How far can we use the shape of the yield curve to derive expectations Research Paper

How far can we use the shape of the yield curve to derive expectations about outlook for an economy - Research Paper Example The slope of the yield curve is considered as one of the important indicators as it shows the difference between the long and short run interest rates in the economy. The critical difference between the two interest rates therefore defines how the future outlook of the economy can change. The overall macroeconomic significance of the slope of the yield curve is based upon the overall monetary response to the shocks received by the economy over the period of time. Economists therefore use the statistical relationship between the slope of the yield curve and economic growth and observe as to where the yield curve is actually pointing. This approach also requires taking different parameters before the overall state of economy can be reliably estimated based on the interest rate spreads. (F. Cwik, 2005) The slop of yield curve can be one of the most important indicators for assessing the economic performance of a country and make future expectations. Yield curve slope can provide essential information about the economic growth, inflation and recessions. Yield curve showing the difference between the 10 years treasury bonds and the federal fund rate therefore serves as one of the key economic indicators about the overall state of the economy. It has also been argued that if consumers expect to have a recession in future, they may reduce their consumption in order to increase their savings for future consumption. Thus the short term interest rates may go up as a result of this and resultantly the gap between the short and long term interest rates may narrow. In such a situation therefore the shape of the yield curve therefore can provide the estimate about the economy. (Federal Reserve Bank of Cleveland , 2011) Yield curve provided two important forecasting insights into the overall affairs of the economy i.e. the growth as well as the recession. First, it also can help

Cross-Cultural Interview Essay Example for Free

Cross-Cultural Interview Essay The cultural heritage is the things, places and practices that define who we are as individuals, as communities, as nations or civilizations and as a species. It is that which we want to keep, share and pass on. 1. Interview a person form a different cultural heritage and gather information on the following areas. a. With which ethnic / racial / cultural group does this person Identify?ANSWER: The person that I chose to interview is Mrs. Chambers. Mrs. Chambers is identified with the cultural and racial group known as African American or Black. This identity is also traditionally traced back to the beginning of the United States of America Historical Roots of people identified from Africa. b. Which areas of the person’s culture is identified with pride?ANSWER: Mrs. Chambers has an identifiable historical culture pride which includes among other things overcoming obstacles such as racial discrimination along the lines of social and economically disadvantages and discriminatory practices against her cultural heritage for over 100 years. c. What religious beliefs are central to this cultural group? ANSWER: Mrs. Chambers’s heritage generally believes that church is the key to its foundation and is of the corporate faith that God the Father has sent as a Savior of the World His only Begotten Son who is Named Jesus Christ. The cultural group also recognizes several other denominational and religious groups whose primary beliefs are similar to Mrs. Chambers, such as Baptist, Holiness, Pentecostal, Methodist, and several other denominational and non-denominational groups throughout the world. This is known as â€Å"sheep of other fold† as well as other brothers and sisters in Christ Jesus. d. What difficulties has this person experienced because of his / her cultural tradition? ANSWER: Difficulties that Mrs. Chambers cultural group has experience as a direct result of her cultural traditions, among other things, include racial inequalities and discriminatory practices against them. Most notably are the inhuman treatment of her cultural group because of African American Traditions such as Involuntary Slavery; mistreatments such as lynching of black men, raping of black women by white masters who own the slaves and the plantations. e. What difficulties does this person experience as a result of the attitudes / behaviors of persons from other cultures?ANSWER: Mrs. Chambers has experience multiple attitudes and adverse behaviors in her cultural group not only because of her race, but also because of her gender. She has experience racial discrimination with regards to employment, promotions, and equal pay for the same type work as her white male counterpart. She has experience employment discrimination and harassment as a result of her cultural heritage and reli gious beliefs. Too many adversities regarding her ethnicity and cultural heritage to list. But time has brought about a change to the many adversities of life as a result of Mrs. Chambers cultural group. Education has played a major role in the incorporation of new attitudes and behaviors, such as cultural diversity training. f. How do people within this person’s cultural group help with personal problems? ANSWER: Mrs. Chambers’s cultural group previously believed that it was taboo to seek any types of counseling because it held the belief that it was a strong and independent cultural group that relied upon the healing hand of Jesus Christ. Therefore, it was almost unheard of for a person to seek any types of counseling for problems. After this taboo was rightfully dismissed, the cultural group sought a networking among its own cultural group but later realized that other groups may have experience similar problems who reached out to the cultural groups as a means of combating the social and economic problems within the cultural family and community. g. Under what circumstance would members of this cultural group consider counseling for personal / family problems? ANSWER: Mrs. Chambers believes that under the circumstances, members of her cultural group consider counseling for personal and family problems because of all the latest technological advancements in our society. Training and education is the key to a newly and wide acceptance of counseling. People are sincerely reaching out to professional in the field of counseling and psychology as a direct result of the advance technology and scientific studies on the subject. h. What would make counseling more attractive to this group as a means to deal with problems? ANSWER: Mrs. Chambers believes that with that latest advancements and information related to education at all levels of our society; counseling has received high marks as a direct result of its integrity and scientific research as well as proven effectiveness to our families, communities, society, and world in which we live. The result of this cross-cultural interview shows us the importance to be knowledgeable about different cultures in order to understand and appreciate them. We cannot appreciate something that we ignore. In fact, this nation is created and well defined as an immigrant nation which enriches our environment with a variety of several cultures. This interview enriched me when I decided to know a little bit more about the heritage of this African American lady who was willing to portrait openly her beliefs, values, and courage despite of her trials in life. Veronica Chambers is an overcomer woman who embraced her dreams made them reality. Through the sufferings in her life, she was able to accomplish her Master Degree in Organizational Management in Leadership. Furthermore, she has been serving the Lord all her life, and encouraging people around her; she has also accepted her calling from the Lord and now she is in the position of a pastor’s wife. In conclusion, the lack of knowledge stops people to defeat the racism, discrimination, and stereotypes in our today society. In my opinion, individuals need to be well educated in multicultural perspectives in order to create a unique and valuable environment appreciating one another. REFERENCES http://www.canberra.edu.au/centres/donald-horne/cultural-heritage/what-is

Identify How Employees Resist To Organizational Change Management Essay

Identify How Employees Resist To Organizational Change Management Essay The purpose of this paper is to review recently published research to identify how employees resist to organizational change and which change strategies could be used in order to minimize employee resistance to organizational change. In the literature review it is discussed why employees show resistance to change. Communication and Participation are selected for discussion as significant change strategies after identifying various other change strategies that can be adopted by the organization to minimize the level of resistance. At the end of this seminar paper, the limitations of this study are discussed and recommendations are made for future researches. Keywords: Organizational Change, Change strategies, Employee Resistance, Introduction Organizations today are facing more changes than ever before (Conner, 1992, cited in Wanberg and Bans, 2000). As they strive to more competitive edge, they are reorganizing, downsizing, focusing on incremental changes and radical changes through the implementation of new technologies. The success rate of change initiatives is dependent on diverse number of obstacles. Among them the main obstacle to organizational change achievement is human resistance. Employees reactions to change are considered critical for the success of change effort (Piderit, 2000). Bovey and Hede (2001) cited numerous studies including one of 500 Australian organizations indicating resistance as the most common problem faced by management in implementing change. Despite this claim that it is difficult for the individuals to cope the change that is why they try to resist. Human resistance may be the main hurdle in the success of organizational change. Researchers and practitioners have been working on employee r esistance to organizational change from the decades. But they may be defining the phenomenon inconsistently and studying it incompletely. It has been reported that resistance is likely to occur because the change process involves moving form known to unknown (Coghlan, 1993; Steinburg, 1992; Myers and Robbins, 1991; Nadler, 1981, cited in Bovey and Hede, 2001). Each individual resist the change in a different manner, it is important to assess how individuals resist changing and why so that manager could select an appropriate way to overcome resistance (Kotter and Schlesinger 1979). Much of the organizations face difficulties with employee resistance. Successfully managing resistance is one of the major challenges faced by change initiators and is the more important aspect of change process. Different researcher proposed different change strategies that would help in successfully implementing change process and could also be helpful in minimizing employee resistance to change. Focus of this study is to identify different change strategies and to highlight those change strategies that play major role in minimizing much of the resistance by the employees. Problem Statement In support of organizational change practice, this study attempts to answer the question: Which change strategies are most helpful in minimizing employee resistance to change? .Scope of Study Much of this paper will cover how employees resist to organizational change and which change strategies are most beneficial in minimizing the employee resistance in the course of change implementation. The goal of this paper is to provide change agents and managers with the theoretical insight to employee resistance to organizational change and practical guidance in dealing and ultimately minimizing employee resistance to organizational change, based on previous research. Literature Review Resistance to Change Change is defined as a move from the present current state to some desired future state and a denial to that movement is said to be the resistance. The studies discussed under this subject suggest a comprehensive definition of employee resistance to organizational change. Resistance to change is a concept explaining why efforts to organizational change fall short of expectations and usually fail. The word Resistance is always considered a negative connotation. Organizational change often incurs two types of responses: positive or negative, supportive and resistant etc. Resistance is mainly due to the fact that key interests of employees get at risk during the change process. The key concerns of the individuals upon the announcement of the change that may affect resistance to change may include threats and benefits of change, personal capabilities to accomplish change (Dennis G. Erwin Andrew N. Garman, 2009).Dianne and Amrik (1998) explained resistance to change has been recognized a s an important factor that can influence the success or failure of organizational change effort. Resistance if not properly handled leads towards the failure of the organizational change. So resistance is defined as the negative employee attitude with counter-productive behaviors. Resistance among employees arises because of the negative feelings they have about the change and these negative feelings arise because all the information regarding change process is not properly communicated to them by the management themselves, their only source of information is either word of mouth or local newspapers. So because of these sources of information a feeling arise in them that management itself is not very clear about the change and its objectives and as a result this causes them to resist (Tony proctor Ioanna Doukakis 2003). Change Strategies Kotter and Schlesinger (1979) identified six strategies to organizational change such as Education, Participation, Facilitation, Negotiation, Manipulation, and Coercion. Education means informing and communicating the desired changes and giving reasons for them. Participation is to involve the potential resisters and even employees in designing change plan and implementing change. Facilitation is a process that includes training employees in new skills and giving them emotional support by listening to them. Negotiation is offering incentives to potential resisters. Manipulation means involving the selective use of information and conscious structuring of events. And finally coercion is basically forcing people to accept change and threatening them. Focus of this study to identify those strategies that play a major role in minimizing employee resistance to change. Out of Kotter and Schlesinger (1979) mentioned strategies, communication and participation will be the focal point here. Purpose is to study the role of these two strategies (Communication and participation) in minimizing employee resistance to change. These strategies as factors of change process influence individual attitudes and resistances toward change. Communication Different researchers defined the concept of change communication differently. For example, Kotter and Schlesinger (1979) defined communication as informing and communicating the desired changes and giving reasons for them. According to Lewis (2006), Communication about the change is dissemination of information that is the dispersal of knowledge, ideas, training, facts and respects or directives of action concerning the change. Oreg (2006) defined communication as the amount and quality of information that is provided to employees about the change. Van Dam et al. (2007) defined communication as providing information about the change is to keep employees knowledgeable of anticipated events such as specific changes that will occur, the consequences of the changes and new roles of the employees. Effective communication is the main reason for the success of organizations as it helps the managers to get employees involved in the particular task of change and thus helping them in implementing change successfully (Mary Welch Paul R. Jackson, 2007). It has been suggested that inadequate information leads to more uncertainty about specific changes because it will give rise to feelings such as how change will affect their job and organization or how to respond to that change (Milliken, 1987, cited in Wanberg Banas, 2000). It has been proposed that in order to improve employees attitude towards organizational change, information about the change helps to reduce employee anxiety and uncertainty (K.I. Miller Monge, 1985; Schweiger DeNisis, 1991, cited in Wanberg Banas, 2000). Lewis (2006) defined that communication is critical in the process of creating and articulating vision; channeling feedback between implementers, key decision makers, and key users; providing social support; forestalling and constructive use of resistance and assessing and promoting results. Study of Lewis describes how employee experience communication of change messages; the types of channels they use to communicate with implementers; and finally the qualities of implementers change communication that employees associated with the change outcomes. Employees perceive the communication about the change differently than do implementers themselves. Implementers usually have clear idea about the change process as they themselves the change agents whereas employees have lesser knowledge about the change program, formal goals and progress of the change. Participation Kotter and Schlesinger (1979) defined participation is a process to involve the potential resisters and even employees in designing change plan and implementing change. Lewis (2006) defined participation as employees cooperation during the change initiatives is the key to success to organizational changes. It has been argued that participation lead to qualitatively better strategic decision (Kim and Mauborgne, 1998, cited in Lines, 2004). Giangreco and Peccei (2005) reported that more participation of employees in change process is associated with more positive attitudes towards the change and it will minimize resistance to change. Wanberg Banas (2000) proposed that higher level of participation in the change process is related to more positive view of the change. Higher level of involvement is associated with a view that changes are beneficial. Lewis (2006) explained that Participatory structures in organization that value the input of participants and that allow them opportunities to influence decision making are more likely to succeed in reaching the desired goals. So, employees who feel that they have more participatory opportunities and the organization value their inputs are more likely to adopt the change process and are less likely to observe resistance to change. Lack of participatory involvement of employees in change process will predict more resistance to change. The more the employee input is valued and is allowed to participate in the change process, the less will be the resistance. Lines (2004) studied the influence of participation on resistance to change. Lines identified a strong relationship exists between employee perceptions of their participation in change process and reduced resistance to change. Lines defined participation as involvement of employees in the initial assessment and development of change plan. Lines suggested that participation allows more interaction between the change agents and change recipients who will help them to overcome their resistance to change. Lines concluded that use of participation will lead towards successful implementation of change. Van Dam at el (2007) reported that participation of employees in the change planning and implementation process increases the change acceptance. Participation often offers number of benefits: such as increased understanding of the circumstances that make change necessary and a sense of ownership and control over the change process increases the readiness for change. Van Dam et al. found a significant relationship between resistance to change and change strategies such as communication and participation. Dianne and Amrik (1998) reported that participation of employees in change process is the best method of handling resistance. It has been suggested that involving employees in learning, planning and implementation stages of the change process tends to increase employee commitment to change and will ultimately lowers the resistance to change (Lewin, 1991; Coch French, 1948, cited in Dianne Amrik, 1998). Employees must be given the opportunity to be involved in every aspect of change process and they must be given the opportunity to provide feedback. Involving management and employees in the change process will help to overcome many of the difficulties experience during the change process. Discussion Literature indicated a significant relationship between change strategy communication about the change, participation of employees in change process and employee resistance to change. If there is higher level of communication about the change process, there will be lesser employee resistance to change. If the employee tends to participate in the change process, there will be lesser resistance to change. After going through the above literature it is established that the communication as a change strategy helps in minimizing resistance to change. Resistance to change can be minimized by informing about the change and providing reasons for change (Kotter and Schlesinger 1979). Communicating about the change, its consequences and new roles of the employees will play a positive role in minimizing resistance to change (Van Dam at el 2008). Effective communication helps in minimizing resistance to change by involving employees in the change process and implementing it (Mary Welch Paul R. Jackson, 2007). Minimal information about the change process results in uncertainty and ambiguity. Individuals being uncertain and ambiguous about the change process will incorporate ideas that how change will affect them, their department and their organization and how to respond to change, such feelings usually give rise to resistance to change so adequate information about the change facilitates lowering the level of resistance to change (Milliken, 1987, cited in Wanberg Banas, 2000). (K.I. Miller Monge, 1985; Schweiger DeNisis, 1991, cited in Wanberg Banas, 2000) develop a connection between flow of information and acceptance level of employees in a way that sufficient level of information increase the level of acceptance among employees which in turn decreases the resistance. Lewis (2006) examined a relationship between communication of the change and employee resistance to change. Lewis found that communication of change influences the resistance to change and if the employees receive more information about the change, there will be less resistance to change. Participation of employees in the change process in one way or other assists managers to overcome the resistance. One way is the involvement of employees in the change process that has significant effect on individuals attitudes towards the change itself, which in turn directly influence their reactions to change. Individuals who are more involved in change process will have positive attitudes towards change, so they will react to it in less negative way (Giangreco and Peccei 2005). Wanberg Banass study in 2000 also supported the above mentioned findings. Lewis (2006) proposed that if employees are not allowed to participate in change process, they might feel that their opinions and suggestions are not wanted and valued. So they will actively resist change. According to Van Dam at el (2007) participation offers certain benefits to employees which minimize the level of resistance by the employees. Dianne and Amrik (1998) study reveals that the participation increases the level of commitment among employees and decreases their level of resistances towards a particular change. Limitations of Study This study is limited to reviewing previously published research involving employee resistance to change and change strategies which will help in reducing employee resistance to organizational change. Study focused on two major change strategies: communication and participation and their relationship with the employee resistance to change. Impact of these strategies (communication and participation) is studied on employee resistance to change unilaterally meaning that resistance is considered only a single dimension concept. Future Research Present study focused solely on the relationship between change strategies (communication and participation) and employee resistance to change as a one-dimensional concept. Oreg (2006) found that not enough information, as well as too much information about the change may be detrimental and can increase employees resistance. He suggested that moderate amount of information about the change would be optimal when introducing organizational change. So, future research could be done in order to identify the contexts and processes in which information can reduce the resistance instead of enhancing it. As there are other strategies of change such as Facilitation, Negotiation, Manipulation, and Coercion which also play a role in minimizing resistance to change. Facilitation will help overcome the resistance when people are fearful and anxious about the change. Negotiation helps deal with resistance when people are losing through the change and they have enough power to influence the change process. So offering them incentive will help defuse their major resistance. Manipulation is helpful in resisting change by co-optation i.e. involving an individual in design or implementation of change. It is relatively easier, quicker and cheaper solution to the problem Future research could further explore the relationship between these strategies and employee resistance to change. -à Ãƒâ€˜Ãƒâ€™ ÑÒ ÑÒà  -

Universal Healthcare Essay -- Healthcare Health Insurance

Introduction Universal Healthcare is a system under which basic health needs can be paid by a single government payer. Basic health care needs include treatment for urgent, emergent, preventative, reconstructive, routine, and chronic care. The United States is the only wealthy and industrialized country that does not universal health care, however, does have a publicly funded government health care program for the elderly, disabled, military service, and veterans. Programs like these only cover one quarter of the U.S. population. Universal healthcare can be thought as similar to a single-pay health care system. Single-payer health care is an American term that describes payment for doctors, hospitals and other providers for health care from a single funding source. Under the single payer system, doctors’ practices and hospital may remain private and negotiate payments with the government. How does the System Work? Most countries implement universal health care through legislation, regulation and taxation. Legislation and regulation direct what care must be provided, to whom, and on what basis. Usually some costs are paid by the patient but are subsidized by direct taxation and compensated to the patient to some extent either directly by the government or by some form of compulsory insurance. Why is it Important? It is predicted that by the year 2010 close to 52 million Americans will be without any health care coverage. As of 2004 nearly... ...premiums cost that American workers have to pay every year. Workers who are assured with their benefits will not feel obligated to choose their favorite career to pursue, and their employers don’t have to worry about the high workers’ health insurance cost and not raise their employees’ wages. Moreover, Children of low income family are guaranteed to be protected. Private insurers still exists as a choice for people who can afford their premiums and prefer the plan they are currently having. Although this might cost an increase of income tax, the benefit it brings in improving the citizens health care protection and reducing the unnecessary premium cost will in fact help the economy to function more efficiently.

Climate Change Effect on Polar Bears

Climate Change Effects on Artic Polar Bears Kenneth Halvorsen COM/156 09/30/2012 Jocelyn Henson Climate Change Effects on Artic Polar Bears Climate warming and ecological changes have caused a significant threat to the declining population of polar bears in the Arctic which is affecting human habitats Polar bears, the largest of the terrestrial carnivores, live on the Arctic ice for the majority of the year. The icy habitat allows polar bears to hunt for their primary prey – seals. The powerful species’s survival completely depends on their ability to use ice for feeding and breeding.Some of the highest degrees of global warming effects have been on the polar regions of the world. Scientists around the globe are in agreement that such effects of greenhouse gases produced mainly through human induced emissions have resulted in an increase of the earth’s surface temperature. The continued denial concerning global warming could result in the complete polar bear exti nction. Unquestionably, the beautiful species’s future depends on the protection of the arctic environment: its pollution levels, indigenous peoples hunt and total loss of ice.So, what should be done, if anything, to save the polar bear habitat? To begin analyzing the issue, let’s first discuss some of the delicate specifics of polar bear habitat and environment requirements which are critical for survival. Polar bears, as the largest of the bear family, must sustain enough food and accumulate enough body fat to keep those alive during the ice free period. They need to consume at least five pounds of seal blubber per day to stay healthy. Also, as they are the largest land predator in the world, bears live on the ice in locations where it is viable to hunt for seals which are their primary prey.Yet, they will also hunt Artic fox. They have been known to eat birds, reindeer, rodents, fish, or even the carcass of a dead whale. Strong swimmers, the bears roam over the vast expanses of sea ice while paddling with their front legs and using their rear legs as a ruder hunting for ringed seals, bearded seal, and occasionally beluga whales and even walrus. Polar bears have no natural predator and have no fear of man which makes things dangerous for both. There are few animals that will attack a man unprovoked yet, the polar bear is one that will actually hunt down humans and eat them.The problem begins where studies show that climate warming is creating a much shorter duration of time for sea ice and, therefore, is extending a later freezing in fall as well as early ice break-ups during summer. These changing conditions have shown seal depletion and a decline in the polar bears population. The average annual extend of ice has exceeded 1 million square kilometers. With over 40 percent decrease within the past 30 years of the ice coverage the population of polar bears has been substantially threatened (U. S. Fish and Wildlife Services, 2008).This and other climate change factors have affected the species’s food supply chain. Polar bears population growth in general is extremely slow and fluctuates in response to natural factors, the major one of which is their prey ability. The bears need to maintain a high level of body fat, especially for the females in order to have healthy cubs. Nutritionally stressed, the mothers are being greatly affected by the rising sea levels in the marine regions with the most pronounced temperature increases. An increase in polar bear sightings have been reported near human settlements during the open water period in recent years.For example, Inuit hunters have reported an increase in bear population because of an increase in sightings near their villages. This has led to more hunting tags issued. Such observations are misleading and the increased sightings should be related to the fact that the bears are seeking an alternative food source. Additionally, offshore drilling for oil and shipping have t hreatened polar bears status. Years of data from satellite imagery as far back as 1970 shows a decrease in population and poor body conditions surrounding the populations of bears near Western Hudson Bay and Baffin Bay.These two populations are more likely decreasing and not increasing. As these populations decrease the continued problematic interaction with man will most likely continue and could very well increase, as the bears seek alternative food sources through the extended summer months (Stirling, Parkinson, Sep. , 2006). Scientists have very specific ways of tracking the earth’s temperature. The world’s temperature is constantly monitored from land-based weather stations and ocean buoys. They also use tree rings, coral reefs, and ice cores. The evidence shows the earth’s temperature is increasing.Three main source possibilities could be responsible for the increase in global warming: the sun, the earth’s reflectivity, and greenhouse gases. All thr ee have been studied carefully, and the only one that matches up to the data is levels of greenhouse gases. The more fossil fuels we burn the higher levels of greenhouse gases (Environmental Defense Fund, 2012). The polar bears’ survival completely depends on their ability to use ice for hunting, and some of the highest degree of global warming effects has been on the polar regions of the world.Fortunately, with technological advancements researchers are now able to follow individual bears over a long period of time and collect valuable data on the species’s habitat concerns. The greater understanding of population trends and dynamics allows scientists worldwide to provide critically important data that will further assist in environmental management decision. â€Å"Studies show a significant decrease in polar bear populations from 1984 through 2004 near the western coast of Hudson Bay and in the community of Churchill, Manitoba, Canada† (Regehr, 2010).The level of human presence and recent commercial activities in the Artic, such as oil spills and contaminants, shipping and hunting have exposed polar bear population to higher risks and, as a consequence, have increased this species’s habitat food stress. Now, as much as one-third of the world’s polar bears are facing extinction. Interestingly enough, multiple social groups believe that there is no reason for panic and some of the data used in polar bear population decrease is false. The controversial opinions are opposing to the entire fact of global warming and climate change with explanation of political tricks on consumers.Additionally, a large number of scientists and distinguished engineers disagree with the fact that an immediate and drastic action is needed to protect polar bear species’s survival and control of global warming impacts. Environmental campaigners suffered a major blow in 2009 when emails stolen from computers at the University of East Anglia were leaked and were hailed by critics as evidence of scientists attempting to suppress evidence that contradicted the idea of man-made climate change. An inquiry into the scandal failed to find any evidence of malpractice by the scientists and a review of the science also ound it to be sound, although the findings were met with claims of bias from skeptics. â€Å"The science has become stronger and stronger over the past five years while the public perception has gone in completely the other direction (Gray, 2012). â€Å"A recent BBC poll found that 25% of British adults did not think global warming was happening† (Gray, 16. 2012). Nevertheless, polar bears have been listed as threatened by the U. S. Federal Government, Department of Fish and Wildlife Service in May 2008). Accordingly, one of the highlights in mitigation measures and species habitat preservation was a formation of PBSG membership.In 1973 The International Organization called Polar Bear Specialist Group has nego tiated and executed an Agreement of the Conservation of Polar Bears. (IUCN Species Survival Group, 2012). The meetings are held in Greenland every 3 to 5 years with the emphases on advancing the principles of the Agreement. As a result of the recently conducted series of meetings in June 2001 a working group has been assigned and funded to expend the knowledge on the essential life functions of polar bears and other marine animals.Such evaluation of the species’s immune and hormonal systems would significantly improve the continued efforts of humanity in preserving the Artic environment. These and many other initiatives remain to be under development status. However, the progress is being noticed and is pleasantly acknowledged. Multi-discipline mitigation measures must be addressed by the upcoming generation of human policy makers. Among multiple models of polar bear population and habitat features one can clearly notice an inevitable and non-reversible threat to important sp ecie of the world’s largest bear.Therefore, understanding of the climate change and a greater precision in making management decision must remain being a worldwide concern. Neither the five countries of PBSG membership bound by a 1973 treaty discussed above no the American Environmental Protection groups themselves would succeed with this uneasy task of polar bear habitat preservation without a worldwide cooperation. References Ellis, R. (2009). On thin ice: The changing world of the polar bear. Knopf. Environmental Defense Fund (2012). Climate Change Impacts. Retrieved from: http://www. edf. org/climate/climate-change-impactsIUCN Species Survival Group (2012). IUCN/SSC Polar Bear Specialist Group. Retrieved from pbsg. npolar. no Gray, R. (2012, October). Climate Scientists Are Losing The Public Debate on Global Warming. The Telegraph. Retrieved from: www. telegraph. co. uk Kuhn, M. (2010). Climate Change and The Polar Bear: Is The Endangered Species Act Up To The Taks? Alask a Law Review, Vol 7. , Issue 1, p. 125-150, 26p. National Geographic Society (2012). Polar Bear Ursus maritimus. Retrieved from: http://animals. nationalgeographic. com/animals/mammals/polar-bear Peacock, E. , Derocher, A. E. , Thiemann, G. W. , Stirling, I. (2011).Conservation and Management of Canada’s Polar Bears (Ursus maritimus) In A Changing Artic. Canadian Journal of Zoology. Regehr, E. V. , S. C. Amstrup, and I. Stirling (2006). Polar bear population status in the southern Beaufort Sea. U. S. Geological Survey, Alaska Science Center, Anchorage, Alaska. USGS Open-File Report 2006-1337. 20 pp. Regehr, E. V. (2010). Climate Change threatens polar bear populations. Ecological Society of America. Stirling, I. , Parkinson, C. L. (2006). Possible Effects of Climate Warming on Selected Populations of Polar Bears (Ursus maritimus) in the Canadian Arctic. Artic Vol 59, No. 3, p. 261-275.

The Chicano Moratorium essays

The Chicano Moratorium essays Formally known as the National Chicano Moratorium Committee, The Chicano Moratorium was created, and dedicated to protest the Vietnam War. The anit-war, civil rights activist group established to promote equality among the Mexican-American culture commonly recognized as Chicano's. During the Vietnam War, a professor found that about 20% of casualties were Chicano's, but Chicano's only made up about 10% of the United States population at that time. Professor Guzman inspired two students, Rosalio Munoz, and Roberto Elias. Munoz was first ever-Chicano student body President at UCLA, and in protest to the war burned his draft card. The two young Chicano students joined together and recruited Chicano activist for a major anti-war protest, and brought attention to immoral deaths of Chicano's in the Vietnam War. Just like Zinn wrote when black civil rights leaders planned a huge march on Washington to protest a march was held in August of 1970 and was a huge accomplishment for the Chicano youths. Proving they can organize and peacefully voice their concerns to society. 30,000 people joined in to protest unequal, and unfair discriminatory treatment toward other Chicano's not just as victims of the War, but also victims of social equality. Walking down Whittier Blvd in East Los Angeles the Chicano's were proud to represent their culture in a positive way. Once the crowd reach Laguna Park where a peaceful rally began all hell seemed to break loose. It became one of the worse police abuse cases in the country, wrote blogger Luis Rodriguez who participated in the march and was arrested. The Los Angeles County Sherriff seemed to finally had enough of the Chicano Protesters, and felt that they had received their time to peacefully demonstrate their voice to society but it was time to shut it down. So during the rally at Laguna Park the Los Angeles Sherriff, and Police Dept began to attack the peaceful protesters. And...

Othello Act 3 Scene 3 Essays

Othello Act 3 Scene 3 Essays Othello Act 3 Scene 3 Paper Othello Act 3 Scene 3 Paper Essay Topic: Othello Explain the effect of dramatic techniques employed by Shakespeare in the construction of the pivotal Scene 3 in Act 3. Act 3 Scene 3 is one of the most important and pivotal scenes in Othello, where Iago speaks meticulously and thoroughly with Othello, planting the seeds of suspicion ad jealousy in Othello’s mind which ultimately leads to the tragic events that occur in the latter parts of the play. Shakespeare’s diction for Iago arouses the idea of suspicion and jealousy in Othello; at first, Iago speaks only the word â€Å"jealousy† (167) fixing it into Othello’s imagination then reminds Othello of Desdemona’s deception of her own father â€Å"She did deceive her father, marrying you, / And when she seemed to shake and fear your looks, / She loved them most† further planting seeds of suspicion into Othello’s mind as the implication is clear, where Shakespeare’s choice of words, does not need Iago to state it’s true meaning: If Desdemona can deceive her own flesh and blood, she can easily deceive her husband. However, as soon as Iago states his thoughts with Othello, he back tracks what he says â€Å"But I am much to blame. / I humbly do beseech you of your pardon / For too much loving you† bringing about once again Iago’s duplicitous nature. Dramatic irony is used not only in Act 3, Scene 3 but throughout the entire play. Iago is constantly referred to as honest, however time and time again, Iago lies, playing with his words to seek out his own revenge. Shakespeare writes â€Å" Also, Shakespeare uses the technique of foreshadowing†¦ Desdemona’s lines at the beginning of the scene are prophetic: â€Å"thy solicitor shall rather die / Than give thy cause away. † (27-8) This reminds the audience / reader that this play is in fact a tragedy alluding to the idea that most characters are bound to fall. Furthermore, Othello says â€Å"Perdition catch my soul†¦ / Chaos is come again† (90-2) there is an element of prophecy in this statement, as, metaphorically, damnation will soon catch Othello, whilst chaos will soon replace order in his life. During Othello’s soliloquy, Shakespeare uses a rage of imagery emphasising the appalling change in Othello. There is only one thing Othello is certain, that is the â€Å"exceeding honesty† (260) of Iago, another example of dramatic irony. The end of the scene is the climax of Othello, as Othello, convinced of his wife’s infidelity, is fixed in his course, to seek â€Å"a capable and wide revenge† (460) on Desdemona ensuring the disastrous endings of this tragedy unavoidable. Othello makes a black vow with Iago