes in the public sector productivity may have significant implications on the economy. Public sector productivity involves efficiency and outputs as well as effectiveness and outcome (Pritchard 2003, Tolentino 2004). In Kalliola’s formulation (2003), at least two points illustrate the issues that make the whole question of public sector productivity a highly contentious one in many countries. One is whether or not citizens are being provided with what they need. The other question is on how the services concerned (public servants) make better use of the resources at their disposal. While factors such as aging population and increasing healthcare and pension costs add to budgeting pressure, citizens are demanding that governments should be made accountable for what they achieve with the taxpayers’ money (Curristine et.al: 2007). The issue of productivity and performance enhancement in the public sector is nothing new, scholars and practitioners have worked for decades to identify what makes governance productive and effective. Over the years while there have been a variety of studies concerning government worker motivation and productivity, few, if any, studies have focused specifically on state workers’ perceptions about what factors affects their productivity . With more than five (5) million workers employed by state governments, any improvement in state workplace productivity could have significant financial and service impact for society. Workforce productivity remains a primary element for success in most organizations, including those in government. Knowing what factors influence productivity is a prerequisite to improving performance and at the same time contain expenditure growth (Haenisch 2012). In fact, the use of the concept of productivity has been intermingled with the concept of performance (Jackson, 1999; Stainer and Stainer, 2000). Researchers have identified each concept in different ways. Productivity of the workers’ in the public sector is a function of many factors ranging from top management support, committed personnel at all levels, performance measurement system, employee training, reward structures, community involvement and feedback to correction of budget-management decisions. It is thus important to build up capacities for productivity improvement (Holzer and Seok-Hwan, 2004) Public sector workers have been viewed to be less productive because about 39% of them are not fully engaged in their jobs, about 54% of them are not satisfied with their jobs, while about 39% of them are somewhat or very likely to make a concerted effort to find a new job with another employer in the coming year. (Bond and Galinsky 2006). While some scholars have argued that the solutions to the challenges faced in the Nigerian public service is by decentralization of political power and the responsibilities of sub-national government, others argue that appropriate human resource management practices and increasing the scale of operations will improve efficiency among government workers. On the basis of this therefore, this study aims at investigating issues pertaining to maximum productivity in the public sector will be achieved. 1.2 STATEMENT OF THE PROBLEM There is significant evidence that productivity advancement in government organizations has not kept pace with the increase found in the private sector (Haenisch: 2012), Nigeria today is regarded as one of the most corrupt nations in the world and to this effect, there have been several civil service reforms which each reform has adjusted or changed several things in the previous reform. The last civil service reform was the Obasanjo Civil Service Renewal Program, 1999-2001. One of the crucial challenges faced by the Obasanjo administration on assuming office on 29th May, 1999 was the issue of how to address the crisis in the public sector (Olaopa, 2008). Aspects of the crisis identified were inefficiency in the delivery of social services (Olaopa, 2008). Years after these reforms, there seem to be no improvement in the productiveness in the Nigerian public service. It is however crucial to note that these negative characteristics are still very much rampant in the present Nigerian public sector. These lapses have led to weakening of public institutions, distrust of government by citizens, collapse of infrastructures and a development of a sense of despair amongst the Nigerian peoples Moreover, there is significant evidence that productivity advancement in government organizations has not kept pace with the increase found in the private sector and a number of factors still limit the success of most attempts to measure or improve productivity (Killefer and Mendonca, 2006). It is imperative to find out those factors that still limit productivity of Nigeria’s public sector. 1.3 RESEARCH QUESTIONS What is the relationship between workers’ productivity and public service effectiveness? How effective are the facilities put in place to enhance productivity in the public sector? How effective are the policies put in place to enhance productivity in the public sector? What are the factors responsible for low productivity in the Nigerian public service? How can productivity be enhanced in the Nigerian public service? 1.4 OBJECTIVES OF THE STUDY At the end of this research, the following will be achieved; To examine the relationship between productivity and public service effectiveness To examine the effectiveness of the facilities put in place to enhance workers’ productivity in the public sector. To examine the effectiveness of the policies put in place to enhance workers’ productivity in the public sector. To examine the factors responsible for low productivity in the Nigerian public sector To know how productivity can be enhanced in the Nigerian public service. 1.5 RESEARCH HYPOTHESIS H1: There is no relationship between workers’ productivity and public service effectiveness H2: The facilities put in place to enhance productivity in the public sector are not effective. H3: The policies put in place to enhance productivity in the public sector are not effective. H4: There are no factors responsible for low productivity in the Nigerian public service. H5: Productivity cannot be enhanced in the Nigerian public service. 1.6 SIGNIFICANCE OF THE STUDY This research work is significant in that the reason why the Nigerian public service was established will be examined, if the public sector is achieving reasons why it was established, how effective has it been, to what extent it had achieved its purpose and to what extent it is relevant. Also, there have been relatively few researches effectiveness and productivity in the Nigerian Civil Service. What this research attempts to do is to focus on how productive the public sector is and bring it to the enlightenment of the general public The significance of this study is to add to general knowledge on the relationship between workers’ productivity and public service effectiveness in Nigeria. This research is also significant in that it can serve as a source of secondary research for other scholars who will be researching on aspects relating to public service effectiveness and workers’ productivity. 1.7 DELIMITATION OF THE STUDY The scope of this study is to examine the level of productivity of workers in the public sector. This helps to identify the extent to which workers in the public sector carry out their duties and how well they value their positions. The research is limited to the Oyo State Ministry of Information in the fourth republic specifically between 1999 and 2013. And the limitation of this study is seen in that Public sector productivity cannot be quantified. 1.8 OUTLINE OF THE STUDY Chapter One: This chapter is the introduction to the Study of Worker’s Productivity and Public Service Effectiveness. It highlights the research questions and objectives. Chapter Two: This chapter is the Literature Review and Theoretical Framework. It carries the definition of terms; the meaning and definition of Productivity, the meaning and definition of Public Service and also the meaning and definition of effectiveness. It also includes reviewing works done by other scholars and theoretical framework. Chapter Three: This chapter emphasizes on the historical development of the Nigerian public sector and its various reforms. Chapter Four: This chapter is the Presentation and Analysis of data. It also tests the various hypothesis of the research and discusses the research findings. Chapter Five: This chapter is the summary, recommendations and conclusion of the work. It summarizes the entire findings of this research. 1.9 REFERENCES Curristine, Lonti, Joumard, (2007), Improving Public Sector Efficiency: Challenges and Opportunities: OECD Journal on Budgeting Volume 7, No. 1 (OECD 2007) Gberevbie, D. et.al (2009), â€Å"Staff Indiscipline and Productivity in the Public Sector in Nigeria†, An International Multi-Disciplinary Journal, Ethiopia Vol. 3 (4), Haenisch, J.P. (2012), Factors Affecting Productivity of Government Workers: Kaplan University Wyoming, USA Holzer, M. and Seok-Hwan, L. (2004), â€Å"Mastering Public Productivity and Performance Improvement from a Productive Management Perspective† in Holzer, M. and Seok-Hwan, L. (Eds.) Public Productivity Handbook, 2nd ed,. New York NY: Marcel Dekker, Jackson, P.M (1999), â€Å"Productivity and performance of Public Sector Organizations†, International Journal of Technology Management, Vol. 19, No. 7/8 pp. 754-56 Mantu, S.N. (1998), Evolution of Nigerian Civil Service; The 1988 Reforms, Zaria; Gaskiya Corporation Ltd. Ogunrotifa, A.B. (2012), ‘Federal Civil Service Reforms in Nigeria: A Case of Democratic Centralism†, Radix International Journal of Research in Social Science Vol. 1, Issue 10 (October 2012) Okunade, A. (1987), Public Administration in Nigeria, Ibadan: Center for External Studies, University of Ibadan. Olaopa, T. (2008), Theory and Practice of Public Administration and Civil Service Reforms in Nigeria, Ibadan: Spectrum Books Limited Olusanya, G.O. (1975), â€Å"The Evolution of the Nigerian Civil Service- 1861-1960: The Problems of Nigerianisation†, University of Lagos Humanities Monograph Series, No.2. Stainer, A and Stainer, L (2000), â€Å"Performance in Public Sector a Total Productivity Approach†, International Journal of Business Performance Management, Vol. 2, No. 4, pp: 263-75 Thornhill, D. (2006), â€Å"Productivity Attainment in a Diverse Public Sector† paper presented at the Public Seminar on Promoting Productivity in a Diverse Public Sector, Dublin, 21st April Wey, S.O. (1971), â€Å"The Structure and Organization of the Public Service†, Lagos: Cabinet Office February.

Determination of Protein Concentration Experiment

Determination of Protein Concentration Experiment ABSTRACT: The objective of this experiment is to determine the concentrations of RNase H which was purified in the previous lab experiment and of an unknown solution, which was administered by the TA. A Bradford reagent was utilized to determine the total concentration which binds to the protein. The samples were placed in a spectrophotometer and the absorbance was recorded for each sample. The data was compared to the calibration curve made using the standard protein solutions and the absorbance reading. Our sample was unknown #3, which had a total concentration of 1.418 mg/mL. The concentrations for the original flow through, washing buffer flow through, and the eluting buffer flow through were 0.021 mg/mL, 0.0274 mg/mL, and 0.014 mg/mL, respectively, with a 98% confidence interval of  ± 0.0021 %. INTRODUCTION: In the previous lab experiment, the His-tag protein RNase H was purified by implementing a method called affinity chromatography. Affinity chromatography is utilized to isolate and purify proteins due to its high selectivity to the protein of interest (Biochemistry, 2015). The unused eluting buffer, original flow through, eluting buffer flow through, and the washing buffer flow through were all retained and stored for the latter experiment #7. In addition to the solutions mentioned, five standards protein solutions are prepared by diluting a 1.56 mg/mL of bovine gamma globulin solution (IgG) and unused eluting buffer. The final prepared solution is placed in a spectrophotometer and set at an absorbance of 596 nm. The unused eluting buffer is used as the control in the experiment to balance the spectrophotometer. A calibration curve is created using the absorbance measured from the five standards. In most cases, the calibration curve or standard curves are generated using a least two sets of data or replicates, which holds true in our case. However, the average of the two absorbance sets were used to create the standard curve. The blank/control consists of a buffer without addition of protein. The protein standards have a known concentration of protein, and the unknown sample is the solution to be assayed (Lab Manual). All of the 20 prepared solutions contain the Bradford protein assay. Bovine gamma globulin is a protein assay that is used as a protein concentration reference standard for use in the Bradford for total protein assay. It is used in Bradford and other protein assays. The Bradford protein assay, also referred to as Bradford reagent, is commonly used in laboratories to determine the concentration of the protein within the sample. The reagent binds to the proteins present. The amount of protein present is proportional the binding of the Bradford reagent. Meaning that the more protein present in the sample, the greater the dye will bind. The reagent is said to colorimetric, therefore, a color change can be observed, in reference to the protein concentration. The blue hue from the reagent becomes progressively darker as we increase the protein concentration. The opposite holds true for the lighter blue hue, which indicates less protein is present in the solution. With the aid of the Bradford Reagent, it is possible to determine the total amount of protein c oncentration present in the sample of interest. EXPERIMENTAL PROCEDURES: MATERIALS: Unused Eluting Buffer (Control)-from lab #6 Eluting Buffer flow through (EB)-from lab #6 Washing Buffer flow through (WB)-from lab #6 Original Flow through (OFT)-from lab #6 1 mL of a 1.56 mg/mL Solution of Bovine Gamma Globulin (IgG) 0.25, 0.50, 0.75, 1.0, and 1.5 mg/mL of IgG-Protein Concentration Standards Bradford Reagent 20 plastic test tubes Cuvets, disposable plastic Parafilm Spectrophotometer PROCEDURES: Prepare five standard protein solutions in a microcentrifuge tube by diluting the 1.56 mg/mL of IgG stock solution appropriately with unused eluting buffer from lab #6. Each solution should have a total volume of 250  µL and the concentrations should be as follows: 0.25, 0.5, 0.75, 1.0, and 1.5 of IgG. Set up 20 test tubes and divide into two sets. Label 5 test tubes per the concentrations mentioned above, and the remaining 5 tubes as follows; eluting buffer flow through, unused eluting buffer, original flow through, washing flow through, and the unknown sample # obtained from the TA. Repeat this procedure for set two. Add 50  µL of the appropriate solution to each tube. Add 1.5 mL of Bradford reagent to each of the 20 test tubes then cover with each tube with parafilm and mix using the vortex mixer for approx..3 seconds. Wait 10 minutes and then transfer all the solutions to cuvets. For set one and two, place the unused eluting buffer cuvet into the spectrophotometer a pparatus to balance and set to 596 nm. Read the absorbance for the other cuvets. Record each reading in lab notebook. Plot the average absorbance on the y-axis vs. concentration on the x-axis of the duplicate standard protein solutions. Determine the concentrations of the original flow through, washing flow through, eluting buffer flow through, and the unknown sample by using equation generated from the slope of the plot. RESULTS: DATA TABLES: Standard Protein Solutions: Protein Concentration (mg/mL) Volume of 1.56 mg/mL IgG Stock Solution Needed ( µL) Volume of Unused Eluting Buffer Used ( µL) Total Volume of Solution 0.25 40 210 250  µl 0.50 80 170 250  µl 0.75 120 130 250  µl 1.0 160 90 250  µl 1.5 240 10 250  µl Absorbance Data: Concentrations (mg/mL) Absorbance at 596 nm Set 1 Set 2 Average 1.50 0.608 0.633 0.621 1.00 0.455 0.423 0.439 0.75 0.441 0.246 0.344 0.50 0.162 0.307 0.235 0.25 0.043 0.056 0.050 Unused EB (Control) = 0 0.000 0.000 0.000 Original Flow through 0.004 -0.003 0.001 Washing Buffer 0.002 0.005 0.004 Eluting Buffer 0.001 -0.004 -0.002 Unknown Sample #3 0.608 0.606 0.607 Total Concentration: Protein Sample Concentration (mg/mL) Original Flow through 0.0205 Washing Buffer 0.0274 Eluting Buffer 0.0136 Unknown Sample #3 1.418 GRAPH: CALCULATIONS: The expression given by the best fit linear trend will be used to determine the concentrations for the original flow through, washing flow through, eluting buffer flow through, and unknown sample #3. Where y-represents the absorbance, and x-represents the concentration. The units corresponding to the slope are in mg/mL. Equation of the slope is: y = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079. Solving for x will give us the concentrations of the samples. Concentration of the Original Flow Through: Rearrange to solve for x: y = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 à ¯Ã†â€™Ã‚ ¨ x = (y 0.0079)/(0.4336) (0.001) = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 x = (0.001 + 0.0079)/(0.4336) x = 0.0205 mg/mLà ¢Ã¢â‚¬ °Ã‹â€  0.021 mg/mL CALCULATIONS: (continued) Concentration of Washing Buffer Flow Through: y = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 (0.004) = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 x = (0.004 + 0.0079)/(0.4336) x = 0.0274 mg/mLà ¢Ã¢â‚¬ °Ã‹â€  0.027 mg/mL Concentration of Eluting Buffer Flow Through: y = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 (-0.002) = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 x = (-0.002 + 0.0079)/(0.4336) x = 0.0136 mg/mLà ¢Ã¢â‚¬ °Ã‹â€  0.014 mg/mL Concentration of Unknown Solution #3: y = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 (0.607) = 0.4336x à ¢Ã‹â€ Ã¢â‚¬â„¢ 0.0079 x = (0.607 + 0.0079)/(0.4336) x = 1.418 mg/mL DISCUSSION: The main goal for this experiment was to determine the protein concentration of the original flow through, washing buffer flow through, eluting buffer flow through, and an unknown sample which was given by the TA. These samples apart from the unknown were prepared in the previous lab experiment and was retained for further analyses for this experiment. In addition to the samples mentioned above, five standard protein solutions were prepared by diluting the 1.56 mg/mL of IgG solution with the unused eluting buffer obtained from lab #6. The concentrations of the standards were as follows: 0.25 mg/mL 0.50 mg/mL, 0.75 mg/mL, 1.0 mg/mL, and 1.5 mg/mL. The unused eluting buffer was also used as the control. It was apparent that upon adding the Bradford reagent to the samples there was visible a color change. A few of the solutions instantly turned to a darker blue hue while others remained a light blue color. The darker color indicated there was a greater concentration of proteins. A calibration curve was generated by plotting the concentrations of the five standards and their respective absorbance reading. It was determined that the best fit for the data was linear which yields an equation in the form of y = mx + b, where y represents the absorbance at 596 nm and x represents the protein concentration. The equation was rearranged as to solve for x and determine the protein concentration of the samples and the unknown #3, based on the data from the averages of the two sets of absorbance measured. However, two values from set two gave negative readings, which was indicative that the concentration of the protein was less than that of the control sample. As per my results, it was concluded that our unknown sample had a total protein concentration of 1.418 mg/mL. The concentrations for the flow through of the original solution, washing buffer, and eluting buffer had a total protein concentration of 0.0205 mg/mL, 0.0274 mg/mL, and 0.0136 mg/mL, respectively. The absorbance data was further analyzed using a 98% confidence interval and yielded a  ± 0.002% margin error. The R-value was relatively close to 1, which gives an equation that is more accurate. This also indicates that the calculated values for the protein concentration will reflect a value closer to the true concentration of the protein of interest. REFERENCES: J. M. Berg, J. L. Tymoczko, G. J. Gatto, Jr., L. Stryer, Biochemistry (8th ed., pp. 70-71). (2015). W.H. Freeman Company. Bradford, M. M. Analytical Biochemistry. Volume 72. A Rapid and Sensitive Method for the Quantitation of Microgram Quantities of Protein Utilizing the Principle of Protein-dye Binding. (pp. 248-254). (1976). Robyt, J. F. and White, B. J. Biochemical Techniques. Theory and Practice. Brooks/Cole, Monterey, CA. (1997) https://www.thermofisher.com/order/catalog/product/23212

Class Politics in the United States :: Politics Political Essays

A distinctive feature of US politics, in comparison with most other industrialized nations in the world, is its virtual lack of class-based politics. President George W. Bush, for instance, has said that class is for ‘European democracies or something else—it isn’t for the United States of America. We are not going to be divided by class’ (cited in Harrigan, 2000: 6). And this seems to be the general attitude that pervades all of American society, to the extent where militating on the basis of class could even be seen as culturally abhorrent. It is a fact that in the 1990s, trade union membership accounted for only 15 percent of all wage and salary workers, down from 25 percent in 1975. This is despite 30 percent of all workers still employed in blue-collar jobs as of 1996 (McKay, 2001: 226; Vanneman and Cannon, 1987: 5). Between the two major political parties, the Democrats and the Republicans, there are only relatively minor ideological differences, with the former leaning slightly more to the ‘liberal’ side, while the later are more ‘conservative’, though neither articulates anything near resembling class politics. This has led to much speculation among scholars as to why this could be the case. A number of reasons have been posed, including: 1. America is mainly a middle class society, with an individualistic culture; high levels of social mobility; and equality of opportunity, which are prized over collective action. 2. America does not have a feudal past, from which class cleavages can be drawn. 3. America is the richest industrialized nation in the world, and therefore has an overall higher standard of living, which minimizes any potential for class action. 4. The American working class is divided sharply along ethnic and racial lines. 5. The American two-party system makes it difficult for radical political parties to develop. However, despite this lack of class politics, the US continues to experience some of the most exacerbated income and wealth inequalities in the industrialized world, with the gap between the rich and the poor growing over the past thirty years. In addition, the proportion of the population living in poverty, according to official figures, is at around 14-16 percent (McKay, op. cit. :27). This raises the question as to the nature of class in the United States, and as to how the US class structure (if one exists) is reflected in mainstream politics.

The novel The Adventures of Huckleberry Finn, written by Samuel L. Essa

The novel The Adventures of Huckleberry Finn, written by Samuel L. Clemens, whose pen name was Mark Twain, presents the evils of southern societies during the pre-Civil War period in America. The novel The Adventures of Huckleberry Finn, written by Samuel L. Clemens, whose pen name was Mark Twain, presents the evils of southern societies during the pre-Civil War period in America. Clemens, a well-respected author, "began writing The Adventures of Huckleberry Finn in 1876 and, after several stops and starts, completed it in 1883" (19). This novel revolves around the theme of slavery versus freedom, and was published at a time when most southern landowners still "owned" slaves. Huck Finn is a novel that incorporates the struggles of a young boy, Huck Finn, with that of a cruel, careless world, on his travel down the Mississippi River in attempt at finding his own identity. In this essay, I will present textual evidence that proves that the Seven Deadly Sins are directly associated with the types of evil in the novel, making Huck's world one of violence, terror, and death. The Seven Deadly Sins will be discussed according to their significance throughout the novel, beginning with: 1.) Pride; 2.) Avarice and Sloth; 3.) Gluttony and Wrath; and 4.) Envy and Lust. Clemens' main character, Huck Finn, experiences a great deal of violence throughout the novel as a direct result of the most significant Deadly Sin, Pride. Huck's father, Pap, is a drunkard who continuously exemplifies the sin of Pride. Pap finds extreme Pride in the "white man" with the legality of slavery. An example of his Pride is seen when an inebriated Pap verbally attacks free blacks in the States. He states, "It was 'lection day, and I was... ...usion, the Seven Deadly Sins of Pride, Avarice, Sloth, Gluttony, Wrath, Envy, and Lust are significant in the novel with making Huck's world full of violence and death. The deadly sins committed throughout the work produce an undesirable life for society, and much less for a child of Huck's age. The wondrous adventure that Huck assumes he will take on at the beginning of the novel, becomes no match to the evils that the young boy will view on his journey. The Seven Deadly Sins are all directly linked to the evils that Huck experiences. Huck's eventful, yet horrific adventure becomes the base for which he is forced into manhood. The Adventures of Huckleberry Finn takes the audience from "the endless summer of childhood pleasures.", found in Clemens' The Adventures of Tom Sawyer to the "violence, terror, and death that lurk at the edges of the village"(19).

Business Edge Email

To: David Johnson Subject: Information on Business Edge Dear Mr David Johnson Firstly I would like to thank you for your response to my email based on my application for the sales and marketing position you are currently have available. I am pleased to know you would like further knowledge of my completion of the Business Edge Program undertaken through my Bachelor of Business at Edith Cowan University. The program helped me develop a range of skills related to the sales and marketing role in which I have applied for. The following email will represent the key aspects that Business Edge specified within my time in the program. I will analyze the different components of Business Edge and the skills I have gained during the program. Additionally I will explain how these concepts will be beneficial to your company. As a result this email will give you background knowledge on my intake and understanding of the Program. The Business Edge program is designed to help students understand the growing impact of international competition in businesses and employment and how to successfully operate in the global marketplace. The program introduces students to the concept of business and to various interpersonal, group work and organizational skills essential for university and employment success. The Program is also geared to helping students to realize and improve their abilities in individual learning styles, group work, cross-cultural communication, business communication, critical thinking and ethical behavior. In addition, the Business Edge program introduces students to the concept of self-reflection, self-discovery, self- criticism, peer assessment and information and time management. Having completed this program I can tell you that it is an extremely unique course as it focuses on student centered learning. This means that there are plenty of role-plays, scenarios, interactive multi-media and activities where students develop their employability skills by ‘doing’. As the student you must use your previous knowledge and experience, apply these to real situations and learn from those around you so that your employability skills can be developed and refined along the entire length of the program. A key attribute I have developed through the Business Edge program is the â€Å"ability to communicate†. This gives me excellent employability skills such as forming effective relationships with customers and employees. This is a perfect attribute for the sales and marketing role. As someone interested in sales and marketing I think it is essential that you communicate effectively and form networks with customers and fellow clients. I think the ability to interact with others openly and objectively is vital criteria for the position and Business Edge has certainly given me a great advantage in this area. The main emphasis that the Business Edge program projected was on clear communication and presentations. Personally I feel to be a competent communicator you must first be able to listen and understand others, in particular with sales because face to face communication is frequent and also phone conversation. I think my ability to understand clear communication and my advanced understanding of open questions will benefit your company greatly. I know when working in sales and marketing you have to allow communication to flow and invite open discussion. You must have a clear tone as well as a good posture if talking to an audience, when talking on a phone your manner must be polite while still being clear and able to adapt. I believe that a good communicator is someone who can change the way they communicate to suit the person they are speaking to. You should express yourself in a way that makes sense to that person. I think the Business Edge program has helped me achieve this and it will be a great asset in the sales and marketing role. Another attribute that I developed through the Business Edge program is the â€Å"ability to work in teams†. The Business Edge program as stated earlier is student centered and the learning process is by â€Å"doing†. Most of this is done through group work, participating in various activities and presentations. Through these activities I could improve my self-confidence to a higher level. I got an idea about how to work in groups with mutual understanding and to respect others ideas as well. With the knowledge I gained from this unit, I’m now able to get others give their ears to me and express my ideas in an effective manner in front of an audience.

Organizational behavior in Southwest Airlines Essay

Organizational behavior is a tool that any organisation that wants to be successful must use in order to attain its goals and objectives. Organizational behavior interprets all the relationships in an organization and manipulates them in order to attain the organizational objectives. The relationships that are assessed include the relationships between the organization and a person, people, groups and the society in general. The major goal of organizational behavior is to improve all these relationships so that in the process, the organizational objectives can be achieved. It is a broad concept that can be viewed from different dimensions. Organizational behavior has many elements which are dictated by the management’s approach to operations of an organization. The approach used determines the culture in an organization. Culture is the way in which an organization carries out its activities, including the communication links, leadership style, and other dynamics which workers derive their motivation from. The motivation determines the performance and growth of the organization. Four models are usually used within organizations, and the model used is determined by the management strategy. The first model is the autocratic model and it vests power with the management, according to Davidson (2003). He says that the employees are required to obey the chain of command and that this approach does not usually yield high performance results. The second model is the custodial model and it is geared towards rewarding the employees according to the performance. This type of approach does not yield optimum performance results as employees cooperate with the management passively. The third model, he further explains, is the supportive model and this model stresses the need for a leadership structure that supports employees in terms of performance. This approach motivates the employees to achieve optimal performance. The last model is the collegial model and this emphasizes team work among employees in performance of their duties. It encourages discipline and responsibility thus achieving moderate performance results. It is important to note that most organizations use a combination of the models to achieve their goals. Organizational structure Southwest airlines was started in 1971 by Herb Kelleher and Rolling King, according to Harris (2001). The reasoning behind the idea, he says, was that passengers would use an airline if the airline reached the destination on time, was reasonably priced and if passengers enjoyed their flights. That idea is what has propelled Southwest airlines to be the among the top four largest airlines in the United States. Every year, the airline transports over 60 million passengers across 30 states using over 300 air-crafts (Cohan, 2003). The airline specializes in the low-fare transport and it has a model that is so impressive that it is being emulated by other airlines. The success of Southwest Airline can be attributed to the organizational approaches that are used in the daily operations of the airline. The organization uses certain concepts of organizational behavior that help the management achieve the goal of the airline. One of the concepts that Southwest Airline uses is the organizational structure. This is the nature of relationships along the hierarchical structure of the organization. The organizational structure usually determines how the operations of the airline are carried out. This is because it guides the sharing of responsibilities among the employees according to their ranks. In the Southwest Airline, some people describe the organizational structure as a pyramid that is inverted. This implies that the people that are at the top levels of management go to the bottom levels to motivate the employees. This is a characteristic that is featured in the supportive model. When the managers talk to the people at the lower levels of management and listen to their views, they end up motivating their employees. Herb Kelleher, one of the founders of Southwest Airlines is reported to have stayed in a bar until the wee hours of the morning so that he could talk to his mechanic and hear his views concerning the airline. His leadership style ensures that everyone participates in the making of a decision. This is important since it ensures that everyone is bound by decisions they make as opposed to decisions being imposed upon them. Kelleher tries to motivate his employees to be open minded and to express themselves freely without constraints such as ranks between themselves. Kelleher is at the forefront of practicing what he believes in and is said to know names of almost all of his employees. This organizational structure is reflected even in the board where the directors are elected by shareholders. This enables all stakeholders to have confidence in the running of the airline as they have a right to choose the people who run the airline. The management of Southwest Airlines is very keen to reduce bureaucracy as it is aware of the negative effects it has in an organization. This is done through decentralizing responsibilities to the employees. The Southwest Aviation organizational structure is in such a way that employees have access to information. The rationale behind it, is that it is important for employees to have unlimited information so that they can make independent decisions, which is vital in a dynamic industry like aviation. This structure also takes care of the needs of the clients. There are links available in the airline’s website that address any complaints and suggestions that the clients may have. There are also avenues where customers write letters expressing the same, and the management makes sure all the letters are replied to. In fact, customers write over one thousand letters every week and each letter gets a reply within one month. At times, the schedule of flights may be changed in order to cater for the needs of frequent fliers. Motivation. This is the focus of energy towards the achievement of a certain goal. The motivation of someone to do something may arise from internal forces such as interests and beliefs or external forces such as danger. There are several things that the management can do to motivate employees. One, the management should align the goals of the organization with the needs of the employees. This means that the nature of jobs that the employees do should be aligned with their beliefs. For example, if the company conducts its affairs in a fraudulent manner, the employees are also likely to perpetrate fraud against the company. The company should also reward good behavior since it will motivate the employees to work harder. The rewards need not be big, a ‘thank you note’ is sufficient. The senior managers should set good examples to their employees by obeying the rules they set so that the employees can also do the same. Another factor that brings motivation to employees is development of morale and team spirit. This means that the working environment should be pleasant to the employees and they should look forward to going to work. The employees should also identify with the company. Participation is another factor that can increase motivation. This means that the employees participate in the making of decisions and solving of problems to ensure that they feel as part of the process and are thus bound by it. Southwest Airline was the first airline in the United States to begin a profit sharing plan, with its employees. It began sharing its profits with its employees in 1974 and has done it since then. In the year 2000, Southwest Airline offered its employees $138 million in the profit sharing plan (McConnell, 2002). This is a major motivation to the employees since they feel appreciated by the airline. This incentive also motivates them to work harder so that the following year they can get higher benefits. Besides these benefits, there are other incentives and awards, like ’employee of the month’ award. However, an unusual way of praising employees is visible in a bill board at Southwest Airline’s headquarters in Dallas. The billboard praises the employees of Southwest Airline for making Kelleher’s dream come true. The corridors are further lined with photographs of parties that employees attended in order to complete the picture. In case of illnesses or child birth, the employees are given presents by the airline (Cohan, 2003). All this demonstrates to the employees that they are the most important assets of the the company. Southwest Airline goes a step further and trains over twenty thousand employees every year in its own university. The university teaches the employees values of the airline and encourages open minded thinking. Southwest Airline is also very supportive of its employees in terms of encouragement to come up with new ideas or doing the same things, differently. An example is ‘walk a mile in my shoes’ program where co-workers exchange jobs with their colleagues from different departments for one day in order to experience what the other employees go through. Lastly, the greatest motivation from the airline comes from Kelleher. He has a great sense of humor, he has ‘hands on’ style of leadership and has a vision that inspires employees to work harder to achieve. Some people actually regard Southwest Airline as the most friendly airline in the United States. Power and politics Politics is present in all aspects of society. Politics creates power and thus an impact that is felt by everyone in the society. It is virtually impossible to separate politics from society (Hessian, 2000). Politics is present in educational institutions, in religion and other elements of a social network. Eventually, politics finds its way into the business world. It is important to prevent politics from interfering with the operations of a company as this prevents the company from achieving its goals and could lead to its downfall. There are however positive aspects that come about as a result of power and politics in an organization. Large companies are able to seal deals, merge with other companies, acquire the smaller companies and so on. Others are the economies of scale, that include the ability to acquire loans from banks, discounts from suppliers due to buying in bulk and the goodwill that attracts customers to the company as a result of being a brand name. Southwest is a very big airline, and the fact that it is among the four largest airlines in the United States guarantees that it is powerful. Its strategy to cater for low cost customers has seen it grow and own over three hundred air-crafts, all Boeing models. The power means that the airline is susceptible to political interference. This is something that the board should guard against. Unfortunately, there have been a few weaknesses in the airline as a result of power and politics. Southwest Airline offers coach seats and it does not offer in-flight meals, it just offers snacks. This is as a result of the growth that it has experienced due to investment in the low cost model. Unfortunately, other airlines have imitated the model due to its popularity. This is unfortunate since in the near future, the model will have become so common that passengers will no longer associate it with Southwest Airline. Another problem associated with the lack of in flight meals is that other airlines are taking full advantage of it when advertising since that is the only area that they are superior to Southwest Airline. Either due to power or politics, the airline does not pay attention to these perceived minute, but major details that may lead to its downfall. According to Brown (2001), regulators allowed Southwest Airline to violate safety regulations, on numerous occasions, without facing consequences. This arose because of the power that the airline has that enables it to have a close relationship with Federal officials. The report by the inspector general revealed that Southwest Airline had violated more regulations than it had been thought. The report also revealed that managers of the Federal Aviation Administration had negligently given the airline a pardon. It finally became clear that the airline violates safety regulations repeatedly. Further investigations revealed that the airline has violated at least eight regulations including an error that cost $10 million in fines. The fine led to some employees facing compulsory leave but that in many people’s opinion, is a case of ‘too little, too late’. This cannot be acceptable since flouting such regulations is not only gambling with the airline’s goodwill that has taken years to build, but it is gambling with people’s lives. Such negligent acts can be attributed to power and politics and should be avoided at all costs. The airline has also faced numerous lawsuits ranging from accusations of failure to inspect the plane before take off to negligently allowing a crash landing, in Illinois in 2005 which led to fatalities. It is important to note that before passengers choose an airline, they check the safety record. This is the reason that passenger traffic reduced after the September 11, 2001 attacks. In light of this, regardless of whether the airline is a major player or not, it will lose its customers if these kinds of allegations continue being reported. That will be the downfall of an airline whose reputation took years to build. The airline should be very wary when dealing with the lives of its passengers and should not take its power and support for granted. Conclusion. Southwest Airline has been transformed from being a simple idea to being one of the top players in the aviation industry. It has become evident that for an airline to succeed, it should target a specific class of customers and that it should take the welfare of its employees very seriously. Some of the best ways of motivating employees are inexpensive, a pat on the back can do a lot in raising the self esteem of an employee in an organization. Motivating the employees will help them achieve their potential. Bureaucracy should be eliminated to ensure free flow of information. Managers should work with the lower cadre employees in order to make them feel appreciated. Lastly, politics and power should be regulated to prevent interference with the workings of organizations. Southwest Aviation should correct the few weaknesses that it experiences and it will hopefully become the biggest airline in the United States in future.