Victims and Legislative Solutions Essay Example for Free

Casualties and Legislative Solutions Essay â€Å"knowing creation, use or dealing in fake or unapproved get to gadgets, for example, any card, plate code, account number, electronic sequential number individual recognizable proof number, that can be utilized to get cash, merchandise, administrations, or some other thing of significant worth, or that can be utilized to start an exchange of funds† (Cybercrime Public and Private Entities, 2007). Regardless of these measures set up, cybercrime is as yet a huge issue. This is because of the way that employing and holding gifted examiners is an overwhelming assignment since privately owned businesses offer a more significant pay and preferable advantages over the government (Cybercrime Public and Private Entities, 2007). Likewise, â€Å"staff revolution arrangements set up at certain law requirement organizations† make it hard for law authorities to completely join in and address the circumstance appropriately (Cybercrime Public and Private Entities, 2007). Moreover, it takes a year to prepare an agent to be skillful enough to deal with his own case (Cybercrime Public and Private Entities, 2007). People must be prepared in light of the fact that government organizations need assets to utilize proficient agents (Cybercrime Public and Private Entities, 2007). What's more, numerous locales set up makes the issue significantly progressively convoluted to deal with (Cybercrime Public and Private Entities, 2007). â€Å"Law[s] used to address cybercrime contrast across states and countries. For instance, not all US states have against spam laws or hostile to spyware laws Further, jurisdictional limits can restrain the activities that government, state, and nearby law authorization can take to explore cybercrime that crosses neighborhood, territorial and national borders† (Cybercrime Public and Private Entities, 2007). Ultimately, the intricate idea of following a distinguish burglary additionally represents an issue. â€Å"[C]ybercriminals can find a way to stay unknown, making it troublesome, if certainly feasible, to credit a wrongdoing to them [this is because] [c]ybercriminals can be truly situated in one country or state, direct their wrongdoing through PCs in different countries or states and store proof for the wrongdoing on PCs in one more country or state† (Cybercrime Public and Private Entities, 2007). Consequently, cybercriminals are once in a while gotten and in the event that they are secured, the â€Å"penalties are insignificant Network administration and parole are the typical sentence† (Identity Theft: How it Happens, 2000). Cybercriminals exist on the grounds that taking part in wholesale fraud empowers them to gain cash and advantages, for example, material resources, clinical protection and expense forms without working customarily to get them. Additionally, they are once in a while gotten in light of the fact that the framework set up is disrupted and inadequate; that is the reason data fraud stays a major issue. A national and specific office ought to be set up to deal with this circumstance. Assets ought to be apportioned to this office with the goal that talented specialists can be utilized. This will speed the examination procedure since people in the power don't need to be prepared for a year to have the option to successfully manage cases. References: Security Rights Clearinghouse. (2000, July 12). Wholesale fraud: How it Happens, Its Impact on Victims and Legislative Solutions. Recovered January 20, 2008, from http://www.gao.gov/

Project Management Power Holding Company of Nigeria (PHCN), Its Accomplishments, Constraints, and Current Reform In Relation To Project Management in the Nigerian Power Sector

Official Summary This examination work is intended to research vitality industry in Nigeria, especially the Power Holding Company of Nigeria’s dealings regarding venture the executives. Basically, the examination will concentrate on an assortment of issues relating the company’s achievements, requirements, and current changes in the force industry.Advertising We will compose a custom proposition test on Project Management: Power Holding Company of Nigeria (PHCN), Its Accomplishments, Constraints, and Current Reform In Relation To Project Management in the Nigerian Power Sector explicitly for you for just $16.05 $11/page Learn More The investigation will be titled â€Å"Project Management: Power Holding Company of Nigeria (PHCN), Its Accomplishments, Constraints and Current Reform In Relation To Project Management in The Nigerian Power Sector†. It is of discovering how venture the executives has been led, challenges included, and in the end victories accomplished. The goal of the examination will be to feature the significance of PHCN, its accomplishments since arrangement, research the development or decay the force division, explore difficulties confronted, and study the ebb and flow changes being attempted, just as their advantages. Pertinent information for this exploration point will be sourced from various sources both essential and optional sources. A graphic technique for study will be utilized for this examination. Polls will be given to the staff in the association, where 210 individuals will partake. An example of 140 will be drawn from this populace. Chi-square test will be utilized to test the legitimacy of the speculation. Foundation The powerlessness of the vast majority of the nations in Africa to give access to capacity to the greater part of its residents has been considered as the revile on improvement (Okoro, Chikuni 2007 p. 125). Vitality is especially vital for any nation that needs to accomplish supportable turn of eve nts. Many created urban areas over the world have seen those sorts of huge developments in light of accessibility and access to vitality (Barnett Rolando, 2002, p. 177). The accessibility to various divisions of the nation consistently decides the rate and level of advancement of that nation. Vitality is a key component of changing a subsidence economy to a help arranged or creation economy (Ekpo, Iyoha 2007, p.127). Vitality has huge effect on training, assembling and creation, administration wellbeing, transport, lodging and other demography. The requirement for sheltered and dependable wellspring of vitality has propelled nations to set up organizations that would empower them to create, and convey vitality. One of such organizations is the Power Holding Company of Nigeria (Ekpo, Iyoha 2007, p.127).Advertising Looking for proposition on venture the board? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Lack of access to these vitality s ources can cause and increment in destitution. For example, individuals would invest a great deal of energy looking for inexpensively accessible sources like kindling and charcoal for cooking and lighting (Barnett Rolando, 2002, p. 177). These reason so much discharge henceforth not agreeable for nature. Besides, modest sources can cause wellbeing dangers for example utilization of paraffin and coal, as they require outstandingly enormous ventilation to consume. The best vitality elective has been power as it is perfect and astoundingly proficient. Its advancement in Nigeria returns to the late nineteenth century. During that time, in 1898, the main power creating organization was worked in Lagos. As indicated by Okoro and Chikuni (2007), â€Å"Distribution of intensity was somewhat poor until 1950s since, the example of power lines was a couple of individual power endeavors dissipated across urban centres† (p.125). Not many of those endeavors were open works divisions, and c ity chambers (Ekpo, Iyoha 2007, p.127). The force Holding organization of Nigeria (PHCN) saves the power to deliver and convey power. The organization has an introduced limit of 4,200 MW, an objective it never comes to. At the best minutes, the organization produces 3,300 MW. Just 40% of the populace approaches power, and it deteriorates in rustic regions where just 10% of individuals approach power (Hall 2006, p. 7; Ariyo, Jerome 2004, p.5). Research Aims The objective of the examination will be to explore the achievements, challenges and the ebb and flow changes that PHCN looked during its venture the executives attempts. This contextual analysis helps in seeing how the association has been performing since its initiation as far as force creation and conveyance in the nation. Explicit points of the examination incorporated the following:Advertising We will compose a custom proposition test on Project Management: Power Holding Company of Nigeria (PHCN), Its Accomplishments, Constra ints, and Current Reform In Relation To Project Management in the Nigerian Power Sector explicitly for you for just $16.05 $11/page Learn More To explore the significance, accomplishments or the advantages of PHCN development To look at the development and decrease of the force creation and dissemination To research the ebb and flow changes in the force area and suggest fitting techniques that could better in the ebb and flow power creation and appropriation Objectives The target of the investigation was to break down the venture the executives of the PHCN in Nigeria. Different targets of the exploration will be; To consider the different systems the force area has experienced and the achievements accomplished by every one of these systems To deciding the effect of the development and working of PHCN on the force segment in Nigeria To examine the qualities and difficulties of PHCN in all segments of PHCN Questions Significance This examination will be enormously useful to each divis ion in Nigeria’s economy especially the PHCN and its administration need to set up an arrangement, which will guarantee proficient and compelling force creation and dissemination (Ibitoye, Adenikinju 2007, p. 501). The investigation will assist with featuring the difficulties that plague PHCN. The state claimed association (PHCN) will have the option to utilize this exploration to survey its productivity and methods for working with the goal that it can make corrections in its undertaking the executives procedures where vital. This perspective will assist chiefs with developing thoughts and answer for the said difficulties subsequently concocting the most ideal approaches to deal with its undertakings. The investigation would like to excite more examination into the useful divisions of the organization by researchers subsequently widening research assets. In this manner, the exploration will be of monstrous advantage to supervisors and examines as a perspective for study and dynamic. Writing Review To have the option to comprehend the situation of Nigeria’s power division in a reasonable setting, it is appropriate to have a concise survey of the PHCN improvements to offer more knowledge in the business since its origin (Ibitoye, Adenikinju 2007, p. 501). Brief History of PHCN Decree number 24 of April 1972 framed the National Electric Power Authority (NEPA) shaped after the converging of the Niger Dam Authority and the Electricity Corporation of Nigeria (ECN) (Hall 2006, p. 7). The 2005 unbinding of NEPA prompted the development of Power Holding Company of Nigeria. NEPA had been built up to keep up proficient and facilitated power gracefully to all aspects of the nation. Despite the issues that NEPA looked after its arrangement, the association had the option to make critical improvements in the country’s financial turn of events. This saw Nigeria advance surprisingly quick into the mechanical society.Advertising Searching for proposition on venture the board? We should check whether we can support you! Get your first paper with 15% OFF Find out More Significance of PHCN The force creation and circulation industry in Nigeria is under the administration of the Power Holding Company of Nigeria. The force segment has seen various change believed that has not been sufficient to build its gracefully of capacity to the individuals and still the flexibly fall beneath 40% (Okoro, Chikuni 2007 p. 125). Be that as it may, approximately not many benefits of PHCN have been distinguished as follows: The force holding organization of Nigeria has essentially improved the power charging framework and customers would now be able to settle their bill helpfully and by means of an a lot simpler procedure (PHCN 2004, p.1). Therefore, bank income assortment framework was acquainted with supplement the assortment of money from the PHCN counters. This program has empowered help of brief and ordinary settlement of the month to month power bills. This has been made conceivable by the way that clients are not, at this point required to go out of their loca l locations to towns to take care of power tabs (PHCN 2004, p.1). Client support has improved because of organization of the business. There is full and exact settling of bills and the staff is progressively spurred to carry out their responsibility (PHCN 2004, p.1). Organization Background in Various Regimes and Achievements Supply of power initiated after development of two little producing set to illuminate Lagos. By 1951, ECN was set up by demonstration of parliament to regulate the conveyance. The Niger Dams Authority (NDA) was set up after development of a hydropower station of R. Niger in 1968, to circulate power (ESI 2004, p.18). The two bodies converged in 1972 to become NEPA. NEPA was unbundled to found force changes to be renamed Power Holding Company of Nigeria in 2005 (Ekpo 2008, p.78). NEPA was state possessed association vertically incorporated force the board firm. The association has the position to create, transmit, and circulate power. As an open service organizat ion, NEPA has had the option to tap the country’s huge water possibilities to expands power creation (Anoruo 2004, p.2). The NDA had the option to develop imperative dams in Nigeria including Kainji, Afam, Del

Congugation of Jeter in French

Congugation of Jeter in French  Jeter is one of two action words that way to toss in French, and conjugation of this regular action word can be dubious for understudies to learn. In any case, this stem-evolving action word, similar to lancer (which implies something very similar), is a valuable one to know. Youll utilize this action word to discuss sports and to depict regular exercises. Present, Future, Imperfect The initial phase in any French action word conjugation is to distinguish the stem and for this situation, it isâ jet - . That is significant here becauseâ jeterâ is aâ stem-evolving action word. In the conjugations, you will see that a few structures utilize a twofold T while others hold the single letter from the infinitive structure. Subject Present Future Defective je jette jetterai jetais tu jettes jetteras jetais il jette jettera jetait nous jetons jetterons jetions vous jetez jetterez jetiez ils jettent jetteront jetaient A progression of infinitive endings are added to the stem to matchâ the subject pronounâ with the correct tense. For example: jeâ jette  I throw nous jetterons.  We will throwâ Present and Past Participles Theâ present participleâ ofâ jeterâ is framed with a s: jai jetã ©  I threwnous avons jetã ©.  We tossed Subjunctive, Conditional, and Other Conjugations As you become progressively capable in French, you may likewise need to know a portion of these tenses. The subjunctive action word disposition suggests that theres an inquiry to the action words activity. The contingent doesn't promise it either in light of the fact that the activity is reliant on conditions. Youll most likely possibly discover the passã © composã © and the blemished subjunctive when understanding French. Subject Subjunctive Restrictive Pass Simple Blemished Subjunctive je jette jetterais jetai jetasse tu jettes jetterais jetas jetasses il jette jetterait jeta jett nous jetions jetterions jetmes jetassions vous jetiez jetteriez jettes jetassiez ils jettent jetteraient jetrent jetassent In the basic action word structure, avoid the subject pronoun since its inferred in the action word. For these short shouts, use jette rather than tu jette. Basic (tu) jette (nous) jetons (vous) jetez ​​

Effects of Mass Media Essay

What were the significant advancements in the development of broad communications during the twentieth century? The significant advancements in the broad communications during the twentieth century incorporate electronic and computerized correspondence. The main electronic gadget use for correspondence was the message, which highlight speck run signals. Because of the message, individuals didn't have to utilize transportation to convey a basic message. With the message a message was gotten very quickly. The message was the establishment to numerous other electronic gadgets like the radio, fax machine, and the mobile phone. With the computerized period, correspondence has changed our lifestyle. Satellite TV and the web have advanced so rapidly that some customary media have (like the paper) have lost their power over data. Other conventional media are likewise losing ground because of the advancement of developing media. Media locales like Facebook, YouTube, and Tweeter are pulling in more crowd than conventional media. Facebook alone has more than 1 billion clients worldwide its despite everything developing. With new innovation been build up each day, individuals are more associated than any other time in recent memory, along these lines, efficient the mail station are losing cash each day since individuals no longer need to compose letters, or mail a check to take care of for their tabs. News can be communicated immediately by anybody with a cell phone. Devises like ipads, advanced cells, and PCs permitted individuals to see anything from magazines, news stories, network shows and motion pictures. Peruse more:Â Essay on Mass Media Advantages and Disadvantages Most TVs are currently been create with web and wi-fi association, so individuals have motivation to buy it. The improvement of broad communications will proceed to develop and better approaches for data will in the end supplant the old ones. How did every advancement impact American culture? The improvement of broad communications has impact American culture from numerous points of view. Prior to the improvement of new age innovation, American culture method of correspondence was oral and composed. Individuals depend on books, original copies, and verbal exchange to get data conveyed. Indeed, even government officials relied upon oral and composed correspondence to get the vote of the individuals. With the improvement of the message and in the long run the radio, in America, individuals began moving from a cultivating society, into a urban way of life, where new businesses and monetary open doors called. With the improvement of computerized correspondence, individuals began taking control once again data. Distributers and TV station started losing ground over the control of data too. With every turn of events, individuals started to rely upon themselves to get the data, as opposed to depending on educators, or narrators. The web has permitted our way of life to do collaborate in various manners. You can purchase anything on the web, without going out, you can telecommute, take school courses and procure your degree, make a video gathering, and numerous different things that wasn't possible previously. There are numerous focal points to the improvement of broad communications in our way of life, yet it has likewise drawbacks. I accept that the web has made individuals lazier and less capable. There are individuals that as opposed to heading off to the market to get food, they want to arrange goods online to get it conveyed home. With regards to instruction, a few understudies simply look for the simple answers accessible on the web, rather than setting aside the effort to do the exploration.

When Resumes Are Made Whiter to Please Potential Employers

When Resumes Are Made ‘Whiter’ to Please Potential Employers Professors and researchers have been warning about the practice of resume whitening for a while now! It is not myth, it is very real, and the practice is continuing to spread.Candidates belonging to minority groups noticed the apparent discriminatory treatment by many employers and decided to do something about it. They modify their names, experience and generally, shape their appearance on the resume so that it sounds more ‘white’!In the past couple of years many studies and researchers have been conducted to explore this specific phenomenon and a lot has been discovered.When it comes to inclusion and diversity in the workplace, all of this may be just a facade and the reality for many minority candidates looks entirely different.Candidates are still struggling with apparent employment discrimination and not wanting to take any more chances, they decide to give the employer exactly what he wants…And if judged by experiences, this tends to be a ‘whiter’ candidate.Let us loo k at the very concept of employment discrimination, resume ‘whitening’ and the methods in which “whitening” can be conducted.RESUME AND CLASS CUESWe all know it: a good resume is an absolute must when it comes to successful job hunt.And if you are still unsure whether your resume reflects your education, background and skills in the best way possible, you may consider dedicating some time to make it perfect.You probably think drafting a good resume is a no brainer, but it is astonishing just how much time and dedication this task may end up requiring.Every detail matters! This means you need to pay attention to the content and formatting. Furthermore, you may want to consider which information you actually wish to disclose there.Less is more and not just because you have limited place to deliver a desired content (a good resume should not be longer than two A4 pages).On an average, a recruiter will dedicate some 5-7 seconds to your resume, before deciding whether your applic ation will be processed further. A fast call!Therefore, you may want to reconsider what your most important achievements and skills are, hence, what should be the key takeout from your resume.So, that is one thing.There are certain technical challenges when it comes to drafting a good resume.On the other hand, there is an issue of self-presentation. You will want a recruiter to see the very best of you!So, what happens when your best is not good enough? And I am not talking about the lack of experience or skills. I am talking about your personal qualities, class cues and personal traits…Researchers tried to inspect whether and to what extent personal traits of a candidate can affect a person reviewing his/or her resume (i.e. his/her job application).As it turns out, certain class cues, e.g. gender, race or ethnicity, can and frequently do, affect the recruiting process significantly.Being aware of this fact, candidates belonging to certain frequently discriminated groups tried to find solutions and minimize their unfavorable treatment.They realized that downplaying relevant class cues may help them land desired interviews more successfully.This article will deal with this phenomenon and explore tactics and strategies frequently used to avoid discrimination in the resumes prescreening phase, especially in cases of employment discrimination based on race.We will kick off the topic by exploring the very concept of racial discrimination…DISCRIMINATION DURING RECRUITINGRace, stigma and collective imageEmployment discrimination is a form of discrimination based on race, gender, religion, national origin, physical or mental disability, age, sexual orientation, and gender identity by employers.We all know this kind of behavior is unacceptable and can trigger severe legal consequences.However, this is just theory and in practice, rules tend to be more flexible.Numerous studies report and warn that employment discrimination continues to be a big issue. Evidence for this kind of behavior is very hard to provide, which is why it frequently ends up without any consequence whatsoever.When it comes to racial discrimination, it has been an ongoing issue for centuries and unfortunately, still shapes the reality of many individuals belonging to specific minorities.This form of discrimination substantially influences labor market by blocking racial minorities’ access to career opportunities in many fields (Pager, 2007). To put it plainly: equally skilled candidates experience constant rejections, due to no other reason, other than their race/ethnicity.But why does ones’ race/ethnicity matter?Shouldn’t we all be judged by our individual character, appearance and achievements?The answer is yes but unfortunately, the human brain doesn’t always work in such a sophisticated way and our decisions may frequently be affected by our sub-conscious perceptions and biases.Let me try to explain this…Racial minority status can arouse a kind of collective s tigma based on real or imagined attributes associated with a specific racial group. Influenced by this collective image, recruiters start to believe all members of this racial group have same specific attributes (e.g. Asians are smart and hard-working).Inevitably, this ends up affecting decisions regarding all candidates belonging to this minority group. The outcome may differ, but this kind of bias can certainly limit ones’ chances and opportunities significantly.Tragically, recruiters are often not even aware they are discriminating against a certain candidate owing to his/hers race or ethnicity…“Unconscious” biasHow can one not realize he/she is discriminating? I have been wondering myself the same thing…This kind of behavior has been noticed and observed by researchers intensively and the phenomenon has become known as ‘unconscious bias’.Recruiters are affected on a completely unconscious level and this bias is a result of ones’ specific perceptions, ideas and ex perience.It’s a quite simple, actually: How we are and what we know affects how we see other people. This is a general wisdom which, apparently, applies to the recruiting process as well.A simple example: You had a set of bad experiences on your trip to Spain… Chances are you may not only have bad memories and negative associations related to Spain, but you may also realize you hold a certain grudge towards Spanish people in general.Being a recruiter in this scenario, you would unconsciously want to eliminate a Spanish candidate from the run for a position. And you could be completely unaware of such intention!‘Unconscious bias’ is relevant to employment discrimination, for it may trigger a discriminatory behavior without recruiters even being aware of it.This may happen because people tend to hire people who resemble them or people they feel safe around.On the other hand, it may simply be that recruiters hold some deep grounded believes or ideas about a certain group and th ese inevitably affect their decision-making process.You probably heard these or similar statements: Germans are less talkative than Spanish; Brazilians are crazy about football; women take more days off, men are more resistant and take fewer sick leaves; Muslims are extreme when it comes to religion etc.These may seem ridiculous, but such beliefs can actually build a basis for discriminatory decisions.Understanding ‘unconscious bias’ and the way it works is extremely beneficial, for it makes you more sensitive to the information which could potentially work against you.In fact, many candidates already realized their class cues may work against them in the recruitment process which is why they began searching for ways to downplay these as much as possible… CONCEPT OF RESUME ‘WHITENING’This practice has first been noticed by students belonging to minority groups who were actively looking for jobs or internships (predominantly on US and UK colleges).These students felt freque ntly discriminated against by potential employers owing to their race/ethnicity.As it turned out, they were right…Different studies detected drastic discriminatory behavior by employers, and this is only one of the obtained results: resumes containing minority racial cues, e.g. distinctively African or Asian name, lead to 30-50% fewer callbacks from employers than otherwise equivalent resumes without similar cues!In their attempts to cope with such reality, minority job applicants decide to ‘whiten’ resumes by deleting references to their race or ethnicity. All this in hope of improving chances of getting a desired job…The ‘whitening’ may be conducted in the following manner:name modificationwork/volunteering experience modificationfailure to mention a current address or place of birth etc.Some candidates even went so far as not to mention their Bachelor studies or High school, for these could be strongly affiliated with a certain minority group (e.g. typically “black college” or a high school in a predominantly “Latino” neighborhood).Now, I know what you are thinking… Can it really be that omitting a major part of education or work experience can be beneficial for anyone?As a recent graduate, I went back to use my high school volunteering experiences so that my resume would not seem empty! How beneficial can it be to skip a whole part of your college education on a resume?Sadly, altering or omitting certain information proved to be extremely useful and even necessary for the members of specific minority groups.More precisely: researchers showed that companies are more than twice more likely to call minority applicants for interviews if they submit ‘whitened’ resumes, as opposed to candidates who reveal their race.And to make it even worse, such discriminatory practice is just as present in companies which claim to value diversity as in those that don’t.Following a rapid growth of success rates in a job hunt of those candidates who gave in to these strategies, the trend continued to spread.Nowadays, resume ‘whitening’ is no longer considered uncommon and this practice is something many people are familiar with, be it directly or through other people who did it.A recent study reported that two-thirds of all interviewees said they know others (typically friends or family members) who whitened their resumes/job application materials.But how exactly does a ‘whitened’ resume look like?How is ‘whitening’ conducted? DIFFERENT MINORITIES, DIFFERENT WHITENING TECHNIQUESThe reason why this practice of resume modification is called ‘whitening’ is self-explanatory.By doing this, members of specific minorities try to present them self as less black, Asian or Hispanic, at least on their resumes… They try to appear more ‘white’.As previously mentioned, this practice has been mostly observed and researched on territories of the US and UK which is why the focus lies on certain minorities and their discrim ination.Still, I think it is safe to say that this and similar practices follow employers’ discriminatory behavior, and unfortunately, discrimination is not something limited to a specific territory!That being said, depending on a territory or region, different minorities may expect different scale of discriminatory treatment.In some countries, there is an actual belief that Asian people are smarter and more hard-working than all others, hence, when looking for a job, they find themselves in a better position.In the US, this group frequently faces a discriminatory treatment by employers… So, it really depends on many factors.Depending on a person and a minority group this person belongs to, the way in which he or she conducts the ‘whitening’ may differ.I already mentioned a few ways in which ‘whitening’ can be conducted.Here, I will focus on two most frequently used strategies: name and experience modification.Name modificationOf participants who reported personally enga ging in resume ‘whitening’, nearly 50% indicated they changed the presentation of their first name on their resume.In some cases, this includes the usage of a name entirely different from ones’ legal/official name.To give an example from one of the relevant studies: One Asian student reported she commonly switched to a more “American-sounding” name on her resume when applying for jobs.Other study participants engaged in somewhat subtler techniques, such as:using shorter/alternative version of a name (Aleksandra to Alex)using middle name (Luis Felipe to Philip), and most frequentlymodification of the writing (Ana to Anne, Filip to Philip, Marko to Marc etc.)putting both versions of the name on a resume.In some minorities circles, this practice is considered as a must if one is aiming for a successful career (Asian candidates).These candidates are frequently advised to change the name by the very members of that same minority group!Name modification proved to be a widespread practice among Asians, however, many black and Hispano candidates also stated they presented their name differently at some point.Experience modification More than two-thirds of participants who reported some form of resume whitening mentioned changing the presentation of their professional experiences or extracurricular activities.Such modifications predominantly take one of these three forms:omitting experiences that might be associated with a minority status or negative racial stereotypes (e.g. omitting to volunteer in “Black women organization”)altering the description of such activities so they would have a more race-neutral tone (e.g. not mentioning specifics of a position or an organization, or giving a generic or English name to an organization instead of stating a genuine name)emphasizing experiences that signal “whiteness” or a connection with “white culture” (usually done with hobbies or extracurriculars, e.g.: mention of specific clubs, hiking, snowboarding, sailing etc.).As already mentioned, I long dwelled on how such practices can be advantageous for potential candidates.How can an employer dislike your volunteering experience which entails a fantastic cause and engagement?How can it matter if that experience happened to be in an organization predominantly engaged with “black” people?Unfortunately, it mattersMany people who reportedly engaged in the resume ‘whitening’ claimed other members of their minority group specifically advised them to take such experiences off their resumes for everything even remotely related to ones’ racial identity, can be harmful for a career.For example, being a holder of a community scholarship can work against a candidate.A recruiter could think a candidate has been given an advantage and special treatment only because of his/her race and may not like this “special treatment”.Furthermore, an engagement in racially affiliated organizations could be considered too extremist or even politica l. And naturally, a recruiter will not like this focus on your racial identity for it may be disturbing for other people working in the firm…So basically, very few information turned out to be completely safe if interpreted in a racial context.DIVERSITY AND INCLUSION AT A WORK PLACENowadays, many companies insist on their inclusion policies and practice.Obviously, discrimination is no longer acceptable and big companies know very well that affiliation with such practices may destroy their image and success rates in a second.Everyone is striving to be inclusive, liberal and finally, a desirable employer. Inclusion promotion, initiatives, open discussion about racial discrimination…These are just some strategies engaged with the purpose of achieving the above-mentioned goals, hence, inclusion and diversity.But it is not only about creating inclusive environment for those already working in such companies.It is also about potential candidates considering whether to apply for positi ons therein as well.Companies invest a lot of time and money to promote their “inclusive” image and attract candidates of all “shapes, sizes and colors”.But do these strategies actually work? Are they real? And the most important question: Do they actually prevent racial discrimination and secure inclusion?Unfortunately, the answer to the last question is a simple no. They do not prevent racial discrimination and some recent researchers proved that this inclusive image may in many situations be nothing else but a facade and even more, a trap.As a matter of fact, this kind of image may end up being very tricky, for potential candidates who see job postings stating: “variety appreciated” or “minorities are strongly encouraged to apply”, tend to feel more secure and feel they can be opened about themselves, hence, their race/ethnicity.They decide to disclose more, emphasizing their racial/religious/cultural “identity”, with the hope companies with such inclusive env ironment may come to appreciate it.Unfortunately, the desired result rarely occurs.In reality, these companies have same discrimination rates as other, “less inclusive” ones.By disclosing more, candidates just become more vulnerable to the discriminatory treatment they would otherwise face.In  the end, it is no wonder many decide to give in and try different methods of resume whitening RESUME “WHITENING”: A PROBLEMATIC PRACTICE?So here we are…Studies have shown that the practice of ‘whitening’ exists and continues to exist owing to its successful results.Nevertheless, regardless of short-term results and several success stories, can we really say resume whitening is a good practice?While reading about these studies and different cases of people who actually engaged in this practice, I felt very amused but also, slightly saddened.It could be a wise thing to do, no doubt about that. Discrimination is real, and biases are something each and every one of us has. Pretending this is not the case would be plain stupid.Growing up, we are frequently told: If you cannot change the situation you are in, change the way in which you perceive it and ultimately, change your behavior and reaction towards it.So, realizing it may be necessary to ‘whiten’ your resume and background a bit may even be considered wise, right?Yes, maybe… But imagine getting an interview and getting a job. Imagine getting a job at a company following the ‘whitening’ of your resume for that very same company.They will probably notice you are black/Asian or Latino by the time you get a job offer, so one can say it’s not such big of a deal you had to ‘whiten’ your resume here and there… No big deal, right?Depends… How inclusive do you expect this company to be on an everyday basis?If a company tends to engage in discriminatory behavior at the recruiting level already, chances are that it will not have an inclusive treatment towards minorities overall.Therefore, you may get a desired job but end up being ignored, left out or mistreated.It may not end up being so drastic, but you may recognize yourself “covering” and continuing to pretend in one way or another…And trust me, this can be a living hell as well!But ok, all of this may not happen. You may end up getting a desired job, happy end.Or is it?There is a thing called “collective identity” and although the extent of it may vary from one person to another, every one of us has it.Collective identity may be grounded in ones’ race, ethnicity, religion, nationality or even school, college or neighborhood.As humans, we have an urge to belong to a certain tribe, group, nation… And this belonging inevitably shapes our individual identity.To ‘whiten’ your resume means to leave out an important part of your identity unmentioned and/or covered.It means that you are, in a way, afraid or ashamed to show your true self. And rare are those, who can be completely unaffected by this realization .Finally, by omitting to such practices, one in a way admits or acknowledges that it may be bad to be different from the majority.In a way, if even indirectly, one chooses the easier way and ends up encouraging discriminatory practice and behavior.Far-fetched or too harsh? Maybe, but not entirely unrealistic…Therefore, there are multiple problematic aspects of the “whitening” practice: practical, ethical and psychological.In any event, it would be naïve to think that not revealing a big part of the identity can leave you completely untouched and the same. By changing your appearance on paper, you are, to some extent, obliged to change it in real life as well.Finally, problematic or not, it is of the utmost importance to understand the logic and reasoning behind the resume ‘whitening’.This practice is nothing else but a direct consequence of recruiters’ discriminatory behavior and rather than judging one for engaging in it, our focus should be on the very issue of discri mination and how we can fight it.

Advocacy Campaign for Childhood Obesity - Free Essay Example

Advocacy Campaign for Childhood Obesity Characteristics of childhood obesity include being overweight in comparison to the child’s height by using a body mass index. In a text by Russo (2015), we see that we are in urgent need to derail the high trends of childhood obesity in order to keep children out of bad health conditions and less productivity due to being overweight. In this paper I will be detailing childhood obesity, as well as a solution to help slow down its prevalence, all while including the challenges of doing so. Legal Consideration By implementing a new policy of advocating for changes to a current one, there has to anticipation of legal troubles. This can include issues with already existing laws, different views of those in power, and stakeholder relations. Enactment of Policy through Modification of Existing Policy OR Creation of New Legislation There have been many laws and policies made to try and solve the problem (U.S. Health Policy Gateway, 2015). As we can see the old policies have not been effective in stopping high obesity rates, meaning that any proposed idea should be created through new thinking and making of policies. Several of these policies like early care and school health policies are about determent strategies to decrease rates. With this, there has been no definitive solution that specifically targets this problem (U.S. Health Policy Gateway, 2015). However these policies offer healthy eating to students. With introduction to low calorie snacks in substitute of fatty, sodium filled, and sugary foods. Nevertheless, the proposed policy covers the dire need to introduce healthy eating habits in the lives of the students. To further implement this, the schools should offer vending machines filled with healthy snacks, this includes low fat, vegetables, fruit, and more. The school should also be able to provide healthy drinks like fruit juice and vegetable juice to replace high caffeinated, sugary beverages. By introducing healthy eating habits and providing healthy alternatives, students will be able to easily access healthy food with no accessibility to tempting junk food. Hence, this will help in ensuring that healthy foods are at ease of access for the students. This will heavily impact rates of obesity. Howe ver, parents also need to keep up with the healthy eating behaviors so these strategies don’t go to waste. We need to educate society as well to further expand the accessibility to healthy eating in children. How Existing Laws or Regulations Could Impact My Advocacy Since new policies can affect current ones, it is important to understand the current policies existing. This would allow for a positive result to further add on to ridding obesity from children. It is crucial that we are clear in our understanding of existing policies as well as how they work in order to come up with new strategies to put into place and decrease obesity. Different laws have been passed concerning the creation of an obese free environment (The National Academic Press, 2010). In order to target obesity, these laws specifically try to lower the eating of unhealthy food by increasing the amount and quality of healthy food. Other polices target lifestyle changes by promoting and advocating for exercise. (Centers for Disease Control and Prevention, 2015). Supplementary to these policies, officials have made requirements that make junk food corporations lower calories in their foods. Also some policies are made that push information to the consumer market on the consequen ces of bad diets (CDC, 2015). By knowing all of these laws, it will allow for improvements in future laws. Analysis of Methods used to Influence Legislators or Other Policy Makers to Support the Policy In order to convince policy makers and other officials to pass our proposed law the most effective way would be by showing them information of consequences of childhood obesity and the laws that have been made in the past. It is important to give them a clear understanding of how this policy will actually decrease these rates of obesity. Information from meetings from the CDC (Dietz, William, Benken, Hunter, 2009) that detail different policies and there effectiveness of childhood obesity, will aid in their understanding of the significance of this law. his will help them in understanding not only the necessity of this law, but also why tweaking existing laws could not work. Including the â€Å"Three Legs† of Lobbying I will promote this new law by introducing and explaining in to policy makers by using the three legs of lobbying. The three legs of lobbying include professional, grassroots and the political legs (Lanier 2013). Professional lobbyists are experts that support my campaign. By joining and teaming up with knowledgeable people about childhood obesity such as doctors and nutritionist, I will be able to build credibility as well as relations with legislators. Grassroots lobbyists are the those in the community advocating for someone’s campaign (Lanier, 2013). The Grassroot lobbyist would include people like community members, parents, children affected by obesity. Grassroots lobbying can be done by staying in contact with people in the community. I also plan to liaise with the school legislator to ensure success. The political lobbyist is about the funding to occur during the legislative process. Miscalculating money could have very harmful effects in a campaign (Lanier, 2013). To have a positive political leg, I would plan show my support for my district political action committee (PACs) during fundraising and promotion of legislators who support my interest. Summary of Anticipated Obstacles and to Overcome Lack of information and understanding of laws, would be a big problem for me. I intend to further educate myself by utilizing the American Nurses Association. Even though getting attention to my proposal might be a problem, I plan to stay determined and diligent. In addition, I would also be in support of my district political action committee to help bring awareness and fundraise. Summary Obesity is a prevalent issue in today’s society. And although different laws and policies have been implemented to try and derail obesity, there has been no big success. This calls for a new law to go into place, and it is up to policymakers to ensure the decrease of these rates. The aim of this law is to decrease obesity up to 15 to 20%, which will only happen with cooperation between groups and understanding of the significance of this problem. References Cassidy, E., F., Trujillo, M., D., Orleans, T. (2015). Health and behavior. In A.R. Kovner J.R. Knickman (Eds.), ?Jonas Kovner’s health care delivery in the United States. ?[MBS Direct]. Retrieved from https://mbsdirect.vitalsource.com/#/books/9780826125293/cfi/6/40!/4/2/[emailprotected]:0 Centers for Disease Control and Prevention. (2015). ?Overweight Obesity?. Retrieved on 14 October 2017, from? ?https://www.cdc.gov/obesity/strategies/index.html Dietz, William H., Donald E. Benken, and Alicia S. Hunter. Public health law and the prevention and control of obesity. ?The Milbank Quarterly? 87.1 (2009): 215-227. Lanier, J. K. (2013). Government response: legislation politics: playing the game. In J.A. Milstead (Ed,) Health Policy and Politics. A Nurses Guide (? pp.45-71). Burlington, MA: Jones Bartlett Learning Russo, P. G. (2015). Population Health?.? In Knickman, J. R., Kovner, A. R. (Eds.), Health Care Delivery in the United States. (pp. 79–97). New York, NY: Springer Publishing. The National Academic Press. (2010). ?Perspectives from United Kingdom and United States Policy Makers on Obesity Prevention: Workshop Summary?. Retrieved on 14 October 2017, from https://www.nap.edu/read/12861/chapter/5 U.S. Health Policy Gateway. (2015). ?Obesity?. Retrieved on 14 October 2017, from https://ushealthpolicygateway.com/payer-trade-groups/health-promotion-disease-prevention/obesit y/

Borderline Personality Disorder ( Adhd ) Essay - 1275 Words

Borderline Personality Disorder History of disorder Prior to 1938, there were only psychotic and neurotic disorders. The clients were either psychotic or neurotic; however, there were some cases when the clients did not meet neither of the disorders or had a mixture of both. This is what led Adolf Stern to coin the term â€Å"borderline† in 1938 to describe clients who disorders did not fit into psychotic or neurotic disorders. They were considered to be somewhere in between. By the 1970’s Otto Kernberg suggested to add a third group to the disorders to be called borderline personality. Shortly after Gunderson and Singer made an expansion. They added several key features to distinguish the disorder. It was first used as a diagnosis in DSM-III in 1980. (Bhome Fridrich, 2015). It was later listed as a cluster B disorder. Diagnostic criteria Borderline personality disorder (BPD) is a personality dysfunction that is characterize by disinhibition and impulsivity and often is manifest as self-regulation difficulties. (Sansone Sansone, 2015). Clients with BPD commonly have fear of being abandoned. They will get close to someone then start to isolate themselves from them because they feel as if the feelings are not mutual. They often have do risky activities such as binge eating, shopping sprees, and several sexual partners. It is common for them to participate in self-injurious behavior such as cutting themselves. The DSM-5 states that a client must have at least five of theShow MoreRelatedBorderline Personality Disorder ( Adhd )1479 Words   |  6 PagesIntroduction Borderline Personality Disorder was first listed in the DSM in 1980. It is classified as a cluster B personality disorder. 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