Dropping Out of School :: Why Students Drop Out

An efficient educational system is the one that achieves the teaching objectives without wasting time and money, but what happens when the goals are not reached? There are three options for the student pass the grade, repeat it or dropout of school. According to Ruebel, Ruebel, and O’Laughlin (2001), â€Å"School dropout is described as a process of disengagement in which students become more and more alienated from school and withdraw to the point of dropping out† (p.58). When students decide to drop out of school they are diminishing the opportunities to succeed, and lacking themselves from the tools of competing in our society today for a better future, they are at risk to engage in criminal activities and become dependent of the government system like welfare. A person that has been educated will have more possibilities to compete for a good job, and have a good quality of life. Woods explained that risk factors for dropping out of school exists in all life domains (i.e., individual family, school, community, peer relations), and the likelihood of a student dropping out of school increases as these risk factors accumulate (as cited in Christle et al., 2007). The phenomenon of dropout is caused by a variety of reasons, which must be studied to determine possible solution and prevention. According to Azzam (2007), the dropouts in her study identified five major reasons for leaving school and stated them as the following: Students were bored with school (47%); had missed school to many days and could not catch up (43%); spent time with people who were not interested in school (42%); had too much freedom and not enough rules in their lives (38%); and were failing (35%). (p. 91). Financial difficulties is a strong factor for the desertion of school, and even when the student does not want to leave the school he/she has to do it because of the family lack of financial resources. Diyu (2002) found that family financial difficulties are the primary reason for dropping out school. Also, migration by the parents from place to place looking for better job opportunities does not give the children the stability, confidence, they need. In their study, Morris, Pawlovich, and McCall, found that having several sibling or older siblings factors into the school leaving formula (as cited in Terry, 2008). Older siblings have to take care of the young ones because the parents cannot afford the payment of the day care.

Middle Passage Essay -- Literary Analysis, Charles Johnson

INTRO Examination into the true heart of experience and meaning, Charles Johnson’s Middle Passage looks at the structures of identity and the total transformation of the self. The novel talks about the hidden assumptions of human and literary identity and brings to view the real problems of these assumptions through different ideas of allusion and appropriation. As the novel tells Rutherford Calhoun’s transformation of un-awareness allows him to cross â€Å"the sea of suffering† (209) making him forget who he really is. The novel brings forth the roots of human â€Å"being† and the true complications and troubles of African American experiences. Stuck between posed questions of identity, the abstract body is able to provide important insight into the methods and meanings in Middle Passage. RUTHERFORD’S TRANSFORMATION Middle Passage’s protagonist , Rutherford Calhoun, shows that identity is a dangerous â€Å"middle† experience for the African American offspring that endured the middle passage. As a survivor of a unknown place and subject to total isolation of his own personal experiences we find Rutherford searching for meaning. The novel questions the structure of human and literary identity by testing the power of duel oppositions and abstraction to portray the meaning of experience: "Our faith in fiction comes from an ancient belief that language and literary art all speaking and showing-clarify our experience" (Being 3). By questioning the African-American experience, Johnson radicalizes faith and is able to show the complexities of experience and change. Johnson’s examination into identity, which we can see as both human and textual, depends mainly on the appropriation for its literal and pensive methods. This contradictory space of ... ...o becoming "like any other men," or if not like every other man they become more like Rutherford himself: â€Å"They were leagues from home - indeed, without a home - and in Ngonyama's eyes I saw a displacement, an emptiness like maybe all of his brethren as he once knew them were dead. To wit, I saw myself. A man remade by virtue of his contact with the crew. My reflection in his eyes, when I looked up, gave back my flat image as phantasmic, the flapping sails and sea behind me drained of their density like figures in a dream. Stupidly, I had seen their lives and culture as timeless product, as a finished thing, pure essence or Parmenidean meaning I envied and wanted to embrace, when the truth was that they were process and Heraclitean change, like any men, not fixed but evolving and as vulnerable to metamorphosis as the body of the boy we'd thrown overboard. (124)†

My Examination as a Writer Essay -- Essays Papers

My Examination as a Writer The process of examining me as a writer is not easy. Writing, for me, has never been an easy task. Many times I sat for hours contemplating my blank piece of paper just trying to figure out how to begin to write the creative writing assignment due in a few days for my high school English class. I knew that learning to write well took patience and practice, much like learning any other skill. I remember the long hard hours I spent developing my skills as a skateboarder. I knew that I had to find the same attitude to develop my writing skills. I knew also that I wanted to continue my education and pursue a law degree. Definitely my writing skills had to be developed. This September I found myself no longer as a high school student. I am now a college freshman in the University of Dayton. As a high school student in Puerto Rico, I competed with other Puerto Rican students who also had English as a second language. Now I panicked because I am submerged in a totally English-speaking environment. I was not sure that my ideas could su...

Coffee Industry Essay

People usually drink coffee to stay up while awake at night, besides that many people rely on coffee to get their day started. According to the New England Journal of Medicine, â€Å"Drinking coffee can lead to a longer life†; however, many consumers have no idea of the impact of habits on their coffee and coffee farmers around the globe, ethical issues of consumers with the industry is not fair; but to coffee farmers, the issues are human rights violations and use of child labor issues need to be addressed. To remedy this situation, the fair trade will hopefully improve the living conditions of some of the poorest people in the world through certified value and the change in the consumer’s choice. Coffee is one of the most valuable commodities in the world, most of the farmers in the form of small retail and come from developing countries, although the majority of coffee sales are in the America and Europe many people around the world rely on coffee to work and have a better life; however, to producing quality coffee, farmers have to work very hard though farmers receive very little money and the inequity of the coffee producing companies when they sell coffee. Working conditions of farmers in the plantations are very different, although they work hard , but it paid for exploitation, for example , in Guatemala , coffee pickers to harvest 100 pounds to get the minimum wage $ 3 per day (The Problem with Fair Trade Coffee 2010),farmers have to work overtime and do not earn extra money, so farmers use child labor for the production of coffee to save money and use these chemicals effect of the human body in order for a fast development of coffee sale on the market. Moreover, using the chemicals and the development of the coffee industry adversely affect habitat and species decline. In addition, forests are cut down to coffee production affects the environment and soil erosion. According to World Wildlife Fund (WWF), â€Å"converting forest to tea and coffee agriculture can also create erosion and soil loss† (WWF 2010) ; yet the farmers have no choice and/or the opportunity to change. According to the International Coffee Organization or ICO â€Å"Coffee production in 2012 was 144 611 000 bags, mostly from less developed countries such as, Brazil 50 826 000 bags. Vietnam 22 000 000 bags and Indonesia 12 730 000 bags â€Å" (ICO 2013), though coffee production is highly ranked in the world, but farmers still do not get enough money to pay for life, for example, Vietnam in 2012, producing nearly 30 % of world coffee production but the turnover is only 10 % of the total trade value obtained from the global industry, the main reason is due to their ability to improve processing of value and coffee products are limited, coffee roasting plants in countries with rates lower than 10%, when farmers sells 1kg of coffee beans, farmers gets about 2 dollars or an average price of one cup of coffee oversea, yet 1 kg of coffee can make 50 cups. In addition, the links between farmers and enterprises are not strong, the lack of information on farmers markets, so farmers often extorted. Moreover, the risk of crop failure is the fear of the coffee growers. Most of the profits from coffee for export processing enterprises, coffee farmers only enjoy a small percentage. That has caused insecurity for farmers. Solution to this problem is the fair trade. According to Wikimedia, Fair trade coffee is coffee that is certified as having been produced and marketed to a stated set of standards. Many Customers pay a higher price when buying coffee with the certification logo or brand in the Belief Furniture , by doing so, they are helping farmers in the Third World . In particular, the fair trade coffee movement gives a reasonable price to the Farmers who were being a low – wage labor exploitation. However, achieve certification of fair trade, farmers must meet several conditions of production as farmers have to meet a large variety of production standards : there are limits on the use of child labor , pesticides , herbicides , genetically modified products , etc. With these standards met, both consumers and farmers can benefit, with farmers getting the sufficient amount of money for their products, and the consumers getting their product knowing it’s safe to consume and has no effect on the producers financially or ethnically. These farmers must cooperate with businesses to produce the certified products, such amounts received will be higher and the lives of the farmers would be better. In addition, consumers should choose certified products in the supermarket or the market as this will support and will be helpful for farmers. In conclusion, fair trading is the way for farmers and coffee producers to get a higher amount, and will change lives for the better. Therefore farmers should choose fair trade to ensure benefits and consumers should choose products that have been certified to support the farmers. Reference * The problem with Fair Trade Coffee. * Retrieved August 30, 2013, from http://www. ssireview. org/articles/entry/the_problem_with_fair_trade_coffee * Coffee Production and Labor * Retrieved August 30, 2013, from http://www. organicconsumers. org/starbucks/coffeelabor. htm * Fair Trade Coffee * Retrieved August 30, 2013, from http://en. wikipedia. org/wiki/Fair_trade_coffee * International Coffee Organization- EXPORTING COUNTRIES: TOTAL PRODUCTION * Retrieved August 30, 2013, from http://www. ico. org/prices/po. htm * Health and effect of Coffee. * Retrieved August 30, 2013, from http://en. wikipedia. org/wiki/Health_effects_of_coffee * Environmental Impacts of Coffee and Tea Production * Retrieved September 2, 2013 from http://www. hellogreentomorrow. com/blog/2010/11/environmental-impacts-of-coffee-and-tea-production.

Mexican Immigrants in the United States Essay

Abstract Choosing to focus on the Mexican Immigrant in the United States workplace will help to develop an understanding of how organizational decisions insure the acceptance and inclusion of the group with those of the organization’s in-group creating a unified work environment. Chao and Willaby (2007) theorized that everyone had their own vision of how the world works and acting upon it based on what they have perceived as being true; sometimes the visions of others are difficult to understand or accept, which can cause strife and alienation in the workplace. According to Adu-Febiri (2006) the responsibility of transformational leadership is to raise employee awareness; thus, beginning the journey for an all-inclusive and unified work environment. Mei and Russ (2007) identified that management’s objective should be to help organizational employees to establish a foundation of developing the core and cultural competencies that are critical to developing effective methods for advocating change and cultural blending. The results of this essay and the completion of employee interviews will help to heighten areas of self-actualization and ethnic and linguistic competencies of the author and all cultural groups she will be accountable. Mexican Immigrants in the United States Workplace Introduction Chao and Willaby (2007) advised that everyone had their own vision of how the world works and that everyone performs according to their perception of the right way to live as a part of that world. Greenwood (2007) contends there are differing perceptions of how the world operates creates complex challenges when working to blend differing beliefs toward a unified environment. The following literature review focuses on raising the level of diversity consciousness as it relates to Mexican immigrants in the workplace. Deaux, Reid, Martin, and Bikmen (2006) identified that the Hispanic sociohistorical perspective provided significant information reflecting an independent group that is dedicated to their families and struggling to survive in an environment that often resents them being in the workplace. Parrado and Kandel (2010) contend the Hispanic group is one of the fastest growing minority groups that has magnified the supply of low-skilled workers. The author also identified the group’s struggle with linguistic challenges as being what prevented many from achieving educational needs, which exacerbates the group’s equality in the workplace. Trends in Workplace Diversity Globalization, technology, and increased mobile ability have created diverse ethnic and linguistic challenges felt around the globe. Greenwood (2008) contended that some of the Hispanic group chose to move to the United States in pursuit of a higher quality of life; others made their decisions based on a lower cost of living and others came only to make an income that could be sent back to their homeland to take care of family left behind. Whatever the reason for the influx challenges to achieving unity in the workplace begin at the onset and will become more complex in nature as the number of ethnic and linguistic minorities continue to grow. The qualitative study performed by deCastro, Fujishiro, Sweitzer, and Oliva, (2006) theorized the negative workplace experiences of minority groups were inclusive of linguistic barriers, poor and unsafe working conditions, illegal methods of pay, work related injuries, and, finally, a consistent loss of jobs. Adu-Febiri (2006) theorized that workplace environments require the creation of opportunities for inclusion of all associated with the organization that matriculates all toward a true multicultural identity. Impact of Global Economy deCastro, et al (2006) provided that the impacts of a global economy are far reaching and have served to change the very fabric of cultural beliefs and community structures. The authors explain that many of the in-migrants see the expanding economies as a new and promising dimension of prosperity; while many of the native group believes it to be the portent of doom. For better and worse, everyone will have to learn about and from one another. Rizvi (2009) theorized the impact of a global economy as being realized in everyday activities such as processes at work, cultural interrelationships, capital, information exchanges, food and goods, and ideas. The global economy changed the dynamics of doing business with the enhancement of technology, communication, politics, and immigration. Adu-Febiri’s (2006) contentions of the global environment included the potential for cultural erosion due to a lack of human factor competency. As employment globalization grows so do the challenges for maintaining ethnic cultural norms in a manner that creates workplace inclusion. Chao and Willaby (2007) echoed Adu-Febiri’s thoughts when they asserted the globalization has created the challenge of the hiring of immigrants around the world; the authors maintain, â€Å"†¦has no geographic, political, or cultural bounds† (Chao and Willaby, p. 32, 2007). The authors further identified challenges of minority ethnic and linguistic groups have been to hold onto their cultural and linguistic makeup: Globalization has encouraged many to dress the way the other dresses and eat what the other eats, the result being a cultural homogenization process and the subtle emotions of ethnic cultural shame within groups. Chao and Willaby (2007) explained that reducing and ultimately eliminating the impact of cultural homogenization, the overt and more subtle forms of discrimination, ethnic and linguistic bias requires the expansion of diversity consciousness in the form of implicit cognitive awareness of management and employees. Discrimination Practices Carr-Ruffino (2005) explained that challenges to ensuring discrimination does not exist in the workplace requires a thorough understanding of the context it occurs, which requires high levels of self-awareness and a significant understanding of all ethnic groups in the workplace. Findler, Wind, and Mor Barak (2007) asserted that the ever growing challenge of diversity has worked to create demands that organizations determine and implement methods for effectively coping with workforce diversity. A number of theoretical viewpoints and studies identify common threads that include perceptions of inclusion or exclusion, fairness, social and organizational commitment, job satisfaction, and the overall sense of well-being. Another study performed by Krings and Olivares (2007) questioned the impact of ethnicity, job type, bias, and the commitment to interview discrimination practices from the employer perspective. The study resolved there was a higher potential for bias and discriminatory practices when there was a lack of diversity consciousness. Echautegui-de- Jesus, et al (2006) explained that working alongside an ethnic and gender group the native group perceives as being different from themselves creates challenges arising from imbalanced group powers. The Rubini, Moscatelli, Albarello, and Palmonari (2006) study compared the discriminatory effects of group power and social identification as it relates to linguistic discrimination. The study found higher levels of discriminatory practices were present when in-group participants responded in more positive way to other in-group members than they did with those considered the outside group. Another study completed by Echautegui-de-Jesus, Hughes, Johnston, and Hyun (2006) examined the effects of the employee’s psychological sense of well-being and job satisfaction as it relates to employee performance. Echautegui-de- Jesus, et al (2006) identified that minority groups often perceive themselves as being threatened with the loss of their interpretation of the world; the result being the loss of ability to achieve a sense of belonging, which brings into focus Robinson’s (2008) contention that identifying discriminatory practices often relies on perceptions of contentions of discrimination of the receiver. The need for higher levels of understanding diversity and the relationship between achieving a sense of well-being will be critical to the Hispanic group’s continued growth as a part of a global world. The studies and theoretical viewpoints reviewed provided a deeper insight to potential discriminatory practices arising from the diversification of the workplace. Ruane (2010) elucidated that as globalized employment continues to evolve and grow, talent pools will increase in a way that greatly enhances an organization’s ability to do business anywhere in the world. Taking advantage of the globalized potential requires management and employees raise the bar on diversity consciousness to create a sense of well-being for everyone in the workplace environment. Accommodating Diversity Ruane (2010) identified the need for accommodating diversity in the workplace and that it required training, strategies, and methods for managing diversity that created equality and a sense of well-being for everyone involved with working environment. A critical step toward identifying the level and expanding needs of diversity consciousness requires the identification of attitudes and implemented plans that will maintain and increase the common ground between all related to the workplace. The study performed by Greenwood (2008) stipulated the more a workplace environment diversifies the more difficult it would become for employees to maintain the sense of being a part of a unified work environment, which necessitates high levels of commitment to diversity practices on a consistent basis. Ruane (2010) theorized the importance of willingly and openly creating opportunities of inclusion begins with creating opportunity for shared diversity experiences that will increase diversity consciousness over time. The Nielsen and Fehmidah study (2009) identified the relationship between transformational leadership and the employees’ sense of well-being. Understanding that creating an effective diversity oriented work environment will help to ensure workers’ job satisfaction, inclusiveness, and sense of well-being continues to grow is not difficult; however, establishing strong leadership that is committed to ensuring prior underrepresented groups, such as the Mexican group requires strong diversity skill sets. Nielson and Munir’s (2009) article argued that the multifaceted workforce environment of the United States requires transformational management, laws ensuring equitable equality, and strong diversity training practices: Practices that encompass the perceived challenges of a Hispanic workforce. Most can agree the only way to manage diversity is to plan for it. Effects of Cultures in the Workplace Greenwood (2008) rationalized the world’s workplace environment is consistently changing and with each change comes different cultures, religions, sexual orientations, and ethnic groups; the objective is to welcome and support each group equally so as to create a new unified environment. Robinson (2008) provided that efforts to blend diverse cultures can have both negative and positive effects on operations, interrelationships, productivity, and the future growth of the company. Understanding differences between groups is a critical first step toward understanding how to make diverse cultures work together. The interviewing of three separate organizations helped to provide a better understanding of how both negative and positive effects of differing cultures can affect organizational outcomes. Greenwood (2008) explicated that cultural diversity affected each member of a work group; he also identified that challenges arising from linguistic barriers, differing work ethics, communication misunderstandings, and group power imbalances represented major trials to diversity. de Castro, Fujishiro, Sweitzer, and Oliva (2006) explained that diversity challenges require the commitment of management to ensure the positive effects outweigh the potential negative effects. Each of the three organizations interviewed believed strongly that it is only by creating flexible and inclusive work environments that organizations can reap the benefits of diversity in the workplace. Organizations that have planned for diversity understand that the right employee and management diversity planning and training will open the tap for contributions resulting from the perceptions of a multicultural workforce that is focused on one objective; the health and growth of the organization and the communities being served (Gabe Hooper, Personal Communication, January 20, 2011). Employer Attitudes The three organizations interviewed for the review work in the service delivery areas of healthcare. Each organization is focused on providing care and services to the communities under their care. The three interviewees chosen for the project presented diversity attitudes that were similar in their perceptions of cultural diversity. Each offered a definition of diversity that relates to being anything and everything associated with human life inclusive of the way an individual thinks, feels, dresses, communicates, and behaves. Each considered the value of diversity consciousness as being a critical component to the continued success of the organizations. However, each of the interviewees offered differing perspectives for overcoming culture challenges and the elimination of bias and discriminatory perceptions of all concerned. Some of the differences in perspectives are due to a noted lack of diversity within the organization; some of the differences are due to a lack of prior experience dealing with multicultural groups within the workplace. Appalachian Community Services (ACS) of western North Carolina offers strict protocols for agency professionals and support staff to ensure agency service delivery eliminates the potential for bias, prejudicial and any other discriminatory practices. Gabe Hooper the Program Manager for ACS was open to allowing a review and discussion of agency published agency policies as it relates to diversity initiatives of the organization. The agency policy offers stipulations inclusive of 1) a working environment that promotes dignity and respect, 2) the commitment to diversity and equality, good management practices that make sense, 3) the commitment to monitor and review on an annual basis, and 4) promises to address all forms of misconduct as defined in the organization’s code of ethics manual. After reviewing the agency standards for diversity management Mr. Hooper was asked why the agency did not seem to have a diverse base of employees within the agency. Mr. Hooper explained that ACS was largely a non-profit organization requiring high levels of professional credentialing to even be employed with the agency and that eliminated a number of the minority populace. Another reason provided was the fact the organization was based in rural environment, which does not lend well to the procuring and retaining of high quality and diverse professionals. Mr. Hooper stated, â€Å"The organization holds what comes their way and whether or not it balances diversity initiatives is secondary† (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). ACS professionals participate with one another and with their communities to create a strong sense of inclusion and well-being; the agency participates and supports community group histories and cultural celebrations. Hooper identified that everything experienced represents a new knowledge and it is brought into the work environment. ACS requires ongoing and consistent training for diversity related challenges that are becoming a part of the changing landscape; however, the organization has been unsuccessful with attracting minority groups to the organization. ACS has and enforces strong diversity protocols that are designed to ensure clients of the agency are not subjected to any forms of bias, prejudicial, or any other discriminatory practices and these same protocols are intended to serve the organization as the workplace culture evolves (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). Harris Regional Hospital offered by far the most culturally diverse workforce reviewed and diversity was represented at all levels of the organization. Janet Millsaps, Vice President of Human Resources explained the hospital’s objective for being ‘the place to work’ in western North Carolina. To fulfill the hospital’s objective requires the valuing, utilizing, and recognizing the unique potential of everyone working for the hospital. Millsaps explained that every new employee, no matter the position or department, is required to attend diversity-training sessions prior to stepping into their assigned positions and to attend annual seminars as they are presented. Finally, all employees must read and sign an agreement to uphold the organization’s code of ethics, which includes a number of diversity professional conduct requirements. The objective of the hospital is to achieve a 90 percent consumer success rating from each employee that serves that consumer. Diversity consciousness represents the biggest challenge to the hospital and it is taken very seriously. All employees are encouraged to share in community celebrations whether from the perspective of the resident Cherokee, Mexican immigrants, or any other group; employees are expected to share and respect each other’s cultural beliefs as well. Harris Regional takes a great deal of pride in their commitment to all staff members and encourages each one to share and promote ideas and concepts that will serve to unite the hospital with the communities it serves (Janet Millsaps, VP, Personal Communication, February 01, 2011). The third and final interview performed was conducted with the Hospice House Foundation of WNC, Inc. Michele Alderson, President defines the objective of the Hospice House as being to provide the right care, at the right time, in the right place, for the right patient, and on their terms. Alderson explains the development of a diversity-sensitive organization as being a part of the groundwork that is critical to being an accepted help facility in any community. Mrs. Alderson believes overcoming diversity challenges in western North Carolina represents a tougher obstacle than in other areas of the country. The diversity of her workforce is currently limited to three or four multicultural subgroups inclusive of Cherokee, Mexican, African American, and Caucasian groups that outnumber the other organizational groups. Hospice House encourages all of their employees to learn from one another and the clients they serve. Alderson also explained there is no official diversity training program in place to raise the organization’s diversity consciousness; however, the organization does have formal written codes of ethics that include organizational directives for ensuring equal treatment and respect for all employees of Hospice. Contribution of Policies and Procedures Each of the three organizations interviewed offered formal written policies and procedures’ for guiding their respective organizations toward a balanced multicultural environment. ACS enforces their guidelines, encourages their employees to collaborate with the communities being served, and provides continuing diversity education; however, the organization’s management has been unsuccessful with creating opportunities for hiring multicultural staff and professionals due to the rural environment being served. The Hospice House Foundation of WNC has formal policies put into place but those policies do not seem to function as a part of the organization’s processes, nor was there a lot of organizational diversity noted at the time of the interview. The organization does not offer ongoing diversity training to their employees or professional staff members; however, the organization is supportive of community event attendance. Finally, Hospice House does not have any initiatives for creating a balanced multicultural workforce, which would make the environment more difficult for the smaller subgroups as the environment changes. Again, Harris Regional Hospital was the most thorough and impressive organization interviewed as it relates to diversity sensitivity. The hospital’s commitment to diversity and individual needs is readily evident. The hospital’s staff is encouraged to not only acknowledge and respect the needs of one another they are provided critical training to accomplish organizational objectives. All staff is encouraged to share knowledge and to create opportunities for inclusion that brings with it a strong sense of well-being; the employees spoken with confirmed they liked working with the hospital. Real-Life Practices and Recommended Practices Each of the organizations interviewed reflected a level of understanding for the needs of diverse employee populations and the needs of multicultural communities. Each of the professionals interviewed understood the relationship between work place environments and employee satisfaction. Each of the interviewees expressed their organizations had the commitment levels necessary to ensuring employee inclusion and the elimination of power group struggles. Adu-Febiri (2006) revealed that creating shared experiences and maintaining the balance of unity in the workplace as being a significant component to achieving a well-blended work environment. Not one of the organizations has a plan that will help workers overcome linguistic barriers. Rizvi (2009) identified one of the more critical needs of minority groups were programs and training modules designed to help with eliminating linguistic barriers in the work environment. Harris Regional was the only organization that believes they were up to the challenge of globalization and the evolving impacts of ethnicity. ACS and Hospice House of WNC have put the right policies and procedures in place but have not created the initiatives to attract minority groups to the workplace, which also infers the organizational leadership is not in a position to offer transformational skills that would unify all employees (Ruane, 2010). Harris Regional has already experienced challenges arising from perceptions of discrimination and worked to resolve struggles relating to power groups. ACS and Hospice House are relying on the formal policies that were put in place at the time they opened operations, which means the leadership has not had the opportunity to see if what was established works in real-life practice. Robinson (2008) contended that without having experienced diversity the potential for implied segregation will be high as the organizations expand and new groups come seeking employment; both organizations agreed this would be a potential event with their organizations. Harris Regional has been afforded the opportunity to actively recruit multicultural groups; the other two organizations claim they have not had applicants apply for available positions and both agreed they had not pursued any recruiting initiatives. Harris Regional Hospital reflects transformational leadership and they are committed to high levels of minority representation, subgroup retention, staff skill development, and the inclusion of everyone as a unified group, which is in line with the thoughts presented in an article published by Dreachslin (2007). ACS and Hospice Home of WNC have only begun the journey toward achieving objectives of diversity consciousness but both organizations are committed to learning and welcoming the new workplace trends. Myths and Stereotypes of the Mexican Group. Nielson and Munir (2009) recognized that the opening of dialogue in the workplace that addresses cultural myths and stereotyping challenges can be difficult and complex as many do not even realize their part in promulgating myths and stereotyping. Much research inclusive of Nielson and Munir (2009) identify that cultural myths and stereotyping have been a part of the world likely since the beginnings of the human race and that myth and stereotyping is alive and well in the United States. People believe and then attribute that belief by applying it generally. An individual that bites into a bad apple offers the potential for creating myths that all apples are bad rather than taking the time to sort through each one. The Mexican group has not been an exception to stereotyping and myths. Aaracho and Spodek (2007) identified that many have perceived the Mexican American father as being cold, distant and the authoritarian, which often translates into an unwillingness to be an active participant with a community or even with their own children. The stereotype of being a cold, distant, and unforgiving individual can give way to stereotyping that all the male portion of the group is interested in what they might gain in the workplace environment rather than what they can give. The authors, Aaracho and Spodek (2007) also identified that women of the Mexican group are portrayed as being quiet, submissive, and dedicated to their husbands, which creates even further myths and stereotyping as it relates to the potential of the Mexican women’s abilities in the workplace environment. Mulholland (2007) identified challenges arising from the myth that the entire Mexican group was uneducated and thereby, qualified for only the most rudimentary jobs, which represented the jobs no one else wanted. Krings and Olivares (2007) noted there were higher levels of stereotyping when Mexican applicants applied for positions that required linguistic skills. Language, accents, and body language represents the foundation of all cultures and it represents self-identification. Bernstein’s (2007) thoughts provided that Mexican Americans have been made to feel their communication style is incorrect and somehow lacking; the group has been stereotyped by others believing the differences in language integrity means the group is less intelligent. Schwartz, Domenech, Field, Santiago-Rivera, and Arredondo (2010) identified the challenges of minority professionals entering the workforce without sufficient linguistic competency as having attributed to stereotyping and myths of cultural groups. Bernstein (2007) revealed that many of the in-groups were quick to point out the Mexican groups were in the United States to earn monies, send them home to be put toward economic security needs in Mexico, and returning themselves when enough had been earned. Introducing these types of myths and stereotypes creates challenges to the group in the workplace because it gives momentum to even more harmful forms of stereotyping; a minority group entering the workplace environment where myth and stereotyping is present and unchecked will be all but forced to suffer the consequences of belief systems they had nothing to do with creating. Effects of Stereotyping and Cultural Myths The effects of stereotyping and cultural myths can cripple the working environment. McDonald (2010) described the stereotyping and cultural myth challenges to minority groups as being representative of a cycle. First, the stereotypes and myths begin with the unknown and this is often followed by competition between groups; most often, the competition is in the perspective of an in-group rather than the minority group. The next step occurs as conflicts between groups arise and this is followed even deeper rooted and malignant stereotyping and myths. McDonald (2010) contended people learn and apply attributes to what they perceive and this represents only one of less dangerous effects of stereotyping and myth. The Mexican American populace struggles with becoming a part of the mainstream environment, whether in the workplace or at home. Aberson and Gaffney (2009) revealed that the struggles of minority groups can find its root in the forced isolation caused by stereotyping and cultural myths they feel has been made their self-image. The articles presented by Mulholland (2007) and Wolfe, Cohen, Kirchner, Montoya, and Insko (2009) agree that the effects of stereotyping do not stop with the Mexican American adults it is funneled down through children via their parents, which infers the damaging effects continue through the generations of Mexican American group. Bernstein (2007) pronounced that failing to address and education all cultural groups within the workplace will result in deeply seeded divisions between the workforce; between group competition that will cause anger and frustration for all involved, and it will continue growing and expanding until the minority group has been squeezed out of the environment entirely. Exposing and Discrediting Myths and Stereotypes. Carr-Ruffino (2005) provided that exposing and discrediting cultural myths and stereotyping require that everyone be listening and hearing one another. MacDonald (2010) identified that people achieved their understanding by believing their perceptions and that it influenced the way they think and behave thereafter. Individuals helped to realize how important it is to recognize the beginnings and nuances of cultural myths and stereotyping are more likely to change attitudes and behaviors in a way that compliments the whole rather than individual groups. Wolf, et al (2009) provided that a critical step to creating a unified workplace environment required tools and methods that will help everyone to learn to critically interpret different cultures, uncover embedded ideologies, and learn to become socially responsible employees and citizens. Schwartz, et al (2010) articulated the critical need for getting everyone to question the deeper meanings of all cultural groups within the workplace will enhance knowledge that will provide the potential for critical thought; thus, bringing awareness of individual beliefs and value systems that can be blended with others. Sarach and Spodek (2007) revealed the need for organizations to create shared experiences between groups supports acculturation and assimilation processes that are critical to creating a unified environment dedicated not only to the good of the organization but to the good of one another. Transformational leadership is also critical to safeguarding initiatives to expose and discrediting myths and stereotyping. Schwartz, et al (2010) identified that leadership that is positioned to help overcome cultural linguistic challenges such as the Mexican American that can speak English but cannot write it is able to overcome it without being subjected to the stereotyping that hinders self-esteem will help level the playing field between groups. Creating multicultural teams in a workshop that is designated as support groups is another method of bringing differing groups together to achieve a truer and more just understanding of one another. The objective of bringing everyone together in a workshop should be to make certain no one is alienated; it is also not about identifying the one committing a wrong he or she does not even realize as being done or said. The workshop is a great environment for working together to grow cultural awareness, agree on methods and strategies for overcoming the challenges, and unify to eliminate the harmful effects of cultural myths and stereotyping. A workshop is for getting to know one another, learning about differences, and asking questions about perceptions received. Debunking cultural myths and stereotyping requires a long-term commitment from the leadership and all employees of the organization to one another and it begins with implemented learning strategies. Conclusion As previously identified globalization and new technologies have created opportunities for connecting differing cultural groups from all over the world; the Mexican immigrant is no exception. Aberson and Gaffney (2009) identified the Mexican cultural group as being one of the fastest growing cultural groups in the United States. The authors also identified the group is being consistently challenged by some that wish the group to maintain a social stratification level that is far below that of an in-group in the workplace. Chao and Willaby (2007) provided that bringing unknown cultural groups into the work environment can serve to alienate those of the minority groups from those of the in-group; some of the exhibited behaviors have included everything from forced segregation to critically malignant forms of discrimination that can contribute to group elimination. Mei and Russ (2007) identified that the establishment and upholding of organizational policies that have been designed to protect immigran

Air Pollution (Global Warming) Essay

Our planet Earth is only a tiny part of the universe, but nowadays it’s the only place where we can live. People always polluted their surroundings. But until now pollution was not such a serious problem. People lived in rural areas and did not produce such amount of polluting agents that would cause a dangerous situation in global scale. With the development of overcrowded industrial highly developed cities, which put huge amounts of pollutants into surrounds, the problem has become more and more dangerous. Today our planet is in serious danger. Acid rains, global warming, air and water pollution, and overpopulation are the problems that threaten human lives on the Earth. In order to understand how air pollution affects our body, we must understand exactly what this pollution is. The pollutants that harm our respiratory system are known as particulates. Particulates are the small solid particles that you can see through rays of sunlight. They are products of incomplete combustion in engines, for example: internal-combustion engines, road dust and wood smoke. Billions of tons of coal and oil are consumed around the world every year. When these fuels are burnt, they produce smoke and other by-products, which is emitted into the atmosphere. Although wind and rain occasionally wash away the smoke, given off by power plants and automobiles, but it is not enough.. These chemical compounds undergo a series of chemical reactions in the presence of sunlight; as a result we have smog, mixture of fog and smoke. While such pollutants as particulates we can see, other harmful ones are not visible. Among the most dangerous to bur health are carbon monoxide, nitrogen oxides, sulfur dioxide and ozone or active oxygen. If you have ever been in an enclosed parking garage or a tunnel and felt dizzy or lightheaded, then you have felt the effect of carbon monoxide (CO). This odourless, colourless, but poisonous gas is produced by the incomplete burning of fossil fuels, like gasoline or diesel fuel. Factories emit tons of harmful chemicals. These emissions have disastrous consequences for our planet. They are the main reason for the greenhouse effect and acid rains. Our forests are disappearing because they are cut down or burnt. If this trend continues, one day we won’t have enough oxygen to breathe, we won’t see a beautiful green forest at all. The seas are in danger. They are filled with poison: industrial and nuclear wastes, chemical fertilizers and pesticides. If nothing is done about it, one day nothing will be able to live in our seas. Every ten minutes one kind of animal, plant or insect dies out forever. If nothing is done about it, one million species that are alive today may soon become extinct. And even greater threats are nuclear power stations. We all know how tragic the consequences of the Chernobyl disaster are. Fortunately, it’s not too late to solve these problems. We have the time, the money and even the technology to make our planet a better, cleaner and safer place. We can plant trees and create parks for endangered animals. We can recycle our wastes; persuade enterprises to stop polluting activities, because it is apparent that our careless use of fossil fuels and chemicals is destroying this planet. And it is now more than ever apparent that at the same time we are destroying our bodies and our future.

Financial Issues for Financing SMEs in Pakistan Essay

The small and medium sector enterprises are considered an impetus to economic growth in any country since these enterprises are mostly labour intensive and they tend to boost the employment more than any other sector. The government of Pakistan has identified the SME sector as one of the leading sectors along with agriculture and construction that can generate employment and contribute to overall economic growth. This sector in Pakistan contributes over 30 percent of the gross domestic product, 25 percent in export earnings, and 35 percent in manufacturing value addition. As per industry reports there are approximately 3. 2 million economic establishments across the country of which the SME sector contributes to 90 percent of all private enterprises employing almost 78 percent of the non-agricultural labour force. The sustained growth of this sector in Pakistan is restrained by a number of factors that include shortage of skills, inadequate leadership and management qualities, scarcity of capital goods, lack of structured data on the sector, resistance to change and difficulties in marketing products. But the biggest challenge facing the SME sector in Pakistan is the lack of adequate financing facilities. The limited access to credit has impaired the growth of this sector considerably. The banks are averse to taking risks in extending finance to the small and medium enterprises. The larger corporations face no such difficulty since the financing institutions have minimized risk due to their larger scales of operation and higher credibility in the market. The SME sectors are unable to provide adequate collateral in addition to the lack of adequate technical and managerial know-how that may affect the profitability of the business venture. For the purpose of this study the researcher has identified three prominent areas that influence the credit lending policy of financing institutions to the SME sector in Pakistan. These are political, legal and economic challenges facing the financial institutions. Statement of Objectives The Pakistan economy comprises mainly of the SMEs as suggested by the recent statistics outlined in the previous section. However, the sector suffers from a number of weaknesses that have constrained its development to its full potential. The SME sector does not have adequate access to finance from the formal sectors like large private banking corporations and financial institutions. They have to rely mainly on the credit facilities from the informal sector. The research paper intends to analyse the SME sector in Pakistan with emphasis on its growth over the past few years, the impact of this sector on the overall economic development, and the policy adopted by the government of Pakistan towards the sustainable growth of this sector. It will highlight the role of major financing institutions like International Finance Corporation, Asian Development Bank, and the State Bank of Pakistan to boost the SME sector in the country. The paper will aim to provide answers to discussion objectives raised by study of the financial strategies of the funding institutions – the challenges and risk implications of financing small and medium enterprises. The objectives identified are summarised below: †¢ What are the factors that contribute to the overall financing of businesses in Pakistan? †¢ How does the political and legal environment affect the credit lending policy of the financial institutions in Pakistan? †¢ What strategies and policies are being adopted by the government of Pakistan to combat these issues? The paper proposes to analyse the economic, legal and political environment factors that simulates the lending policy of the financing institutions in Pakistan. The study identifies the lack of proper regulatory environment that restricts the banks’ operations in terms of providing finance to the borrower. The high rate of failures of business enterprises due to slumps in the market; institutional malpractices, political upheavals and damaging acts by the labour unions have presented huge risks for the credit lending institutions. In addition to insufficient and low quality production to meet demands of local and international markets, deficit in balance of payments, and increasing unemployment have increased the risk potential for the SME sector. Research Methodology The research paper will comprehensively review the SME sector in Pakistan highlighting the market statistics, trends and policies affecting the credit availability. The study will focus on the major points tabulated below: †¢ Research on the background of SMEs in Pakistan †¢ Identify the various sources of finance available for the small and medium enterprises †¢ Analyse the political, economic and legal environment factors that influence the industry segment. †¢ Research the implications of these factors on the credit lending policy of the financial institutions. †¢ Analyse the steps taken by the government in the past few years towards meeting these challenges. †¢ Analyse the roles of the financial and regulatory bodies in the growth and development of the SME sector. †¢ Provide recommendations to the SME policy within the scope of the study objectives. The paper will also discuss the SME policy that is being followed by the Government of Pakistan through its regulating body the Small and Medium Enterprise Development Authority (SMEDA). The SME policy adopted in the past laid over-emphasis on the industrial and manufacturing activities with little focus on the service sectors. The schemes designed for small enterprise development lacked focus and did not address the core issues of enterprise development and employment growth. Political manipulation and interference led to accrual of bad loans for banks and loss of public funds. Overall they contributed little to economic growth and did very little for the employment issues. These were some of the past initiatives that led to a cautious approach by the banks and financial institutions while lending credit to the small and medium enterprises in Pakistan. Recent years have seen a significant swing in the policy of the Pakistan government towards the development and growth of this sector. The Small and Medium Enterprises Development Authority was established to boost the development of SMEs and monitor their interests with an eye to encourage and facilitate the growth of such enterprises. The paper will analyse the role of SMEDA in the past few years, the initiatives taken and the policy changes that made an impact on the SME sector. The research will evaluate the steps taken by this regulatory body to counter the challenges posed by the political, economic and legal environment to the financing of the SME sector. â€Å"The most significant step taken by the Government of Pakistan for the development of SMEs was the establishment of the Small and Medium Enterprise Bank (SME bank) to arrange for speedy financial assistance. † (Kaiser H. Naseem, the president of SME bank in an interview to PAGE). In addition to the setting up of the SME bank, Pakistan witnessed impressive changes in the SME financing sector. Global institutions like International Finance Corporation (IFC) are playing a major role in aiding the SME sector in Pakistan. It is observed by these institutions that the country needs to provide a conducive and enabling environment for SMEs to operate. They require support and assistance in order to achieve their maximum potential. Organisations like SMEDA can play a critical role in business development process, advisory support, and managerial training of SMEs. The commercial banks and financing institutions need to develop dedicated segment for servicing the SMEs. The banking institutions based on Islamic principles are providing interest free financial assistance to this sector. Based on such facts the research will outline the policies and recommendations that will help in structuring the financing of the small and medium enterprises. The research will be based on various journals, Internet articles, and textbooks related to the Small and Medium Enterprise sector in Pakistan. Explanation of Research Design The research will be based on two principal source types – qualitative and quantitative research. Data collection method: Qualitative research comprising of interviews and data gathered from other sources. The research employs data gathered from the SMEs in Pakistan taken from online resources and printed materials in the form of journals, newspaper articles and textbooks. Quantitative research that constitutes of statistical data collected from financial institutions. The study will be based on the statistical data of finance to SME sector in Pakistan collected for the past five years. This data will assist in analysing the financing trends in the recent years and help in projecting growth trends in the sector. Data processing and analysis: The outcome of the research conducted on the subject matter from various sources mentioned above will be written as a descriptive conclusion of the study conducted. The processed statistical data will be presented as graphs and pie charts for better understanding. Validity, reliability and limitations: As the information collected from various journals, newspaper reports and articles reflect the current market trend; the analysis based on the findings will be accurate and reliable. Timetable of research activities: Appendices The study will make use of facts and figures available from the published reports of State Bank of Pakistan, World Bank, Asian Development Bank, International Finance Corporation, SME Bank of Pakistan, SMEDA and other journals released by the government of Pakistan on the subject matter. References: 1. SME led Economic Growth – Creating Jobs and Reducing Poverty, Ministry of Industries, Production and Special Initiatives, Government of Pakistan – http://www. smeda. org/downloads/smepolicy2007. pdf – accessed on 2nd March 2008 2. Country overview – Pakistan, International Finance Corporation – http://ifcln001. worldbank. org/ifcext/mena. nsf/Content/Pakistan – accessed on 2nd March 2008 3. SME Sector Development (Program Loan): Pakistan, Asian Development Bank – http://www. adb. org/Documents/PIDs/34327013. asp – accessed on 2nd March 2008 4. Finance and Markets – SME Bank to play pivotal role, An interview with Kaiser H. Naseem, President SME Bank – http://www. pakistaneconomist. com/issue2002/issue5/f&m. htm – accessed on 2nd March 2008 5. SME Financing: Issues and Strategies, Ishrat Hussain – http://www. sbp. org. pk/about/speech/financial_sector/2005/SME_Financing_10_May_05. pdf – accessed on 2nd March 2008 6. SME Policy Development – Small and Medium Enterprise Development Authority – http://www. smeda. org/projects/SME-policy-development. html – accessed on 2nd March 2008 7. SME Sector, SME Bank – http://www. smebank. org/SME%20Sector. htm – accessed on 2nd March 2008 8. SME Financing: State Bank of Pakistan – http://www. sbp. org. pk/sme/index. htm – accessed on 2nd March 2008 9. President’s Address to SME Financing and Strategic Conference – http://presidentofpakistan. gov. pk/FilesSpeeches%5CPolicy%5C510200583259PMSME. pdf – accessed on 2nd March 2008 10. Pakistan announced SME policy for higher growth – http://developing8. org/page/news/17/8/2007/pakistan_announced_sme_policy_for_higher_growth – accessed on 2nd March 2008