snow faliing on cedars racism Essay -- essays research papers

In a community of â€Å"five thousand damp souls† (Guterson 5) as described by David Guterson in his novel, Snow Falling on Cedars. A community that concentrated a variety of ethnicity, among them was both Whites and Japanese. As a result of the racial differences, racism has came into existences and have impacted the life of both children and adult in that isolated island called San Piedro. It is responsible for the internment of Kabuo, Hatsue, and their families, the breakup of Hatsue and Ishmael, Kabuo's loss of his land, and perhaps for his indictment for murder. Before the war years, Kabuo's father, Zenhichi made an illegal agreement with the victim's father, Carl Heine senior. It was an agreement to an eight-year â€Å"lease-to-own† contract. Money changed hands, land was promised and terms were set. Unfortunately, the war came and the Japanese Americans were sent away to internment camp. Nothing was quite the same at wars end. When the Miyamoto has returned to claim their land, they had found out that the victim’s mother, Etta, cheated them. She sold their seven acres of strawberry land to another farmer, because of lack of the last payment during their removal. This disreputable action she took, was caused by her racist thoughts that she had toward Japanese. This has been demonstrated out in her conversation with her husband, she said, â€Å"We’re not such paupers as to sell to Japs, are we? For new clothes? For a pouch of fancy pipe tobacco?† (Guterson 119). Because of her being racist, it had cost the land of the Miyamoto and raised tension between the two families and created a motive for Kabuo to commit murder to Etta’s son as for revenge and to release his anger. Snow Falling on Cedars opens up in the middle of Kabuo Miyamoto’s trail. A trail that deals with a first degree murder case, that Kabuo was being accused of murder of a white fellow fisherman by the name of Carl Heine. In this murder case, racism has played a very important role in affecting the judgement and outcome of the trail. As being Japanese, Kabuo has been placed under a very unpleasant circumstance. The evidences founded had lead the investigator, Sheriff Art Moran to believe that Kabuo was somehow suspicious. Together with the judgement made by the coroner of the wound on the victim’s head, which was predominantly affected by his racist thought toward Japanese.... ...their son and daughter to date or have interracial marriage. Despite the racial differences and their parents' disapproval, they still carry on their relationship in behind their parents’ back. But as time goes, their relationship could no longer be sustained. The exposure of the secret letter that Ishmael wrote to Hatsue had led to the end of their relationship. When Fujiko, Hatsue's mother discovered the letter, she told herself, "She would put an end to this business." (Guterson 227). As a matter of fact, racism has played a big role in the novel. It has affected the life of Hatsue, Ishmael, Kabuo and their families, and it is responsible for the loss of Kabuo’s seven acres of strawberry land, and made Kabuo being accused of the murder of Carl Heine. If the people were not racist, things would not have happened as the way it has been. The murder trail of Kabuo would have never taken place. Hatsue and Ishmael would have been a happy couple together. As for Kabuo himself, he would have inherited the strawberry field and continue on to be a farmer like his father. But this is how things are in this world. Nothing is perfect. There is always a negative side to everything.

Globalization Interconnectedness Past and Present Essay

We can go even a further back and argue that globalization, in the logic of a growth in interconnectedness between members of different states, is itself only a special case of something more universal. In medieval Europe most people for most-of the time stayed close to where they were born. They inspired mainly local goods and, primarily, produced either for themselves or for a very local market (Schlossberg H. 1992). Economies were mainly local. Trade over considerable distances took place on water either by sea or river, which accounts for the inconsistent number of towns and villages which were either by the sea or on rivers. Human beings seem to have had a steady urge to detach themselves from the area as much as the technology of the day permitted (J Gray 1992). Certainly there have always been big movements, sometimes of populations looking for better circumstances and of conquerors building empires. Under the Roman Empire, large parts of Europe were ‘globalizing’ in this sense and the degree of globalization declined with the Empire’s retreat. The medieval Church could be seen as several form of globalizing force but the degrees of interaction and interdependence were much reduced in the so-called Dark Ages (Thurow L 1996). Communications are also of significance in considering the ‘nationalization’ of different states. As communications enhanced (which before electronic communication meant, in fact, how fast people could travel), states had much more practical unity. This was mostly true of large states such as Canada and the United States where the railroad meant that people could travel between the major population centers, and numerous of the minor population centers, within two or three days as opposed to weeks. Markets then became national as an instant precursor to becoming international. These changes can all be measured parts of the same process (Herman E and McChesney R 1997). On this view, globalization is a trend which has been going on for centuries, which is undeniably continuing and might be accelerating. In this sense, the present period is not in itself novel. However, Scholte (1997) argues that there is more to globalization than this. For him globalization is not just communication on a global scale but deterritorialisation or superterritorialisation of numerous activities which formerly were tied to some terrain, not as a matter of an accident but as a matter of necessity. Thus, there is efficiently a global stock market. There are twenty-four hours trading in the world as a complete and traders in, say; the Tokyo markets keep a close eye on the London market on a real-time basis. There are differences. Tokyo is not just a postal (or e-mail) address of any implication but these differences are minor compared with the similarities or with the distinctions that existed even thirty years ago. It would most probably be possible to place all the worlds’ stock markets in a single place say on a South Sea island and it would make very little difference. It would perhaps make even less difference if this were to be done in twenty years’ time. (It might be a development. The traders might be so tempted by the sun and the good life that they would spend less time trading. Thus, trade less anxiously, and calm the often totally needless fluctuations in the various financial markets. ) On the other hand, certainly, all the traders could work from home. This is the point. The actual geographical location is trivial (Weiner E. 1992). Basically, Globalization is typically held to be inner to globalizing processes usually with the economic put up as the motor of globalization. This heaves questions not simply about the capability of the nation state to govern and the standing of national companies and economic interests but as well concerning what and who comprises civil society. As suggested by Robertson, the coexistence of nation state and civil society is busted by globalization. This offers the origin for an increase in the power of the market, but as well opens up diverse possibilities for globalize forms of sociality and practices, for what some term globalization from below (Robertson, R. 1992). Here, the connection between state and citizenship might be loosened with people playing a vigorous role in more global networks to address issues of communal concern. National governments become simply a partial focus is still influential for definite forms of popular involvement, as established by such groups as Greenpeace and definite humanitarian groups. Globalization consequently offers possibilities as well as intimidation to the extend of capitalist relations. On the one hand, for example, there is the feminization of labor where: †¦global assembly lines are ‘manned’ by women workers in free trade zones; subcontracted industrial home working is performed at kitchen tables by women who ‘have time on their hands’; home-based teleworking is carried out by women who can’t afford day-care costs and are grateful to have paid work (Manicom and Walters 1997:72). However, practices as well expand that convey together groups pretentious by economic reformation in new ways, such as trade unions support labor and community projects exterior their own national base. Likewise, information and communication technologies (ICTs) can be utilized by contradictory groupings. Affinity groups of ‘senior’ or retired citizens, feminist scholars, individuals who share knowledge on health afflictions, hobbyists, professionals, political organizations and many others are†¦using the Internet to educate, proselytise and organize, cutting across national boundaries with apparent ease. (Goodenow 1996:200) As notions of globalization both from below as well as from above help to reframe some of the varied potential within globalization, they as well present a explicit spatial association that seems to be set within specific binaries of above-below, power-resistance and domination liberation. In other words, this is an idea of globalization already included within specific politics, rather than, a reframing of the political and definitely a resistance to it. Conclusion Thus, to compete effectively, business organizations should develop a technology strategy. Moreover, as the concept of the globalization significantly extends this concept to government; not least by giving it an influential institutional framework, but does not significantly alter its function. The global economy does, though, stand in a different relation to the government since it is no longer neutral. It is still presented as apolitical, and is consequently still understood to be ‘economic’, but it has also become a normative and, certainly, normalizing, reality. The global economy functions in a different way with regard to the government; whilst movements in the world economy have long inclined economic policy within the government, the global economy presented as some new realism forces changes in national policy as a complete. This has the further significance, of forcing the government to distinguish between its proper function with regard to the global future and its function with regard to a sub-national, local past. Through the formation of the competition government, the homogeneity of the national economy though assumed in theory is cooperating in practice. The national private economy ceases to be believable as a homogenous unity and becomes a single but distinguished space. This has, certainly, always been the case, but the mobility of capital and the disintegration of the labor-intensive fordist production systems in the North has grinded the differences between regions of the similar government.

Performance Management Essay

Activity 1: The business life today becomes more challenging for the companies and employees, where the organizations want to attract employees with high qualifications and professional experience with lower salary. On the other side the employees looking for jobs develop their qualifications with high (or reasonable) salary. And here is the challenge. This challenge could be managed by something called performance management, where it will give the balance to the relationship between the two sides. Performance management is process used to recognize, encourage, determine, evaluate, develop and reward the employee performance. And this will grease the circle and shrink the gap and toward achieving the organization objectives. Any effective performance management system must include these components: 1. Performance Planning: Performance planning is the first crucial component of any performance management process which forms the basis of performance appraisals. Performance planning is jointly done by the appraise and also the reviewer in the beginning of a performance session. During this period, the employees decide upon the targets and the key performance areas which can be performed over a year within the performance budget. This is finalized after a mutual agreement between the reporting officer and the employee. 2. Performance Appraisal and Reviewing: The appraisals are normally performed twice in a year in an organization in the form of mid reviews and annual reviews which is held in the end of the financial year. In this process, the appraisee first offers the self filled up ratings in the self appraisal form and also describes his/her achievements over a period of time in quantifiable terms. After the self appraisal, the final ratings are provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it can be overcome. This has been discussed in the performance feedback section. 3. Feedback on the Performance followed by personal counseling and performance facilitation: Feedback and counseling is given a lot of importance in the performance management process. This is the stage in which the employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not. The employee receives an open and a very transparent feedback and along with this the training and development needs of the employee is also identified. The appraiser adopts all the possible steps to ensure that the employee meets the expected outcomes for an organization through effective personal counseling and guidance, mentoring and representing the employee in training programmes which develop the competencies and improve the overall productivity. 4. Rewarding good performance: This is a very vital component as it will determine the work motivation of an employee. During this stage, an employee is publicly recognized for good performance and is rewarded. This stage is very sensitive for an employee as this may have a direct influence on the self esteem and achievement orientation. Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for affection. 5. Performance Improvement Plans: In this stage, fresh set of goals are established for an employee and new deadline is provided for accomplishing those objectives. The employee is clearly communicated about the areas in which the employee is expected to improve and a stipulated deadline is also assigned within which the employee must show this improvement. This plan is jointly developed by the appraisee and the appraiser and is mutually approved. 6. Potential Appraisal: Potential appraisal forms a basis for both lateral and vertical movement of employees. By implementing competency mapping and various assessment techniques, potential appraisal is performed. Potential appraisal provides crucial inputs for succession planning and job rotation. Good performance management will result to good motivation for the employees. Such thing will take us to discusses theory x and theory y. If we assumes the employee is lazy and doesn’t like to work, where he will avoid taking responsibili ties and duties, and he works for getting the salary only. Then the attitude toward the employee will be similar to mind image, So, there is a hidden guidance line will prove that imagination in the real life. And the opposite thing is right. Where if we considered the employee is responsibility seeker and challengeable and like the work. We will consider him as creative, where we will motivate him and develop his career and knowledge to be innovative in the work. In the performance management system the organizations relies on the appraisal system to build the appropriate reward theme for employees who are under evaluation. Where the reward is the result of the employee performance and it will represent the pleasure of that performance by the organization or in other words it is the return on investment of the employee’s skills, time and efforts. The fair and reasonable reward will lead the employee to be in motivation situation, and on top of that it will give the feeling of loyalty in the organization, also the fair reward system w ill increase the satisfaction level and will make innovative culture in the organization. The reward that is given to the employee could be financially and could be non-financially. For example the financial rewards could be cash compensation, commission or bonuses which are considered as direct compensations, on the other hand there are non-financial rewards one example of them is the life insurance for the employee himself only or his family as well. We know that the performance management is a process not an event. Performance management is not another term for personal appraisal. It is a process that brings together and manages all the factors that affect performance, treating the individual as a vital component but not the only component in a multifaceted aspect of management Well, in the performance management, the key elements to be considered while managing the poor or good performance are: * The level of performance to be achieved. * the competences needed to achieve this level of performance * the activities and resources needed to motivate and empower people * the monitoring and review mechanisms that measure performance and compare results with targets * the measures taken to improve performance and attain best practice * the measures taken to ensure the planned targets and competences are the right ones for the organization and its stakeholders Performance Review & Development Plan is an evaluative tool to be used for all administrative staff and managers. It allows on an annual basis for each supervisor and employee to: Clarify and define areas of responsibility; jointly set performance objectives for the next review period; set measurable standards for performance; review objectives and performance; and identify and address developmental needs. In terms of potential outcomes of a performance review, high ratings (significantly exceeds expectations) will result in the recognition of extremely strong performance and lead to the identification of performance objectives or other assignments which may provide additional opportunities to obtain further skills and experience, as well as the establishment of development goals to continue the employee’s professional/personal development and growth. With moderate ratings (fully meets expectations), the supervisor and employee identify upcoming performance objectives and outline the ways in which job expectations and standards could be exceeded in future. Development goals that will support the employee to reach greater achievements should be established. In the event of low ratings (needs improvement), the supervisor and employee should clearly identify areas where performance can be improved, review what support and assistance may be required in order to realize such improvements, and establish development goals stemming from that discussion. During the course of the following review period, particular attention should be placed on areas needing improvement, with ongoing communication between the supervisor and employee regarding progress made. Frequency and Timing Performance reviews are conducted on an annual basis and should be completed by the immediate supervisor and submitted to Human Resources no later than August 1 of each year. All new employees undergo a performance review by the conclusion of their probationary term, and on an annual basis by August 1 thereafter. The supervisor may waive an annual performance review if it falls within three months of the probationary review Process 1. Setting Performance Objectives and Development Goals for the Review Period At the beginning of the cycle, the supervisor and employee meet to review the employee’s position and key responsibilities and establish performance objectives and development goals for the review period. Performance Objectives: * should establish between 3 and 5 objectives for a given year; * should be specific, measurable, and attainable within the time frame identified (multi-year objectives should be broken down into smaller components); * should be reflective of the employee’s role level; * should not be above and beyond the employee’s current duties, but reflective of his/her responsibilities within the context of the department’s goals and priorities for the upcoming year. Development Goals: In establishing new development goals, the supervisor and employee should consider: * areas of performance requiring improvement; particularly those with ratings of needs improvement; * training needs arising from the performance objectives set for the following review period, including situations where there are anticipated changes to responsibilities or technologies and where an employee may be assisted to gain the necessary skills and/or knowledge; and * Areas of personal interest for professional development and growth, as they relate to future potential opportunities at the university. The development plan should identify specific and measurable goals with a recommended course of action. Such goals may include: providing additional or more focused direction and guidance to enhance current performance; providing specific training opportunities related to job responsibilities; supporting enrolment in formal educational programs related to job responsibilities; encouraging the reading of publications related to work performed; supporting participation in professional organizations related to areas of responsibility; and/or delegating assignments to provide opportunities to acquire new skills. Throughout the year, employees should be provided with the necessary supervisory guidance, direction and feedback. Performance objectives should be periodically reviewed to ensure they remain valid and realistic and, if required, modified or removed. 2. Preparing for the Performance Interview: In late May or early June the immediate supervisor should: a. provide a copy of the Performance Review & Development Plan Guide and Form to the employee; b. schedule a review meeting with the employee with a minimum of two weeks’ notice; and c. prepare for the interview. 3. Conducting the Performance Interview The purpose of the interview is to promote increased communication and understanding between immediate supervisors and employees through discussion of the following: the accomplishment of performance objectives identified in the previous review, and any factors affecting their attainment; the degree to which development goals were met; strengths and weaknesses related to the performance factors; the development of performance objectives for the next review period; and the establishment of new development goals for the next review period. 4. Completing and Filing the Documentation – Comments and Signature by Immediate Supervisor and Employee – Approval stage. Activity 2: The discussed issue was the reduction in sales level from the side of excellent employee in the organization, where the employee has some strength such as he is well organized, answering too many queries and continues following up with the customers issues. On the other side he faced a problem where he was alone for last six months in the call center, where his colleague left the job. So, the overload was handled by only one employee, where it was terrible thing. But the weakness in the whole story was the bad communication from the employee to the management, where he kept quiet and didn’t report the problem to the management. After the discussion we agreed to give him promotion because of his great performance regardless the reduction in the sale, and he will follow a development program in communication skills. As well as that, I agreed with the management to hire another two employees with him to hold some duties with him. Here we can say that the problem solved and we guaranteed to do not repeat again, and established a development program to the employee to improve his skills. Reference: 1) C.LEATHERBARROW, J.FLETCHER and D.CURRIE (2010), Introduction to Human Recourse Management, a guide to human recourse practice. Second Edition. London, Chartered Institute of Professional Development.

Learning English as a Second Language Essay

From the content in the introductory part of the WebQuest, It is true that English is common language for the native people but for the non native people it is challenging and requires one to go through a series of classes compounded by determination and willingness to learn in order to understand it well. The thesis statement of the web quest gives an over view of what the rest of the content is all about. It gives the fundamental steps of learning English which involves understanding the meaning of different vocabularies provided and using them in a well structured and grammatically correct sentence. As a teaching material, this WebQuest highlights the main objectives, which will serve as the yard stick of determining whether the intended purpose of the WebQuest is achieved. In addition to this, I give a positive feed back to the way the learning process is arranged. Understanding a word and pronouncing it correctly is indeed the fundamental step in solving the complexity in English as a language. This is because it creates a dovetail for the construction of grammatically and structurally perfect sentences to fit. Team work is undoubtedly important in building confidence among the students. It also enables them to share their difficulties and hence understand the challenges a head of them. Provision of resources is of importance because it gives the whole learning process the originality and reliability it deserves. The evolution process cannot go unaccredited because it will enable the lecturers to know if the objectives were met. However, the WebQuest fails to show what the students should do if they fail the second step of understanding the meaning of the words in the sentences. This in my opinion is crucial for the process of learning English as a second language.

Sickle Cell Plan of Care

Then, provide a brief description of the pathologically of sickle cell anemia and complete the nursing care plan by filling in the goals, outcomes, and nursing orders for the diagnoses provided in the table. SITUATION: Lavabo is a 30 year old, single African American who was diagnosed with sickle cell anemia when he was 4 years old. He works for a computer company and has been working 12 hour days to meet the deadline for a special project.Lavabo is complaining f fatigue and decided to relax by playing golf on a warm Saturday morning. After the seventh hole he experienced odyssey, tingling, and numbness in his legs. After the next hole, he experienced severe pain in his right ankle and knee. He was taken to the local medical center, where he was admitted. Lavabo rates his pain at 8 on a scale of 1-10. The physician ordered oxygen, IV fluids, and a PICA pump with morphine sulfate. Describe the pathologically that occurs in sickle cell anemia (4 points).Sickle cell anemia is the most c ommon form of sickle cell disease which is an inherited, autocross recessive disorder that causes an abnormal hemoglobin cell. The person with this specific disorder inherited hemoglobin S from both parents, also known as homozygous (Lewis, Drinkers, Hitchhiker, & Boucher, 2014, up. 644-647). This hemoglobin S results from the substitution of valise for glutamine acid on the B- globing chain of hemoglobin, and this ultimately causes the erythrocyte to stiffen and elongate taking a sickle shape in response to low oxygen levels (Lewis et al. 2014, up. 644-647). Due to the sickle cells elongated shape, and its stiff and sticky consistency it tends to get stuck in capillaries and vessels, and blocks blood flow to limbs and organs (Lewis et al. , 2014, up. 644-647). The major problems with sickle cell anemia is due to their sickles shape, reduced life expectancy and their ability to carry enough hemoglobin or transport it properly to the body to provide adequate oxygenation.Therefore a p erson who has sickle cell anemia has a lower number of red blood cells related to the shortened cell life that dies after only 10-20 days, compared to a normal red blood cell which lives about 120 days (Lewis et al. , 2014, up. 644-647). Bone marrow is unable to keep up with the demand for new red blood cells to replace the dying ones, making a person with sickle cell anemia left in a state of constant inadequate oxygenation (Lewis et al. , 2014, up. 644-647). Occlusion of capillaries and small vessels lead to acute or chronic tissue injury.This leads to further problems related to homeostasis which continues to perpetuate a cycle of local hypoxia, degeneration of more erythrocytes, and more suckling which continue to cause irreversible cell membrane damage (Lewis et al. , 2014, up. 644-647). Unless you're directly quoting you only need to address the authors once According to Lewis et al. , ASS is xx or write your summary and add to the end of the paragraph (Lewis et al. , 2014 up. 644-647) since all your information is from 1 source. If your quoting directly from the source you need to enclose in †Nursing Diagnoses Pain related to occlusion of small vessel by sickle cells as evidenced by severe pain in art. Knee and ankle. Altered tissue perfusion related to a decreased number of Orb's and decreased oxygenation as manifested by odyssey, tingling/numbness in ankle and knees. Activity Intolerance related to imbalance between oxygen supply and demand, as manifested by fatigue, odyssey,

Attendance at a local seminar (report) Essay Example | Topics and Well Written Essays - 500 words

Attendance at a local seminar (report) - Essay Example â€Å"Project management is a carefully planned and organized effort to accomplish a successful project,† (Lonergan, K) Walters explained, stressing on the dire need of project managers in the industry. Walters further informed the students about different factors which influence the success of a project. They were Project team, sponsor, customer, programme manager, operations and the sellers. He mentioned that there were three crucial points related to project management also known as â€Å"triple constraint.† They are known as time, cost and scope. Walter mentioned the Work-Braeakdown-Structure where he described the project management tools, including, common sense, eyes, ears and all the other senses. He clearly noted that â€Å"trust but verify.† Dear Client, I have written what all I could understand from the pdf’s. If you think I am missing on some points do let me know. Apart from that, if you think I can pick up matter from the internet, I would do that. Let me

Making Table Wine at Home Article Example | Topics and Well Written Essays - 1000 words

Making Table Wine at Home - Article Example Sometimes, you think that it is always easier to purchase wine than to make it. Think again. If your ancestors made them in their own homes centuries ago, there is no reason why you cannot make it when it is already the twenty-first century. You have the technology to make wine in your own homes without having to stomp on your grapes as ancient winemakers did. My grandmother has been making wines for our families for the past forty years. I recently learned how to do it, and I am happy to say that homemade wine can taste just as good as other high-quality branded wines. I will explain three steps in making wine: preparing all materials, fermenting and racking the wine, and bottling the wine. Let us start with the first step of making wine, which is preparing all materials and ingredients. The first step is to prepare all the materials and ingredients needed. You will need standard and intermediate winemaking pieces of equipment and raw materials. The standard winemaking pieces of equ ipment are carboy, iris jaw type floor corker, wine press, and thermometer (Great Homemade Wine). The intermediate materials are corks, empty glass bottles, oak, brush, clamp, tubing, and siphon (Great Homemade Wine). The raw materials or ingredients you need are grapes, wine yeast, and sugar, as well as sulfite tablets. (Wineintro.com). I recommend fresh grapes instead of grape juice because the former can provide high-quality wine (Cooke 4). I further suggest that you select Cabernet Sauvignon grapes if you have those in your area because it is the â€Å"king among wine grapes† (Warrick 14). Or, you can choose any type of grapes from the species of Vitis vinifera, because they tend to ripen with the right amounts of sugar, acids, and flavor compounds (Warrick 14). For water, spring water is suggested, because it has the right amount of minerals, but no chlorine (Peragine 40). For sugar, you can experiment with any kind of sugars, although you can use invert sugar. For yeast , choose the yeast specifically used for wines, called wine yeast, to produce a better tasting wine (Warrick 14). You also have to sanitize the area and types of equipment. You have to clean your work area and make sure that there is no clutter that will intervene with your winemaking. You also have to wash your equipment. You can use commercial winemaking cleansers that can be bought from many winemaking shops, or you can use bleach (Wineintro.com). You should be able to clean your carboys and other equipment as meticulously as possible (Wineintro.com). Part of the preparation is making sure that the grapes are crushed already. You can rent a crusher from small wineries or shops, or you can buy one. Before the primary fermentation can start, the grapes have to be crushed to produce the juice, pulp and skins, which are also called must (Great Homemade Wine). After preparing your ingredients and cleaning your materials, it is now time to ferment and rack the wine. Your second step is to ferment and rack the wine (Wineintro.com). There are two ways for fermentation that can be used (Great Homemade Wine).