Modern Fairy Tales for Teen Girls

Polemic About Tattooes - 1028 Words

The polemic about tattoos I was wondering why tattoos are a controversial point in our society! There are people against and people that really like tattoos, but who is right? Should I think it is a good or a bad thing? Maybe for the tattooists the art involves is worth the pain and sacrifice of being tattooed. For the religious, it is a sin to sacrifice one’s body with so meaningless purpose. Now I don’t think there are excuses to justify so drastic a way of art, but analyzing the points of view I will try to clarify some questions I still have about this body art such as the reason people have tattoos, â€Å"When did tattooing start?†, the dangers involved in this procedure, the removal of a tattoo and society’s reaction to†¦show more content†¦We know it is very dangerous and involves much aftercare. Stan Schwartz explains that any break in the skin can expose a person to local infection as well as systemic illness. According to NIEHS web site the two most significant r isks tattooing can offer are allergic responses to the pigments and exposure to blood borne diseases such as HIV, tetanus and hepatitis; but if appropriate desinfection and sterilization techniques are used, the health risk associated with tattooing is small. Tattoos have been reported to alter the quality of magnetic resonance imaging (MRI) when the pigments are iron- oxide-based. Furthermore, it has been noted to cause sudden burning pain during the procedure as I read at the FAQ about body art. Another thing that I consider and everybody should consider too is how difficult it is to remove a tattoo. Even it is called permanent sometimes it happens that people want to erase it because they regret getting it. But it is a costly and time-consuming process. The most common procedure used to remove tattoos is the laser but knowing all the problems that can result makes me think it is better not even to try. Thinking about the way tattooed people still are discriminated I definitely don’t want to have a tattoo.

Downsizing of Organization Also Leads â€Free Samples for Students

Question: How Downsizing of the Organization Also Leads? Answer: Introduction: Recession can be defined as the period of time that has business cycle contraction. It is the time when the economy of the place or the whole world slows down. Recession can be turned into depression if it exists for long time. The recession results in declining many activities such as investment, consumption, government sending, earning etc. recession affect the business activities as well as the businesses internal function. It becomes very difficult for the businesses or the management of the companies to manage people at the time of recession. Even the government gets depressed with the unmanaged environment because recession affects the daily lives of the people severely (Dowling, 2008). Even though, recession is the phenomenon that exists for particular period of time but its effects can be seen for longer period in themed and the lifestyle of the people in the country. The tough times like recession forces the organizations as well as the government to take many decisions rega rding the employees. It becomes even more difficult for the management to motivate and retain the talent in the organization during the period of recession. As results of recession and the pressure on the management, the HR mangers or the professional in the company are asked to manage the employees according to the budget of the company along with the practices such as cost cutting, multi skilling, redundancy of the employees etc. The following discussion made it clear about the main challenges that the professionals or the management face to manage the people during recession. Challenges in managing people: At the time of recession, management of the organization tries to make efforts that lead to cutting of the companys cost, increasing the productivity per employee and activities like this. Even the employees in the organizations get ready to make some of the compromises in their salary, work life balance etc. for saving their jobs (Townsend Champion, 2014). Recession leads to many negative aspects that act as the challenge for the organizations in managing people. The major challenge that has been faced by the organization in managing people is downsizing or rightsizing the organization. Downsizing refers to firing of the employees from the organization in order to cut down the hierarchy and to for the lean structure of the organization (Das Das, 2012). HR professional need to take this inhuman step ignoring the benefits and sensitivity of the employees at the time of recession because they have to do it for the sake of the organization's benefits. It is a challenge for the managem ent of the organization to take over the decision on the issue of retention of the employees. Whom to given VRS or CRS is major concern for the organization at this time. The process of downsizing may be ongoing in the organization for some time. This develops a psychological pressure of the employees who are working the organization because the fear of getting fired always triggers their minds. Managing this psychological pressure of the employee or the people is also a challenge for the management. As the result of recession, companies stop spending on the employees benefits and may reduce their salaries. This economic crisis becomes another reason for the employees psychological stress (Houdmont, Kerr Addley, 2012). At this time, even the employees have to manage themselves internally to be prepared for the new job in case of firing. This psychological stress among the people and non-spending of the organization for the employees develops an unfavorable climate in the organizati on. This climate somehow affects the productivity of the people and thus affects the overall functioning of the organizations. To manage this, HR professional need to implement some of the strategies that can help the employees to be stable. Organization climate consists of the existence of friendly and human environment in the organization but at the time of recession, the practices of HR mangers portrayed to be very inhuman and thus disrupt the healthy environment of the organization. The company loses trust of their employees. Downsizing of the organization also leads to a very big problem for the people that are unemployment. If the recession of UK is considered, it has been identified that it took around five years to get back to the employment level that exists before recession. So, this is considered as the major challenge in managing the people (Das Das, 2012). This is not only the challenge for the management or the company but it becomes the problem for the whole society. The loss of jobs by the people results in declining income and economic status of the people. This is because the living standards of the people depend on their wages and salaries. If there is no job, they cannot be able to maintain their standards of living and have to face the social problems. This can also give rise to criminal activities by the people such as theft, murders for money, kidnaping etc. It becomes very difficult for the government of the country to control that level of crime at this time when even the government of the country is facing the economy issues. As discussed earlier that recession puts a pressure on the employees of the organization because of the downsizing process. This creates stress on the minds of the employees and thus affects their performances as well as the productivity. This requires the management to implement some of the motivation strategies in order to motivate and inspire employees to provide them the feeling of security. But, the HR professional during this time remain busy in some other activities such as cost cutting and increasing performance in budget constraints so, this this leads to unmanaged staff and the functioning at the organization. As per the analysis, it has been identified that the biggest victim of recession in the organization are manpower and the HR functions. This is because HR professionals face the biggest challenge in order to manage the functions, employees and other activities in the limited budget. Cost cutting is another challenge that is faced by the management along with managing the people in those budget constraints of the organization (Bell Blanchflower, 2011). Company usually withdraws the facilities from the employees at the time of recession that are being offered to them before. Managing all such cases and issues along with reducing cist activities creates a great pressure on the management as well as the people. This discussion of challenges in managing people at the tie of recession can be further elaborated with lot more challenges as recession in the country affects every aspect of the life. The issues that are faced by one organization can be different from others at the time of recession because it depends on the type and the structure of the organization. However, managing people becomes a challenge for them is for sure. Every problem brings challenges with it and these challenges can be faced by some of the strategies that can help in cope up process. Ireland recession is among one of the recessions that results in severe effects. The effects have been seen till 2009. The HR practices of the Irish companies have changed and the wages of the people have countdown to half during the recession. Several strategies and changes have also been made in the companies after that to manage people in order to overcome these challenges faced by the companies as well as the people all over the soci ety. Conclusion: It can be concluded from the above discussion that HR professionals and the HR management department of the organization can play a major role in facing these challenge and coping with the effects of recession in the organizations. The major strategy that can help in facing these changes to the minimal effect is revolutionizing the HR department of the companies so that it can effectively maintain, utilize and develop the talent in the organization (Giuliano Spilimbergo, 2014). This helps the organization to maintain the balance to use the abilities available to them at the fullest. Recession affect the organization and the people indifferent such as affecting their economic status, their social life, their living standards as well as their psychological mind sets. The pressure of the recessionary impact can be reduced by practices of the top management of the company in order to balance the activities. The organizations should involve themselves in reorganizing the employees and th e structure of the organization so as to manage the pressure on the employees as well as their productivity. Humanizing the activities at this time help the employees to manage their psychological stress and also retain the talent in the organization. The management of the company should try to visualize the problems and issues from every aspect so that the decision that has been made over the issue is does not out a negative effect on one of the pat among the employees and the organization. Thus, the collaborative approach of people and the management helps in coping with the challenges that are faced at the time of recession in making the people. References: Bell, D. N., Blanchflower, D. G. (2011). Young people and the Great Recession.Oxford Review of Economic Policy,27(2), 241-267. Das, R. P., Das, S. M. (2012). Managing People During Recession-Some Challenges.Asian Journal of Management,3(4), 243-247. Dowling, P. (2008).International human resource management: Managing people in a multinational context. Cengage Learning. Giuliano, P., Spilimbergo, A. (2014). Growing up in a Recession.The Review of Economic Studies,81(2), 787-817. Houdmont, J., Kerr, R., Addley, K. (2012). Psychosocial factors and economic recession: the Stormont Study.Occupational Medicine,62(2), 98-104. Townsend, A., Champion, T. (2014). The impact of recession on city regions: The British experience, 20082013.Local Economy,29(1-2), 38-51.

Land Mines Essays - Explosive Weapons, Area Denial Weapons

Land Mines Land mines greatly contribute to the danger of international security because they are used as military weapons. Because land mines have caused great destruction there has been an effort from international and non-governmental organizations to ban mines and clear areas infected with them. Land mines have become a humanitarian issue because they have and still are taking the lives of innocent civilians. The Treaty of Ottawa officially banned the use of land mines. Yet supporters of the treaty know better than to assume they are victorious. The following essay will address the necessary obligations for a final victory and reveal why land mines are a threat to international security. The UN has estimated there have been more than 100 million land mines in sixty-two countries (Boutros-Ghali). They are the weapon of choice for many militaries because they are cheap, accessible, and easy to use. Land mines are also known as hidden killers because it is not possible to discover where they are or how many there are. After wars are over, the land mines remain, threatening the peace and rebuilding of societies. More and more victims are civilians who endure excessive harm or death. "Every 22 minutes a person is harmed from a land mine. And since 1975 there have been more than one million casualties"

A Sociological Understanding of Moral Panic

A Sociological Understanding of Moral Panic A moral panic is a widespread fear, most often an irrational one, that someone or something is a threat to the values, safety, and interests of a community or society at large. Typically, a moral panic is perpetuated by the news media, fueled by politicians, and often results in the passage of new laws or policies that target the source of the panic. In this way, moral panic can foster increased social control. Moral panics are often centered around people who are marginalized in society due to their race or ethnicity, class, sexuality, nationality, or religion. As such, a moral panic often draws on known stereotypes and reinforces them. It can also exacerbate the real and perceived differences and divisions between groups of people. Moral panic is well known in the sociology of deviance and crime and is related to the labeling theory of deviance. Stanley Cohens Theory of Moral Panics The phrase moral panic and the development of the sociological concept is credited to the late South African sociologist Stanley Cohen (1942–2013). Cohen introduced the social theory of moral panic in his 1972 book titled Folk Devils and Moral Panics. In the book, Cohen describes how the British public reacted to the rivalry between the mod and rocker youth subcultures of the 1960s and 70s. Through his study of these youth and the media and public reaction to them, Cohen developed a theory of moral panic that outlines five stages of the process. The Five Stages and Key Players of Moral Panics First, something or someone is perceived and defined as a threat to social norms and the interests of the community or society at large. Second, the news media and community members depict the threat in simplistic, symbolic ways that quickly become recognizable to the greater public. Third, widespread public concern is aroused by the way news media portrays the symbolic representation of the threat. Fourth, the authorities and policymakers respond to the threat, be it real or perceived, with new laws or policies. In the final stage, the moral panic and the subsequent actions of those in power lead to social change in the community. Cohen suggested that there are five key sets of actors involved in the process of moral panic. They are the threat that incites the moral panic, which Cohen referred to as folk devils, and the enforcers of rules or laws, like institutional authority figures, police, or armed forces. The news media plays its role by breaking the news about the threat and continuing to report on it, thereby setting the agenda for how it is discussed and attaching visual symbolic images to it. Enter politicians, who respond to the threat and sometimes fan the flames of the panic, and the public, which develops a focused concern about the threat and demands action in response to it. The Beneficiaries of Social Outrage Many sociologists have observed that those in power ultimately benefit from moral panics, since they lead to increased control of the population and the reinforcement of the authority of those in charge. Others have commented that moral panics offer a mutually beneficial relationship between news media and the state. For the media, reporting on threats that become moral panics increases viewership and makes money for news organizations. For the state, the creation of a moral panic can give it cause to enact legislation and laws that would seem illegitimate without the perceived threat at the center of the moral panic. Examples of Moral Panics There have been many moral panics throughout history, some quite notable.  The Salem witch trials, which took place throughout colonial Massachusetts in 1692, are an oft-mentioned example of this phenomenon. Women who were social outcasts faced accusations of witchcraft after local girls were afflicted with unexplained fits. Following the initial arrests, accusations spread to other women in the community who expressed doubt about the claims or who responded to them in ways deemed improper or inappropriate. This particular moral panic served to reinforce and strengthen the social authority of local religious leaders, since witchcraft was perceived to be a threat to Christian values, laws, and order. More recently, some sociologists have framed the War on Drugs of the 1980s and 90s as an outcome of moral panic. News media attention to drug use, particularly use of crack cocaine among the urban black underclass, focused public attention on drug use and its relationship to delinquency and crime. The public concern generated through news reporting on this topic, including a feature in which then-First Lady Nancy Reagan participated in a drug raid, shored up voter support for drug laws that penalized the poor and working classes while ignoring drug use among the middle and upper classes. Many sociologists attribute the policies, laws, and sentencing guidelines connected to the War on Drugs with increased policing of poor urban neighborhoods and incarceration rates of residents of those communities. Additional moral panics include public attention to welfare queens, the notion that poor black women are abusing the social services system while enjoying lives of luxury. In reality, welfare fraud is not very common, and no one racial group is more likely to commit it. There is also moral panic around a so-called gay agenda that threatens the American way of life when members of the LGBTQ community simply want equal rights. Lastly, after the 9/11 terrorist attacks, Islamophobia, surveillance laws, and racial and religious profiling grew from the fear that all Muslims, Arabs, or brown people overall are dangerous because the terrorists who targeted the World Trade Center and the Pentagon had that background. In fact, many acts of domestic terrorism have been committed by non-Muslims. Updated by Nicki Lisa Cole, Ph.D.

Joan Beaufort, Ancestress of Royals

Joan Beaufort, Ancestress of Royals Joan Beaufort Facts Known for: a legitimized daughter of Katherine Swynford and John of Gaunt, one of Edward IIIs sons, Joan Beaufort was an ancestor of Edward IV, Richard III, Henry VIII, Elizabeth of York, and Catherine Parr. She is an ancestor of todays British royal family.  Occupation: English noblewomanDates: about 1379 - November 13, 1440 Joan Beaufort Biography: Joan Beaufort was one of four children born to Katherine Swynford, John of Gaunts mistress at the time. Joans maternal aunt Philippa Roet was married to Geoffrey Chaucer. Joan and her three older brothers were acknowledged as their fathers children even before her parents married in 1396. In 1390, Richard II, her cousin, declared Joan and her brothers legitimate. In the decade that followed, records show that her half-brother, Henry, gave gifts to her, acknowledging their relationship. Joan had been betrothed to Sir Robert Ferrers, an heir to Shropshire estates, in 1386, and the marriage took place in 1392. They had two daughters, Elizabeth and Mary, probably born in 1393 and 1394. Ferrers died in 1395 or 1396, but Joan was not able to gain control of the Ferrers estates, which Elizabeth Boteler, Robert Ferrers mother, controlled. In 1396, after her parents married, a papal bull was obtained legitimizing the four Beaufort children including Joan, the youngest. The next year, a royal charter was presented to Parliament which then confirmed the legitimization. Henry IV, half-brother to the Beauforts, later amended the legimitization act without approval of parliament, to state that the Beaufort line was ineligible to inherit the crown of England. On February 3, 1397 (old style 1396), Joan married the recently-widowed Ralph Neville, then Baron Raby. The papal bull of legitimization probably arrived in England shortly after the marriage, and the act of parliament followed. The year after their marriage, Neville became the Earl of Westmorland. Ralph Neville was among those who helped Henry IV depose Richard II (Joans cousin) in 1399. Joans influence with Henry is attested to by some appeals for support by others addressed to Joan. Joan had fourteen children by Neville, many of whom were important in the years ahead. Joans daughter Mary from her first marriage married the junior Ralph Neville, her husbands second son from his first marriage. Joan was apparently educated, as history records her being in possession of a number of books. She also had a visit in about 1413 from the mystic Margery Kempe, who later was accused of meddling in the marriage of one of Joans daughters. In 1424, Joans daughter Cecily was married to Richard, Duke of York, a ward of Joans husband. When Ralph Neville died in 1425, Joan was made Richards guardian until he attained his majority. After her husbands 1425 death, his title passed to his grandson, yet another Ralph Neville, son of his eldest son by his first marriage, John Neville who had married Elizabeth Holland. But the elder Ralph Neville had ensured by his later will that most of his estates passed to his children by Joan, with a good part of the estate in her hands. Joan and her children fought legal battles over may years with that grandson over the estate. Joans eldest son by Ralph Neville, Richard, inherited most of the estates. Another son, Robert Neville (1404 - 1457), with the influence of Joan and her brother Cardinal Henry Beaufort, gained important appointments in the church, becoming bishop of Salisbury and bishop of Durham. His influence was important in the battles over inheritance between Joans Neville children and her husbands first family. In 1437, Henry VI (grandson of Joans half-brother Henry IV) granted Joans petition to establish a daily celebration of mass at her mothers tomb at Lincoln Cathedral. When Joan died in 1440, she was buried next to her mother, and her will also specified that the tomb be enclosed. The tomb of her second husband, Ralph Neville, includes the effigies of both of his wives lying beside his own effigy, though neither of these wives are buried with him. The tombs of Joan and her mother were seriously damaged in 1644 during the English Civil War. Joan Beauforts Legacy Joans daughter Cecily was married to Richard, Duke of York, who contended with Henry VI for the crown of England. After Richard was killed in battle, Cecilys son, Edward IV, became king. Another of her sons, Richard of Gloucester, later became king as Richard III. Joans grandson Richard Neville, 16th Earl of Warwick, was a central figure in the Wars of the Roses. He was known as the Kingmaker for his role in supporting Edward IV in winning the throne from Henry VI; he later switched sides and supported Henry VI in winning (briefly) the crown back from Edward. Edward IVs daughter Elizabeth of York married Henry VII Tudor, making Joan Beaufort the 2 times great grandmother of Henry VIII. Henry VIIIs last wife, Catherine Parr, was a descendant of Joans son Richard Neville. Joans eldest daughter, Katherine Neville, was known for being married four times, and surviving all four husbands. She survived even the last, in what was called at the time the diabolical marriage to John Woodville, a brother of Edward IVs wife Elizabeth Woodville, who was 19 years old when he married the wealthy widow Katherine who was then 65. Background, Family: Mother:  Katherine Swynford, mistress of John of Gaunt at the time of Joans birth, and later his wife and Duchess of LancasterFather: John of Gaunt, a son of Edward III of England and his wife,  Philippa of HainaultSiblings:John Beaufort, 1st Earl of Somerset.   His son John was the father of  Margaret Beaufort, mother of Henry VII, the first Tudor kingCardinal Henry BeaufortThomas Beaufort, Duke of ExeterHalf-siblings, by her fathers earlier marriages:Philippa of Lancaster, Queen of PortugalElizabeth of Lancaster, Duchess of ExeterHenry IV of EnglandCatherine of Lancaster, Queen of Castile Marriage, Children: Husband: Robert Ferrers, 5th Baron Boteler of Wem, marrried 1392Children:Elizabeth Ferrers (married John de Greystoke, 4th baron Greystoke)Mary Ferrers (married Ralph Neville, her stepbrother, son of Ralph Neville and his first wife Margaret Stafford)Husband:  Ralph de Neville, 1st Earl of Westmorland, married February 3, 1396/97Children:Katherine Neville (married (1) John Mowbray, 2nd Duke of Norfolk; (2) Sir Thomas Strangways, (3) John Beaumont, 1st Viscount Beaumont; (4) Sir John Woodville, a brother of  Elizabeth Woodville)Eleanor Neville (married (1) Richard Le Despenser, 4th Baron Burghersh; (2) Henry Percy, 2nd Earl of Northumberland)Richard Neville, 5th Earl of Salisbury (married Alice Montacute, Countess of Salisbury; among his sons was Richard Neville, 16th Earl of Warwick, the Kingmaker, father of  Anne Neville, Queen of England, and Isabel Neville)Robert Neville, Bishop of DurhamWilliam Neville, 1st Earl of KentCecily Neville  (married Richard, 3rd Duke of York: t heir children included Edward IV, father of Elizabeth of York; Richard III who married Anne Neville; George, Duke of Clarence, who married Isabel Neville)George Neville, 1st Baron LatimerJoan Neville, a nunJohn Neville (died in childhood)Cuthbert Neville (died in childhood)Thomas Neville (died in childhood)Henry Neville (died in childhood)

Assignment from the book understanding human communication Case Study

Assignment from the book understanding human communication - Case Study Example These differences created concerns for me as I undermined his cultural values and expected him to act as per my cultural values. I think our relationship has acquired the stage of differentiating. As both of us shared close friendship therefore, we both want to keep a pace now. Although, Hideki didn’t show such emotions but his culture bound nature has created distances amongst us. Now that both of us have gained the commonalty, we need to reemphasize on our individual identities. Differentiation had to occur as Hideki’s behavior started disturbing me and I tended to avoid him despite of his kind nature. Hideki, bound by his culture, was too reserved to let me know about him, and that made me feel frustrated. The dialectic tensions operating in our relationship are of two types. Both of us do not want to forfeit our individualities. My own behavior shows a conflicting wish for staying connected as well as being independent. The other dialect tension encircling our relation is â€Å"openness vs. privacy†. As disclosure is one of the essentials of interpersonal relationships, but keeping a space between ourselves and others is also necessary. This leads to the creation of openness vs. privacy dilemma. Hideki belong to Japanese culture which is quite different from mine. Therefore, he may limit himself in disclosing as in his case self disclosure could be influenced by culture and it may occur incrementally. However, the guidelines suggest that as I am engaging myself in business partnership with Hideki, his disclosure to a reasonable degree is important to me at the situation at hand. The clear and understandable disclosure by both the parties is constructive in the long run. Hinting could be used as an alternative to self disclosure in this situation (Adler, Rodman & Cropley, 2011). Tempestuous, Scorching, arid, misty and story weather related adjectives could be used to describe