Choicepoint A Case of Privacy in the 21st Century Essay

Choicepoint: A Case of Privacy in the 21st Century Introduction Since its founding in 1776, America has been a country where the rights of individuals are one of the most important issues. As time has passed and the country progressed, this issue has evolved and taken different forms; the Civil War was fought over whether people of all colors had the right to freedom, in the early 20th century women finally demanded their long overdue right to vote (Wikipedia, 2003), and most recently, in the 1960’s, people of color had to assert their right to equal treatment under the laws of this nation. As the 21st century begins, the citizens of this nation are facing a new and unique challenge to the rights of the individual, specifically, a†¦show more content†¦Choicepoint also has an ethical duty to its customers who purchase the data as well as individuals on whom the data is gathered to keep data accurate and updated. Most importantly, Choicepoint must be sure that employees follow proper procedures for making sure indivi duals and companies trying to purchase data are legitimate and intend to use the data for legitimate uses. b.) Citizen’s Ethical Issues: Citizens need to be very concerned about so much personal information being gathered in one place. Part of any person’s development through their life is learning from their mistakes so they will not repeat them in the future. However, if a person’s whole history of legal, credit, and driving mistakes are recorded and made available to anyone willing to pay, it can be impossible for someone to escape the mistakes of their past. Citizens should also be concerned about their personal information falling into the hands of identity thieves. When a company like Choicepoint has all their data, individuals have no control over who gets their hands on the data and must rely solely on Choicepoint’s discretion to keep the data in legitimate hands, which it has shown it can not be trusted to do through numerous security breaches (Otto, Anton, Baumer, 2007). Individuals also need to be concerned about Choicepoint supplyingShow Mor eRelatedChoicepoint Case Analysys1748 Words   |  7 PagesChoicepoint: A Case of Privacy in the 21st Century Introduction Since its founding in 1776, America has been a country where the rights of individuals are one of the most important issues. As time has passed and the country progressed, this issue has evolved and taken different forms; the Civil War was fought over whether people of all colors had the right to freedom, in the early 20th century women finally demanded their long overdue right to vote (Wikipedia, 2003), and most recently, in

Ethics As Explained By Robert J. Sternberg - 1291 Words

From time to time an individual may deliberate back and forth internally, questioning what the right behavior is when faced with a particular situation in which a decision has to be made. Some situations are a little bit more difficult than whether or not to get up in the morning with the alarm clock or to adhere to one’s workout schedule. Some may also have a greater impact not only on the individual themselves, but also others than simply sleeping in or putting exercise on hold for another day. These difficult situations call for more of a drastic measure in which, ethical reasoning comes into play. Ethics as explained by Robert J. Sternberg, â€Å"Ethics is a set of principles for what constitutes right and wrong behavior.† (Sternberg, 2017,†¦show more content†¦A couple of points up for consideration are the classmates work lessening the chances of one getting good grades when it is desperately needed and the possibility of removal from the educational faci lity for violating the regulations (Van Camp, 2014). Immediate thoughts are, one needs to personally complete the class work without violating any regulations set forth by the educational establishment. This would include both not paying an individual to do the work, which can be viewed as passing work off as one’s own and a form of anonymous communication to the faculty about the classmates. To begin with, it is of the belief that paying an individual to complete ones class work is a form of cheating therefore, a display of unethical behavior. When utilizing the word cheating, two things come to mind; cheating oneself from learning and a dishonest portrayal that it is one’s own work. Personally, it is difficult to believe that paying an individual to do class work for another provides an opportunity for learning the material. Gina Ciliberto also provides additional insight, â€Å"Aside from sourcing one’s ethics or reputation, I think homework-doing services might be a bad idea for an entirely differently reason. No doubt, writing an essay or completing a reading report is not the optimal way to spend an afternoon. But, as I pointed out to my friend this morning, college really is the place to work onShow MoreRelatedThe Problems With College-Entrance Testing Essay2623 Words   |  11 PagesToledo while getting into the honors program at Harvard University with this score would be very difficult. Does this mean that a student is incapable of taking the same titled classes at different universities based on standards? 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As it has been explained in the methodological section, the first part presents a theoretical framework which focuses on the analysis of Corporate Social Responsibility and on the reasons why 11 CSR COMMUNICATION IN THE PHARMACEUTICAL INDUSTRY Josà © Javier Levrino Read MoreDeveloping Management Skills404131 Words   |  1617 PagesWright State University Andrew J. Dubrin, Rochester Institute of Technology Steven Edelson, Temple University Norma Givens, Fort Valley State University Barbara A. Gorski, St. Thomas University David Hampton, San Diego State University Stanley Harris, Auburn University Richard E. Hunt, Rockhurst College Daniel F. Jennings, Baylor University Avis L. Johnson, University of Akron xx PREFACE Jay T. Knippen, University of South Florida Roland Kushner, Lafayette College Roy J. Lewicki, Ohio State University

Extra Credit free essay sample

In appendix A, The Evolution of Management there are nine theories classified into two approaches: The Classical Approaches and The Contemporary Approaches. In the classical approaches, there are five theories including systematic management, scientific management, administrative management, human relations, and bureaucracy. Quantitative management, organizational behavior, systems theory, and contingency perspective are the four theories from contemporary approaches. Systematic management is a holistic approach to management that allows leaders to perate in complex environment, navigate through strategic uncertainty and effectively manage change in organizations. Cocheco Company uses systematic management to draw up a labor contract provisions in the 1850s. Scientific management is a theory of management that analyzes and synthesizes workflows, improving labour productivity. One of the most famous examples of the application management is the factory Henry Ford built to produce the Model-T. Administrative management is theory that focuses on how a business should be organized and the practices an effective manager should follow. We will write a custom essay sample on Extra Credit or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It emphasized the perspective of senior managers within the organization, and argued that management was a profession and could be taught. In 1955, the first MacDonalds opens and it uses administrative management. Human relations are an approach that is aimed at understanding how psychological and social processes interact with the work situations to influence performance. This approach was the first major approach to emphasize informal work relationships and worker satisfaction. Bureaucracy theory is to be believed by Max Weber who is believed bureaucratic structures can eliminate the variability that esults when managers in the same organization have different skills, experiences, and goals. The first Wal-Mart is open in Roger, Arizona in 1962. Quantitative management is a theory that emphasizes the use of mathematical and statistical techniques in management and focuses on finding the right answers to managerial problems, which are solved through decision making. In 1971, Intel introduces their first microprocessors and IBM introduces its first floppy disk. Organizational behavior is the studies and indentifles management activities that promote employee ffectiveness through an understanding of complex nature of individual, group, and organizational processes. Netscape goes public and kicks off the dot. com boom in 1995. Systems theory emphasizes that an organization is one system in a series of subsystem. Contingency perspective is an approach that is based on the idea that there is no one best way to manage and that to be effective, planning, organizing, leading, and controlling must be tailored to the particular circumstances faced by an organization. AOL is the first internet browser and it merges with Time Warner the year.

Law Code of Hammurabi free essay sample

Throughout the history of civilization there has been a need for order amongst societies. This order has been seen in the ruling of kings and the laws they created. Most of these laws were set into motion on the basis of whatever the king said is what happened. With the Code of Hammurabi there is a written law that was portrayed as something that not even the king could change. The purpose of this paper is to give a general background of ancient Babylon during the reign of Hammurabi, present the background of the Code of Hammurabi, and discuss the medium and manner in which it was presented. Hammurabi was the sixth king in the old Babylonian period. He became king in 1792 B. C. while still a young man. During his rule he spent time on many traditional aspects such as building and restoring temples, building city walls, and building canals. We will write a custom essay sample on Law Code of Hammurabi or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page However, many accounts note Hammurabi as being the king to unite Mesopotamia under the rule of the Babylonian Empire. Hammurabi did this through a series of military and diplomatic alliances, as well as, through series military conquests. He had an organized and well-disciplined military. This allowed him to greatly extend his original empire in every direction. Despite the many wars and military conquest Hammurabi brought peace and prosperity into Mesopotamia. He was also thought to be concerned with being a just ruler and was viewed as a â€Å"guarantee of justice† (Ascalone, 114). The unification of the empire under Hammurabi led to increased trade with the Persians which ultimately led to more wealth being acquired. It also led to the incorporation new deities such as Shamash, Ishtar, and Adad. Shamash especially became important during Hammurabi’s rule. Shamash initially was the sun king and later also became known as the â€Å"guarantor of equity and social justice† (Ascalone, 136). Hammurabi was unique in comparison to the rulers before him in that he did not deify himself. Instead he chose to think of himself as being a â€Å"favorite of the gods† or as being a chosen one of the gods (Martell, 22). Hammurabi was the first of the Mesopotamian rulers to view himself as separate from the gods in this manner. This gave him a position of leadership that was simply to enforce and interpret the will of the gods. This also set a precedent for rulers in later times. The expanded territory and unification meant there was more people and land that had to have order maintained. This led to the item that Hammurabi is most famous for, his code of law. Hammurabi was said to have received these laws from Shamash. Many of the laws created were based specifically on the growing culture. Though Hammurabi’s code of law was not the first known law code in ancient Mesopotamia, it is the most complete still in existence today. The official code of Hammurabi contained 242 laws in all. These laws were carved in relief into a basalt or granite pillar called a stele that stood seven and half feet tall. The laws were carved into the stele in 1760 B. C. The written laws took up the majority of the pillar and were separated into 49 columns. At the top of the pillar there is a scene depicting Hammurabi receiving the laws from Shamash. Hammurabi is standing before Shamash. Shamash is seated and holding a ring and a staff. Shamash can be identified by the flames or rays of the sun rising from his shoulders (Chrisp, 25). This depiction is thought to indicate that the king was making the laws on the gods behalf. The written law itself is written using cuneiform in the Akkadian language. The Akkadian language is believed to be the common language of this time, whereas Sumerian was the official language. In writing the law code in the common speech Hammurabi had hopes of making the law more accessible and understandable to the common people. There is some disagreement about where it is thought that Hammurabi erected the pillar. Some believe that it was erected in the Temple of Marduk in Babylon. Others believe that it was erected in Sippal as a monument to Shamash. One thing that scholars and researchers seem to agree on is that the pillar was moved to Susa as spoils when the Elamites attacked Babylon in 1165 B. C. It was in Susa that it was discovered in 1901 by French archeologist Jean-Vincent Scheil. When Scheil discovered the stele it was in 3 pieces. He reassembled the pieces and spent 6 months translating the text. The stele currently resides in the Louvre Mueseum. The text was organized into three main parts. It begins with description of Hammurabi receiving the laws from the sun king, Shamash. Hammurabi describes the event as he was given the responsibility â€Å"to make justice appear in the land, to destroy the evil and the wicked that the strong might not oppress the weak, to rise like the sun-god†¦to give light to the land† (Schomp, 14). He also presents himself as being â€Å"the protector of the weak and oppressed† (Iselin). This prologue was followed by the actual laws. The laws were written in simplified terms as well as the common language as it was important to Hammurabi that everyone understood them. The laws were organized into chapters or sections and covered every aspect of their life. All the written laws followed the same format in that a problem or issue is stated followed by a response in the future tense that described the punishment of the guilty party or the solution to the issue (Iselin). The laws were often harsh but recognized the difference between accidental injury or harm and intent. The penalties also varied depending on the status of the offender. The laws themselves governed economic provisions, family law, criminal law, and civil law. The laws were written specifically so they could be integrated into everyday life. There were laws governing slaves, for example. One law stated that any slave that struck a free citizen would have his ear cut off. Another stated that any citizen that stole a slave or was caught hiding a runaway slave would be put to death. One interesting law stated that if a barber cut off the â€Å"abbuttu,† the topknot of hair distinctive to slaves, without the knowledge and permission of the slaves master would have his hands cut off (Schomp, 63). Other laws included the punishments for robbery and arson, as well as how property should be distributed, and how contracts should be handled. Many of the laws were very exact when it came to the punishment. One example of this is found in a law discussing a death from shoddy building; â€Å"If a builder has constructed a house†¦with the result that the house he built collapses and so caused the death of the owner, the builder shall be put to death. If it has caused the death of the son of the owner of the house, they shall put to death the son of the builder† (Service, 71) Another example of this exact punishment is seen in the well-known law of â€Å"if a man puts out the eye of a man, they shall put out his eye† (Service, 71). This eye for and eye concept is what is known as the lex talionis (latin for â€Å"law of retaliation†). The lex talionis was utilized by many different cultures and survived into the modern world in the form of the death penalty for murder. The laws written by Hammurabi didn’t just include penalties but also items such as appropriate fees to charge in different professions. One example of this is seen when a doctors fees are discussed. A doctor who treated â€Å"the broken bone or diseased soft part† was to charge 5 shekels for upper-class citizens, 3 shekels for commoners, and 2 shekels to the master of a slave being treated (Shomp, 68). Stating the fees for certain services likes this protected people from being taken advantage by merchants or tradesmen. After the laws are listed, is the final section or the epilogue. In the epilogue Hammurabi reiterates that the laws were given at the direction of the sun-god Shamesh. Hammurabi also indicates that he recorded the laws in order for them to be an example for later rulers. He states, â€Å"To the end of days, forever, may the king who happens to be in the land observe the words of justice which I have inscribed on my stele†¦let the stele reveal to him the accustomed way, the way to follow, the land’s judgments which I have judged† (Chrisp, 25). This is extremely interesting considering that’s exactly what they turned out to be. The Code of Hammurabi is extremely important in that it became a model after which many systems of law were founded since then. It became something that other cultures could learn from and model themselves after. It also represented a new style of ruling, in which not only were the common people bound to laws but so was the king, as he did not create them. The stele and the style it was written in also gave huge amount of insight into the culture, religious beliefs, daily activities, and economics that were present during this time in the Babylonian Empire. The precedent that Hammurabi set when he created his law code is an important aspect of history that carried into the modern day. There was a written law that was portrayed as something handed down by the gods and that even the king had to obey to some extent. The background of Hammurabi’s stele and the detail the text portrays about Babylonian society will continue to be extremely interesting and important when looking at ancient Babylon.

The Everglades essays

The Everglades essays The Everglades is a unique wetland ecosystem on the margin of the tropics. Its slow flow of water supports grasslands, thick forests, and a diverse group of animal, fish, and bird. The Everglades originated between 8000 to 10,000 years ago at the end of the most recent of the ice age. The melting of the glaciers caused the sea levels to rise and form a low-lying basin into a swamp. The climate of the Everglades is tropical savanna caused by hot, wet summers and warm, dry winters. The average annual rainfall exceeds 50 inches. Cypress, mangrove thickets, palms, live oaks, pines and lush vegetation cover the numerous inlets. Wildlife, although severely reduced in number and diversity over the past century, is still abundant and includes alligators, American crocodiles, deer, wading birds, fish, snakes, and the endangered Florida panther. American crocodiles and alligators pretty much rule this amazing ecosystem and are no doubt at the top of the food chain. The American crock and the alligator are very much alike and many ways. The primary distinguishing feature between the two is seen in the snout, because alligators it is rounded but the crocks is more pointed. Also the crocks lower fourth tooth fits into a groove in the side upper jaw and, unlike the alligator, this tooth is visible with the mouth closed. An adult crock will grow to be about 10-12 feet. The diet of the two are a variety of foods including insects, crabs, crayfish, fish, frogs, snails, turtles, snakes, coots, grebes, wading birds, raccoons, otters, deer, and other alligators and crocks. They also feed on dead animals although they are carnivorous, they are occasionally seen uprooting vegetation evidently they do not eat the plant material, and may be catching crayfish, snails, and insects. White pelicans are amazing birds and weighing 10-13 pounds they have the second greatest wingspan of any bird in North America. It ...

10 Facts About Acids and Bases

10 Facts About Acids and Bases 1:13 Watch Now: What are the Differences Between Acids and Bases? Here are 10 facts about acids and bases to help you learn about acids, bases, and pHÂ  along with a chart for comparison. Any aqueous (water-based) liquid can be classified as an acid, base, or neutral. Oils and other non-aqueous liquids are not acids or bases.There are different definitions of acids and bases, but acids can accept an electron pair or donate a hydrogen ion or a proton in a chemical reaction, while bases can donate an electron pair or accept hydrogen or a proton.Acids and bases are characterized as strong or weak. A strong acid or strong base completely dissociates into its ions in water. If the compound does not completely dissociate, its a weak acid or base. How corrosive an acid or a base is does not relate to its strength.The pH scale is a measure of the acidity or alkalinity (basicity) or a solution. The scale runs from 0 to 14, with acids having a pH less than 7, 7 being neutral, and bases having a pH higher than 7.Acids and bases react with each other in what is called a neutralization reaction. The reaction produces salt and water and leaves the solution closer to a neutral pH th an before. One common test of whether an unknown is an acid or a base is to wet litmus paper with it. Litmus paper is a paper treated with an extract from a certain lichen that changes color according to pH. Acids turn litmus paper red, while bases turn litmus paper blue. A neutral chemical wont change the papers color.Because they separate into ions in water, both acids and bases conduct electricity.While you cant tell whether a solution is an acid or a base by looking at it, taste and touch may be used to tell them apart. However, since both acids and bases can be corrosive, you shouldnt test chemicals by tasting or touching them! You can get a chemical burn from both acids and bases. Acids tend to taste sour and feel drying or astringent, while bases taste bitter and feel slippery or soapy. Examples of household acids and bases you can test are vinegar (weak acetic acid) and baking soda solution (diluted sodium bicarbonate a base).Acids and bases are important in the human body. For example , the stomach secretes hydrochloric acid, HCl, to digest food. The pancreas secretes a fluid rich in the base bicarbonate to neutralize stomach acid before it reaches the small intestine. Acids and bases react with metals. Acids release hydrogen gas when reacted with metals. Sometimes hydrogen gas is released when a base reacts with a metal, such as reacting sodium hydroxide (NaOH) and zinc. Another typical reaction between a base and a metal is a double displacement reaction, which may produce a precipitate metal hydroxide. Characteristic Acids Bases reactivity accept electron pairs or donate hydrogen ions or protons donate electron pairs or donate hydroxide ions or electrons pH less than 7 greater than 7 taste (don't test unknowns this way) sour soapy or bitter corrosivity may be corrosive may be corrosive touch (don't test unknowns) astringent slippery litmus test red blue conductivity in solution conduct electricity conduct electricity common examples vinegar, lemon juice, sulfuric acid, hydrochloric acid, nitric acid bleach, soap, ammonia, sodium hydroxide, detergent Chart Comparing Acids and Bases

Land law Essay Example | Topics and Well Written Essays - 750 words

Land law - Essay Example Over a period of time she gained ascendancy over him. Her action against him was set aside as she failed to disprove this presumption (Re Craig , 1971). In Dunbar Bank plc v. Nadeem, the bank provided a mortgage loan to the couple in their joint names. In the trial court it was held that there had been undue influence brought to bear on the wife, as she had not made any contribution to the purchase, but all the same she was being held jointly liable with her husband. The appellate court set aside this judgment and ruled that she had not suffered any disadvantage and as she had failed to establish undue influence (Dunbar Bank plc v. Nadeem , 1998 ). The courts of equity, in their role of a court of conscience, initiated undue influence as a basis for the obtention of relief. To this end the courts endeavour to determine the underlying reason for entering into a transaction. In all cases, where the cause proves to be objectionable, the transaction will be rescinded. From the perspective of equity, undue influence occurs in the following cases. If there are threats or other overtly improper or intimidating acts and if the relationship between the parties accords to one of them a superior position, which is exploited by that party to the detriment of the other party. In O’Brien, the House of Lords specified the measures to be adopted by a bank, in order to avoid the ill effect of a husband’s undue influence, while granting loans to a couple. The outcome of this decision was that a contract could become unenforceable if one of the parties to the contract had done so as a consequence of a third party’s transgression (Barclays Bank v. OBrien, 1993). In Etridge it was held that it was the duty of the bank to take all such reasonable steps as would ensure that the wife should be properly apprised of the consequences of the transaction that she was about to enter into. To this end an

Term that has been coined with recent technology that is specific Essay

Term that has been coined with recent technology that is specific - Essay Example 59) This definition is similar to terms like portable computer, personal computer, notebook computer , netbook or laptop. The distinguishing feature of this device is in the fact that it is designed to be touched directly with the human hand, rather than equipped with a keyboard for typing. Not only that, it is designed to be held in the hand, rather than to sit on a desk, and it is all set up with internet function. They first came on to the market in 2002, when they were very expensive, but in the last year there have been popular mass market models such as the apple iPad. This model boasts more than 65,000 additional applications (called â€Å"aps†) which are especially designed for the tablet format, and claims to be â€Å"highly secure, stable, and responsive†. (Apple website) It is important that an average person should understand the meaning of this term in its specific usage in connection with computers so that he or she can choose which kind of computer is bes t suited to their purposes. For some people, typing is the preferred way of entering data, but others prefer handwriting or even sketching and drawing.

Career competence Essay Example for Free

Career competence Essay 1. Create one professional goal using the SMART goal setting techniques you learned in Week Two. How did the results of the Career Interest Profiler and Career Plan Building Activity on Competencies contribute to your professional goal development? One career goal would be to finish getting my degree here at the University of Phoenix. By doing this not only will I have a degree but I will know what it takes and what’s necessary when it comes to starting my own business. Once I’ve increased my knowledge of the business tip, I will have the ability to maximize in my career. 2. Describe how you will balance academic expectations and your personal and professional responsibilities. I will balance academic expectations and my personal and professional responsibilities by following my weekly schedule. My schedule helps me manage my time so I won’t procrastinate too much or spend too much time doing extra-curricular activities. I also scheduled free time because personal problems can develop at any given time, that way I can see to my personal problems as well. 3. How can understanding the importance of SMART criteria and your career interests and competencies help you move toward your career and academic goals? By applying these rules of SMART, I know exactly what is required of me to complete my goals. SMART criteria removes any unnecessary directions that is not needed in accomplishing your goal which makes it more realistic. I think that goals are much easier to achieve when you’re using SMART criteria

Being Nonexistent Essay -- Homeless Chicago Personal Narratives Essays

Being Nonexistent Grant Park in Chicago is large enough to get in the way of the city. Where I come from, the parks are contained within and of themselves. They take up a good city block, in my stomping grounds of small city south-west, and they "contain themselves" like a margarita that spills nothing over the rim of the glass. Grant Park, however, is interrupted by streets and railroad tracks and buildings, and these seem to be the ingredients that push the slush of the park over it’s curbs like fruit over a rim, and it seems as though these big cities like to make a park more like an event. Large ovals of flowerbeds enclosed within and without by large expanses of grass. Purple, white, and yellow flowers sleep. Tasteful walkways lead to fancy fountains and massive statues. People sit and read and tan and eat and feed pigeons and loathe pigeons and smoke cigarettes and watch people watch people, and most are quiet, making sure not to wake the flowers. And some look happy, and most look sad. A nd some are bums, and most are sad. And it’s as if this list I’ve written is hanging on a lamppost under an entrance sign, and you have to check in by choosing a collection of things from this list to do, to get in. I chose people watching and the bum.. An old, fat black man as big as the park, his beard all round and full like the flowers, he looks like a black Santa. White Santa gives presents with nothing in return, and this man seems to be expected to receive presents with nothing in return. And then old Chris Kringle is white in the winter, and this man is black in summer, sitting atop powder coffee creamer steps, and I think that black children must be confused as to the descent of Santa Clause come Christmas mourning. It se... ...f our own minds. It seems as though this man lives inside his own head, and that’s a long way to fall. Watching this particular man I wonder weather or not I could lead him to anything but food. I wonder if he is happy. I wonder whether or not he is a good man. I wonder what he has learned from living in this state and how his life has changed so since childhood. I think the how is important. How do we get to this point, individually, and how do we get to this point as a species where we don’t know how to take care of each other enough so that we all have the will to live enough to work and take care of ourselves so that we can, in turn, share ourselves in a positive way with this family. And we must find a beginning. Pardon the revolution of "when(?)." I know only that this man looks like a good man, fallen off the face of the earth like a chess piece off a board. Being Nonexistent Essay -- Homeless Chicago Personal Narratives Essays Being Nonexistent Grant Park in Chicago is large enough to get in the way of the city. Where I come from, the parks are contained within and of themselves. They take up a good city block, in my stomping grounds of small city south-west, and they "contain themselves" like a margarita that spills nothing over the rim of the glass. Grant Park, however, is interrupted by streets and railroad tracks and buildings, and these seem to be the ingredients that push the slush of the park over it’s curbs like fruit over a rim, and it seems as though these big cities like to make a park more like an event. Large ovals of flowerbeds enclosed within and without by large expanses of grass. Purple, white, and yellow flowers sleep. Tasteful walkways lead to fancy fountains and massive statues. People sit and read and tan and eat and feed pigeons and loathe pigeons and smoke cigarettes and watch people watch people, and most are quiet, making sure not to wake the flowers. And some look happy, and most look sad. A nd some are bums, and most are sad. And it’s as if this list I’ve written is hanging on a lamppost under an entrance sign, and you have to check in by choosing a collection of things from this list to do, to get in. I chose people watching and the bum.. An old, fat black man as big as the park, his beard all round and full like the flowers, he looks like a black Santa. White Santa gives presents with nothing in return, and this man seems to be expected to receive presents with nothing in return. And then old Chris Kringle is white in the winter, and this man is black in summer, sitting atop powder coffee creamer steps, and I think that black children must be confused as to the descent of Santa Clause come Christmas mourning. It se... ...f our own minds. It seems as though this man lives inside his own head, and that’s a long way to fall. Watching this particular man I wonder weather or not I could lead him to anything but food. I wonder if he is happy. I wonder whether or not he is a good man. I wonder what he has learned from living in this state and how his life has changed so since childhood. I think the how is important. How do we get to this point, individually, and how do we get to this point as a species where we don’t know how to take care of each other enough so that we all have the will to live enough to work and take care of ourselves so that we can, in turn, share ourselves in a positive way with this family. And we must find a beginning. Pardon the revolution of "when(?)." I know only that this man looks like a good man, fallen off the face of the earth like a chess piece off a board.

The Interpersonal Relationships in The Workplace

In recent years the corporate workforce has become more diversified in gender, race, ethnicity and sexual orientation. As a consequence the workforce at most major corporations is now more reflective of the general population than it was in the past. Yet the issue of diversity in the workplace is often not addressed or, in some cases, overlooked by management. Of particular interest is the management of interpersonal relationships of both heterosexual and homosexual employees in the workplace. In a prosperous economic climate, corporations are often forced to compete for qualified employees. Many corporations have attempted to attract such employees by offering benefits that meet their lifestyle needs. Some examples of such benefits are on-site daycare and the recognition of same sex couples in terms of benefits. Benefits of this nature project an image of the corporation that emphasizes acceptance and fairness. These characteristics are highly valued by prospective employees and are one of the primary factors considered when choosing between competing offers. From a management perspective the interpersonal relationships of employees is a delicate issue that requires attention. Management must recognize that the workforce is a diverse ever-changing entity. To that end management must assess the lifestyle needs of the workforce and integrate that into the corporate policy in such a way as to not adversely affect other areas. To accomplish this, management must constantly evaluate and evolve corporate policy to address the issues that will undoubtedly arise. The effective management of interpersonal relationships is intrinsically complex. From an organizational level it requires a corporate policy that defines what it considers a workplace relationship and specifies guidelines regarding what is and is not acceptable behavior. First and second level managers are then required to implement the corporate policy on the frontline. Also of concern is the method, if any, of enforcing such a policy. The complications of workplace relationships are varied. There are obvious cases of problems within the relationship that are directly observable and able to be managed. But there are also cases where complications arise outside of the relationship. An important aspect of the management of interpersonal relationships is the ability to detect and resolve these complications fairly. In discussing the management of interpersonal relationships in the workplace, it is important to clarify what is typically considered a workplace relationship. Most corporations that acknowledge relationships between employees, and subsequently have policies restricting their behavior, define a workplace relationship as that of a legally married heterosexual couple. In recent times some corporations have changed their policy to include same sex partners or spousal equivalents in their definition of a workplace relationship. Regardless of whether or not they are formally recognized by the organization, the majority of issues that face married heterosexual employees in a workplace relationship also apply to heterosexual and same sex partners who are not married. For the purposes of this paper we will consider both married and unmarried heterosexual and homosexual couples as a being involved in a workplace relationship. When it comes to workplace relationships, corporations are fearful of all of the associated pitfalls. Generally, an employer will document certain corporate policies pertaining to who can be in a relationship with another employee. Some common restrictions are that managers are prohibited from relationships with their subordinates or that a couple is not supposed to work for the same manager. More often than not, there is an unwritten workplace code that employees should not start relationships from within the same group because of the possible negative consequences. Most corporations will also subject employees to workplace diversity or compliance training where the new employees will learn what is considered appropriate behavior. This usually includes sensitivity training for correctly dealing with diverse employee groups and various sexual harassment issues. Even small companies require these types of policies and training because many types of relationships exist in the work environment, including the introduction of same sex relationships in the workforce. As a result of today's lawsuit prone environment, corporations are more fearful than ever of impropriety by their employees. The training and rules are designed to avoid the costly litigation involved in harassment suits and the requisite problems that evolve from relationships. Corporations realize the importance of stopping such claims and limiting their liability by enforcing these laws. The problem though, as with any corporate decree, is that it is only as strong as the managers who implement the policies. The first step for a corporation is to put the policy into writing. If a corporation does not have a written policy on workplace relationships, all that is left are unwritten rules. Unwritten rules are left up to the manager to determine what is right, wrong, and the enforcement for that part of the organization. This leads to chaos because there are no management mediation techniques, no way for the employees to know they are about to cause organizational friction, and no common implementation from managers. On the other end of the spectrum, a few companies have gone as far as Aerotek, a high-tech temp agency with a strict no-dating-at-work rule. 1 Once the policy is completed, the next step is to communicate the policy to not only the managers, but also the employees. There are several ways the corporation can choose to notify their employees of any policy changes. First, managers need to attend training and orientation classes to learn how to effectively handle any situation and to receive materials on how to correctly disseminate the information to their employees. Managers will need to sit down with their group and spell out the issues. There is danger here in how the manager communicates the policies. If the manager does not respect the policy and the employees notice, the rules will be ineffective in prohibiting problems. In addition, if the employees are used to policies which the corporation does not enforce, the manager may be unable to convince their subordinates of the policy†s importance. Regardless of corporate policies, employees usually know what their managers expect from them. Some managers stick to the rules word for word while most shape the rules to their style and liking. Lower level managers may not recognize the downside risk of certain workplace relationships, specifically those where both employees are in the same work group. It is easy for managers to see decreased productivity but it is impossible to predict future problems. A manager is likely to ignore these relationships if the employees are responsible and don't let their outside lives effect the work life. Some managers even encourage relationships because of the emotional bond that they have formed with their employees. When it does become a problem though, it may be too late to save the group dynamic. Managers have a tendency to trust that their employees will always behave professionally, but when it comes to emotions, work usually takes a backseat. The truth is that over the past 20 years, sexual harassment lawsuits have gone from zero to over 15,000 complaints filed annually with the Federal Equal Opportunity Commission. 1 The costs of inaction are clear. One only needs to look at the problems introduced in the United States White House to see the harm and disruption that can be caused in the workplace. Thus, it is important for the manager to communicate the corporate policies clearly and recognize the possibility of problems. It is also important for the corporation to clearly define the problems associated with workplace relationships so the managers will take the policies more seriously. It is important to note that it is only when the relationship causes work related problems that the manager should act. In addition, once a manager discovers a new relationship within the group, it is important to communicate the corporate policy again to avoid any confusion. Another aspect of corporate workplace relationship policies is relationship contracts. Some companies, to avoid harassment and relationship based litigation, require employees involved in a workplace relationship to declare such status to the human resource department. The human resource department will require the couple to sign a legal contract protecting the company from any problems which may result due to their relationship. The contract will state that in spite of all the risks that you independently and collectively desire to undertake and pursue a mutually consensual social and amorous relationship. If the employees refuse to sign the contract, one or both of the employees may be terminated as a result. The company can promote workplace relationships this way and still protect themselves from future problems. This still does not protect the group from relationship problems which affect the group dynamic. An overlooked segment of corporate policies relates to homosexual employees. It is important for homosexual employees to have a safe, productive, and open work environment. If the corporation does not have a written policy on harassment issues, the homosexual employees will feel like they do not fully belong to the organization. Consequently, homosexual employee's work suffers because of the mistrust, alienation, and emotional conflict about not being able to reveal the truth. It gets much worse when there is a homosexual relationship in the same work group. Not only must they hide their sexual orientation, but also their relationship. When companies have firm written rules about non-traditional relationships and discrimination practices, it makes it easier for the mentioned employees to feel comfortable about who they are and not worry about anything except doing the job. When it comes to homosexual employees, extra policies must be adopted and followed because of the harassment that they are sometimes subjected to in the workplace. The fact is that discrimination and harassment of gays is perfectly legal in most of America. Gays can lose their jobs, homes, kids, and sometimes their lives with little or no recourse available to them. There is no federal protection for gay citizens provided by the U. S. Constitution or Congress. As of the end of 1994, only one-third of the Fortune 1,000 companies had nondiscrimination policies inclusive of sexual orientation. Because of this, it is important for corporations, large and small, to create an inclusive environment for all of their employees. Managers must push for and implement the non-discrimination policies for the good of the organization. Management should also recognize that employees cannot be satisfied with their job without first satisfying the environmental and social problems which are inherent for homosexual employees. Written and enforced corporate policies go a long way towards helping satisfy those lower order needs. All corporate policies are ineffective if the company does not follow through with penalties for those who choose not to follow them. Organizations should have formal written guidelines on what a manager should do if such a problem occurs. Once a manager recognizes a problem, the first step should be to discuss the situation in a friendly environment. It is important for the manager not to confront the employee openly when other employees are present or to address the issue in a hostile fashion. The manager needs to explain what they have noticed and what they think the issue could be. The employee should be given a chance to explain what the problem is. Next, the employee must present what they can do to rectify the situation. The employee then needs to be given time to fix the problem. If the problem continues, the manager can try talking to the subordinate again or forward the issue to the human resource department. It is then up to the human resource employees to handle the problem. The human resource department is better at handling these issues because they do not have the emotional attachment component that the manager may have. The human resource department will be intimately familiar with the policy and can better explain the problems and consequences to the employee. A manager might be willing to work out the employee's issues and give a lot of time for them to change but this may cause unwanted group resentment to the special treatment. Managers need to realize that they have many employees and that they cannot give special treatment to any one individual without compensating other subordinates in some similar fashion. A common cause of resentment among heterosexual employees is the topic of same-sex partner benefits. Most heterosexual individuals do not recognize the validity of same-sex partners and do not think they deserve to have similar benefits to that of married couples. A study done in 1993 showed that although 70% of Fortune 1000 companies claimed to not discriminate on the basis of sexual orientation, just over 5% had domestic partner benefits. For a corporation to be competitive in the workforce and retain homosexual employees and customers, they must be inclusive. Some companies worry that they may suffer a financial loss from the backlash of implementing such a policy, but studies have shown that none of the organizations that have implemented these benefits have suffered a loss of either customers or employees. 2 Many gay and lesbian people take the availability of these benefits as a signal that an employer values diversity, that the employer in fact wants all its people treated fairly and equitably. The cost of partner benefits is not high. First of all, a large number of gays and lesbians are not going to self-identify. In addition, most of those partners are working and are covered elsewhere. Finally, despite the cost of AIDS, the costs of other medical events ? complicated pregnancies for example ? are higher in the traditional family. At the same time, it is important to provide heterosexual employees with domestic partner benefits. This provides an equitable policy for the entire organization. Once the company has a policy regarding workplace relationships, harassment, and benefits, it becomes time for the managers to take this information and decide how this effects their group. The manager is then responsible for implementing the corporate policy. The possible consequences of unproductive workplace relationships are probation, forced reassignment, or termination. As long as the employee works to fix the workplace problems, and there is no harassment involved, termination should not be an issue. More commonly the employee would be reprimanded by the manager and human resources and be allowed to work through the issue. If the employee and their partner are working together in the same group, a preferred solution would be for one of the employees to transfer to another group. A transfer can eliminate a lot of issues which come up when both employees work together and may be the best solution for the company and the workplace relationship. Some company policies will mandate that married employees cannot work under the same manager and one of the employees will be required to transfer. Termination can also become a problem though, even when the employees are in different groups. If the employee is preoccupied about something personal that happens in the relationship and it causes constant and long-term work degradation, termination may be the only solution for the manager and human resources department. These situations can be reduced if the company policies and consequences are spelt out clearly when employees go through initial orientation as well as when a relationship starts. When an organization refuses to stand behind its nondiscrimination policies with real actions, such as inclusive education, domestic partner benefits, and public support, it is counting on an unspoken rule of the workplace to mysteriously take effect. This rule is that all the employees will put business before everything and act as though their own opinions, ideals, and beliefs are checked at the door in consideration of the common good. However, such a reaction is rarely, if ever, the case when homosexual employees are involved, especially when the issue at hand is so volatile. A manager must look at productivity and motivation. If you have a workplace team in which two of the people conflict because one is homophobic and the other is openly and comfortably gay, your challenge is not to change either of their minds. Your challenge is not getting the employees to accept each other but rather a business problem. The employees do not have to learn to like each other but rather how to work together. In situations where the heterosexual employee cannot handle the situation, they will have to transfer or they will most likely end up being terminated. Other corporate policies can involve nepotism. Most corporations will clearly state that a manager cannot hire a relative or spouse to work under them. Most large companies, like Bell Atlantic and Digital Equipment Corporation, will state that an employee can not influence the hiring process in any way. This includes the hiring of outside firms run by a relative regardless of their qualifications. Such nepotistic actions will generally result in the termination or transfer of the newly hired employees and termination of the offending manager. Managers will not always follow corporate policy so it is important for the human resource department to make sure that nothing discriminatory happens. When it comes to work place relationships, some managers can be expected to act against corporate policy or avoid the situation at all costs. By taking the â€Å"don't ask, don't tell† position, the manager can avoid the situation in most cases. Some managers may just ignore that the relationship exists all together to avoid having to deal with it, or possibly losing their employees. These stances probably cause more harm than good because they don't address the possible problems and leave room open for large issues to arise. It is more important to have good communication with your subordinates. When it comes to same sex relationships, managers must put aside any personal beliefs and perceptions about their different employees. Some people may find this very hard to do and will not be able to tactfully deal with these scenarios. In these cases, the manager will most likely project their negative feelings about the employee and create a poor work environment. The manager may create a bad environment in other ways by assigning undesirable job tasks, jobs which they know the employee cannot complete, limiting compensation and career advancement. This is a way for the manager to force the unwanted employees out of the group. Employees need to recognize these situations and report them to the human resource department. A manager also needs to realize when their subordinates are discriminating against one employee and take quick and decisive action. This is where a good discrimination policy can eliminate bad work conditions and remove non-productive employees. Couples working in the same company will experience some unique challenges because of their relationship. Many of the complications will depend on how closely couples work together. Issues such as personal conflict, affection, children, changing jobs, and the sharing of corporate information are all different complications couples will be forced to address. Personal conflict within a relationship can cause problems in the workplace. During a conflict, couples that have easy access to each other during the day can have some performance degradation above and beyond normal anxiety of being in a domestic conflict. Work related interaction is often the reason couples meet one another in the first place, and hence, the initial steps that lead up to a relationship. Once in the work environment, normal business reasons are the initiator of communication, but personal issues become commonplace conversation. When in a conflict, couples end up taking time out of the workday to talk about the issue without notice by others, since interaction for business reasons is necessary. The opposite effect, personal avoidance, is also a result of personal conflict. In one case regarding a couple that worked together closely, conflict within the relationship would impede performance, because they would avoid one another until resolved. These conflicts caused work requiring each other's assistance not to be performed. On the other hand, many couples are able to put their problems completely aside at work, and find no additional issues with working in the same place during conflict. Many couples insist there are only benefits to working together, and are always able to leave their problems at home. Affection in the workplace has many aspects, and various opinions. Public affection in the workplace, such as hand holding, hugging, and kissing is universally avoided during work hours. Such behavior is viewed as inappropriate, and professionalism prevails, at least publicly. However, differences in opinion regarding particular situations exist. Couples handle affection differently in cases where they are outside of the work area during work hours, or in the case where they are on work property, but before the workday starts. Some people say they have no problem kissing or hugging â€Å"goodbye† after lunch or in the parking lot before going their separate ways. Those who participate in such activities generally think nothing of it, even if people that work for the same company were in the same restaurant or vicinity. In only one case did someone say they felt slightly uncomfortable. In this particular instance, for 10 to 15 seconds the couple would hug and kiss goodbye before getting out of the car when returning from lunch. The level of comfort depended on whether other employees could see them. Another point couples address when working at the same company is the effect on children. The majority of parents actually feel it is easier to bring small children to work, because it means they are able to transport the child to their partner's work location very easily when there is a need. However, parents also mention that by working for the same company, both parents had the same standard set of holidays. This means that when a child is off from school, it is more likely that both parents will be expected to be at work, making it more likely the child would be joining them in the work environment. People involved in relationships who look for jobs will often encounter the opportunity to work at the same company. Besides meeting at work, another common way for couples to work for the same company is while looking for jobs in a new geographical area that requires moving. The most interesting data point for couples looking for jobs is that many times employment opportunities for one partner will arise while the other partner is interviewing for a job. This occurs in several different ways. Often the person being interviewed will mention that a condition of accepting the job is dependent upon the ability of their partner to find a job in the same new geographical area. This leads to the interviewer getting information through their human resource department to find positions that the partner could interview for. In this scenario, it is then up to the couple to interview well enough to both receive offers for employment. The advantage gained by the couple that leads to both being employed by the same company is the help they get accessing information about job availability. There are many cases of jobs being offered to both partners. In one case, the interviewer mentioned that they were aware the interviewee had a partner that was looking for a position, and then proceeded to offer the partner a job on the spot without solicitation. Often times, a person will accept a job with a new company with the understanding that their partner will then have a better opportunity of getting a job once they have secured employment for themselves. This is because many companies provide information about job openings to employees first, then turn to publicizing the position. The employee with a partner looking for a job has a time advantage that often leads to partner employment. In addition, the internal employee will often have additional information about desirable skills can make a potential candidate for a position more attractive. Another very interesting issue arising from relationships in the workplace is the information that couples share that would normally not be available to them. This turns out to be a very significant issue. Under normal circumstances, managers in the corporate environment have access to certain metrics and information that are not available to non-management employees. Information such as salaries, benefits, policies, and raises are closely kept secrets by management. Also, certain information between different company divisions is not normally shared. However people in relationships share this information with each other, often breaking the code. These are items that managers need to know in order to prepare for them such as changes in company policy or reorganizations. Many times the information shared would eventually be available to their partner, but just not in the same timeframe. Some information, however, would never be available to the general employee population. Information such as pay scales and special benefits are many times shared only with those who need to know or those who are participating in such programs. Quite often information about special benefits, such as bonuses or company options, are shared with partners. This type of information is specifically not shared with employees who do not participate because company policy forbids it. Managers are trained to keep confidential material to themselves. In addition, managers often have the added incentive of participating in programs that they are told to keep confidential. Certainly, sharing such information with life long partners is necessary to make financial decisions. But in less permanent relationships, the partner who is not a participator in such benefits has information meant only for those chosen to participate, or those trained to keep it confidential. This breach of confidentiality is much more likely to occur, and slip into the ranks of peers who are not managers. A special complication of workplace relationships is dealing with the issue of nepotism. Although a buzzword in the corporate world, nepotism among couples is rarely an issue. Even in situation where people in relationships feel the opportunity for employment was gained through a partner or relative, rarely do couples feel their employment is viewed as nepotistic. In fact, just the opposite was stated. Many people in relationships feel the companies they work for encourage relationships among employees, as long as corporate policy was adhered to. It is difficult to determine whether such a view is accurate, or simply self-justification. Feeling that one's employment is viewed upon as nepotism is more likely amongst relatives. Rarely do the relatives feel it is looked upon negatively by their peers. The diversification of the corporate workforce has changed the way in which management must deal with workplace relationships. Whether formally acknowledged or not, they are a common occurrence in today's corporate environment that must be addressed. The administration and management of employees is, at the very least, complicated by workplace relationships. From an organizational perspective it is advantageous to have a stated, written policy regarding interpersonal relationships in the workplace. To be effective it is important that the corporation properly communicate the policy to the managers and the employees. If properly implemented such a policy will serve to reduce the legal liability of the corporation and explicitly define what is considered a conflict of interest. It should also state what the corporation will tolerate in terms of a workplace relationship and how it will react to complications that arise from it. In most cases it is the responsibility of the frontline manager to enforce this policy. The implementation of corporate policy is usually executed at the frontline management level. It is the responsibility of the frontline manager to recognize the relationship and ensure that it does not become a workplace issue. When problems occur, the frontline manager must enforce the corporate policy based fairly and authoritatively. From the data gathered, it appears this is the area most in need of improvement. In general, workplace relationships seem to be a positive for both the employer and the employee. From the perspective of the people involved in the personal relationship it offers many advantages such as convenience and increased benefits. For the corporation workplace relationships provide committed, career minded employees who are less likely to change jobs as often. But when complications arise, it is important that a policy is in place and management is properly trained to effectively deal with the situation.

A Brief Analysis of Subprime Crisis

A Brief Analysis of Subprime Crisis Introduction The US subprime mortgage crisis was one of the first indicators of the late-2000s financial crisis, characterized by a rise in subprime mortgage holes and foreclosures, and the resulting decline of securities backing mortgages. Approximately 80% of U. S. mortgages issued to subprime borrowers were adjustable-rate mortgages. After U. S. house sales prices peaked in mid-2006 and began their steep decline forthwith, refinancing became more difficult.As adjustable-rate mortgages began to reset at higher interest rates, mortgage crisis soared. Securities backed with mortgages, including subprime mortgages, widely held by financial firms, lost most of their value. Global investors also drastically reduced purchases of mortgage-backed debt and other securities as part of a decline in the capacity and willingness of the private financial system to support lending. Concerns about the safety of U. S. credit and financial markets led to tightenin g credit around the world and slowing economic growth in the U.S. and Europe. 1. Background—mortgage market The immediate reason or trigger of the crisis was the bursting of the United States housing bubble which peaked in approximately 2005–2006. High default rates on â€Å"subprime† and adjustable-rate mortgages , began to increase quickly thereafter. An increase in loan incentives, such as simple initial conditions and long-term trend of rising housing prices encouraged borrowers to increase the commitment that they will be able to quickly re-financing more favorable conditions for mortgage difficulties.Additionally, the economic incentives provided to the originators of subprime mortgages, along with outright fraud, increased the number of subprime mortgages provided to consumers who would have otherwise qualified for conforming loans. However, once interest rates began to rise and housing prices started to drop moderately in 2006–2007 in many parts o f the U. S. , refinancing became more difficult. Defaults and foreclosure activity increased dramatically as easy initial terms expired, home prices failed to rise as expected, and adjustable-rate mortgage interest rates reset higher.Falling prices also resulted in 23% of U. S. homes worth less than the mortgage loan by September 2010, providing a financial incentive for borrowers to enter foreclosure. The ongoing foreclosure epidemic, which part of subprime loans, that began in late 2006 in the U. S. continues to be a key factor in the global economic crisis, because it drains wealth from consumers and erodes the financial strength of banking institutions. In the years leading up to the crisis, significant amounts of foreign money flowed into the U. S. from fast-growing economies in Asia and oil-producing countries.This inflow of funds combined with low U. S. interest rates from 2002-2004 contributed to easy credit conditions, which fueled both housing and credit bubbles. Loans of various types (e. g. , mortgage, credit card, and auto) were easy to obtain and consumers assumed an unprecedented debt load. As parts of the housing and credit booms, the amount of financial agreements called mortgage-backed securities, which derive their value from mortgage payments and housing prices, greatly increased. This financial innovation so that institutions and investors around the world to invest in the U.S. housing market. With falling house prices, is to use the world’s leading investment mortgage-backed securities severe financial institutions to report significant losses. Defaults and losses on other loan types also increased significantly as the crisis expanded from the housing market to other parts of the economy. Total losses are estimated in the trillions of U. S. dollars globally. While the housing and credit bubbles were growing, a series of factors caused the financial system to become increasingly fragile.Policymakers did not recognize the increasingl y important role played by financial institutions such as investment banks. Some experts believe these institutions had become as important as commercial banks in providing credit to the U. S. economy, but they were not subject to the same regulations. These institutions and some regulated banks was also a significant debt burden, while providing the loans, there are not enough financial cushion absorb large amounts of loan default or mortgage-backed securities losses. These losses impacted the ability of financial institutions to lend, slowing economic activity.Concerns regarding the stability of key financial institutions drove central banks to take action to provide funds to encourage lending and to restore faith in the commercial paper markets, which are integral to funding business operations. Governments also bailed out key financial institutions, assuming significant additional financial commitments. The risks to the broader economy created by the housing market downturn and subsequent financial market crisis were primary factors in several decisions by central banks around the world to cut interest rates and governments to implement economic stimulus packages.Effects on global stock markets due to the crisis have been dramatic. Between 1 January and 11 October 2008, owners of stocks in U. S. corporations had suffered about $8 trillion in losses, as their holdings declined in value from $20 trillion to $12 trillion. Losses in other countries have averaged about 40%. The value of the stock market and housing losses further down the local consumer spending, an important economic engine downward pressure. The larger developed countries and emerging nations in November 2008 and March 2009 met with state leaders to develop strategies to resolve the crisis.A variety of solutions have been proposed by government officials, central bankers, economists, and business executives. 2. Causes The crisis can be attributed to a number of factors pervasive in both housi ng and credit markets, factors which emerged over a number of years. 2. 1 Boom and bust in the housing market The housing bubble in the United States grew alongside the stock of the late1990s. High stock wealth induced families to spend more of their new disposable income and save much less. This â€Å"consumption boom† was largely focused on housing.The increase in damand for housing had multiple effects. First, the value of houing increased, which in turn increased demand of housing and jump-started the bubble. Second, the supply of housing decreased and more housing had to be built to meet the rising demand. The rising housing prices created an expectation that housing values would continue to rise, leading home buyers to pay more for housing than the housing was actually worth. This self-fulfilling cycle continued until the median price of housing outgrew median incomes, peaking in about 2005.When the growth became unsustainable in 2006, the housing bubble â€Å"burstâ⠂¬ . Before the rapid rise, followed by a sharp fall in housing prices, which will greatly exceed the mortgage debt, the translation of the value of the property. 2. 2 High-risk mortgage loans In the years before the crisis, the behavior of lenders changed dramatically. Lenders offered more and more loans to higher-risk borrowers, including undocumented immigrants. Subprime mortgages amounted to $35 billion in 1994, 9% in 1996, $160 billion in 1999, and $600 billion in 2006.A study by the Federal Reserve found that the average difference between subprime and prime mortgage interest rates declined significantly between 2001 and 2007. Decline in risk premiums and credit standards are common to the combination of the credit boom and bust cycles. In addition to considering higher-risk borrowers, lenders have offered increasingly risky loan options and borrowing incentives. In 2005, the median down payment for first-time home buyers was 2%, with 43% of those buyers making no down paymen t whatsoever. By comparison, China has down payment requirements that exceed 20%, with higher amounts for non-primary residences.The mortgage qualification guidelines began to change. At first, the stated income, verified assets loans came out. Proof of income was no longer needed. Borrowers just needed to â€Å"state† it and show that they had money in the bank. Then, the no income, verified assets loans came out. The lender no longer required proof of employment. Borrowers just needed to show proof of money in their bank accounts. The qualification guidelines kept getting looser in order to produce more mortgages and more securities. This led to the creation of NINA. NINA is an abbreviation of No Income No Assets.Basically, NINA loans are official loan products and let you borrow money without having to prove or even state any owned assets. All that was required for a mortgage was a credit score. 2. 3 Mortgage fraud In 2004, the Federal Bureau of Investigation warned of an â€Å"epidemic† in mortgage fraud, an important credit risk of nonprime mortgage lending, they said, could lead to â€Å"a problem that could have as much impact as the S&L crisis†. The Financial Crisis Inquiry Commission reported in January 2011, that: â€Å"†¦ mortgage fraud†¦ flourished in an environment of collapsing lending standards and lax regulation.The number of suspicious activity reports—reports of possible financial crimes filed by depository banks and their affiliates—related to mortgage fraud grew 20-fold between 1996 and 2005 and then more than doubled again between 2005 and 2009. One study places the losses resulting from fraud on mortgage loans made between 2005 and 2007 at $112 billion. Lenders made loans that they knew borrowers could not afford and that could cause massive losses to investors in mortgage securities. † New York State prosecutors are examining whether eight banks hoodwinked credit ratings agencies, to in flate the grades of subprime-linked investments.The Securities and Exchange Commission, the Justice Department, the United States attorney’s office and more are examining how banks created, rated, sold and traded mortgage securities that turned out to be some of the worst investments ever devised. In 2010, virtually all of the investigations, criminal as well as civil, are in their early stages. 2. 4 Credit default swaps Credit default swaps are financial instruments used as a hedge and protection for debtholders, in particular MBS investors, from the risk of default.As the net worth of banks and other financial institutions deteriorated because of losses related to subprime mortgages, the likelihood increased that those providing the protection would have to pay their counterparties. This caused the system uncertainty, investors did not know which company would be required to pay to cover the mortgage defaults. When investment bank Lehman Brothers went bankrupt in September 2008, there was much uncertainty as to which financial firms would be required to honor the Credit default swaps contracts on its $600 billion of bonds outstanding.Merrill Lynch’s large losses in 2008 were attributed in part to the drop in value of its unhedged portfolio of collateralized debt obligations after AIG ceased offering Credit default swaps on Merrill’s collateralized debt obligations. The loss of confidence of trading partners in Merrill Lynch’s solvency and its ability to refinance its short-term debt led to its acquisition by the Bank of America. 2. 5 Boom and collapse of the shadow banking system The securitization markets supported by the shadow banking system started to close down in the spring of 2007 and nearly shut-down in the fall of 2008.More than a third of the private credit markets can not be uesd as a source of funds. According to the Brookings Institution, the traditional banking system does not have the capital to close this gap as of June 2009: â€Å"It would take a number of years of strong profits to generate sufficient capital to support that additional lending volume. † The authors also indicate that some forms of securitization are â€Å"likely to vanish forever, having been an artifact of excessively loose credit conditions. † 3. Impacts 3. 1 Impact on the USThe credit market is likely to respond with tighter lending standards, fewer warehouse subprime mortgage lines, fewer subprime lenders, and greater self-regulation and reformation, most of which will be driven by the securitization market to the extent that it still exists. There may be an urge to proactively modify loans that would likely result in default. The increased pressure from the government and consumer groups, combined with new subprime lending standards, will decrease lenders’ willingness to lend to nonprime borrowers and investors’ willingness to participate in subprime loan securitization.The result has been a nd will continue to be a â€Å"credit crunch† for subprime borrowers. The result will decrease availability of subprime lending, which in turn, will decrease homeownership among low-income or minority borrowers. When the housing bubble began to deflate in 2006, borrowers saw a sharp reduction in the value of their homes, and found themselves in a position of â€Å"negative equity†, or a mortgage debt that far exceeded the value of the mortgaged home. Because homeownership is the single most important source of wealth, this meant many Americans experienced a dramatic loss in personal wealth.The decline in home prices has cost American homeowners more than 4 trillion dollars in wealth, and as previously noted, has cost African Americans alone between $71 and $122 billion. The decrease in home values not only caused homeowners, but also communities, to lose wealth. As a result of foreclosure, surrounding house values have declined. Neighbors matter when it comes to puttin g a value on homes. Appraisers use comparable sales data to calculate the value of a home, which lenders require for selling and refinancing.Comparable sales in the community to reduce problems of all foreclosure houses, where in a position to sell the owner is not a pleasant option value. In addition, the borrower becomes unable to refinance at lower interest rates, this will cause even more foreclosures. 3. 2 Impact on the Chinese economy The US credit crunch has played out in the Chinese housing market. The house price movements in China, the US and the UK have moved synchronically, with the Chinese market lagging a bit behind the two developed countries.The market condition of China at the start of 2008 was similar to the US market during the first half of 2007, when the house prices began to drop. House prices in China increased sharply and even doubled during 2006-2008 in some fast developed cities. The Chinese National Development and Reform Commission showed that the House P rice Index of 70 Large- and Medium-sized Cities in China rose 6. 5% in 2008, 1. 1% lower than the previous year. Meanwhile, the interest rate adjustment is widely used as a monetary instrument by most central banks to manage their national economies.From January 2001 to 2003, the US Federal Reserve cut the interest rate from 6. 5% to 1% to boost the economy . Cheap credit overheated the US housing market quickly. Consequently, the Federal Reserve raised interest rates to cool the market. This U-turn in interest rate policy was the catalyst for the crash in the housing market that accelerated from 2006 onwards. 4. Regulatory proposals and long-term solutions President Barack Obama and key advisers introduced a series of regulatory proposals in June 2009.The proposals address consumer protection, executive pay, bank financial cushions or capital requirements, expanded regulation of the shadow banking system and derivatives, and enhanced authority for the Federal Reserve to safely wind -down systemically important institutions, among others. The Dodd–Frank Wall Street Reform and Consumer Protection Act was signed into law in July 2010 to address some of the causes of the crisis. 4. 1 State and Local Action Increasingly, state and local governments have taken action responding to the foreclosure crisis through a combination of municipal litigation and anti-predatory lending bills.Baltimore and Cleveland initiated public nuisance suits against prominent lenders last year for targeting their communities through predatory lending. These cases may have an important role in providing meaningful, timely relief for a large number of homeowners who are in default or on the verge of default. In addition, over 25 states have initiated anti-predatory lending legislation triggered by North Carolina’s successful legislation enacted in 1999 and 2000. However, state legislation is limited due to federal anti-predatory lending statutes preempting state action.The Bal timore complaint, in particular, stresses the racialized impact of predatory lending. Two-thirds of the foreclosures associated with Wells Fargo lending were in census tracts with over 60% African American populations, while less than 16% were in tracts with less than 20% African American residents. 4. 2 Federal Legislative Actions Over the last year, Congress has introduced a variety of proposals designed to address the crisis, from increased funding for housing counseling and consumer education to empowering bankruptcy judges to unilaterally change the terms of existing mortgages to bail-out distressed borrowers.Federal and state regulators are following suit with guidance and restrictions on some prime lending. There has been an increase in litigation related to the subprime lending market based on discriminatory predatory lending, an increased call for â€Å"suitability standards† in mortgage lending, and more non-consumer law suits, such as investors suing issuers, lende rs suing brokers, and investors suing lenders. This comprehensive legislation includes the Federal Housing Finance Regulatory Reform Act, The Hope for Homeowners Act, and the Foreclosure Prevention Act.The Federal Housing Finance Regulatory Reform Act provides regulation for government sponsored entities such as Fannie Mae and Freddie Mac and the Federal Home Loan Banks. This regulator will have the authority to establish capital standards, prudential management standards; enforce its order through cease and desist authority, civil money penalties and the authority to remove officers and directors; restrict asset growth and capital distributions for undercapitalized institutions; put a regulated entity into receivership; and review and approve new product offerings of the enterprises.Conclusion This subprime mortgage crisis demonstrated a lesson for the world. Every financial institution and company learned an expensive lessen from it. Every country learned what they should do and w hat they should avoid in the future. Moreover, each individual also learned the norm, the ethics, and the responsibilities that they need to follow and take in business practice. One important thing to remember is to not be too obsessed and greedy about anything.

The aim of this paper is to discuss the similarities between Alfred Hitchcock and Dario Argento’s techniques and their achievements in Cinema History Essays

The aim of this paper is to discuss the similarities between Alfred Hitchcock and Dario Argento’s techniques and their achievements in Cinema History Essays The aim of this paper is to discuss the similarities between Alfred Hitchcock and Dario Argento’s techniques and their achievements in Cinema History Essay The aim of this paper is to discuss the similarities between Alfred Hitchcock and Dario Argento’s techniques and their achievements in Cinema History Essay Essay Topic: Rear Window Alfred Hitchcock and Dario Argento are both recognized for their considerable contribution to the development of thriller and horror film genre. It is widely believed that Dario Argento’s style was to a certain degree shaped under the influence of Alfred Hitchcock, thus apparent similarities in their style should hardly elicit surprise. Argento admits this fact in his film ‘Do You Like Hitchcock?’ which has excessive references to Hitchcock works, such as ‘Rear Window’, ‘Marnie’ and ‘Strangers on a Train’; in addition, it features a violent scene in a shower that immediately reminds of Hitchcock’s ‘Psycho’. Argento is often referred to as ‘the Italian Hitchcock’. However, there the discussion endures concerning the degree of influence Hitchcock exerted on Argento: ‘Although many articles and reviews refer to him as a disciple of Hitchcock, Argento himself traces his origins to the ‘Poe’ films of Roger Corman and is also quick to acknowledge the inspiration to be found in the early films of Fritz Lang where one sees the nightmarishly surreal quality in which our so-called modernity has mired us’ (Onesheetindex.com, 2007, para.6). Therefore, there is a need for an unbiased analysis of similarities and differences in Alfred Hitchcock and Dario Argento’s style and manner. Both directors receive credit from the audience and film critics for the masterful use of suspense. The tension in their film builds up gradually though subtle hints and allusions, creating an atmosphere of hidden anxiety, terror, and paranoia. Scenes of violence are present in the films of both Argento and Hitchcock, and these scenes are usually shocking and vile. However, violence on the screen has never been the central preoccupation of any of these directors; instead, such scenes are merely a culmination of psychological or mysterious experiences of characters. Both directors relied on the skillful use of humor in their films. While Argento put an emphasis on humor in some of its films, e.g. ‘The Bird with the Crystal Plumage’, Hitchcock’s works almost always contain a good deal of what is called ‘gallows humor’. However, there are some differences in the directing style of Argento and Hitchcock. In certain films, Argento focused more on the means of artistic expression than the actual message of the film. For instance, in ‘Suspiria’ and ‘Inferno’ Argento resorts to purely surrealistic approaches and techniques. Hitchcock, in his turn, devoted greater attention to psychological subtleties and attempted to convey the innermost feeling and emotions of characters. Yet Argento also engaged in the investigation of psychological matters in some of his films, most notably ‘Deep Red’. Some critics notice Freudian influence in Argento’s early movies (Nashawaty, 2007), while Hitchcock based many of his works on psychoanalytical theories, mostly of Jacques Lacan. Yet Freudian themes are present in Hitchcock’s ‘Spellbound’ and in those films that feature an oppressive and restrictive mother figure. Making an overall conclusion, it is necessary to admit that Alfred Hitchcock and Dario Argento are among the best directors in Cinema History. Their contribution enriched not only horror and thriller genre, but world cinema in general. References Onesheetindex.com. 2007, ‘Suspira’, [Online] Available at: onesheetindex.com/movie_posters/horror/suspira_3948.html Nashawaty, Ch. 2007, ‘Curious Giallo’, [Online] Available at: ew.com/ew/article/0,,20006410,00.html nbsp; nbsp; nbsp;

Interview Storytelling How to Tell a Story During Your Interview

Interview Storytelling How to Tell a Story During Your Interview â€Å"I remember the daffodils were beautiful that summer. I was young then, just starting out, full of optimism and joie de vivre†¦What? My management skills? Don’t worry, I’m getting to that part eventually.† One of the best things about the in-person (or phone) job interview is that it gives you a chance to take your sterile-looking, rigidly bulleted resume and create a more rounded narrative of yourself and your career. But it’s an area that takes a bit of skill and finesse. You don’t want to end up way out in Tangentville, but you also don’t want to seem like you can’t back up the information on your resume.Find Your NarrativeBefore the interview, it’s important to limber up by coming up with the narrative you want to express during the interview. Is it that you’re a tough leader who always wants to improve? Are you a problem solver who thrives on challenges? Once you work out what you want to achieve with your interview (and what works well with the job description), you can shape your stories and anecdotes to bolster that narrative.Storytelling isn’t just a way to package yourself, it’s also a way to pull in the interviewer and make them care more about the person and resume sitting in front of them. [via DynamicYield]What to Talk AboutAt The Muse, they recommend having six types of stories in your pocket for any interview:Solving ProblemsProblem solving is a very highly regarded skill for hiring managers. They need to know that you’ll step in and be able to handle things on your own.Talk about: You resolved a conflict between two coworkers, or between you and someone else. You came up with a solution to a crisis at the last minute. You identified an area of cost savings that helped save a budget crisis.DON’T talk about: The time you brokered a peace deal between your two fighting frat brothers, or between your mom and Aunt Susan at Thanksgiving. Unless you ma naged a peace deal in the Middle East in your spare time, stick to work-related stories.Overcoming ChallengesEveryone loves the underdog, right? And sure, it’s good to have examples of when things went well, but many interviewers want to know about how you do when things aren’t going so well. In this story, it’s important to identify the challenge, but more important to show how you conquered it successfully.Talk about: You had a difficult relationship with your boss, but came to an understanding. You found a new and more efficient process for doing something that used to take hours. You had a crazy deadline for a project- and met itDON’T talk about: How you started waking up on time after you got in trouble for constantly coming in late.Bouncing Back from MistakesYou’re not perfect. Spoiler alert†¦the interviewer knows that. The trick here is turning mistakes to your advantage. It’s important to be selective here; you want to pick some thing that wasn’t too egregious, and also something that shows real professional growth. Be sure to focus on the outcome (how you’ve pivoted and this mistake made you stronger) over the mistake itself.For this one, you not only have to be a storyteller, but also a spinmaster. It’s important to show that you’re a better and stronger employee for the experience, which of course wouldn’t be repeated in your new job.Talk about: A mistake you made early in your career that made you better at your job. A knowledge gap that you worked hard to address.DON’T talk about: The time you almost got fired for negligence. A major mistake you made for which you never got caught. The time you hit reply-all to make a snarky comment about someone on the email chain, even though you meant to forward it to your friend Jake only. Or the confidential company information that somehow got made public via your Twitter account.Making Good DecisionsThis is not the time for an elaborate story that ends with your colleagues carrying you out of the conference room on their shoulders, chanting your name. Look for stories that show how you took charge of a situation, or managed others to a successful outcome.Talk about: The team you led to a successful year of sales. The event you organized (and went well). The project you spearheaded.DON’T talk about: Successful initiatives where you weren’t actually the person in charge. It’s a dangerous game, taking credit for things. You never know who knows whom, and what can be factchecked as soon as you leave the interview.Working Well with OthersYou don’t have to be the shining leader here, it’s more about how you interact. This one is pretty flexible- any kind of project you’ve done in conjunction with other people will do. Colleagues, clients, volunteers, all are potential teamwork stories.Talk about: The event you organized in conjunction with others. The high-profil e project that involved several different departments.DON’T talk about: Times you didn’t get along with others, or had conflicts.Being, You Know, a Real PersonSometimes you get a bit of a wildcard, an interviewer saying, â€Å"So tell me about yourself.† Rather than launch into a chronological timeline of your education and experience, pick a story or two that expresses your priorities and values. It doesn’t have to be strictly related to work, but if you can use it to shore up one of the big skills (leadership, problem solving, commitment, etc.), all the better.Talk about: You’re training for a marathon. You speak three languages and are working on a fourth. On weekends, you volunteer at a farm for rescued mongooses.DON’T talk about: Inappropriate personal stories. Health issues. Political activities.How to Frame Your StoriesGood interview stories do two things:1. They tell the interviewer something about you that goes beyond your resume bu llet points.2. They engage the interviewer.It’s the same as any story you tell, whether you’re hanging out at a cafà © with friends or in a job interview: you want to tell it in the best, most entertaining way. This does not mean you need to adopt a Catskills comedian persona (â€Å"take my boss†¦please!†), but it’s worth the effort to put a little sparkle on your stories, even if they’re just meant to flesh out the bullet points on your resume.Make the listener care about what you’re saying.Try to tie things back to the job at hand. If you’re talking about leadership skills, talk about how your past leadership makes you a great fit for this job managing three employees. Show the value of these stories to the company that might hire you.Stick to the important points.These stories should be short (maybe only a few sentences). You want to make sure you zero in on the most important details: who, what, when, where, and how it appli es to this new job.Be upbeat.People respond to tone, and if you try to keep the story light and professional, it helps maintain that tone for the overall interview.Make sure there’s a clear ending.You don’t want to trail off, or wrap up with a weak, â€Å"So†¦yeah.† End on a strong note about your goals or what you hope to achieve in this new job.Keep it as short as possible.Here, the sweet spot is somewhere between one-or-two word answers and a ten-minute monologue. Try out some standard answers to interview questions as part of your pre-interview prep. Time yourself†¦if you feel like you’ve been talking for a while without coming up for air, you probably have. If you find that your story is going more than a minute or two, start thinking of spots where you can cut it down.What Not to DoWhen thinking about the stories you want to tell in an interview, the things not to do are just as important as the story itself.Don’t use a timeline.Thi s happened, and then this happened, and then this other thing happened.† I’m already asleep, can you repeat that last event? Instead, try a pattern of â€Å"this happened, and this was the result. What I learned from this was†¦Ã¢â‚¬ Don’t use jargon.Try to keep terms as universal as possible. If you’re talking to someone whom you know is familiar with them, or they’re culturally appropriate to your industry, it’s okay to use specific words, but don’t take for granted that everyone will know what a GMU report is if they haven’t mentioned it before.Don’t make stuff up.The truth is always the best in a job interview scenario. Even if it would make for a better story if you accepted the Nobel Peace Prize at the end, it’s not worth the embarrassment of getting caught in a fib.Don’t leave the professional zone.Even if you’re asked to talk about hobbies or personal interests, don’t use that as an excuse to list all of your pet topics. Pick one or two that you can talk about, and for goodness’s sake, make sure they’re work appropriate. (Any story where your friend had to bail you out- not great.)Moral of the StoryAt the end of the interview, you want to feel like you’ve achieved a good balance between the you-on-paper (your resume) and your presentation. Using stories and anecdotes to show (not tell) how those bullet points and skill actually shape your career is a great skill to have, and just takes a little practice.

Critically Debate The Arguments For And Against Global Mega-Mergers Essay

Critically Debate The Arguments For And Against Global Mega-Mergers - Essay Example With the growth in the competition and with the rising trend of globalisation, it has been found that most of the companies are merging together in order to avail several advantages. These mergers are the result of the strategy to become world market leader in certain sector or at least to reach a critical mass. There is significant growth in the international mergers and acquisitions that are taking place across the boundaries of any particular country (Einy & et. al., 1995). Arguments For and Against Global Mega-Mergers The international mergers and acquisitions are conducted for the purpose of gaining strategic benefits in the market of a particular country. Salent & et. al. (1983) stated the fact that when an industry is oligopolistic with identical goods and cournot competition along with constant marginal cost and linear demand then in such circumstances a merger tends not to be gainful unless and until it encompasses more than 80 percent of the firm (Salant & et. al., 1983). M ergers in case of Cournot oligopoly is recognised to be quite lucrative if both the merging companies possess asymmetric information regarding market demand (Das & Sengupta, 2001). It has been argued that the cross border M&A is the key to flow of foreign direct investment. Greater share of the total merger tasks tend to be performed largely across international borders (Clarke, 1983). International mergers & acquisitions are a trend nowadays. Most of the top managements of the companies argue the fact that international mergers lead to benefits of scale, high shareholders’ value, access to new markets as well as low overheads. However, it can also be argued that mergers lead to cultural differences, in terms of organisation culture along with national culture as well which is considered to be the biggest challenge in such integration. It has been noted that successful integration of an international merger is quite a long method which is assisted by a sense of equality and c ommon management goals, programs and tasks (Olie, 2002). The new form created because of the merger activity is anticipated to possess increased market share that may facilitate to minimise competition. Although the minimisation in the completion is harmful for the public interest, it can assist the firm in earning more profits (Otchere & Mustopo, 2006). Mergers can assist the firms in dealing with the threats of multinationals and struggle on an international scale. It has also been argued that mergers might permit high investment in Research & Development (R&D) since the new firm is expected to garner significant profits. This will result in better quality of goods for the consumers. Mergers have been found to be quite advantageous in a deteriorating industry where the firms are facing problems to stay buoyant. It has been argued that in case of conglomerate mergers, two firms belonging to distinct industry merge together. Therefore, one of the benefits received in such mergers is sharing of knowledge that is generally applicable to distinct industry (Gal-Or, 1988). The arguments against global mega-mergers is that when