Tuesday, August 25, 2020

The Archetype of women portray in movies throught the decades Movie Review

The Archetype of ladies depict in motion pictures throught the decades - Movie Review Example The adjustments in the maid in trouble model can be effortlessly followed through the different adaptations of the Cinderella story as introduced by what might become Paramount Pictures yet in 1914 was the Famous Players Film Company, that delivered by Walt Disney in 1950 and the more present day variant of â€Å"Ever After† featuring Drew Barrymore. By looking into key components of every story, an image starts to develop of the contrasting belief systems of each timespan just as contrasts in regards to target group. In the most punctual film, Cinderella supposedly is living with her stepmother and two more established advance sisters with no evident notice of the missing normal guardians. Following the customary story, Cinderella goes through her days tidying up after her vain and ruined sisters and step-mother and her nighttimes sitting in with the ashes to keep warm. She acquires the pixie godmother’s help with her consideration to an old, injured lady who appears a t her entryway regardless of the remorseless treatment the lady gets from the progression mother and step-sisters. A distracting worry here is the manner by which this desire for young ladies to be benevolent to the dejected contrasts and Snow White’s treatment (another Damsel in Distress original figure) where the young lady is harmed for her agonies. Cinderella, however, wins an opportunity to meet the ruler while she is out social affair wood for the fire and the two become hopelessly enamored right away. The story adheres entirely near the storyline that would be made well known by Walt Disney 40 years after the fact with the special case that Cinderella should likewise finish assignments given her by the adoptive parent before she can be dressed for the ball. These are simple assignments, including gathering the pumpkin, the mice and the rodents to serve individually as mentor, ponies and hirelings, however they are something Cinderella really needs to proceed to achieve before she can get the godmother’s blessing. With regards to the occasions, it was not unordinary for individuals to discover creatures, for example, mice and rodents living in nearness to their homes, and it isn't amazing that inside the house is the place Cinderella finds and catches the mice and the rodents she will require. Cinderella is a genuine working young lady, as well, not queasy about managing these creatures and familiar with the hard work of a housemaid during a time without programmed machines accessible to make the work simpler. This is an a lot harder story than that told by Walt Disney in 1950. Here the progression sisters have become as awful in appearance as they are in soul. They are both clearly mean and resentful even to one another. Cinderella’s job here is the equivalent, to battle as housemaid under these sisters and a significantly all the more requesting step-mother, however the house is a lot more fantastic and Cinderella’s lodging are increasingly agreeable albeit still poor. While she is as yet expected to do the entirety of the work, her enlivened garments don’t look almost as poor as that of her prior cutting edge partner and the creatures that live in her home are companions as opposed to vermin. This is clarified as the winged animals, pooch, pony and mice all exist evidently to serve her wants since they are all, somewhat, infatuated with her too. With regards to the state of mind of the occasions in which new innovations were being made that made women’s housework considerably less of an errand, Cinderella is once in a while observed

Saturday, August 22, 2020

Introduction to Environmental Health and Risk Assessment Essay

Asbestos is viewed as a Public wellbeing peril. As such there have been various logical estimates embraced to deal with this hazard to natural wellbeing and security. In this conversation the creator would propel that the most ideal approach to oversee asbestos is by applying the asbestos code intended for that specific area. It is accepted to be protected since it is a code which has been looked into before its plan and a large number of the significant hazard factors were thought of. It follows particular aides, for example, ‘elimination/evacuation (generally liked); disconnection/walled in area/fixing; building controls; safe work rehearses (regulatory controls); individual defensive gear (PPE) (Asbestos control measures, 2010). In accordance with this undertaking the hazard the executives intend to be received is the disposal and evacuation choice which would be examined in more detail. Defense for the choice In request to legitimize why it is accepted that the disposal and expulsion alternative is the best under any conditions to mange asbestos hazards ,the peruser must comprehend what it truly does. First the evacuation must be led by an ensured preservationist who is educated in the training and would lead the procedure as indicated by the ecological heath and security code relating to that technique. Along these lines, it prohibits the penetration of a fledgling endeavor the hazard the executives procedure. Asbestos is an intense natural risk as such any endeavors at control must be experimentally observed. As was recently referenced these are logical intercessions which are actualized following quite a while of all around assessed look into, ‘environmental information, network wellbeing concerns and wellbeing result data†¦Ã¢â‚¬ ¦. nvironmental information are audited to decide if individuals in the network may be presented to risky materials from the NPL office. ’ (ATSDR, 2009). The expulsion limits are deliberately characterized; security signs and proper showcases are raised for the general population to perceive that the earth is being focused for asbestos evacuation. This ensures the network during the procedure since they would not enter the hazardous limit zones. It is all out light. Other than; the electrical hardware are expelled and all apparatuses which are utilized to give electrical force must be killed. These add to the asbestos hazard when disposal and expulsion are finished. It can't be overemphasized this guarantees total disposal and security after the procedure is finished. Subsequently, here is the support this is the best choice for expelling both friable and non friable asbestos. It is strongly suggested as a hazard the board gadget. In what capacity will disposal and expulsion give a more noteworthy measure of insurance from the innate dangers related with Asbestos? Clearly, it is light of the hazard itself. It resembles directing a main driver examination whereby the establishment of the factor is improved to guarantee that is has been demolished totally. Seclusion/fenced in area/fixing; building controls; safe work rehearses (authoritative controls); individual defensive hardware (PPE) (Asbestos control measures, 2010) are altogether palliative measures. These don't stand the trial of time since they act basically as control measures. There is still asbestos in the environment. Of significant importance is that the impacts of asbestos don't show right away. It takes years. During that time nobody knows how powerful these control measure may be. There will never be a certain method of assessing their actual adequacy until a whole network turns out to be sick from this introduction which should be controlled. Along these lines, it is the author’s conviction that the most ideal approaches to stay away from any inclined impacts and give ideal wellbeing is by end and expulsion. An Outline of the chose technique used to assess aftereffects of the alternative picked to actualize Asbestos chance administration. The usage task in itself offers a procedure of assessment which is to decide the nearness of asbestos noticeable all around after the disposal procedure has been finished. This is a logical assessment. There are principally three kinds of asbestos. Preceding the end technique the earthy person would have assessed the sorts to decide if it was white (chsorile); blue (crocidolite) or earthy colored (amosite). The Environmental Protective Agency (EPA) has concocted a logical philosophy to assess asbestos expulsion. It has been looked into and seen as a suitable estimating instrument. This involves the selection of an elective test which will assess the expulsion methodology used to decide how compelling it was in evaluating how much asbestos was truly expelled. Decisively, it endeavors to expel a few kinds of asbestos harbored in structures. The inside of the structure is wet, and afterward obliterated without barring whatever different sorts of asbestos might be available. Enough water is applied to trap any asbestos which may have gotten away from the underlying reatment. This activity is checked and the measure of asbestos present in the climate is assessed. It is normally tried against a formerly directed light treatment. (U. S Environmental Protection Agency. Asbestos Project Plan, 2010) This is a practical method of assessing the aftereffects of a formerly directed asbestos expulsion work out. The hippies can likewise re-measure the asbestos content logically. In any case, this strategy even assesses the particular instrument utilized and just not the level of substances expelled.

Monday, August 10, 2020

Checking My Calendar

Checking My Calendar The New York Times has had an interesting set of articles over the past couple weeks about vacation time in the U.S. versus Europe. The basic gist, as Im sure you know, is that Americans work their tails off, while Europeans do something called enjoy life. It reminded me of something I noticed a couple months ago â€" this: Whats that, you ask? The top is a snapshot of a week in February 2009, when I was at MIT, while the bottom is a snapshot of the same week in February 2010, when I was at the University of Cambridge. Typical weeks, honestly. Now clearly, some of this disparity is my own doing â€" I didnt have a job during the year (although few Cambridge undergraduates do) and I didnt note when I watched 24 this year. But the fact remains that no matter how you slice it, I was busy around the clock at MIT and getting several full nights of sleep a week at Cambridge. At Cambridge, there are three eight-week terms, separated by two six-week breaks and a summer vacation lasting from mid June to early October. The average third-year engineering student has ten hours of lecture per week, but only during the first two terms (uh-huh, no lectures after mid-March); the final term is projects (not lecture, as far as Im concerned) and exams (also not lecture). So, thats about 160 hours of lecture over 16 weeks. On the other hand, MIT has two 14-week terms, separated by a single six-week break in January and a summer vacation lasting from late May to early September. Id estimate about twelve hours of lecture per week during thirteen of those weeks. So, thats 312 hours of lecture over 26 weeks. But, of course, thats only the beginning of the story. Third-year Cambridge engineers rarely shoot for more than ten hours of lecture per week, but we all have that friend at MIT whos taking so many classes we wonder when they get a chance to eat (if you dont have such a friend, its you). Basically, its not unheard of for MIT students to take on 15+ hours of lecture a week (although probably not attending all of them), plus recitations. Oh, and MIT is four years, while most British universities are generally three. But while I found the system at Cambridge a welcome change (and, lets be honest, preferable), I found myself missing my busy schedule. Note that most of the events in my February 2009 calendar are not required coursework, but the result of choice. At MIT, no matter what day of the week or what time of the day, there is always some interesting or obscure talk â€" formal or informal â€" or free food event or meeting for one of the seemingly infinite student groups on campus. At Cambridge, the lesser time devoted to coursework (and problem sets; they have fewer of those too) and the less exhaustive selection of student groups meant that there was more room for a casual social life. Again, that was wonderful, but there were times there where I just felt well unproductive. Ironically, that was especially true during Cambridges last term, which, being devoted to make-or-break exams, means students there dont do anything other than study. But no such period exists at MIT. Yes, we have important exams and problem sets, but for some reason, instead of completely drawing our attention away from those distractions, we simply go into overtime. I like that, and, while I know Ill eat my words come late September, Im looking forward to three weeks from now. Im already beginning to fill in my calendar. By the way, as promised, I have the answers to the places pictured in my last post. I admit some of the pictures were nearly impossible to guess First Row 1: Ortakv?y Mosque and the Bosphorus Bridge, Istanbul (Turkey) 2: Along Sheikh Zayed Road, Dubai (UAE) 3: Blue streets of Chefchaouen (Morocco) 4: The Taj Mahal, Agra (India) 5: The beach and hotels in Tel Aviv (Israel) Second Row: 1: Train Station, Belgrade (Serbia) 2: The Acropolis, Athens (Greece) 3: The Coliseum, Rome (Italy) 4: St. Peters Basilica, Vatican City 5: The Dome of the Rock and Western Wall, Jerusalem Third Row: 1: The Wagah Border Crossing (Pakistan, from India) 2: Outside Petra (Jordan) 3: Island as viewing from the Aegean Sea (Greece) 4: Big Ben / St. Stephens Tower, London (UK) 5: Oslo Opera House, with my friend I met in Israel (Norway) Fourth Row: 1: With a shopkeeper in the old souqs, Marrakesh (Morocco) 2: Chain Bridge, Budapest (Hungary) 3: Bradenburg Gate, Berlin (Germany) 4: Eiffel Tower, Paris (France) 5: The Pyramids of Giza (Egypt) Fifth Row: 1: Canals in Amsterdam (the Netherlands) 2: Sixth Avenue, New York (USA) 3: Three Kings Day Parade, Barcelona (Spain) 4: Travelling by train (Bulgaria) 5: Streets of Cordoba (Spain)

Saturday, May 23, 2020

Essay on Pci Assignment - 1686 Words

Exploring the scientist-practitioner (SP) ideal Student name: Sara Van Hooydonk Student i.d: 800452214 Due date: 25.5.2012 word count: 1,503 Exploring the scientist-practitioner ideal The scientist practitioner model has been particularly helpful towards the professional training of psychologists since its formulation in 1949 (Hayes et al, 1999 ). The aim of this model is for training psychologists to integrate science and practice towards enhancing the effectiveness of varied mental health services (Hayes et al, 1999) .Although this model has been widely accepted, it has†¦show more content†¦It is possible to suggest that the modernistic views composed in the scientist-practitioner model contribute to the lack of its use in practical settings. This may be because there is an increased interest in a post-modernist approach towards treatment and intervention of psychological disorders. Post-modernists employ a social model aimed at addressing first, the societal concerns such as discrimination, injustice and prejudice that contribute to psychological and emotional problems, rather than firstly identifying a biolog ical causation. They fully believe that a researcher’s subjectivity is vital to interaction with clients and participants, and that knowledge and truths are created in these social interactions. One particular advantage of post-modernism over modernism is its sole focus on the needs of the individual rather than the population. Thus, it can account for people who don’t respond to the â€Å"empirically supported† studies. This is done by matching the client with the type of therapy and therapist who best meets the individual’s needs. Another advantage its high ecological validity as studies are conducted in local settings which are easily transferable and predictive of clinical settings. It is clear that a debate exists between scientists and practitioners regarding which epistemologies should be usedShow MoreRelatedEssay Risk Management in Information Technology Security795 Words   |  4 PagesManagement in Information Technology Security STUDENT COPY: Graded Assignments  © ITT Educational Services, Inc. All Rights Reserved. -73- Change Date: 05/25/2011 Unit 1 Assignment 1: Application of Risk Management Techniques Learning Objectives and Outcomes You will be able to identify different risk management techniques for the seven domains of a typical IT infrastructure and apply them under different situations. 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Tuesday, May 12, 2020

Feminism Women And Women - 908 Words

Feminism Throughout history women have struggled to show their value juxtaposed to men. Women are often downgraded economically, politically and socially just because they are female’s. The struggle between women in the 1800s is similar to the struggle women have now. Equal rights for women are still being campaigned now as much as it was during the 1800s. The connotation of feminism has been created to be a negative word .Just like people believe women should be equal to men, many others believe otherwise. Susan B. Anthony, Sarah and Angelina Grimke, and Lucy Stone are only a few of the many women rights activist during the 1800s. Well know celebrities also help promote feminist movements like Beyonce with her song Flawless†, Amber Rose and her Slut Walk† and even the well-educated and activist Malala Yousafzai. Many of these women have helped the growing society have a better understandment of the inequality women face on a daily bases by forming alliances and su pporting each other to fight for equality. Just like the first Seneca Fall Convention which was formed in 1848 and many organization formed today like The Institute for Women Policy Research and The National Organization for Women, has helped developed the fight for equality. During the 19th century the only responsibilities women had was to take care of the family and their households. 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Wednesday, May 6, 2020

Discussing Baz Luhrmann’s Romeo and Juliet Free Essays

This movie is about Romeo and Juliet. Leonardo DiCaprio Is playing the Romeo part in this movie. And Claire Danes is play Juliet part. We will write a custom essay sample on Discussing Baz Luhrmann’s Romeo and Juliet or any similar topic only for you Order Now The movie is directed by Baz Luhrmann. He is a modern day version director. He directed this movie in 1996 and he only used 10% of Shakespeare language. Because we don’t speak same language as Shakespeare. Baz Luhrmann uses guns instead of swords and uses cars instead of horses. In the beginning of Romeo and Juliet we see a news reporter talking about the two households. Than the camera start zooming in and in. Then very quickly you see fair Verona. The narrator says about two households both alike in dignity, In fair Verona where we lay our scene. From forth the fatal loins of these two foes, a pair of star-cross’s lovers take their life. When the narrator says those things the background music is very loud and the music is trying to tell us about the movie. By listening this music you could say that something bad will happen in this movie. Which will be very emotional and sad? Then you see a newspaper article where it says Montague’s v Capulet’s. And than you see helicopters, cars and people. When that happens the background music become louder and louder and you see two buildings with the names at the top Capulet and Montague and Jesus Christ statue in the middle. The reason why the director put this statue in the middle to show that people in fair Verona want peace between these two families. We than see the shots of the city and the police. Than we see some of the main characters in the movie their, with and a description of who they are. The reason why the director shows us this is because he wants to tell us that these people and they will come in the movie latter on. The scene changes and you hear a different music where three Montague’s are sitting in the yellow open car with the special plate at the front saying Mon 005 and listening to the music the boys the boys. Than you hear them insulting the Capulet’s. One of the guy in Montague is bald, with tattoo of Montague on his head . The music they hear is very cool and they wear sunglasses, and open Hawaiian shirts. The reason why the director put this music to show their personality. In other word to show how cool they are. The Montagu’s than go to the Gas station. Benvolio get out from the car and goes to the toilet. He is Romeo’s cousin . Than we see a Capulet get out of his car, only you can see his feet he chucks his cigarette down. He is wearing cowboy shoes, and the background music is western music. By hearing that music you could say that person is not a good person and he is a very important person in the movie and he wants to fight. When he goes in the gas station some girls come out and one of Montague shows off by doing some nasty things. Than one of the Capulet come out of the car. The car is blue and scary and on the number plate it says Cap 005. The person who comes from the car is very strong and when he removes his jacket you could see his gun saying Cap and the Montagues get scared because on their gun it says Mon and the both of the gangs hate eachother. Abra shows his silver teeth saying SIN and the Montagues fall back in shock into the car. Abra shouts Boo laughing at them. At first Montagues just stay there but after a little while he comes from behind and does bite my thumb Abra doesn’t reverse his car very fast. Montague gets scared and panic they start to fill up with petrol. But Abra comes out his car and say do you mind your thumb at me sir one of Montague says I do mind my thumb sir. Montagues look at Benvolio is coming. The reason why they have icons on there cars,and guns to show the differences between these two families like to show that they are different from eachother. When Benvolio comes he takes his gun. And that’s were the fights start. One of the Montagues hides next to the car where the lady keeps hitting him. And than Tybalt comes out and the western music starts as a background to set the mood. Tybalt is the cousin of Juliet. First Benvolio tries to avoid fights and keep peace between the families. Benvolio says drop your guns and have peace. But Tybalt says I hate the word peace as I hate hell like all Montague’s. When he says that the director keeps his camera on his eyes to shows the evil. He closes the camera on both the eyes of Tybalt and benvolio and on his mouth because he says the line from there. Than the little boy comes from behind and Tybalt takes his gun out and scared that little kid. And than both gangs started to shot at eachother than the Montague who was getting hit by the women he scares her and start shooting but unfortunately he doesn’t know where he is shooting because he is keeping shooting at a sign saying Fuel Your fire he is keeping shooting at this sign. The sign is here to tell you that hold your fire. Then Tybalt who is showoff person he wears a black trouser and bullet proof red jacket with Jesus icons on them. He is keep diving and shooting one of his bullet hits Benvolios hand and his gun go straight under the car. Than two of the Montague’s put petrol in the car they drop some of it on Benvolio. They both sit in the car and start driving it . Tybalt than bends down takes his jacket off. Takes another gun out and shots at montagues. Than Tybalt drop his cigarette and the fire starts Benvolio gets scared because some of the petrol is on his shirt. Benvolio than picks his gun and runs over cars and shooting at Tybalt. And the fire blasts all the gas station. Here the directors have to be fast because he has to keep zooming the camera. And note every thing happening in the scene. And than you could hear traffic and shooting noise. Then you see helicopters in the air. And Benvlio and Tybalt looking at eachother in anger. The director focus o their eyes because you could see the anger in the eyes between them. In the background you could see people running and the cars are stopped. Than the prince who is sitting in the helicopter says to them that drop your guns. Than you see two cars in one car Capulet’s are sitting and in the other Montague’s . Montague’s says that give me my sword but his wife stops him. Than they both sit inside the building where the prince says two civil wars and says you both disturbed our streets and if one more time you disturbed our streets than you will pay the fine. This part is to show that both families hate really hate eachother and the prince is trying to warn both of these. Than the director focus on Montague’s after that. All the Montague’s go to the beach where Romeo is sitting the background music is a very sad music. Romeo is sitting writing his diary and thinking about his Girlfriend Rosaline. You could tell that by looking at his face that he doesn’t like what’s happening between these two families. He likes to spend much time alone because of the violence. Romeos mother talk to her husband about Romeo. You also could see the link between Benvolio and his shirt. Because on his shirt there are flowers and its all about the beach. And now they are on beach as well you could say that he spends most of his time on the beach. He than gets out of the car and says good morrow to his cousin they both walk and in the TV Romeo see’s what Benvolio did he tries to tell him that not to this because that way there won’t be any piece. As an audience I would say that this movie is great. There are some really good unbelievable actions fight’s. The music is a sum and it really suits the movie. And it would make good money. Baz Luhrmann directed this movie superbly. The camera angles were perfect. The other actors are superb, and acted wonderfully in the movie. What Luhrmann did was both bold and brilliant, and he succeeded wonderfully. First people thought that Luhrmann destroyed the play’s beauty and power by setting it in modern times. In short words I would say love in first sight. How to cite Discussing Baz Luhrmann’s Romeo and Juliet, Papers

Saturday, May 2, 2020

Enterprise Systems Business Intelligence

Question: What are benefits arising from the use and integration of Business Intelligence with ERP systems? How these benefits can be achieved? Answer: Introduction With all the information available, at the beginning vision it may seem dazzling that supervisors consistently fight secure fundamental business purposes of enthusiasm, for instance, stock levels, reckoning purchases, the record of individual clients, salary styles and tantamount. When in doubt, key record boss need hours or even times to secure the responses for such request. Experiences about purchases, for example, may be saved in a venture for purchases and pay dealing with, portion information in the bookkeeping program, and purposes of enthusiasm on past and dealt with exercises and relationship with individual clients in the CRM program. These systems are every now and again laid out totally self-sufficiently and a return of unpretentious components between them is troublesome, at scarcest not in the alternative and by the consistent customer. Subsequently, there is no clear strategy for non-concentrated customers quickly picking up the favoured purposes of investment. The result is that the key unobtrusive components regularly as unique reviews must be picked up from diverse divisions and workers. This consistently needs the co-operation of workers from the IT division, who are asked for to make entrapped concerns from different data source to give the basic information. In surprising events, the decision of such unpretentious components can take a couple times or perhaps a couple of weeks, a period in which a huge piece of the purposes of investment may become so old it is unrealistic still be useful. The comment that affiliations are stacked with information yet ailing in purposes of investment gives off an impression of being completely suitable. The errand is the best approach to change over information into profitable unpretentious components (Carver, 2006). Starting late, the capacity to get important purposes of investment quickly has transformed into a greatly key, if not regardless a fundamental, variable of achievements for associations. Time chiefs have open to settle on affiliation choices has been basically decreased. Mighty demands oblige associations to settle on vigilant choices concentrated around their inbound affiliation purposes of investment, and these choices must be made adequately. The basic issue is not a nonappearance of inconspicuous components, yet the converse a huge amount of purposes of investment must be changed over into accommodating purposes of enthusiasm for general reason to give supervisors a strong reason to their choices. The ability to change over non-direct unobtrusive components into accommodating purposes of investment immediately can offer an affiliation a gigantic distinct advantage. The gadget that enables boss to do this is "Business Intelligence". Given the snappy pace of today's affiliation s urroundings, these systems have transformed into an essentially key bit of the achievements of an affiliation. With the help of "Business Intelligence", boss can without a doubt recognize key examples, break down the behaviour of clients and completion supportive decision making. Background "Business Intelligence" is a far reaching thought which joins the suitable course of action of the whole affiliation. It deals with the securing, control and examination of huge measures of bits of knowledge about accessories, things, organizations, clients and suppliers, exercises, and dealings between them (Lu, 2000). Toward the end of the day, it is a made and orderly process by which an affiliation gets, studies and moves unobtrusive components from internal and external sources which is huge to its affiliation exercises and decision making. It is a broad thought, whereby a whole affiliation is determined to use the available machine as a piece of the best course with the purpose of procuring quality and fitting unobtrusive components for decision making, along these lines making distinct advantages. Such a thought must be sustained by the senior control of an affiliation and connected all through the affiliation (Lnnqvist, 2006). Then again, "Business Intelligence" frameworks contain purposes of investment resources which help customers get the obliged unobtrusive components successfully and smoothly. Instances of efficient resources for progressing machine are "On-Line Analytical Processing (OLAP)" and unobtrusive components examination resources. It incorporates programming that allows customers to change open of powerful unpretentious components into accommodating purposes of enthusiasm, in the meantime allowing customers to make their own specific request, reports and survey ways, which puts "Business Intelligence" strategies one stage before standard worth based machine. Integration A "Business Intelligence" undertaking is by and large not a lone application yet joins unique parts almost related to each other, allowing customers to pick and explore purposes of investment, make aggregations and presentation the results in a sort that is not hard to use and get it. From the structure perspective, such an undertaking encapsulates: Operational and outside data source as unobtrusive components resources. The Extract, Transform, Load process, which fuses: the social occasion of inconspicuous components from diverse resources, checking for slips, changing into a unique sort and saving to a purposes of investment modern office. A purposes of enthusiasm transforming plant symbolizes the central data hotspot for an entire association for saving and securing unobtrusive components and is differentiated from functional systems. Contraptions for unobtrusive components access and examination (investigative instruments): they change the purposes of enthusiasm into unpretentious components. The most broadly perceived sorts of precise resources include: question resources, attesting resources, OLAP resources, and inconspicuous components examination, control sheets, advanced efficient plans. This article concentrates on OLAP development. A crucial property of OLAP is that customers can persistently adjust studies to their current requirements. OLAP is in like manner essential for organization machine as it allows all around examinations of purposes of investment across over different estimations, giving top quality unobtrusive components from a pool of heterogeneous purposes of premium. It should be said, in any case, that the OLAP thought really infers the customer interface and not the technique for purposes of enthusiasm stockpiling. The greatest benefit of these benefits is achieved if inconspicuous components is saved in multidimensional data source. Benefits The execution of "Business Intelligence" and the contrasting data manufacturing work places is an ensnared strategy, which contrasts from situation to condition. Regardless, it is continually basic that the choice on such a fiscal obligation be fiscally sanction. It would look good to present such extreme strategies just to stay in contact with the most created mechanical advancement styles. Each one created "Business Intelligence" cure must be sanction by the potential purposes of enthusiasm (like upgraded benefit or more important profit) it can bring to the affiliation. The going with four segments of the acknowledgement of a cash related obligation in "Business Intelligence" are tagged (Atre S., 2003): Business variables: it is key to see the affiliation clarifications behind applying "Business Intelligence" (BI), the ideal goals of the affiliation, and application destinations of the sorted out cure. The targets of the BI cure must be as per the ideal goals of the affiliation. Necessities of affiliation examinations: the purposes of investment needed for completing flawless destinations and for decision making must be depicted. This purposes of investment is planned for higher control. Cost and benefit examination: an appraisal of the costs of execution and altering of the BI framework, and a criticalness of the expected inclination. Concrete and noteworthy ideal circumstances of BI must be financially examined, while unimportant inclination and their positive results for the entire affiliation must be portrayed in a subjective way. Peril assessment: a criticalness of dangers concerning the mechanical advancement, the versatile nature of the framework, wire into the affiliation and current machine, the meander bundle and budgetary obligation choice. Diversions in "Business Intelligence" have a shut cycle relationship with the ideal destinations of the association: remembering the final objective to guarantee that "Business Intelligence" alternatives can help the ideal goals of the affiliation, they should be a bit of the affiliation technique and have a clearly depicted goal. Analysis Two classes of perspectives impact the achievements of an association: viewpoints from its internal and outside surroundings. The affiliation should know, for occasion, the degree to which it is spending on examination and improvement, what the life-cycle is of its things, what its pay and profit levels are, the way feasible the advancement technique is, and how fruitful its experts are in publicizing and advancing. One can see a couple of key achievements plot that help organization comprehend the circumstances inside the affiliation. The objective of most "Business Intelligence" routines is accurately to give a knowing into and a knowing of the inward association environment. Starting now immediately vision, it is clear that this is simply bit of the major purposes of investment the affiliation ought to moreover be aware of its external surface atmosphere to experience impeccable preferences. "Business Intelligence" creative headway licenses customers to quickly acknowledge perplexed purposes of enthusiasm with the objective that they can settle on better and speedier choices and in this way effectively complete association objectives. Key favourable circumstances that "Business Intelligence" is planned to make are the improved execution and execution of the association. A couple of "Business Intelligence" decisions allow a speedier course of and less requesting openness inconspicuous components inside the association. Some other, all the more latest arrangement B are concentrated around a more forceful strategy that in particular cases needs a redefinition of current methods and their progression, which can make new, heretofore unidentified possible results and possible results (Lokken, 2009). Customers and masters generally acknowledge the way that "Business Intelligence" techniques give associations certain benefits and benefits that are attempting to concentrate absolutely. A couple of focal points are essentially straight recognizable, for instance, the more significant adaptability of customers by making reviews, quicker accessibility and a predominant framework of data, and so on. Diverse benefits are less obvious and it is precarious to understand whether they are truly a result of the use of "Business Intelligence" or something else. Clearly, reality may in like manner lie some spot amidst, so a certain change could be to a degree made by the use of "Business Intelligence" and mostly brought on by diverse perspectives. Here, the request happens of how to overview the key points of interest of "Business Intelligence", whereby there is currently an issue of how to understand the benefits themselves. As we will see later, it is significantly furthermore hard to assess or overview these benefits in such a way, to the point that energizes an assessment of the acknowledgement of an enthusiasm for a "Business Intelligence" structure. Relative issues happen with wander strategies in mechanical progression in like way. Notwithstanding, provide for us an opportunity to now look at the generally picked benefits of "Business Intelligence. Result As a result of the extensive estimation of "Business Intelligence" in both the inside and outside association surroundings, affiliations can recognize various positive circumstances. Purposes of investment the going with inclination "Business Intelligence" passes on to associations (Thomsen, 1997): Faster and more correct reporting; An updated decision making methodology; Upgraded client satisfaction; Extended livelihoods; Speculation finances in it; and Speculation finances in diverse reaches There are, clearly, various diverse illuminations of the good circumstances of "Business Intelligence".(Carver, 2006), for occurrence, part them into four social occasions: Decreasing costs; Upgrading wage; Overhauling client satisfaction; and Enhancing collaboration inside the affiliation. Other than to these four sessions, a champ among the most reliably addresses slant of "Business Intelligence" is support for better choosing, which (Carver, 2006) truly embody inside the third assembling. In the same way, (Atre S., 2003) investment the major reasons of "Business Intelligence" as: An update in pay; An update in purpose of investment; Updated buyer dependability; A loss of costs; and An update in affiliation. With "Business Intelligence", we can find the explanations behind particular issues furthermore see and separate the key achievements viewpoints. This system starts with an investigation of a more broad review, in the same route as general pay numbers, where we endeavour to find the purposes behind certain issue circumstances. This strategy needs a couple of levels before tackling at the substance of the issue. Customers can standard down into the material of the extraordinary review and along these lines go to the most unassuming and most inconspicuous components to have the ability to uncover the honest to goodness purposes behind individual activities or the surprising circumstances. When they know the reason, they can make powerful move in the other either to fitting issues or to oversee sound movement and maybe assemble it to diverse spots. A separating gimmick of the request of what and how to study and assess is to know the focus of the appraisal. The appraisal of making an enthusiasm for "Business Intelligence" methods for the most part gives two essential parts: to begin with, to attest that it is regard the cash and, second, to help handle the BI strategy so that the BI cure addresses the customers' necessities and that the method is gainful (Lnnqvist, 2006). Objectives The primary and most ordinary objective of an evaluation is to display that the BI is regard the cash. The IT division, for occurrence, overviews to the control about the expenses and inclination of diverse IT assignments. Hypothesis systems in IT, in the same route as all distinctive sorts of wanders, should be from the business perspective useful in the sight of control. The articulation monetary can be seen decidedly here, to be particular, whether the calm obligation is regard the cash or not. All the issues of perceiving the budgetary steadfastness of a reasonable obligation consolidate two issues: generally speaking, the results of a mild obligation in IT are not seen straight in more critical benefit ensuing to the results are routinely askew. One methodology to legitimize a productive obligation is, for example, to centre the salary. It is frequently difficult to certify the soundness and acknowledgement of a saving obligation in BI in light of the way that it is an inventive progression whose central focuses are habitually hard to study and anticipate. Most specialists in like manner acknowledge the point that ordinary productive routines, for instance, ROI don't mean the best strategy to legitimize engages in "Business Intelligence", primarily as a result of the indistinct qualities of the inclination gave by "Business Intelligence". These frameworks don't offer satisfactory results, which are moreover difficult to get. The second objective of figuring the consequences of "Business Intelligence" is to offer purposes of investment that allows handle the arrangement of "Business Intelligence", which shows guaranteeing that "Business Intelligence" decisions fulfil the needs of customers and that the procedure is capable. "Business Intelligence" can, truly, be nonsensical if the unobtrusive components it gives is not correct or does not encourage purposes of investment needs. Such an ensuing meet-up "Business Intelligence" results should commonly be performed by IT masters, with the crucial target being an advancing change of things and the "Business Intelligence" procedure. In consolidation, it is critical to comprehend to whom the IT cure symbolizes a quality at all. The apparent estimation of IT decisions is inclined to differ according to the greatly subjective appraisal and needs of the individual included. Here, we look at the estimation of IT from the point of view of affiliations that use IT and BI arrangement, furthermore from the point of view of customers. Additionally, once in a while some need to display that IT in like manner does not mean any quality at all in light of the way that it makes regard simply due to the usage of purposes of investment resources when moves are settled on and choices made. This is truly the technique that says the estimation of IT must be recognized finally. In this perspective, we could discourse of the depending estimation of unpretentious components development: mechanical progression must be joined into choices to have the ability to comprehend its regard. Conclusion Measuring the inclination of BI, on the other hand, symbolizes a fundamentally greater issue than figuring the expenses. Various results acknowledged to be arranged by BI fuse basically of non-money related and even tricky ideal circumstances, for instance, the enhanced top quality and accommodation of purposes of premium. Though such non-cash related results should result in to saving results, there may be a moment slack between the getting inconspicuous components from BI and the related benefit. In this way, figuring BI purposes of investment can be troublesome in action. "Business Intelligence" every now and again has an impact on the high top nature of CRM, client thought, and the quest for new industry potential results, spots to which we routinely can't offer any particular saving value. The purposes of enthusiasm of "Business Intelligence" are as often as possible higher than what is all in all from the earliest starting point vision. Additionally to critical and inevitably noteworthy purposes of investment, it moreover passes on certain ideal circumstances that are attempting to evaluate or are even unmeasurable, and some unforeseen inclination that are simply revealed after a certain time of using "Business Intelligence". One of the key reasons of "Business Intelligence" is to redesign help for business choices. Cash related obligation strategies in IT should be sorted out with the ideal destinations of the association. On one side, this suggests that investments in contemporary and influential mechanical headway should be a fundamental part of the affiliation's framework and, on the other hand, the creative advancement should help the relationship to accomplish its ideal goals. Supervisors together with IT divisions and customers should endeavour to check that th is is to make sure the case. Further Work Diversions in "Business Intelligence" and mechanical progression in like way are, clearly, associated with certain, by and large non-unimportant expenses. Researching the expense of a good purchase of "Business Intelligence" may immediately look seem less troublesome than the approach of evaluating the central focuses, yet here too much we experience various perplexities and intricacies. It is habitually troublesome or even hard to understand where the obligations of the meander are and what costs should be incorporated in the investigation. Concerns are lifted, for occasion, in the same path as how to review the expense of information resources and perceiving wander, how to assess the time points of interest in view of the all the more convincing imaginative advancement, whether to mull over chance expenses or not, and etc. References Atre S., M. L. T., 2003. Business Intelligence Roadmap. The Complete Project Lifecycle for Decision-Support Applications, Boston: Addison-Wesley. Carver, A. . R. M., 2006. The Business Value of Business Intelligence. A Framework for Measuring the Benefits of Business Intelligence, 3. Lokken, B., 2009. Business Intelligence: An Intelligent Move or Not?. [Online] Available at: https://bi.ittoolbox. com/browse.asp?c=BIPeerPublishingr=/pub/AO031202.pdf [Accessed 4 February 2015]. Lnnqvist, A. P. V., 2006. The Measurement of Business Intelligence. Information Systems Management Journal, 32-40. Lu, H. . Z. A., 2000. Web-Age Information Management, Berlin: Springer Verlag. Thomsen, E., 1997. OLAP Solutions: Building Multidimensional Information Systems, New York: John Wiley Sons, Inc..

Monday, March 23, 2020

CSR in Nokia Company Essay Example

CSR in Nokia Company Essay In the last few years, more organizations are spending a fortune on their corporate social responsibility. This is increasing growing as a result of customer relationship and interest shown by the consumers in both products and service. Consumers are not Just having a brand loyalty but are monitoring the company in places where are operating to see If they will be environmental friendly. In other to successfully scrutinize the firm, the managers of this company are evaluating their Impact on the people and the environment. Monika has done reasonably well and still setting target or future year in other to fully implement recommendations and research result. Corporate Social Responsibility is of the best way to monitor the progress and face the challenges confronting them. Every well-to-do organization has a role to play to sustain or add value to the economy where they operate. Every company that intends to grow and succeed must care about the people and the society, e. G Must be socially responsible. This is why a company like Monika, Invested so much in other to see changes reflected In the way they do business in the community where they operates and changes In the mobile industry. The transformation is noticeable as Monika has brought a lot of Innovation to the mobile Industry and in the process of Investing and Influencing this change, there are specific areas where the company will always face Issues and the degree of challenges defers depending on the region where its being operated. We will write a custom essay sample on CSR in Nokia Company specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on CSR in Nokia Company specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on CSR in Nokia Company specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Some of the challenges faced by Monika in the process of operating included but not limited to the following:- Energy Conservation Monika has consistently reduced the electricity it generated to operate overtime. Accordingly 40% of the electricity used by Monika comes from renewable energy sourcesl . Waste Management Monika has reduced the landfill waste by more than half since 2008 and the company has achieved 98% reduction as at 2012. Material The company is working towards sustaining the use of recycled materials. As at 2012, It Is using about 66% recycled materials on packaging and working towards increasing to 100%. Nooks, 201 2) Other factors affecting Monika are In the area of health safety, product use, logistic and suppliers. This Is not peculiar to Monika but to every organization where they value the Corporate social Responsibility (CARS). In other to understand the factors and the challenges faced by Monika, it is imperative to SE the external factors such as the Politic al, legal, social and the technology to identify and understand the market conditions where the company is localized, and thus work out modalities that could help or sustains Monika global brand. POLITICAL Even though the core basic aspect of Ionians business Is connecting people via mobile data communication, it is important for Monika to understand each terrain where their company Is domiciled. In view of this, It Is pertinent for Monika to understand the political landscape of the economy as the government must not be partial In the dealings with corporate companies. If there Is a good political structure in an economy, there is a tendency for Monika to grow but where the environment is This is one of the biggest aspects of mobile data Communication Company. The legal system differs from one country to the other and thus Monika needs to understand the concept doing things right. It may be impossible to avoid legal matters in as much as contracts, trade, agreements and taxation issues are involve, but Monika can study each country mode of operations better before appending contract, defaulting on tax issue. As rightly put We go beyond current legal compliance, not merely taking it a saline but as a starting point for further improvement. Our goal is for our devices to contain no substances of concern. We continuously review and update our substance list to comply with any new requirements or restrictions. Moreover, we continuously explore and introduce new environmentally-friendly materials. (Monika, Report 2012). SOCIAL The social factor is a very important determinant aspect to a successful Ionians operation. This will determine the willingness of people to be able to afford to buy Ionians phone. The segmentation of the population will determine which age group guys what? This will be influenced by the purchasing power of the people. E. G. N Africa, majority of the youth prefer to own about three (3) phones, one of which is the Ionians phone due to the durability of the phone battery as most places do not have power to generate electricity on their own, others will prefer the shape of the phones while others are more concern with the content of the phone. But coming to the Middle East, majority of the youth do not have more than one phone but will prefer a classic or stylish pho nes. People per capital income will also show their purchasing ewer, whether more people can afford to buy a new Monika phone or not. All these are part of the social factors affecting Ionians operation and growth expansion. TECHNOLOGICAL FACTORS Monika believes so much in investment into mobile technology and the company has spent significant amount of money on technological advancement. Without a continued innovation and research, a company cannot survive and this is where business environment values innovation. People prefer to have a phone with all-in- one mobile functionality. It is one of such investment in technology that is displayed n the New Monika Lamina with 42 camera MSP. CONCLUSION For Monika to have survive this far means that the company understand the challenges being faced and thus needs to continually study the political terrain of where they are operating, understand the legal aspect and strive to improve the social standard of the people while investing more in mobile technology. As stated in the Monika report, sustainability is about unleashing the potential of mobile technology to help people build better lives and a better planet. And its about minimizing possible negative impacts of our activities. (Monika Report, 2012).

Friday, March 6, 2020

SUNY Albany Admissions Data and Acceptance Rate

SUNY Albany Admissions Data and Acceptance Rate With an acceptance rate of 54 percent in 2016, SUNY Albany is a moderately selective public university. Most students who are admitted have both grades and standardized test scores that are at least a little above average. Since Albany practices holistic admissions, the university also looks for students with meaningful extracurricular activities, volunteer experience, and strong writing skills. The school accepts both SAT and ACT scores, with the majority of students submitting scores from the SAT. To see how you measure up at SUNY Albany, you can  calculate your chances of getting in with this free tool from Cappex. Admissions Data (2016) SUNY Albany Acceptance Rate: 54  percentGPA, SAT and ACT graph for SUNY AlbanyTest Scores 25th / 75th PercentileSAT Critical Reading: 490 / 580SAT Math: 500 / 590What these SAT numbers meanAmerica East Conference SAT score comparisonSUNY SAT score comparison chartACT Composite: 22 / 26What these ACT numbers meanAmerica East Conference ACT score comparisonSUNY ACT score comparison chart SUNY Albany Description Located in the capital of New York State and founded in 1844, SUNY Albany has a rich history and strategic location. It is also one of the top research universities in the states system of higher education. The university offers over 100 majors and minors, and over 300 study abroad programs through the SUNY network. For its strengths in the liberal arts and sciences, SUNY Albany was awarded a chapter of  Phi Beta Kappa. The universitys academic programs are supported by an 18 to 1 student / faculty ratio.  In athletics, most SUNY Albany teams compete in the NCAA Division I  America East Conference. Football competes in the Division I Football Championship Subdivision Northeast Conference. Enrollment (2016) Total Enrollment: 17,373  (13,139 undergraduates)Gender Breakdown: 51 percent male / 49 percent female95 percent full-time Costs (2016-17) Tuition and Fees: $9,223  (in-state); $24,303 (out-of-state)Books: $1,200 (why so much?)Room and Board: $12,942Other Expenses: $1,745Total Cost: $25,110  (in-state); $40,190 (out-of-state) SUNY Albany Financial Aid (2015 -16) Percentage of New Students Receiving Aid: 81  percentPercentage of New Students Receiving Types of AidGrants: 64  percentLoans: 63  percentAverage Amount of AidGrants: $9,147Loans: $7,289 Academic Programs Most Popular Majors:  Accounting, Biology, Business Administration, Economics, English Language, History, Interdisciplinary Studies, Political Science, Psychology, Sociology, Speech and Rhetorical StudiesWhat major is right for you?  Sign up to take the free My Careers and Majors Quiz at Cappex. Graduation, Retention and Transfer Rates First Year Student Retention (full-time students): 84  percentTransfer Out Rate: 27  percent4-Year Graduation Rate: 56  percent6-Year Graduation Rate: 66  percent Learn About Other SUNY Campuses: Albany | Alfred State |  Binghamton | Brockport | Buffalo | Buffalo State | Cobleskill |  Cortland | Env. Science/Forestry | Farmingdale | FIT |  Fredonia | Geneseo | Maritime | Morrisville |  New Paltz | Old Westbury | Oneonta | Oswego | Plattsburgh | Polytechnic |  Potsdam | Purchase | Stony Brook Intercollegiate Athletic Programs Mens Sports:  Football, Track and Field, Cross Country, Baseball, Basketball, Soccer, LacrosseWomens Sports:  Soccer, Tennis, Volleyball, Golf, Field Hockey, Basketball, Softball, Lacrosse SUNY Albany and the Common Application SUNY Albany uses the Common Application. These articles can help guide you: Common Application essay tips and samplesShort answer tips and samples Data Source: National Center for Educational Statistics

Tuesday, February 18, 2020

Different Aspects of Ecotourism Case Study Example | Topics and Well Written Essays - 1000 words

Different Aspects of Ecotourism - Case Study Example Different languages are spoken. Municipalities also register an inevitable growth and they have to provide transportable roads lighting the roads, similarly and should be committed to provide amenities of international standard to ecotourism and also for its sustenance. Ecotourism is no more permitted, limited to a particular part of the world. It is exchanged in order to serve the public with the latest technology. The globe is no bigger. Ecotourism represents a single economy. Because of ecotourism there is conspicuous change with the social life industries. One shall meat and come across different rest of different nationals represent at one place. Different sets of different nationals represent diversified cultures, different languages are spoken at one and the same place, and at one and the same time. They come to know each other from a closer proximity. The intimacies develop; relationships pave way for greater understanding. The social pavilion of life is set to rolling. Broader outlook develop into more knowledgeable and understanding environment. There will be a great impact on the urban sociology patterns of life. The world becomes a small place respectively inevitable economical growth, a pleasant knowledge based environment. The world is no bigger, thoughts of seeing the world; the globe on a huge unknown has become so small so much can be felt immensely. T third world, joyous frivolous, sensible, knowledgeable, cultured by urban socialites will cherish. The development may fold big colonies. A lot of big industries and big companies will enter into the market to cater to the needs of the conglomeration. The development shall develop many folds. The economy of the country, government organizations and private sectors will make a rudimental change. Mainly the cities will develop into a small globe with multi faced development in industries and corporate. May be the chief architect of the ecotourism to take enormous pairs to create and design the super structure of the third world. Globalization has its own effects on every aspects of technology. Ecotourism has changed the way urban socialist use to link and express their thoughts. Of course wealth is also acting as a catalyst for the change in the thinking and living of the urban individuals. The new meaning of sociology is slowly changing, to be more precise it is altering the essence of socialist thinking. Considering ecotourism as a development, every development will have its own pros and cons. It has both positive and negative and results on all aspects of human life. The same citizens who use to think and analyze in a modest manner has changed their way of analysis and started comparing with the good and bad. The socialist thinking, which was confined to the small regions on earth, has now crossed the boundaries and reaching out to the world and sharing views they're by bringing like-minded people to think and work with unity. This development is mostly used negatively. For example tourism, this is an ideal example for the developmenet of the globalization. In the developed countries the pollution levels being very less and also due to maintaining the green belt the need for more greener pastures is very less demand and hence eco tourism and its sustenance is not of very high important to the people visiting the places

Monday, February 3, 2020

Race and your community Research Paper Example | Topics and Well Written Essays - 1500 words

Race and your community - Research Paper Example It shall present my account of how human interactions in my community have been racialized. This analysis is being undertaken in the hope of coming up with a thorough and analytical assessment of the race in relation to the community, in the hope of clearly establishing the trends and patterns of human behavior. First and foremost, I am of Romanian, African-American, and Indian descent. As a child, our family moved around a lot and because of this, I was exposed to and I grew up in a mixed community. When, I joined the service, I was still in a mixed community – living and being exposed to Caucasians, African-Americans, Asians, Europeans, and other races. At present, I am still in a mixed community, being exposed to different races and cultural groups. Some of the members of my community look like me. My features are predominantly African-American and some of the members of my community look the way I do. My coloring is not as dark as those who are of pure African-American descent and so, I am slightly different from them in this regard. About 35 percent of my community is of African-American descent. About forty percent of the community is Caucasian and I do not look like them at all because of my stronger African-American features. The leaders within my community are sometimes ambivalent to people like me. Most of the leaders are Caucasians (whites) and they seem to treat people who look like me with suspicion. One time, I complained with the leaders about a Caucasian neighbor who liked to play loud music at most times of the night. They spoke to the neighbor, but they did not do so with firm authority. After a few days of quiet, my neighbor resumed his loud music. In order to avoid any trouble, I just tried my best to ignore the loud antics of my neighbor. I saw however how differently I was treated by the leaders when it was my neighbor’s turn to complain when I

Sunday, January 26, 2020

Sexual Orientation And Diversity In The Workforce

Sexual Orientation And Diversity In The Workforce Todays organizations are becoming increasingly diversified in many ways. With respect to sexual orientation, gay, lesbian, bisexual, and transgender (LGBT) employees constitute one of the largest but least studied minority groups in the workforce. Although invisible, sexuality is at the core of each workers identity. Therefore, it poses a number of complex challenges towards organizations and their human resources department. The Dont ask dont tell (DADT) policy of the U.S. Military presents a striking example of the silence surrounding their identity on the work floor. In this paper, the impact of silencing as well as the ways in which the voice of LGBT employees and other invisible minorities can be heard is studied. Introduction Diversity Diversity includes cultural factors such as race, gender, age, color, physical ability, national origin, etc. The broader definition of diversity additionally includes religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, physical appearance and economic status (Wentling and PalmaRivas, 2000). The word diversity is not contained in any report or law; instead, it grew out of academic and popular press usage. Diversity in the workforce With respect to the workplace, diversity refers to the co-existence of employees from various socio-cultural backgrounds. Every human being is unique, but at the same time, every individual shares biological as well as environmental characteristics with any group of others. In this context, diversity can be generally defined as recognition of the people who share such common traits. These traits -the characteristics that make up a whole person- both unite and divide us. In the domain of human resources (HR), however, the term diversity can represent three major working definitions: the politically correct term for employment equity/affirmative action; the recruitment and selection of ethnic groups and women; the management of individuals sharing a broad range of common traits. The first definition represents the most narrow view of diversity and is usually found in organizations without formal diversity policies or programs. The second definition reflects the reality of many diversity programs focusing on employment regulation concerns. And finally, the last definition is the broadest and generally used in organizations containing diversity programs (Grobler, Wà ¤rnich et al., 2006). Dimensions of diversity When talking about diversity, one should keep in mind the differences between primary and secondary dimensions. Primary dimensions are those human differences that are innate and that have a drastic impact on us. Age, ethnicity, race, gender, physical abilities/qualities and sexual/affectional orientation are examples of primary dimensions at the heart of individual identities. Alternatively, secondary dimensions are more changeable and can be discarded or modified during our lifetime. Such dimensions add depth and individuality to our lives. Education, geographical location, marital status, income, military experience, religion, work experience and parental status are illustrations of secondary dimensions. The primary and secondary dimensions can be represented as a circle, with the primary dimensions at the centre and the secondary dimensions surrounding them. An illustration of both groups of dimensions can be found in Figure 1(Grobler, Wà ¤rnich et al., 2006). Figure 1: Primary and secondary dimensions of diversity In any initial encounter, people identify by the primary dimensions that are most readily observed: age, gender, race and physical abilities/qualities. Since most individuals live in homogeneous communities, or at least in circumstances far less diverse than our society as a whole, their entry into the workplace may be a first encounter with a diverse population. During this kind of first encounter, phenomena such as stereotyping and prejudice might appear. Stereotyping works against peoples individuality and limits their potential. Generally, if the stereotype is that the person is not competent, then people may not perform competently. This illustrates that, to a large extent, people perform in line with the expectations placed on them. Clinging to negative stereotypes about people other than ourselves leads to prejudice, which means processing our stereotypes such that ones own sense of superiority to the members of that group is reinforced. It is the role of the appropriate institutions within a country to recognize and eradicate both stereotyping and prejudice (Grobler, Wà ¤rnich et al., 2006). Managing diversity Managing diversity can be defined as: A planned systematic and comprehensive managerial process for developing an organizational environment in which all employees, with their similarities and differences, can contribute to the strategic and competitive advantage of the organization, and where no-one is excluded on the basis of factors unrelated to productivity (Thomas, 1996). On the work floor, managing diversity presents a key issue for governments as well as private organizations. Its importance has mainly been brought about by the free movement of labor due to globalization. The fight for human rights by certain minority groups, who feel excluded from the employment sector, discloses another impulse for the current significance of diversity management. Within the context of equal opportunities in the workplace, workforce diversity again plays a major role. This equal opportunity philosophy is aimed at ensuring that organizations make the most out of the uniqueness of a diverse workforce, which might assist the organization to be more efficient and effective, rather than losing talent. Broadly, diversity management is the systematic and planned commitment by the organizations to recruit, retain, reward and promote a heterogeneous mix of employees (Grobler, Wà ¤rnich et al., 2006). Valuing diversity For organizations to fight discrimination, it is essential to value diversity. This valuing starts with recognizing the fundamental difference between valuing diversity on the one hand, and employment equity and/or affirmative action on the other. Employment equity is an officially authorized approach to workplace discrimination. For instance, it is against the law to reject a person a job or job advantage because of age, race, sexual orientation, gender or other primary characteristics. Affirmative action is a reaction to the under-use of protected groups in various job classes in which a business attempts to attract people from such groups because of their failure to do so in the past as a result of inequity. Valuing diversity surpasses both concepts and leads to management designed to reap the benefits offered by a diversified workforce (Grobler, Wà ¤rnich et al., 2006). Whereas affirmative action and employment equity are government-initiated, legally driven attempts to alter -from a quantitative standpoint- the composition of a companys workforce, valuing diversity is a company-specific, necessity-driven effort to alter -from a qualitative standpoint- the utilization of the companys workforce. In an organization that values diversity, managing diversity becomes a substitute for assimilation (Grobler, Wà ¤rnich et al., 2006). Sexual orientation Within the framework of diversity management, sexual orientation represents a non-observable or underlying type of diversity, as opposed to more visible traits such as race or gender. The reason is that gay, lesbian, and bisexual employees can choose to what extent they reveal their sexual orientation in the workplace. Lately, sexual orientation has received a growing amount of attention, including through the prohibition of employment discrimination on the basis of sexual orientation for both private and public employees. Another indication of this increasing attention regards the mounting number of organizations that fight against this type of discrimination. For instance, in the United States, in many large organizations, Lesbian and Gay Employee Groups are demanding the exclusion of discrimination based on sexual orientation, the provision of guidance to enhance tolerance in the work environment, and the equal treatment of significant others (e.g. relating to health care benefits ) (Van Hoye and Lievens, 2003). Parallel to the social and societal developments, there has been an increase in scientific investigation on sexual orientation in the workforce (Van Hoye and Lievens, 2003). Sexual orientation in the workforce: Literature overview Three research streams can be clearly distinguished within the literature on sexual orientation in the workplace. The first research stream studies the discrimination and minority status experienced by lesbian, gay, and bisexual people in the workplace. A second strand of studies takes the issue of coming out at work as the focal point. In fact, one of the work-related decisions that all gay, lesbian, and bisexual people face, is to what extent they unveil their sexual orientation on the work floor. The third and last research stream relates to the more specific work-related issues of gay, lesbian, and bisexual employees (as opposed to the general character of the studies belonging to the first research stream) (Van Hoye and Lievens, 2003). Within the first research stream, it was found that the majority of gay, lesbian, and bisexual people have once experienced discrimination on the work floor (Croteau, 1996). Here, the construct of heterosexism seems to play a central role. Heterosexism can be defined as an ideological system that denies, denigrates, and stigmatizes any non-heterosexual form of behavior, identity, relationship, or community (Herek, 1990). Research has demonstrated that heterosexism in the organization can lead to a decrease in perceived productivity, job contentment, organizational commitment, career dedication, and organization-based self-esteem. In addition, it can lead to an increases in perceived health problems, psychological distress, and turnover intentions among gay, lesbian, and bisexual employees (Van Hoye and Lievens, 2003). The outcome of the second research stream reveals that there are five different levels of coming out, namely acting, passing, covering, implicitly out and explicitly out (Chung, 2001). Nevertheless, other possible classifications do exist. The concealment of ones sexual orientation has negative consequences at the individual level (depressing work attitudes, low job contentment, anxiety, etc.), group level (dysfunctional communication, low work team cohesion, etc.) as well as organizational level (higher turnover and lower productivity) (Van Hoye and Lievens, 2003). To date, very few studies have taken the approach of the third research stream. An example of a scarcely studied topic within this field of research concerns the influence of the sexual orientation of job candidates on their evaluation by HR professionals. One of the motives that almost no research has specifically examined the consequences of sexual orientation on hiring decisions, is that it is very difficult to examine this issue in field settings with real candidates. Thus, although the outcomes of such studies are insightful, not enough research has been carried out so far to draw sound conclusions. For an illustration of the sexual orientation policy of the SAC company (Scottish Agricultural College), see appendix. SAC is an innovative, knowledge-based organization supporting the development of  rural communities and industries. (MOET IK NOG TOEVOEGEN) Diversity policy worldwide IEDEREEN ZN STUKJE OVER CONTINENTEN KOMT HIER The United States We first introduce the general conditions for acceptance of sexual diversity in America since these have shaped the context for coping with sexual diversity, and more specific LGBT, on the work floor . LGBT  rights are very complex in  the Americas since acceptance of the phenomenon varies widely between Canada, the United States or the Southern Americas. We will here focus on the United States (U.S.). In the U.S.,  LGBT-related laws include amongst others: government recognition of same-sex relationships,  LGBT adoption, sexual orientation and military service,  immigration equality, anti-discrimination laws, hate crime laws regarding  violence against LGBT people,  sodomy laws, anti-lesbianism  laws, and higher  ages of consent  for same-sex activities. Generally, it was not until 2003 that sexual acts between persons of the same sex became legal in the  U.S. However, many other laws are still not recognized on federal level and a wide spread amongst states co ncerning the enabling of those laws exist. We will now discuss the policy concerning LGBT discrimination in the work environment in the U.S. Legislative policy: the Employment Non-Discrimination Act (ENDA) Employment discrimination  refers to discriminatory employment practices such as bias in hiring, promotion, job assignment, termination, and compensation, and various types of harassment. (Source) In general there is no common law that states that employment discrimination based on sexual orientation is wrong and discrimination against employees who are gay, or simply appear to be gay, is legal in many workplaces in the U.S. (Ragin, 2004) The first bill on the subject of sexual orientation discrimination was introduced in Congress in 1974. However it was not until 1994 that the  Employment Non-Discrimination Act  (ENDA), a proposed bill in the  United States Congress  that would prohibit  discrimination  against employees on the basis of  sexual orientation  or  gender identity  by civilian, nonreligious employers with at least 15 employees, was introduced.  [1]  It failed in 1994 and 1995, though by 1996, missed passage in the Senate by a 49-50 vote. Until 2009, every proposal in the legislative history of introducing the law failed. Furthermore, many versions of the ENDA only concerned LGB and did not include provisions that protect  transgender  people from discrimination. Currently, only twenty-two states have laws that ban sexual orientation discrimination: California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Iowa, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Hampsh ire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, Washington and Wisconsin. As a result of the limited coverage of States that enabled the law, LGBT people face serious discrimination in employment, including being fired, being denied a promotion, and experiencing harassment on the job.  [2]   Additional to the differentiation between the several states of the U.S., another distinction in employment discrimination based on sexual orientation that can be made involves the difference in coping with diversity between public and private sectors.  [3]  Extensive anti- discrimination legislation protecting public sector workers makes workers in the public sector less likely to be arbitrarily fired than workers at private companies. (Boris, 2010) As a result, the public sector in the United States is noticeably more racially diverse and gender balanced than the private sector. The more protective climate and diverse workforce in the public sector may result in LGBT individuals feeling more comfortable in openly expressing their sexual orientation at work. If this is the case, the public sector may employ more openly LGBT employees. (Boris, 2010) Attitude of employers and employees towards LGBT in the workforce Generally, American workplaces have undergone a partial revolution over the last quarter century when it comes to LGBT equality. Public attitudes toward homosexuality became more liberal during the 1970s, then increasingly conservative through the 1980s, and then more liberal since 1990. (Roberson, 2009) Today, sexual orientation diversity is a key part of workplaces in the U.S. An estimated 8.8 million gay, lesbian, and bisexual individuals live in the United States. (Bell et al., 2011) While it is difficult to ascertain how many of these individuals are in the labor force, U.S. Census data reveal that more than 86% of men and women in same-sex couples are employed, and that employment probabilities for gay men and lesbians lie below those of married heterosexual men, but above those of heterosexual women (Leppel, 2009). The issue on employment discrimination based on sexual orientation has become more important for many employers, workplace diversity programs have been major initiatives in US corporations over the last several years. (Day Schoenrade, 2000) An increase in share of LGBT in the workforce since was already reported by HR managers in the eighties. (Day Schoenrade, 2000) In response, in May of 1993, the Board of the Society for Human Resource Management, the premiere national association of American human resource practitioners, passed a resolution to include sexual orientation in its statement acclaiming the value of a diverse workforce (HR News, 1993). (Day Schoenrade, 2000) However, several surveys demonstrate that LGBT on the work floor is far from an accepted concept, discriminating practices are laid out by several surveys. A first example appears from a 1990 U.S. census in where Allegretto and Arthur (2001) found that after controlling for differences associated with being married, gay men earned 2.4% less than their unmarried heterosexual counterparts. (Ragin, 2004) Another range of surveys that study behavior and acceptance concerning LGBT on the work floor is cited by Day Schoenrade (2000) A first example is a survey reported by the National Defense Research Institute in 1993, which found through several national public opinion polls that a majority of heterosexual American workers report being uncomfortable with the idea of working with homosexuals. (Day Schoenrade, 2000) When respondents were confronted with the issue of working with homosexuals, one study found that 27 percent said that they would prefer not to and 25 percent said that they would strongly object. A second example involves a survey from Wall street Journal in 1993, which found that 66 percent of surveyed CEOs reported being reluctant to include a homosexual on a management committee. Leppel (2009) proved that discrimination on the basis of sexual rientation appears to drive up the unemployment of same-sex partners relative to that of married partners. Similarly, probabilities of being out of the labor force for same-sex partners are greater than those of heterosexual men and less than those of heterosexual women. (Leppel, 2009) Several reasons were sought for these discriminating behavior against LGBT. One persisting cause in the U.S. is the existence of strong religious believes. A survey of Kansas Citians found that 47 percent felt that their religious beliefs and morality strongly conflicted with homosexuality (Day, 2011). Other issues involving a negative attitude towards LGBT in the workforce are related to heterosexism and homophobia in organizational America today. (Gedro, 2010) Human resource management and LGBT An appropriate approach of human resource management to LGBT in the workforce is urgent because the trend in American society for more and more gay men and lesbians to make their sexual orientation known since this openness may create conflicts in the workplace (Day Schoenrade, 2000) There is some evidence that human resource departments are not fully supporting this growing need. For example, a sample of human resource professionals found that even though most believe that sexual orientation must be formally addressed in the workplace, and that they would individually speak out against anti-gay acts, only 20 percent of their companies have diversity programs that specifically address gay and lesbian work issues. (Day Schoenrade, 2000) This increased openness in sexual orientation may also be a reason for an increasing experiencing of LGB employees as a symbolic threat. Although a law has been approved, many Americans still oppose gay marriage. One consequence of this is that some heterosexual employees may experience symbolic threat when faced with LGB co-workers who are out at work and wish to bring their partners to company social events. Ragin (2004) already presumed that this symbolic threat of homosexuality could increase if gay marriages would be legalized in some states, and LGB workers could bring their spouses to workplace events. (Ragin, 2004) Attitude of labor unions towards LGBT in the workforce One interesting aspect is how labor unions U.S. are reacting to the recent discussions on sexual orientation in the workforce since unions, as democratic organizations , have a social obligation to represent the interests of all of their members. (Boris, 2010) However this can cause problems when the majority interest conflict with issues of inclusion and social justice for the minority such as LGBT employees. This might lead to the exclusion of minority interests or groups within unions. It should be noted that there is a strong differentiation between the several unions in their response to this minority group. As many research has pointed out, especially structural and demographic factors help to determine an American unions level of responsiveness to sexual diversity with American unions. (Boris, 2010) Gender mattered as unions with a female majority were more likely to address the concerns of LGBT members. Other examples of factors playing a role in determining a unions response to LGBT issues are the role of individual agency on the part of union leaders, activists, and rank-and-file union members. (Boris, 2010) DADT policy in the U.S. military An example frequently cited when discussing LGBT policies in the U.S. is the issue of gay policy in the U.S. military. In 1993, new laws and regulations pertaining to homosexuals and U.S. military service came into effect reflecting a compromise in policy. This compromise, colloquially referred to as dont ask, dont tell, holds that the presence in the armed forces of persons who demonstrate a propensity or intent to engage in homosexual acts would create an unacceptable risk to the high standards of morale, good order and discipline, and unit cohesion which are the essence of military capability. (Burelli Feder, 2009) Service members are not to be asked about nor allowed to discuss their homosexuality. This compromise notwithstanding, the issue has remained politically contentious. (Burelli Feder, 2009) While the decision to remain in the closet may be a functional and adaptive reaction to a hostile work environment, it also increases the risk and stress associated with losing cont rol over the disclosure process. (Ragin, 2004) Recent progress in enabling discrimination laws In recent years, several members of Congress have expressed interest in amending dont ask, dont tell. At least one bill that would repeal the law and replace it with a policy of nondiscrimination on the basis of sexual orientation-H.R. 1283-has been introduced in the 111th Congress. (Burelli Feder, 2009) An Act of Congress providing a mechanism to repeal Dont ask, dont tell was signed into law by President  Obama on 22 December 2010. As of February 2011, the Pentagon has started starting to dismantle DADT. Regarding the ENDA, we have to remain patient. In 2011, the U.S. Senate will reintroduce the Employment Non-Discrimination Act (ENDA) in the 112th congress. In the meanwhile, hundreds of companies in U.S. have enacted policies protecting their lesbian, gay, bisexual and transgender employees.   As of March 2011, 433 (87 percent) of the Fortune 500 companies had implemented non-discrimination policies that include sexual orientation, and 229 (46 percent) had policies that include gender identity.  [4]   Africa The issue of workforce diversity has not been a key problem in Africa before as much as it is today. Together with globalization and the need for an increasing number of organizations to spread globally to reach customers worldwide, the concept of diversity management gained attention. Managers must recognize the need for understanding more about the diverse workforce, which is deeper than what we see at the surface level (Henry and Evans, 2007). During the 1990s, the liberalization of economies and structural adjustment policies, brought about by the Brentwood institutions, opened the doors to free market economies, especially in Africa. These free market economies have stimulated the free movement of labor as a commodity, which in turn has resulted in an increasingly diversified workforce across the continent. Further, the privatization of most of the state-owned enterprises in Sub-Saharan Africa also created an open door for migration of labor from all over the world (Henry and Evans, 2007). South Africa To meet the challenges of the twenty-first century, as in many other countries, South African businesses must address the best and brightest employees. Moreover, managers should understand that they can only compete successfully if they recognize the emergence of the diversified workforce and find the means to harness its energies, talents and differences for tomorrows challenges (Grobler, Wà ¤rnich et al., 2006). The major groups providing diversity in the South African workforce are ethnic groups, women, younger workers, South Africans with disabilities and minority groups in the context of sexual orientation. With respect to the latter, it seems that at least 10% of the South African population is homosexual. This means that 10% of the men and women in the workforce, representing around one million people, are gay. However, while the workforce is increasingly diversifying, discrimination still presents an enormous problem in South Africa. In fact, research demonstrates that discrimination still exists in organizations, and that many South African workers still suffer from employment discrimination. Within the organization, its up to the HR professionals to develop and enforce policies and measures that protect the diversified workforce against illicit discrimination. To rectify the injustices of the past, the South African government has come to some actions. Amongst others, the following legislation has been introduced: the Labour Relations Act, No. 66 of 1995 (as amended); the Constitution of the Republic of South Africa Act, No. 108 of 1996; the Basic Conditions of Employment Act, No. 75 of 1997 (BCEA) (as amended); the Employment Equity Act, No. 55 of 1998 (EEA); the Promotion of Equality and Prevention of Unfair Discrimination Act, No. 4 of 2000; and a Code of Good Practice on the handling of sexual harassment included in the Labour Relations Act (Section 203(1)). For example, Section 9 (2) of the Constitution of the Republic of South Africa (No. 108 of 1996) states that: The State may not unfairly discriminate directly or indirectly against anyone on one or more grounds, including age, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, disability, religion, conscience, belief, culture, language and birth (Grobler, Wà ¤rnich et al., 2006). 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