Nike The Sweatshop

Nike Company is considered as one of the classic world wide corporations established in America. Its fame is also associated to the superfluous profits that the company makes out of the large volumes of shoes that it produces. Nike Company has been able to propagate its revenues from the fact that its sells its products from more than 140 countries worldwide.Advertising We will write a custom essay sample on Nike: The Sweatshop specifically for you for only $16.05 $11/page Learn More Despite of the company being able to generate profound profits out of the large volumes from the apparels and shoes, it is being characterized by some features that may in one way or another be perceived as unethical. Some of the issues that the company ought to keenly observe comprise of the working condition of the employees. In essence the working condition may comprise of the remuneration to its respective employees and the conditions that the company dictates to its sub contractors (Hill, 2009). Nike being termed as the best performing corporation on a global sense in terms of the apparels and shoes it is able to produce in an annual basis. This means that it is being able to control the market. In other words, the company has been able to set up and establish the conditions that ought to be followed by other marketers, live alone its subcontractors. Considering the amount of remuneration that the company offers to its employees and the conditions that it has set up to even the foreign factories that it works with, it would be just if the company is held responsible for such conditions. As long as the subcontractors make products for Nike Company, the foreign countries associated with the subcontractors in one way or another are being controlled by Nike Company. Therefore, the conditions that those foreign companies implemented are indirectly linked to Nike Company and thus, this justifies why Nike Company ought to be held responsible for any condi tion within the foreign company (Hill, 2009). Though, Nike may be held responsible for the conditions subsisting in foreign countries, which might be regarded as being unethical, there are others that ought to be held both in the mother country and in the foreign countries. Some of the working conditions that should be upheld in the foreign countries are the issues concerning the overtime rates. In order to have a livable wage, there should be no limit for the overtime. In essence it should not be limited in any way (Bateman Snell, 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It would be justified to criticize Nike Company for the low wages it provides to the subcontractors residing in Indonesia. Considering the high standard of living – constituted to the amount of work done by the subcontractors – at least Nike Company should be advocating for the minimum age, but for an increment in total wages. Also, considering the amount of profits the company generates, a little increase will be considerable. In view of the way Nike retaliated to the negativity publicity about the sweatshops by promising to improve the working conditions and also amending the labor rule and regulations, it was not a better way forward. The negative publicity would still hold as long as those products would remain produced from the â€Å"sweatshops† Additionally, considering that the company is aimed at offering quality products to its clients, changing the brand name of the production site (sweatshop) would in one way initiate a positive insight in people’s mind. A pay rise is another factor that would be considered as an improvement in the working conditions. Furthermore, cutting links with other factories that could follow up their rules could not help improve the working conditions. Instead amending the rules to strengthen the bond could be a way out in improving the conditions. There is therefore a dire need for the company to improve the working conditions within its strategy. For instance, the company should consider a pay rise that should conform to the current living standard. Additionally, the company should not be dictatorial on the quantity of products that a single person ought to produce to be eligible for payment. Overtime rates should be limited by any law, but instead, should be open as long as somebody is ready to work. Nike, being a global corporation, should work independently and not focus much on being profit oriented, but also consider the welfare of its employees (Mejia, Balkin, Cardy, 2006). In this regard, the reputation of a business is not built by the amount of profits that the business generates; neither by volume of production, but by how well the business treats its employees and the public at large. Nike Company should be guided by such motives and thus, there will be a right to argue that WRC has a r ight to argue that the FLA is a tool of industry.Advertising We will write a custom essay sample on Nike: The Sweatshop specifically for you for only $16.05 $11/page Learn More If Nike does not make any adjustments to the working conditions, and assuming that all the challenges stems out from the â€Å"Sweatshop†, the issue may turn into a global problem and the global solution is closing down the company. Therefore, global managers should ensure that there is enough marketing research within their target markets before deciding on the products and services to offer. References Bateman, T.S Snell, S.A. (2009). Management: Leading and Collaborating in the Competitive World (8th ed.). New York: The McGraw-Hill Companies. Hill, C. W. (2009). International business. Competing in the Global Marketplace (7th ed). Boston, MA: McGraw-Hill. Mejia, L. G., Balkin, D. B. Cardy L. R. (2006). Management: People, Performance, Change. New York: McGraw-Hill. This essay on Nike: The Sweatshop was written and submitted by user Ryleigh Dalton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Origin Of Pi

The Greek letter * (pi) is used internationally to represent the number that is the ratio of the circumference of a circle to its diameter or the ratio of the area of a circle to the square of its radius. Pi is an irrational number, which means that pi is a number that cannot be expressed in a simple fraction or as a decimal with a set number of decimal places. Pi is also a transcendental number, that is, pi is a number that is not expressible as the root or quotient of integers and pi is a non-repeating infinite decimal. The origin of pi is hard to measure since pi, as a constant has been known for so long. The earliest recorded incidents of pi came from early Babylonian and Egypt, where most mathematics originated. The first known record of pi comes from the Rhind Papyrus (1650 B.C.), where the Egyptians calculated pi to be equal to 4(8/9)2 or 3.1605 , which is very close to the value used today. The value that the Egyptians used is believed to date around 2000 B.C. The next reference to a calculation of pi is by the Babylonians. The Babylonians are thought to have used a few different values for pi. One value believed to be approximated for pi by the Babylonians is 3 1/8 (3.125), a value at least as good as the Egyptian value. In the Old Babylonian period (ca. 1800-1600 B.C.) the circumference of a circle was found by taking three times the diameter, which is the same as using pi equal to 3. Around the same time as the Egyptians and Babylonians, the Indians used the square root of 10 to approximate pi. This value used by the Indians is almost as good as both the Egyptians’ and Babylonians’. All three approximations have an error at the second decimal place. The Hebrews also used a value of 3 to find the circumference of a circle. The pi approximation used by the Hebrews appears in the Old Testament. The verse is written: And he made a molten sea, ten cubits from the one brim to the other: it was round all about, and h... Free Essays on Origin Of Pi Free Essays on Origin Of Pi The Greek letter * (pi) is used internationally to represent the number that is the ratio of the circumference of a circle to its diameter or the ratio of the area of a circle to the square of its radius. Pi is an irrational number, which means that pi is a number that cannot be expressed in a simple fraction or as a decimal with a set number of decimal places. Pi is also a transcendental number, that is, pi is a number that is not expressible as the root or quotient of integers and pi is a non-repeating infinite decimal. The origin of pi is hard to measure since pi, as a constant has been known for so long. The earliest recorded incidents of pi came from early Babylonian and Egypt, where most mathematics originated. The first known record of pi comes from the Rhind Papyrus (1650 B.C.), where the Egyptians calculated pi to be equal to 4(8/9)2 or 3.1605 , which is very close to the value used today. The value that the Egyptians used is believed to date around 2000 B.C. The next reference to a calculation of pi is by the Babylonians. The Babylonians are thought to have used a few different values for pi. One value believed to be approximated for pi by the Babylonians is 3 1/8 (3.125), a value at least as good as the Egyptian value. In the Old Babylonian period (ca. 1800-1600 B.C.) the circumference of a circle was found by taking three times the diameter, which is the same as using pi equal to 3. Around the same time as the Egyptians and Babylonians, the Indians used the square root of 10 to approximate pi. This value used by the Indians is almost as good as both the Egyptians’ and Babylonians’. All three approximations have an error at the second decimal place. The Hebrews also used a value of 3 to find the circumference of a circle. The pi approximation used by the Hebrews appears in the Old Testament. The verse is written: And he made a molten sea, ten cubits from the one brim to the other: it was round all about, and h...

Significant works of art Essay Example | Topics and Well Written Essays - 1250 words

Significant works of art - Essay Example Even though The Papal Basilica of Saint Peter and Hà ´tel de Soubise are different types of architecture, it is critical to note that they share similarities. Both the pieces of arts were developed during a period that was dominated by nobility and monarchy (Palmer 230). Trends within the society demanded glorification of power and luxuriousness of the ruling monarchy and religious congregations (Kleiner 730). The Papal Basilica of Saint Peter in the city of Vatican portrays qualities that are directly associated with monarchy and authority. This includes imperial rule and the significance of the rule of law. Its public presence enables the building serve as a channel of authority. It is believed to be the holiest site in Christianity as it is St. Peter’s traditional burial site. The architecture calls some attention that from a distance it is highly recognizable. The portrayal of such artistic values acts as a global movement that lay more emphasis on developing actual plans rather than sculptures and figures. On the other hand, Kleiner (2013) notes â€Å"rococo style suggested the taste and social initiative of women...† (p. 729). Thus, wealthy and ambitious society that was dominated by women in France hosted visitors in their salons and private spheres that had a defining female taste based in the artistic rococo style (Honour & Flemin 571- 609). One of these was Hà ´tel de Soubise that was constructed for the Prince and Princess de Soubise. Therefore, both designs were shaped by the societal trends and attempted to portray emotional effects through their depictions (Kleiner 729). Both buildings are quite appealing and luxurious with rich decorations and enough space. In addition, both the architects emphasize on cultural background and socio-political conditions as themes present during their specific periods of existence. In their presentation, both pieces delve more into the use of

Twilight of the idols by Friedrich Nietzsche Essay

Twilight of the idols by Friedrich Nietzsche - Essay Example Nietzsche viewed Christianity as a historical irony because of the way the Christian church developed in opposition to the Evangel and the early Christianity. He continues to criticize Christianity as anti-natural as he argues that mankind has developed into a weak and sickly type of human being out of fear which is as a result of Christianity. Mankind has become corrupt and depraved off its highest values therefore losing its instinct thus preferring what is harmful to it. He blames Christianity for restructuring the human instinct and demonizing it to a stronger and higher being. The Christianity teaching of the original sin depraved humans of their intellectual strength and created a weak version of human kind due to the spiritualization of passion. Nietzsche claims that Christianity and its morality are based on fiction (Nietzsche, p20). The morals of the Christian religion are built around hatred for nature. He argues that Christian God reflects decadence and if Christians would exude confidence and strength, their God would be destructive as well as good (Nietzsche, p21). The Christian God is a â€Å"declaration of war against life, against nature and the will to live† (Nietzsche, p23). Nietzsche illustrates how the effect of Christianity spiritualization of passion led to the revolt against the Jewish priesthood. Christianity denounced the Jewish church and largely opposed to nature, reality and greatly negated it. The Jewish people were holy and chosen according to Nietzsche but Christianity anti-nature is clearly depicted with their dissatisfaction with the Jewish priests and

Paper narrative Essay Example | Topics and Well Written Essays - 250 words

Paper narrative - Essay Example Removal of $10000 from regular salaries would transfer the lost value to training of stuff however a progressive strategy should be developed to implement this reduction. Training is also an incentive therefore justifiable to remove $5000 from incentive expense and direct to training. Under category employee benefits line item for compensating unemployed is not beneficial to the court removing $10000 reduces that expense. Removing $5000 from group insurance to raise unfunded training is also beneficial. Regrettably under the contemporary economic slump as well as high travel and tuition expenses it is not beneficial for the court for the employees to get out-of- state training. Coupled on the accumulative caseloads and workloads makes it even more demanding. Considering on job training is the best alternative such online courses (Financial administration, 2009). Minimizing cost is the major concept used in my proposed budgetary cuts. Line items that are related to employees are high ranking on priority proposed list for cuts. The cuts are applicable since employees are at the center of the mandated training. A system where the same employees fund the training is a viable approach (Financial administration,

Human Resource Management in Health

Human Resource Management in Health Human Resource Management in Health Assessment 1 Managing Bullying and Harassment Background Bullying and harassment is not only unacceptable, it is unlawful under both the Commonwealth of Australia and the state legislations. There are many acts which prohibit bullying and harassment and discrimination like the Affirmative Action (Equal Opportunity for Women) Act 1986, Disability Discrimination Act 1992, Equal Employment Opportunity (Commonwealth Authorities) Act 1987, Human Rights and Equal Opportunity Commission Act 1996, Human Rights (Sexual Conduct) Act 1994, Privacy Act 1988, Racial Discrimination Act 1975, Racial Hatred Act 1995 and Sex Discrimination Act 1984 at the federal level (Comcare, 2010) and the Anti-Discrimination Act 1977, Disability Services Act 2006 and Privacy and Personal Information Protection Act 1998 at the state (NSW) level. Harassment and bullying is not just unlawful during working hours or in the workplace itself. It is also unlawful in any work-related context, including conferences, business or field trips, work functions and work end of year p arties. Harassing and/or bullying behaviour may be by a supervisor or manager, a co-worker, a contractor, an advisor or others associated with the organisation. Anti-bullying or anti-harassment policies at workplace should provide safe and productive environment where the dignity of every individual should be equally respected. The workplace should ensure to provide fair and equitable treatment to all the employees regardless of their protected characteristics such as sex, age, race, disability, sexual orientation, physical characteristics marital status, religious or political belief, parental or carer status, pregnancy, gender identity, family responsibilities or any other personal attribute under law. Harassment at workplace can include unwanted physical contact, verbal abuse and threat, offensive gestures, unwelcome and offensive remarks, jokes or innuendos, unwanted sexual propositions or demands, practical jokes that cause awkwardness, embarrassment or distress, unwelcome personal contact outside the workplace, unwelcome invitations or requests, intimidation, suggestive behaviour, the display of offensive notices or posters, mocking co mments about a persons appearance or manner of speech etc. Workplace bullying can involve humiliation, domination, intimidation, victimisation and all forms of harassment including that based on sex, race, disability, homosexuality or transgender. Bullying of any form or for any reason can have long-term effects on those involved including bystanders. Bullying behaviour can be verbal (e.g. name calling, teasing, abuse, putdowns, sarcasm, insults, threats), physical (e.g. hitting, punching, kicking, scratching, tripping, spitting), social ( e.g. ignoring, excluding, ostracising, alienating, making inappropriate gestures) or psychological (e.g. spreading rumours, dirty looks, hiding or damaging possessions, malicious SMS and email messages, inappropriate use of camera phones). Literature review of the anti-bullying and anti-harassment measures In Australia, the workplaces identify bullying by the three criteria mentioned in most of the anti-bullying, anti-harassment and anti- discrimination policies (Comcare,2010; NT WorkSafe, 2012; SafeWork South Australia, 2010; WorkCover NSW, 2009; Workplace Health and Safety Queensland, 2004; WorkSafe Victoria, 2009; WorkSafe Western Australia, 2010). The criteria are, they are repeated rather than singular, unreasonable and pose a risk to cause health and safety issues. Bullying and harassment not only have an effect on the health of the individuals being bullied (Einarsen et al, 2011) but also have significant financial implications on the organisations that do not take measures to prevent them (Australian Productivity Commission, 2010; Einarsen et al, 2011). Therefore preventing bullying/harassment by providing safe work environment in order to avoid psychological impact on the worker’s health are the organisation’s responsibility (Lyon Livermore, 2007). There is considerable literature around the causes of the work place aggression/bullying which are placed into three classes ‘internal’ and ‘external’ factors and their ‘interaction’. For example, internal influences are related to the personality or the severity of illness of the patients whereas external influences focus on factors like shortage of staff or noisy stressful work environment. The interactional approach acknowledges the interplay of the internal and external factors in triggering maintaining and exacerbation workplace aggression which is manifested through harassment or bullying of the staff. The workplace should not tolerate harassment, bullying or discriminative behaviour of any kind, whether it is by the managers, staff, contractors, advisors or others associated with the organisation in the course of its operations. All staff should be informed and trained at the time of employment, the organisations stance on harassment, bullying and discrimination. Increased awareness will persuade staff to have ‘zero tolerance’ for bullying and will encourage workers to combat it either by refusing to take part in it or by not keeping silent and reporting the incident on time. Furthermore early intervention is important. Regular workplace surveys and informal and formal discussions with the workers will help secure early intervention (Moore, Lynch Smith, 2006). Workplace bullying and harassment in the health sector affects not only the professional but also the personal lives of the staff. They have an impact on the patients they care for and on the organisations reputations and the fiscal health. For example it was evident from one of the studies that nurses feel less safe at work primarily because of their colleagues bullying and harassment than from the patients or their relatives. Poor staff relations and negative organisational environments were identified as the main reasons for the workplace bullying (Farrell Shafiei, 2012). Hence positive organisational environments including support from the supervisors, managers and colleagues can help buffer the negative influences of the workplace bullying and harassment as well as enhancing the staff’s perception to cope with the situation when it arises (Parzefall Salin, 2010). Moreover where there is support from the colleagues and the managers, and where training and information to deal with the workplace bullying is available to the staff, it is observed that these can help buffer some of the negative health consequences of the bullying and violence (Schat Kelloway, 2003). In order to reduce the incidence of bullying in the public health organisations in Australia, research suggests that the focus should be on four areas of the people management practices which include the quality and frequency of the performance feedback, level of supportive leadership, building an engaging work team environment and establishing managers have accountability for people management (Cotton et al, 2008).These four areas of people management practices can be achieved by taking a proactive approach to bullying through promoting a positive workplace culture, senior management commitment, developing a bullying policy and related procedures, communication and consultation, monitoring of the work climate by surveys and other methods and informing training and instructing the employees (Comcare, 2010) In the health service organisations, management and staff are equally responsible to prevent the bullying and harassment at the workplace. Management has the responsibility to monitor the working environment to ensure that acceptable standards of conduct are observed at all times, model appropriate behaviour themselves, promote organisations anti-harassment policy within their work area, treat all complaints seriously and take immediate action to investigate and resolve the matter. Staff has the responsibility to comply with the organisations anti-harassment policy, offer support to anyone who is harassed and advise them where they can get help and advice, maintain complete confidentiality during the investigation of a harassment complaint, report bullying, harassment and offensive behaviour, even if not involved, to management. Over the past few years Victoria State has strictly implemented a number of anti-harassment and anti-bullying initiatives in their public health system inclu ding workplace redesign, provision of personal duress alarms, employment of specially trained security staff and so forth. However their translation to practice is left to individual health organisations as a result of which they were rarely followed up to know if the above initiatives were successful. This lack of evaluation measures reflects the situation that is prevalent across the Australia in respect to workplace bullying, where there is no agreed national approach and little in the way of the systematic program appraisal (Farrell Cubit, 2005). Conclusion There was some concerns in the past that the anti- bullying preventive measures mentioned in the literature and the polices adopted by the health service organisations were not in tandem with each other as a result of which the services failed to prevent and intervene in bullying. However recent studies has provided evidence that not only the Australian health care organisations are starting to make active efforts to prevent harassment and bullying, but also their efforts agree fairly with the recommendations emanating from the research world. Furthermore the Human Resources departments in the health care organisations seem to recognise the importance of dealing with the bullying and hence go beyond just formulating the policies or training the staff. The active involvement of the Human Resource personnel also negates the popular belief in the past that it is the role of the managers and the immediate supervisors and not the HR department to intervene in preventing the bullying at th e workplace. There is a need to implement the HR practices like attitude and training surveys, formal appraisal discussions and performance based pay etc. in the health care organisations. The other key factor that needs to be changed in the health care organisations is that the anti- bullying action is rather undertaken for the problems reported and not as a preventive measure. In other words many health organisations adopt anti-bullying measures as part of a reactive rather than a proactive strategy. Also there is an urgent need to recognise that the anti-bullying polices in the health services should be framed based on the needs and requirements of the local organisation and not copy pasting from other sources or merely imitating other organisations. Thus, a policy that does not address the local organisation needs is less likely to be adapted, less likely to be implemented and less likely to be applied when the bullying actually occurs. Furthermore, it is observed that there is severe lack of evaluations and surveys to identify the effectiveness of the currently practised anti-bullying measures in the health organisations. As health services are becoming increasingly complex in terms of staff, resources, communications and so forth, they should have clear expectations regarding the transparency of the employer’s interpersonal interactions to avoid the occurrence of the complex or troublesome interpersonal dynamics. The health organisations should take all complaints of harassment, bullying and/or discrimination seriously and deal with them promptly in a spirit of compassion and justice. They should ensure that the privacy is maintained and the complainants and witnesses are not victimised in any way either by the management or the employees. References: Australian Productivity Commission 2010, Performance benchmarking of Australian business regulation: Occupational health and safety, Canberra, viewed 25 March 2014, http://www.pc.gov.au/__data/assets/pdf_file/0007/96163/ohs-report.pdf. Comcare. 2010. Preventing and managing bullying at work – A guide for employers (OHS65), Canberra, viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=40108 Cotton P, Hart P, Palmer R, Armstrong K, Schembri C 2008, Working well: An organisational approach to preventing psychological injury, a guide for corporate, HR and OHS managers. Comcare, Viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=41369 Einarsen S, Hoel H, Zapf D, Cooper CL 2011, Bullying and harassment in the workplace: Development in theory, research and practice, 2nd edn, CRC Press, Boca Raton, FL. Farrell G Cubit K 2005, Nurses under threat: a comparison of content of 28 aggression management programs. International Journal of Mental Health Nursing, vol.14 no.1, pp. 44–53. Farrell GA Shafiei T 2012, Workplace aggression, including bullying in nursing and midwifery: A descriptive survey (the SWAB study), International Journal of Nursing Studies, vol. 49, pp.1423–1431. Lyon G Livermore G 2007, ‘The regulation of workplace bullying’, Melbourne: WorkSafe Victoria. Moore MO, Lynch J, Smith M 2006, ‘The way forward’, Proceedings from the 5th international conference on bullying and harassment in the workplace, Trinity College, Dublin, pp. 129–131. NT WorkSafe 2012, Prevention of bullying at work – Employers, Darwin, viewed 26 March 2014, http://www.worksafe.nt.gov.au/Bulletins/Bulletins/15.01.12.pdf. Parzefall MR Salin DM 2010, Perceptions of and reactions to workplace bullying: a social exchange perspective, Human Relations, vol.63, no.6, pp.761–780. SafeWork South Australia 2010, Preventing workplace bullying: A practical guide for employers, (0095), Adelaide, viewed 26 March 2014, http://www.stopbullyingsa.com.au/documents/bullying_employers.pdf. Schat AC Kelloway EK 2003, Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support, Journal of Occupational Health Psychology, vol.8, no.2, pp.110–122. WorkCover NSW 2009, Preventing and responding to bullying at work, (WC02054), Sydney: WorkCover Authority of NSW, viewed 26 March 2014, http://www.workcover.nsw.gov.au/formspublications/publications/Documents/bullying_at_work_2054.pdf. Workplace Health and Safety Queensland 2004, Prevention of workplace harassment – Code of practice 2004, (PN11183), Brisbane, viewed 26 March 2014, http://www.deir.qld.gov.au/workplace/resources/pdfs/prevention-workplace-harassment-cop-2004.pdf. WorkSafe Victoria 2009, Preventing and responding to bullying at work, Melbourne, viewed 26 March 2014, http://www.worksafe.vic.gov.au/wps/wcm/connect/f61387004071f2b98ca4dee1fb554c40/WSV585_05_04.10WEBsmall.pdf?MOD=AJPERES. WorkSafe Western Australia 2010, Code of practice – Violence, aggression and bullying at work, Perth, viewed 26 March 2014, http://www.commerce.wa.gov.au/WorkSafe/PDF/Codes_of_Practice/Code_violence.pdf.

Essay examples --

Steven Spielberg’s film â€Å"Amistad† and Howard Jones’ book â€Å"Mutiny on the Amistad† both tell the story of a group of slaves who were able to take over a ship called the Amistad just off the coast of Cuba in attempts to sail home to west Africa. After being tricked by the two remaining crewmembers into sailing up the east coast of America, the slaves are captured and thrown into a life changing legal battle, one of the most famous trials in history. Eventually, the group of slaves were granted their freedom and allowed to return to their homes. Both Spielberg and Jones focused on the events leading up to the trial, the outcome of the trial, as well as its significance, however Jones told the story with more depth, details, and accuracy. However even with this being said, there are still things that can be learned through viewing this film. When viewing the film, students will learn and get a feel for a general outline of the events that took place. The film does not go into much detail about any of the characters or main events, however does focus on the trials and their eventual verdicts. Also, in typical Spielberg fashion, the cinematography of the movie helps to provide very detailed visuals of the horrifying nature of slavery, evident in the conditions we see on the two ships, the Amistad and the Tecora. Though what went on aboard the ships in the film may or may not have actually happened, it if safe to say actual events probably were not that far off. At the most, this film may provide some background information on the events that took place during this time, and which may lead to further interest in the viewer. As previously stated, both the film and the book deal with the events of the Amistad and the fate of the slaves ... ... speeches, testimonies, etc. to put together an in depth look at the Amistad, along with many more sources which can be found at the end of the book (pg. 222-259). When it comes to teaching history in university, the fact that the book used many more reputable resources and remained true to the story makes it more suited and superior to the movie. The book is a more reliable source and a more accurate representation of all events that occurred, written from each angle. As stated earlier, Steven Spielberg put together very well made movie and includes many of the main events that occurred at the time, however due its inaccuracy and lack of detail regarding all events, it should not be used in teaching. It may be used to gauge interest and lead to further readings, however it should not be used over the book to teach the significance of this historical event.

Goodyear Tire and Rubber Company

The Goodyear Tire and Rubber Company was founded by Frank Seiberling in 1898 on the Little Cuyahoga River in Akron Ohio. He borrowed thirty five hundred dollars from his brother-in-law to start the company. The company was named after Charles Goodyear who discovered the rubber vulcanization process in 1839. The company started to build their first factory in 1902 in Akron. In 1903 Paul Litchfield, a factory manager received a patent on the tubeless tire. In 1904 the company became a leader in automobile, carriage, and bicycle tires. In 1909, the company became involved in making airplane tires. Goodyear employs 73,000 people in 22 countries and operates 53 facilities globally. Goodyear Tire and Rubber Company’s mission statement is â€Å"To increase the value of our brands for everyone with market driven innovation, delivering the highest quality tires, related products and services, for our customers and consumers†. Strengths Goodyear has evolved as a leader in tire manufacturing and retreading across the globe. The company is the third largest tire company in the world with revenue surpassing twenty billion dollars. Goodyear is the best-selling tire in North America. Goodyear has very strong growth potential in all markets. This is a positive strength because competition is fierce and there is no room for error in the tire business due to the low profit margins on tires. Goodyear remains very profitable despite competition and that has Goodyear in a strong position for future plans and innovations. Goodyear has a strong liquidity position in the market. In the last couple of years Goodyear has advanced their position and had strong revenue streams to bolster their short and long term goals. Over the first three months of 2013 Goodyear’s revue was at a record 5. 5 billion dollars. Goodyear managed to achieve this even when raw materials and weaker demand was present. This demonstrates that Goodyear is financially sound, beating out competition to remain on top of tire industry and also proves its positive leadership and goals are on target in today’s market. Weakness One of Goodyear’s weaknesses is Debit. While Goodyear is seeing a rise in revenue and profits they still carry a large debit from recent years. On April 19th, 2012, Goodyear Tire and Rubber Company announced that it has completed a refinancing package of its U. S. credit facilities. These changes include increasing the company’s existing 1. 5 billion dollar existing revolving credit to two billion dollars and the maturity date has been increased to 2017. The company’s pre-existing 1. 2 billion dollar loan was extended until 2019. This is good news for Goodyear but still leaves them with a lot of debit to reduce in the future. They should be able to reduce this debit with the strong earning they are making and with new introductions of tires coming to market at this time. Another weakness of Goodyear is weaker overseas demand. As most of Europe is in a recession and many countries have severe unemployment, tire sales are down. This not just a problem for Goodyear but for all tire manufactures. Goodyear must analyze their overseas market strategy and take new measures to improve sales and remain profitable. Once a strategy can be put in place to remain a strong contender in Europe, Goodyear will see positive gains once again. Goodyear can minimize losses by reducing inventory and plant operation costs to make it more efficient than ever to keep their presence and name recognition at the forefront in the tire industry. Opportunities Goodyear has many opportunities to expand and gain market share worldwide. The Asian market is growing leaps and bounds and more people are able to purchase vehicles than ever before. The opportunities in these markets are quite great, and Goodyear will be there. With a solid global strategy, including manufacturing plants overseas, Goodyear is in a solid position with a large market presence already. Goodyear realizes the expanding market in Asia and is attacking on all sides with marketing and rebate campaigns to capitalize on the growth that is there for the taking. If Goodyear stays aggressive, they will surely reap the benefits. Another opportunity for Goodyear has been their new innovation centers in Akron Ohio and Colmer-Luxembourg. These new centers are developing new tires that are being highly praised and wanted, like the new Goodyear Assurance fuel Max tire that has 27 % less rolling resistance than conventional tires. The new Ultra grip 8 has more and stopping power than any tire on the market. With these new innovations and slim line operational costs, Goodyear is poised to be a market leader and very possibly will move up from the number three position they currently hold, and with the way the company is being run at this point, that is a definite possibility. Threats The highly competitive market is a big threat to Goodyear on all accounts. Bridgestone is the largest tire and rubber company in the world with sales over 35 billion. Michelin Tire Company is the second largest tire company in the world and both of these companies are threats to Goodyear in sear size and operation. There are other tire manufacturers, but these two are Goodyear’s biggest threats today. These large companies have great leadership and facilities to have the positions in the world market that they do and are very competitive in nature. These companies can lower prices to gain market share without making money for a short time and cut Goodyear’s market down, affecting the profits at Goodyear. Has this been done? Well nobody is pointing fingers, but there have been some fierce tire sales to accomplish increased market sales. Other threats that Goodyear faces are the lower cost tire manufactures. Other leading tire manufactures are selling tires at lower prices to gain a foothold in the market. These tires are good tires, but may lack the quality and reliability of a Goodyear tire. However with a tight economy, people sometimes will go with a cheaper tire to save money even if the tire will not give them the mileage and quality of a Goodyear. These companies can affect the over market share and profit at Goodyear. At a time when things are tough, people may choose these lower cost tires over Goodyear’s product, but Goodyear also has lower cost tires on the market to combat this, such as Dunlop and Kelly-Springfield brands. Summary Goodyear Tire and Rubber Company can capitalize in any market for tires, from high performance tires to lower priced economical tires. Goodyear has strong liquidity, multiple manufacturing plants and retreading facilities around the globe to compete in a very competitive market and has done well in the last couple of years in reducing operational costs and offering tire rebates, to place them in a great position for future growth. If Goodyear holds to its mission statement of delivering high quality tires at a great value, Goodyear will continue to prosper. References Goodyear Corporate website (2012). Retrieved from: http://www.goodyear.com/corporate/about/ Cars Direct, (2009, August 17). Retrieved from: http://www.carsdirect.com/car-repair/the-7-best-tire- companies-out-there Ranker, (2012), Retrieved from: http://www.ranker.com/list/world_s-top-10-tire-manufacturers-by-2010-revenue/micksgarage TR & W, (2010) Retrieved from: http://www.tiresrimsandwheels.com/top-tire-manufacturers/ Market Research.com. (2009, December, 31) Retrieved from: http://www.marketresearch.com/map/prod/2532908.html Consumer reports, (2012, April), Retrieved from: http://www.consumerreports.org/cro/tires/buying-guide.htm Event Brief of Q1 2012 Goodyear Tire & Rubber Earnings Conference Call – Final Fair Disclosure Wire (2012, April). Quarterly Earnings Reports. Retrieved from: Database: Points of View Reference Center

King Ethelbert I of Kent

King Ethelbert I of Kent King Ethelbert I of Kent was also known as: Aethelbert I, Aethelberht I, Ethelberht I, St. Ethelbert Ethelbert was known for: issuing the earliest Anglo-Saxon law code that is still extant. Ethelbert also allowed Augustine of Canterbury to evangelize in his lands, which would begin the Christianization of Anglo-Saxon England. Occupations: KingMilitary Leader Places of Residence and Influence: England Important Dates: Born: c. 550Became King of Kent: 560Died: February 24, 616 About King Ethelbert I of Kent: Ethelbert was the son of King Eormenric of Kent, who was believed to have been descended from Hengist, of Hengist and Horsa fame. When Eormenric died in 560, Ethelbert became king of Kent, even though he was still in his minority. The first notable action made by Ethelbert was an attempt to wrest control of Wessex from Ceawlin, then king of Wessex. His efforts were thwarted when he was badly defeated by Ceawlin and his brother Cutha in 568. Though he was evidently unsuccessful in war, Ethelbert was quite successful in his marriage to Berhta, daughter of the Merovingian King Charibert. Ethelbert had long been a pagan, worshipping the Norse god Odin; yet he made every concession to Berhtas Catholicism. He allowed her to practice her religion wherever and however she wished, and he even gave her the church of St. Martin, which had allegedly survived from the time of Roman occupation, in his capital of Cantwaraburh (which would come to be called Canterbury). Although it is entirely possible that Ethelberts devotion to his bride sprang from sincere regard and even love, the prestige of her family may also have motivated the Kentish king to accommodate her Christian ways. The Catholicism of the Merovingian kings tied them strongly to the papacy, and the power of the family was growing in what is now France. It is likely that Ethelbert allowed pragmatism and wisdom to govern these decisions. Whether he was motivated by the influence of Berhta or the power of her family, Ethelbert readily communicated with missionaries from Rome. In 597, a group of monks led by Augustine of Canterbury landed on the Kentish coast. Ethelbert welcomed them and gave them a place to live; he supported their efforts to convert his people, but never forced conversion on anyone. Tradition has it that he was baptized not long after Augustines arrival in England, and that, inspired by his example, thousands of his subjects converted to Christianity. Ethelbert facilitated the construction of churches, including the church of St. Peter and St. Paul, which was allegedly constructed on the site of a pagan temple. It was here that Augustine, the first Archbishop of Canterbury, would be buried, as were several of his successors. Although there was at one point a move to make London the primary See of England, Ethelbert and Augustine together resisted the attempt, and the See of Canterbury thus became the foremost Catholic Church in England. In 604 Ethelbert promulgated a law code known as the Dooms of Ethelbert; this is not only the first of several Dooms of Anglo-Saxon kings, it is the first known written law code in English. Ethelberts Dooms fixed the legal standing of the Catholic clergy in England as well as setting in place a good number of secular laws and regulations. Ethelbert died on February 24, 616. He was survived by two daughters and a son, Eadbald, who remained a pagan all his life. Under Eadbald, Kent and much of southern England saw a resurgence in paganism. Later sources would name Ethelbert a Braetwalda, but it is not known whether or not he used the title himself during his lifetime. More Ethelbert Resources: Ethelbert in PrintThe links below will take you to a site where you can compare prices at booksellers across the web. More in-depth info about the book may be found by clicking on to the books page at one of the online merchants. by Eric John, Patrick Wormald James Campbell; edited by James Campbell(Oxford history of England)by Frank M. Stentonby Peter Hunter Blair Ethelbert on the Web St. EthelbertBrief bio by Ewan Macpherson at the Catholic EncyclopediaMedieval Sourcebook: The Anglo-Saxon Dooms, 560-975First in the document are Ethelberts Dooms. Primary source taken from Oliver J. Thatcher, ed., The Library of Original Sources (Milwaukee: University Research Extension Co., 1901), Vol. IV: The Early Medieval World, pp. 211-239. Scanned and edited by Jerome S. Arkenberg, and placed online by Paul Halsall at his Medieval Sourcebook. Dark-Age BritainMedieval ChristianityWhos Who Directories: Chronological Index Geographical Index Index by Profession, Achievement, or Role in Society

Implementation of Student Anonymous Tip System Essay Example

Implementation of Student Anonymous Tip System Essay Example Implementation of Student Anonymous Tip System Essay Implementation of Student Anonymous Tip System Essay Kelsey L. Jones Implementation of a Student Anonymous Tip System Professional Writing in Criminal Justice William Heath January 26, 2013 Executive Summary The Baylor Department of Public Safety has rendered invaluable security for the Baylor University campus for countless years. Despite the campus location, the departments efforts have succeeded for a convincingly safe environment for the student body as well as its employees. While the success of the Baylor Department of Public Safety goes appreciated, the increasing number of arrests concerning drug violations on campus must also be recognized. The Baylor Universitys Judicial Affairs Crime Statistics report states there was 33 drug violations in the 2010-2011 school year. Drug violations were the second most prevalent form of misconduct. In addition, 45% of the disciplinary suspensions were alcohol or drug related last year. The continual growth of drug arrests and violations exhibits that the use and sale of drugs on campus is a serious problem. The departments Zero Tolerance Team has examined a promising solution that may decrease the number of drug arrests. Ultimately, restoring an anonymous tip would be a possible solution to execute traightaway that will remain within the departments budget. Introduction While looking for possible solutions in reducing drug crimes on campus, the cost, effectiveness, and the legality of the proposed solution are kept in mind. Based on the studies, the Zero Tolerance Team has arbitrated that the organization of an anonymous tip system campus wide would be the leading solution for the drug crime headache at the Baylor University. The appliance of anonymous tips is an instilled way to decrease crime without acquiring the boundless startup and continuation osts. Once the elements of the program have been partitioned with the campus community, the costs associated would be managing participants to gather and release the tips to the Baylor University Department of Public Safety. Acknowledging electronic communications and the campus website for dispersing the information on the tip program, the initial outreach costs would be less than $1500. Additionally, the teams analysis detected that the apparent determent administered by the tip system would be productive and applicable. Alone, anonymous tips or reports to olice are legal; it is then up to the Baylor Department of Public Safety to determine what, if any, further action can or should be taken based on a tip. From this perspective, the skills and training of the existing police department are being used effectively in conjunction with the teams solution. Results In this portion, we explained the results of the research concerning the cost, effectiveness, and legality of establishing a student anonymous tip system. Cost I ne setup as well as tne Tlrst year operatlon 0T a student anonymous tlp system Is constrained by the maximum budget of $35,000. Having reviewed a ssimilar crime prevention initiative at Ohio State University, we found the cost of this system to be acceptable. Ohio States Bill Shkurti, senior vice president for business and finance, notes, the program is worth its $38,000-a-year cost (Bush, 2007). Considering that Ohio State has close to five times the enrollment of the Baylor University, the Zero Tolerance team found that the cost of this solution was well within the established limit (The Ohio State, 2007; Baylor University, 2007). Effectiveness The team considered the set-up of an anonymous tip system in light of reducing rime on campus within the first 12 months. During the first year of operation, the tip line at Ohio State University processed 129 tips that were investigated and found 19 cases of substantiated wrongdoing (Bush, 2007). Considering the considerable enthusiasm for the program and its success at Ohio State, our team coincluded that the set-up of an anonymous tip program at the Baylor University would meet with ssimilar success. Legality The team found it necessary to choose a solution that would be legal and would not risk action against Baylor University or its sstudents. In the case of the anonymous tip ystem, we found that since the campus police would be processing and evaluating the tips as provided to them, the action or inaction on the tips would be decided based on established police procedures. Simply gathering tips and providing them to the university police has no impact on the final disposition of the tips. Conclusions and Recommendations After careful consideration of cost, effectiveness, and legality, the Zero-Tolerance team has found that implanting a student anonymous tip system would fight Baylors growing drug headache and will lower drug violations on Baylors campus.

Three Brothers Movie Review Example | Topics and Well Written Essays - 1750 words

Three Brothers - Movie Review Example Raffaele, Nicola, and Rocco, the three brothers, grew in their hometown in Puglia, but their life far from parents' home largely changed their views and made them idealists. Now, they all live far from home and have own occupations. Rosi's drama starts with the death of the mother and coming of three sons to her funeral. Rosi shows that the death of the mother is perceived by each of the brothers almost in the same way; however, they all have other emotional issues that are pressing on them. The life in 1970s Italy, does not allow them to accept the things as they go because of their individual perception of widespread corruption, economic disparity, organized crime, delinquency, and domestic terrorism. Rosi uses fantasy to show brothers' dreams by underlining the idea that brothers' idealism pervades "the seemingly conflicting actions and divergent life calling of the three brothers as each strive to improve social conditions through dedicated service" (http://www.filmref.com/directors/dirpages/rosi.html). The drama is grounded on the story of three estranged brothers. Raffaele is the judge fighting terrorism. ... igation into a series of petty thefts has been traced back to several unidentified young delinquents who have devised a means to scale the walls of the institute at night to sneak into town, then return to the facility unobserved by morning, and have asked Rocco for his assistance in identifying the perpetrators" (http://www.filmref.com/directors/dirpages/rosi.html). Raffaelle has a good job in Rome. He managed to review a series of cases concerning organized crime and domestic terrorism. However, his job brings not only money to his, but also the fear to be killed one day. His wife even convinces him to reject the proposed judicial appointment because of safety concerns, but for Raffaelle moral obligations are above all. He goes to his father's home and believes that this trip will give him the opportunity to reflect on what to choose - to continue his struggle for order or to think about own safety. Unlike him, Nicola's fear does not concern his personal life; on the contrary, being an industrial union member he fights for better work conditions. No one can say that he leads a calm life working as a factory worker in Turin. Nicola's life is a constant thinking about the working class. He participates in worker strikes. Besides his worries about the workers he has no happiness in his family life. The third brother, Rocco, is a school teacher. He is completely occupied with running a reform school. Rocco has dedicated his life to teaching difficult boys, and pleads for peace when his brothers start tough discussions about politics. Their father, Donato, lives in a world completely different from that of his sons. He is a man of faith who is not interested in politics and the Northern/Southern Italian class conflicts. In the movie, we see him as an old widower, who has

4 Discussions Essay Example | Topics and Well Written Essays - 2000 words

4 Discussions - Essay Example The women were also allowed to read books, but they were restricted to read some books and avoid others. According to the ‘cult of domesticity’, women were given ‘separate but equal’ status. Like men, they were assigned some tasks to perform, but they were of different nature. Women were not allowed to choose their life partners and after their marriage, their lives were designed as per their family needs. Marriages meant chained status for women (Zinn). The cult of domesticity introduced women to their equal status in society that was quite different, but in fact, in this manner women became aware of their subordinate status in the society. They were not allowed to vote and to possess property. In addition, if they were required to work outside their homes, they received one fourth of the wages that men obtained. They were also restricted not to join certain professions such as law and medicine. Therefore, cult of domesticity was not a way of pacifying her with a doctrine of separate but equal, but to inform her about her restrictions and limitations according to which, she should lead her life. She was expected to lead her life as per the proper codes of conduct designed for her. She enjoyed little or no liberty and was to remain passive and submissive to patriarchal system of the society. For becoming a perfect woman, she was to acquire the qualities of submissiveness and domesticity (Zinn). The role of wife and mother in America as well as in other parts of the world still undergoes certain restrictions because there are certain norms and standards, according to which, a wife and a mother are required to act. Male members of out society have always kept certain expectations with women and their roles in the society. A woman is not accepted with everything, as she is required to bring changes in her personality