21st Century Racism in Canada Essay

Racism in Canada is one of the least publicised problems modern Canadian society has faced in the Twenty First Century. With the majority of the Canadian and world public holding the census that Canada through its lax immigration policies and political reform, is far from a racist state. This belief is a falsehood that has either been achieved through white lies from history textbooks or a lack of endeavor to uncover the real racial issues that permeate through out Canada. Canada has been and is a racist nation that continues to not face the fact that racism is alive and well in Twenty First Century Canada. Racism towards slaves coming to Canada in search of solace from the racist United States was not an uncommon occurrence in the mid 1800’s before the American civil war. Halifax was the last stop on the Underground Railroad, although what African Americans were coming to was a whole different story. The popular depiction is of slaves that were granted freedom and loved and welcomed into society, as evidenced by this television advertisement. (YouTube) The truth was a lot harsher. In Halifax the majority of freed black slaves resided in â€Å"Africville†, the atrocities of which are not widely known but are still keenly documented. In order to turn â€Å"Africville† from poor black slum to profitable industrial land, the city of Halifax erected a hospital for diseased WWII veterans nearby along with leaving massive mounds of toxic garbage to be incinerated in the same vicinity. (Taylin) â€Å"Africville† is not mentioned in Canadian history books nor do most people across Canada know of its existence. It was nothing short of genocide of people that Halifax felt did not deserve the rights any other Canadian citizen would take for granted. Racism towards black immigrants and natural-born Canadians was not and is not limited to â€Å"Africville† or even Nova Scotia for that matter. Don Oliver a Canadian senator pointed out how most Canadians do not know about great black Canadians. Portia White was a classical musician that was known the world over, and Elijah McCoy’s  invention of modern lubrication for industrial purposes were so famous that it is thought the catch phrase â€Å"The real McCoy† could have been named after him. (Oliver) History books as well as the public because of overt racism tend not to celebrate the successes of black Canadians. Although there are very notable exceptions especially in music such as popular rapper Drake and R&B singer The Weeknd, by and large only in sports and music are the successes of black Canadians prevalent in mainstream media. There have been numerous studies done to show the effect having colored skin has on every day life in Canada. Carlos Teixeira found that black Portuguese Immigrants faced significant disadvantages in housing in comparison to people who were not of color. The Study showed that in the rental market of Toronto, people of color could expect to pay on average 30% higher rental rates versus white counterparts of similar Portuguese descent. He further concluded that people of Asian descent also were subjected to the same treatment. (Teixeira) A further study where over 6,000 mock resumes were sent out showed that applicants that had Chinese, Pakistani or Indian sounding names got 40% less call backs than those with English sounding names. Although it should be seen that this study was conducted in Toronto and a different result perhaps not as favorable towards English sounding names could have been found in Quebec or other parts of Canada. The key point is if racism exists in Canada’s most multicultural city, how widespread and to what severity is racism in the rest of Canada. (Oreopolous, Dechief) The Canadian armed forces are noted world wide as one of the top armed forces, and are known to pay the second highest salary behind only the Australian army. However the racism that Mr. Fowler and Mr. Coward experienced while serving was clearly targeted towards their color. (CBC NEWS) It is impossible to fathom the l ow level of respect garnered for these men who put their lives on the line every day to defend a country that does not give them the respect they deserve simply because of their color. It should be noted that their case is still in the process of being investigated so any judgment as to whether they were subjected to racism cannot be confirmed. A study into Canada’s judicial system showed alarming results that independent juries are more likely to find black defendants guilty approximately 40% of the time more frequently than defendants of other races. This is worrying as it could have significant ramifications for Canadians of African descent residing in  Canada. (Pfeifer, J. E. , Ogloff, J. R. P.) This combined with recent findings in 2011 that black prison populations have risen by 52% since 2000, means that this issue has gone unresolved. Points should further be raised that the majority of the black prisoners are young and are spending their formative years in prison. This could have a knock on effect where they find it hard to integrate properly into society and influence more friends and such and could land themselves back behind bars. This could lead to many defendants getting â€Å"caught in a cycle of criminality†. (Crawford) The facts show that with the current education, welfare and societal norms in place, more and more black youth are behind bars than before and it is thought they will only end up back behind bars. The racism of minorities is probably most controversial when analyzed in the context of the abo riginal peoples of Canada. This is because they were originally not a minority but rather a majority as Canada is technically their land. The aboriginal people have been subjected to racism since the very beginning and the facts show it. â€Å"Aboriginal life expectancy is lower; they have fewer high school graduates, higher unemployment, almost twice as many infant deaths and spend more time in jail. They have lower incomes, enjoy fewer promotions in the workplace and remain, as a group, the poorest in Canada.† (Hutchings) The Indian Act was used to create â€Å"Indian Agents† which acted as sort of police for the aboriginal peoples but in truth denied them basic rights, such as the right to sit on juries, vote or permission was needed to do mundane tasks such as wearing traditional garments off the reserves. It was policies like these that truly segregated the aboriginal people from the mainstream consciousness and must have caused a chasm of sorts to exist between aboriginals and non-aboriginals. To combat this chasm between aboriginals and non-aboriginals Duncan Campbell Scott and the department of Indian affairs came up with the policy of enfranchisement. At first voluntary but later forced enfranchisement was used to basically strip Aboriginals of their Indian status. Getting university degrees, becoming doctors or ministers meant enfranchisement. In short it was trying to send the message that once Aboriginals became civilized and held positions of power and respect within the community they should no longer be looked at as Indian. Furthermore in a sexist as well as  a racist policy any Indian woman who married a non-Indian man would lose her status as an Indian as would her children. Duncan Campbell Scott went on later to state: â€Å"Our object is to continue until there is not a single Indian in Canada that has not been absorbed into the body politic, and there is no Indian question and no Indian Department.† (Hutchings) It was clear from that quote alone that the Canadian governments views on Aboriginals at that time was that they should not exist and should be absorbed into the community. Canada would later give up the goal of enfranchising Aboriginal peoples after the â€Å"Lovelace† case that was brought before the International Court of Human Rights led to the United Nations condemning Canada for its discriminatory policies. It would be 1985 when Canada would pass bill C-31 to remove the discriminatory parts of the Indian Act. The Indian Act also gave the Canadian government the power to erect residential schools. Schools where pupils were malnourished, had to work to make up for inadequate funding and were taught â€Å"dumbed-down† subject material so that â€Å"To this end the curriculum in residential schools has been simplified and the practical instruction given is such as may be immediately of use to the pupil when he returns to the reserve after leaving school.† (Hutchings) This led to segregation of Indians and non-Indians from a very young age. The worst part about residential schools however was the physical and sexual abuse that went underway up until the 1970’s when schools started closing. Children’s tongues would be nailed down for speaking native languages, as well as having semi regular checks of genitalia. The abuse was so widespread and gruesome that the Canadian government pledged over three hundred and fifty million dollars to help the Aboriginal peoples that attended the residential schools. The Canadian government continues to however maintain the Indian Act, which by sheer existence is a blatant act of racism. The act itself means that Aboriginal peoples are treated in a different way than other Canadian citizens, there is no other first world country in the world that has policies that differentiate people based solely on the race. Canada is often seen as very welcoming towards the Asian peoples with a  recent study by the Canadian Immigration showing that by 2031 it is predicted that white people will be in the minority in cities of Toronto and Vancouver. (Young) This however was not always the case with the infamous â€Å"Chinese head tax† that was invoked on Chinese immigrants. The tax rose from fifty dollars to five hundred dollars during the period of 1900 to 1903. This is inexcusable and blatantly targeted those not just of Chinese descent but rather â€Å"Orientals† in general. (Greengrass) The racism towards the Chinese reached a high on July 1, 1923 when the Chinese Immigration Act was invoked. It is more commonly known to Chinese Canadians as â€Å"Humiliation Day†. The act meant that only selected classes of Chinese immigrants would be granted entry into Canada, namely Diplomats, students, children of Canadians and Investors. Canada was now openly using racist policies to pick and choose which class of a certain race of people they wanted to enter their country. Only in May of 1939, was the Chinese Immigration Act receded. In general South East Asian’s were subjected to not being granted entry in Canada simply because of their race. Between 1914 and 1920, only a single Indian was admitted into Canada because of the racist immigration policies in place. The discrimination against Indians came to a head when The â€Å"Komagatu-Maru† passenger vessel was denied entry into Vancouver even though there were three hundred and seventy six Indians on board having sailed all the way from China. (Greengrass) It is quite possible that the worst treatment towards â€Å"Orientals† was in fact towards the Japanese that called Canada home or were otherwise refugees. During the period of the second world war, in 1942 Japanese Canadians were forced to live in camps, the living conditions were only slightly better than the camps that the Nazi’s had built. (Greengrass) The Japanese people were subjected to a comparable fate as Jews would have felt in Nazi Germany, however there was no extermination or genocide on the scale of Nazi Germany. All in all, the biggest conclusion should come through a key exclusion. There is no racial prejudice that has been recorded towards that of â€Å"White Aryan† Canadians. Canada is a racist country and has clearly been one for some time. Although the Canadian government has apologized and tried to make amends the clear sentiment still permeates through the people. It is something I personally felt while residing in Ottawa. Whether Canada likes it or not, by the year 2031, whites will no longer be of the majority in the two biggest cities in  Canada. This brings a certain comfort as change is coming and there seems to be no way to halt it. Those who remain and insist on fielding racist views will be forced to change or may face racism on themselves. Although no two wrongs make a right, it is probably of no comfort to racist Canadians that history does repeat itself. I personally am of the belief that should Canada grow to appreciate what makes different cultures unique and create a â€Å"fusion culture† whereby different customs are integrated into Canadian customs, Canada as a whole will benefit. Works Cited Crawford, Alison. â€Å"Prison Watchdog Probes Spike in Number of Black Inmates.† CBCnews. CBC/Radio Canada, 15 Dec. 2011. Web. 21 Apr. 2014. . Greengrass, John. â€Å"A HISTORY OF RACISM IN CANADA’S IMMIGRATION POLICY.† Peoples Commission. Peoples Commission, 13 May 2010. Web. 21 Apr. 2014. . Hutchings, Claire. â€Å"Canada’s First Nations: The Legacy of Institutional Racism.† Canada’s First Nations: The Legacy of Institutional Racism. Tolerence, 04 Feb. 2012. Web. 29 Apr. 2014. . News, CBC. â€Å"‘Systemic’ Racism in Canadian Forces Needs Inquiry, Veterans Say – Nova Scotia – CBC News.† CBCnews. CBC/Radio Canada, 13 Mar. 2014. Web. 21 Apr. 2014. . Oliver, Don. â€Å"What It Means to Be Black in Canada.† The Mark News. The Mark News, 14 July 2011. Web. 21 Apr. 2014. . Oreopoulos, Philip, and Diane Dechief. â€Å"Why Do Some Employers Prefer to Interview Matthew, but Not Samir? New Evidence from Toron to, Montreal, and Vancouver.† Metropolis British Columbia Centre of Excellence for Research OnWorking Paper Series N/A 11-13.N/A (2011): 1-68. Http://mbc.metropolis.net/assets/uploads/files/wp/2011/WP11-13.pdf. Web. 21 Apr. 2014. â€Å"A Part Of Our Heritage – Underground Railroad.† YouTube. YouTube, 09 May 2007. Web. 21 Apr. 2014. . Pfeifer, Jeffrey E., and James R. P. Ogloff. â€Å"Ambiguity and Guilt Determinations: A Modern Racism Perspective1.† Journal of Applied Social Psychology 21.21 (1991): 1713-725. Print. Tavlin, Noah. â€Å"Africville: Canada’s Secret Racist History | VICE Canada.† VICE. VICE, 04 Feb. 2013. Web. 21 Apr. 2014. . Teixeira, Carlos. â€Å"Journal of Housing and the Built Environment, Volume 23, Issue 4 – Springer.† Journal of Housing and the Built Environment, Volume 23, Issue 4 – Springer. Springer Science + Business Media B.V., 12 Sept. 2008. Web. 21 Apr. 2014. . Young, Ian. â€Å"Chinese Numbe rs in Vancouver, Toronto to Double by 2031.† South China Morning Post. South China Morning Post, 06 Apr. 2013. Web. 29 Apr. 2014. .

Hard to Be Fair

BEST PRACTICE Everyone knows that being fair costs little and pays off handsomely. Then why do so few executives manage to behave fairly, even though most want to? Why It’s So Hard to Be Fair by Joel Brockner W hen Company A had to downsize,it spent considerable amounts of money providing a safety net for its laid-off workers. The severance package consisted of many weeks of pay, extensive outplacement counseling, and the continuation of health insurance for up to one year. But senior managers never explained to their staff why these layoffs were necessary or how they chose which jobs to eliminate.What’s more, the midlevel line managers who delivered the news to terminated employees did so awkwardly, mumbling a few perfunctory words about â€Å"not wanting to do this† and then handing them off to the human resources department. Even the people who kept their jobs were less than thrilled about the way things were handled. Many of them heard the news while driving home on Friday and had to wait until Monday to learn that their jobs were secure. Nine months later, the company continued to sputter.Not only did it have to absorb enormous legal costs defending against wrongful termination suits, but it also had to make another round of layoffs, in large part because employee productivity and morale plummeted after the ? rst round was mishandled. When Company B downsized, by contrast, it didn’t offer nearly as generous a severance package. But senior managers there explained the strategic purpose of the layoffs multiple times before they were implemented, and executives and middle managers alike made themselves available to answer questions and express regret both to those who lost their jobs and to those who remained.Line managers worked with HR to tell people that their jobs were being eliminated, and they exharvard business review 122 pressed genuine concern while doing so. As a result, virtually none of the laid-off employees ? led a wr ongful termination lawsuit. Workers took some time to adjust to the loss of their former colleagues, but they understood why the layoffs had happened. And within nine months, Company B’s performance was better than it had been before the layoffs occurred.Although Company A spent much more money during its restructuring, Company B exhibited much greater process fairness. In other words, employees at Company B believed that they had been treated justly. From minimizing costs to strengthening performance, process fairness pays enormous dividends in a wide variety of organizational and people-related challenges. Studies show that when managers practice process fairness, their employees march 2006 respond in ways that bolster the organization’s bottom line both directly and indirectly.Process fairness is more likely to generate support for a new strategy, for instance, and to foster a culture that promotes innovation. What’s more, it costs little ? nancially to imple ment. In short, fair process makes great business sense. So why don’t more companies practice it consistently? This article examines that paradox and offers advice on how to promote greater process fairness in your organization. The Business Case for Fair Process Ultimately, each employee decides for him or herself whether a decision has been made fairly.But broadly speaking, there are three drivers of process fairness. One is how much input employees believe they have in the decision- making process: Are their opinions requested and given serious consideration? Another is how employees believe decisions are made and implemented: Are they consistent? Are they based on accurate information? Can mistakes be corrected? Are the personal biases of the decision maker minimized? Is ample advance notice given? Is the decision process transparent? The third factor is how managers behave: Do they explain why a decision was made?Do they treat employees respectfully, actively listening t o their concerns and empathizing with their points of view? It’s worth noting that process fairness is distinct from outcome fairness, which refers to employees’ judgments of the bottom-line results of their exchanges with their employers. Process fairness doesn’t ensure that employees will always get what they want; but it does 123 OLEG DERGACHOV B E S T P R A C T I C E †¢ W h y I t’s S o H a rd t o B e Fa i r mean that they will have a chance to be heard.Take the case of an individual who was passed over for a promotion. If he believes that the chosen candidate was quali? ed, and if his manager has had a candid discussion with him about how he can be better prepared for the next opportunity, chances are he’ll be a lot more productive and engaged than if he believes the person who got the job was the boss’s pet, or if he received no guidance on how to move forward. When people feel hurt by their companies, they tend to retaliate. And w hen they do, it can have grave consequences.A study of nearly 1,000 people in the mid-1990s, led by Duke’s Allan Lind and Ohio State’s Jerald Greenberg, found that a major determinant of whether employees sue for wrongful termination is their perception of how fairly the termination process was carried out. Only 1% of ex-employees who felt that they were treated with a high degree of process fairness ? led a wrongful termination lawsuit versus 17% of those who believed they were treated with a low degree of process fairness. To put that in monetary terms, the expected cost savings of practicing process fairness is $1. 8 million for every 100 employees dismissed. That ? gure–which was calculated using the 1988 rate of $80,000 as the cost of legal defense – is a conservative estimate, since in? ation alone has caused legal fees to swell to more than $120,000 today. So, although we can’t calculate the precise ? nancial cost of practicing fair process, it’s safe to say that expressing genuine concern and treating dismissed employees with dignity is a good deal more affordable than not doing so. Customers, too, are less likely to ? le suit against a service provider if they believe they’ve been treated with process fairness.In 1997, medical researcher Wendy Levinson and her colleagues found that patients typically do not sue their doctors for malpractice simply Joel Brockner ([email  protected] edu) is the Phillip Hettleman Professor of Business at Columbia Business School in New York. 124 because they believe that they received poor medical care. A more telling factor is whether the doctor took the time to explain the treatment plan and to answer the patient’s questions with consideration – in short, to treat patients with process fairness.Doctors who fail to do so are far more likely to be slapped with malpractice suits when problems arise. In addition to reducing legal costs, fair process cuts down on employee theft and turnover. A study by management and human resources professor Greenberg examined how pay cuts were Using process fairness, companies could spend a lot less money and still have more satis? ed employees. handled at two manufacturing plants. At one, a vice president called a meeting at the end of the workweek and announced that the company would implement a 15% pay cut, across the board, for ten weeks.He very brie? y explained why, thanked employees, and answered a few questions – the whole thing was over in 15 minutes. The other plant implemented an identical pay cut, but the company president made the announcement to the employees. He told them that other cost-saving options, like layoffs, had been considered but that the pay cuts seemed to be the least unpalatable choice. The president took an hour and a half to address employees’ questions and concerns, and he repeatedly expressed regret about having to take this step.Greenberg found that durin g the ten-week period, employee theft was nearly 80% lower at the second plant than at the ? rst, and employees were 15 times less likely to resign. Many executives turn to money ? rst to solve problems. But my research shows that companies can reduce ex- penses by routinely practicing process fairness. Think about it: Asking employees for their opinions on a new initiative or explaining to someone why you’re giving a choice assignment to her colleague doesn’t cost much money. Of course, companies should continue to offer tangible assistance to employees as well.Using process fairness, however, companies could spend a lot less money and still have more satis? ed employees. Consider the ? nancial fallout that occurs when expatriates leave their overseas assignments prematurely. Conventional wisdom says that expats are more likely to leave early when they or their family members don’t adjust well to their new living conditions. So companies often go to great expen se to facilitate their adjustment – picking up the tab for housing costs, children’s schooling, and the like.In a 2000 study of 128 expatriates, human resources consultant Ron Garonzik, Rutgers Business School professor Phyllis Siegel, and I found that the expats’ adjustment to various aspects of their lives outside work had no effect on their intentions to depart prematurely if they believed that their bosses generally treated them fairly. In other words, high process fairness induced expats to stick with an overseas assignment even when they were not particularly enthralled with living abroad. In a similar vein, some companies have devised expensive solutions to help employees cope with the stress of modern work.They’ve set up on-site day care centers and sponsored stress management workshops to help reduce absenteeism and burnout. Those efforts are laudable, but process fairness is also an effective strategy. When Phyllis Siegel and I surveyed nearly 3 00 employees from dozens of organizations, we found that work/life con? ict had no measurable effect on employees’ commitment– as long as they felt that senior executives provided good reasons for their decisions and treated them with dignity and respect. Of course, executives should not simply emphasize process fairness over tanharvard business reviewW h y I t’s S o H a rd t o B e Fa i r †¢ B E S T P R A C T I C E gible support. Determining exactly how much tangible support to provide is perhaps best captured by the law of diminishing returns. Beyond a moderate level of ? nancial assistance, practicing process fairness proves much more cost effective because, although money does talk, it doesn’t say it all. Fair Process as a Performance Booster Process fairness can not only minimize costs but can also help to increase value, inspiring operational managers to carry out a well-founded strategic plan eagerly or embrace, rather than sabotage, an organiz ational change.This form of value is less tangible than direct reduction of expenses, but it affects the bottom line nonetheless. The fact is, most strategic and organizational change initiatives fail in their implementation, not in their conception. Several years ago, I worked with the CEO of a ? nancial services institution that needed a major restructuring. The bank’s operational managers, however, were showing signs of resistance that threatened to stop the process dead in its tracks. I advised the CEO and his senior management team to conduct several town hall–type meetings and to hold informal focus groups with the operational managers.During those senior managers to respond to the root problem. Moreover, since the operational managers felt respected, they showed a similar level of process fairness with their direct reports during the actual restructuring, making the change go more smoothly. Michael Beer, of Harvard Business School, and Russell Eisenstat, preside nt of the Center for Organizational Fitness, recently provided evidence of how systematically practiced process fairness (embedded in an action-learning egy implementation as well as the shortcomings that could hinder it.Task force members distill the information they gain from these interviews into major themes and feed them back to senior management. Then they discuss how the strategy could be rolled out most effectively. SFP is a model for process fairness: More than 25 companies – including Becton, Dickinson; Honeywell; JPMorgan Chase; Hewlett-Packard; and Merck – have used it with great success to hone the substance of their strategic initiatives and, probably more important, to gain employees’ commitment to making those initiatives happen.Most companies say that they want to promote creativity and innovation, but few use process fairness to achieve those ends. They’re missing out on a great opportunity to create value. Harvard Business School profes sor Teresa Amabile has conducted extensive research on employees working in creative endeavors in order to understand how work environments foster or impede creativity and innovation. She has consistently found that work environments in which employees have a high degree of operational autonomy lead to the highest degree of creativity and innovation.Operational autonomy, of course, can be seen as the extreme version of process fairness. When employees feel that they are heard in the decision-making process, they are more likely to support–rather than merely comply with– those decisions, their bosses, and the organization as a whole. talks, it became clear that the managers felt that the CEO and senior executives failed to appreciate the magnitude of the change they were asking for. Interestingly, the managers didn’t request additional resources; they simply wanted those at the top to recognize their dif? ult plight. By expressing authentic interest, senior execu tives created a trusting environment in which managers felt they could safely voice their true objections to the change effort. That enabled march 2006 methodology known as the strategic ? tness process, or SFP) has helped numerous organizations capture value by getting employees to buy in to strategies. A critical element of SFP is the appointment of a task force consisting of eight well-respected managers from one or two levels below senior management.Their job is to interview roughly 100 employees from different parts of the company to learn about the organizational strengths that are apt to facilitate strat- The nature of organizations, though, means that few (if any) employees can have complete operational autonomy – just about everyone has a boss. Creativity and innovation tend to suffer in work environments characterized by low levels of process fairness, such as when employees believe that the organization is strictly controlled by upper management or when they believ e that their ideas will be summarily dismissed. When employees believe that 125B E S T P R A C T I C E †¢ W h y I t’s S o H a rd t o B e Fa i r their supervisor is open to new ideas and that he or she values their contributions to projects, however, creativity and innovation are more likely to ? ourish. Two examples illustrate how process fairness creates value by attracting innovative employees or additional customers. The CEO of a renowned electricalengineering ? rm, for instance, wanted to change the corporate culture to be more receptive to new ideas, so he separated a large group of workers into teams of ten, asking each team to come up with ten ideas for improving the business.Then the team leaders were brought into a room where the company’s executives were gathered and were asked to â€Å"sell† as many of their team’s ideas as possible. The executives, for their part, had been instructed to â€Å"buy†as many ideas as possible. The team leaders swarmed like bees to honey to the few executives who had reputations for being good listeners and open to new ideas. The other executives stood by idly because team leaders assumed from past experience that they wouldn’t listen. One company that used process fairness to create value is Progressive Casualty Insurance.In 1994, the ? rm began to give potential customers comparison rates from two competitors along with its own quotes for auto insurance. Even though Progressive’s rates weren’t always the lowest, the very act of delivering this information created goodwill. Potential customers felt that they were being treated honestly, and the practice drew many new sales. servant, Winston S. Churchill. † After being castigated by his countrymen for the letter’s deferential tone, Churchill is said to have retorted, â€Å"When you have to kill a man, it costs nothing to be polite. In a change management seminar I’ve taught to more than 40 0 managers, I ask participants to rate themselves on how well they plan and implement organizational change. I also ask the managers’ bosses, peers, direct reports, and customers to rate them. The measure ers were â€Å"lucky enough to still have their jobs. † But economically supporting those who lost their jobs doesn’t cancel out the need to show process fairness to those affected by the change–which, incidentally, includes everyone.Ironically, the fact that process fairness is relatively inexpensive ? nancially may be why this numbers-oriented executive undervalued it. Another reason process fairness may be overlooked is because some of its bene? ts aren’t obvious to executives. Instead of wrestling with uncomfortable emotions, many managers ? nd it easier to sidestep the issue– and the people affected by it–altogether. contains more than 30 items, and managers consistently give themselves the highest marks on the item that measure s process fairness: â€Å"When managing change, I ake extra efforts to treat people with dignity and respect. † Those rating them, however, are not nearly as positive. In fact, this is the only item in which managers’ self-assessments are signi? cantly higher than the ratings they receive from each of their groups. It’s not entirely clear why this perceptual gap exists. Perhaps managers are tuned in to their intentions to treat others respectfully, but they aren’t as good at reading how those intentions come across to others. Or maybe it’s just wishful – and self-serving – thinking.Some managers wrongly believe that tangible resources are always more meaningful to employees than being treated decently. At a cocktail party, the CEO of a major international bank proudly told me about the hefty severance pay his company gave to its laid-off employees. I expressed admiration for his organization’s show of concern toward the people who lost their jobs and then asked what had been done for those who remained. Somewhat defensively, he said that it was only necessary to do something for the employees who were â€Å"affected† by the layoffs.The othSocial psychologist Marko Elovainio of the University of Helsinki and his colleagues recently conducted a study of more than 31,000 Finnish employees, examining the relationship between employees’ negative life events (such as the onset of a severe illness or death of a spouse) and the frequency of sicknessrelated absences from work for the subsequent 30 months. The study showed that the tendency for negative life events to translate into sickness-related absences depended on how much process fairness employees experienced before the events occurred.That is, not being pretreated with process fairness led to absences waiting to happen. Sometimes corporate policies hinder fair process. The legal department may discourage managers from explaining their decisio ns, for instance, on the grounds that disclosure of information could make the company vulnerable to lawsuits. Better not to say anything at all, the thinking goes, than to risk having the information come back to haunt the organization in the courtroom. Clearly, legal considerations about what to communicate are important, but they should not be taken to unnecessary extremes.All too often organizations withhold information (such as the alternatives to downsizing that have harvard business review Why Isn’t Everybody Doing It? With all that process fairness has going for it, one might expect that executives would practice it regularly. Unfortunately, many (if not most) don’t. They’d do well to follow the example of Winston Churchill, who keenly understood the cost-effectiveness of process fairness. On the day after the bombing of Pearl Harbor, Churchill wrote a declaration of war to the Japanese, ending it as follows: â€Å"I have the honour to be, with high con sideration, Sir, Your obedient 126W h y I t’s S o H a rd t o B e Fa i r †¢ B E S T P R A C T I C E been considered) when revealing it would have done far more good. Legal and medical advocates in Hawaii, for instance, are currently drafting a statute that would allow health care professionals to apologize for medical errors without increasing the risk of lawsuits. Doctors often refrain from apologizing for mistakes because they fear that admitting them will anger their patients, who will then be more likely to ? le malpractice suits. In fact, the opposite is true: Patients who feel they’ve been treated disrespectfully ? e more malpractice suits than those who feel they have been treated with dignity. By making apologies for medical mistakes inadmissible during a trial, the law would let doctors express regrets without worrying that doing so would hurt them in court. Managers who unwaveringly believe that knowledge is power may fear that engaging in process fairnes s will weaken their power. After all, if employees have a voice in deciding how things should be run, who needs a manager? Managers sometimes do run the risk of losing power when they involve others in decision making.But usually the practice of process fairness increases power and in? uence. When employees feel that they are heard in the decision-making process, they are more likely to support– rather than merely comply with – those decisions, their bosses, and the organization as a whole. The desire to avoid uncomfortable situations is another reason managers fail to practice process fairness. As Robert Folger of the University of Central Florida has suggested, managers who plan and implement tough decisions often experience con? icting emotions. They might want to approach the affected parties out of sympathy and to explain the hinking behind a decision, but the desire to avoid them is also strong. Andy Molinsky at Brandeis University and Harvard Business Schoolâ₠¬â„¢s Joshua Margolis analyzed why managers ? nd it so hard to perform necessary evils (such as laying off employees and delivering other bad news) with interpersonal sensitivity, which is an important element of process fairness. Leaders in this situation have to manage their own internal dramas, including feelings of guilt (for, say, making poor strategic decisions that led to the downsizing) and anxiety (about having suf? ient interpersonal sensitivity to accomplish the task gracefully). Instead of wrestling with those uncomfortable emotions, many managers ? nd it easier to sidestep the issue–and the people affected by it– altogether. â€Å"Emotional contagion† also comes into play in these situations. Just as we tend to laugh when we see others laugh, even when we don’t know why, we also involuntarily feel anxious or sad when those around us feel that way – and that’s uncomfortable. No wonder so many managers avoid people in emotional pa in. Unfortunately, such avoidance makes it very unlikely that they will practice process fairness.Breadth. Depth. Performance. Leadership. Tuck Executive Program July 22–August 11 Leading high-potential and senior executives to new levels of business performance Gateway to Business Management April 30–May 5 & November 12-17 Delivering skills and perspective functional managers need for advancement Finance Essentials for Senior Managers September 10–15 Offering greater accountability and transparency in your organization New Branding Imperatives May 7–9 Presenting strategies for maximizing brand equity and competitive positioning www. tuck. dartmouth. edu/exec 603-646-2839 tuck. xec. [email  protected] edu B E S T P R A C T I C E †¢ W h y I t’s S o H a rd t o B e Fa i r I can understand how managers feel. Several years ago, I was working with a telecommunications organization after the ? rst layoffs in the company’s history. The CEO an d his senior management team wanted me to talk to the midlevel managers about how the layoffs would affect the people who remained and what they could do to help their direct reports â€Å"get over it. † Feeling betrayed and fearful, however, the midlevel managers were in no mood to help others return to business as usual. They identi? d me with the problem and implied that I was partly responsible for the decision to downsize. That was a moment of real insight for me: Trying to counsel this unhappy and suspicious group, I completely understood the discomfort that managers experience when they’re called on to act compassionately toward people who feel aggrieved. It was much harder than I expected. The senior managers of the company admitted to me that they were tempted to avoid the rank and ? le – partly out of guilt and partly because they doubted whether they would be able to keep a cool enough head to practice process fairness.That’s a natural response , but ignoring negative emotions only keeps them swirling around longer. When senior managers made themselves more accessible to their workforce, employees reacted positively, and the organization developed a renewed sense of purpose. ter able to cope with (and hence not act on) their negative emotions. Furthermore, managers are more likely to endure a dif? cult process when they know that the effort will have a tangible payoff. But it’s not enough for managers to be vaguely aware that process fairness is cost effective. Corporate executives should educate them about all the ? nancial bene? ts, using charts and ? ures, just as they would when making a business case for other important organizational initiatives. Invest in training. Study after study has shown that fair-process training can make a big difference. Subordinates of the trained managers, for instance, are When I was working with an executive at a utility company several years ago, for example, I noticed that she m ade a common mistake: She didn’t tell others that she had seriously considered their opinions before making her decisions, even though she had. I advised her to preface her explanations by saying explicitly that she had â€Å"given their input some serious thought. Six months later, she told me my advice had been priceless. She learned that it’s not enough for executives just to be fair, they also have to be seen as fair. Training is most effective when it’s delivered in several installments rather than all at once. For example, one suc- It’s not enough for executives just to be fair; they also have to be seen as fair. Toward Process Fairness Companies can take several steps to make fair process the norm. Address the knowledge gaps. Managers need to be warned about the negative emotions they might experience when practicing fair process.Merely acknowledging that it is legitimate to feel like ? eeing the scene can help managers withstand the impulse to do so. Studies have shown that people can tolerate negative experiences more easily when they expect them. Just as forewarned surgical patients have been found to experience less postoperative pain, forewarned managers may be bet128 not only signi? cantly less likely to steal or to resign from the organization, but they are also more likely to go the extra mile – aiding coworkers who have been absent, helping orient new employees, assisting supervisors with their duties, and working overtime.Several studies by Jerald Greenberg have even found that employees whose managers underwent process fairness training suffered signi? cantly less insomnia when coping with stressful work conditions. Daniel Skarlicki, of the University of British Columbia’s Sauder School of Business, and Gary Latham, of the University of Toronto’s Joseph L. Rotman School of Management, have identi? ed some factors of an effective process fairness training program. Participants respond better to active guidance than to a lecture on the bene? ts of improved process fairness.That’s why it’s particularly effective to give trainees speci? c instructions on what they need to do and how they need to do it, such as how to detect resistance to a new strategic initiative. After the participants have practiced these behaviors, give them feedback and let them try again. cessful program consisted of a two-hour session each week for eight weeks, along with assigned role-playing homework. That way, participants could receive feedback from instructors during the formal training sessions and from their peers in between meetings.As with most constructive feedback, referring to behaviors (â€Å"You never explained why you made this decision†) rather than to traits (â€Å"You came across as condescending†) proved to be most compelling. Both the process and the outcome of the training need to be communicated to participants – but not at the same time. Before the sessions begin, focus on the outcome. Participants are likely to be far more engaged if they are told that the program will help them gain their employees’ commitment to strategy implementation than if they are told it will help them communicate that they’ve seriously considered other people’s points of view.During the course, however, focus on process. Thinking about expected outcomes (improved strategy implementation, for instance) can distract people from learning the speci? c practical skills they need (such harvard business review as how to involve people in decision making) to achieve the desired results. Finally, it is important for trainees to maintain expectations that are both optimistic and realistic. Once again, the distinction between outcome and process is useful to keep in mind.You can generate optimism by focusing on the outcomes: Touting the improvements that previous trainees have made should help people feel positive about their own chanc es for growth. And you can inject realism by focusing on the process: Behavioral change is dif? cult and rarely takes a linear course. Trainees shouldn’t expect to get better at process fairness day by day; but, if they keep working at it, they will improve. I suggest trainees ask themselves three months after the program if they are practicing process fairness more on average than they were three months prior to it.Conducting after-action reviews also helps managers continue to hone their skills long after the training sessions are over. Make process fairness a top priority. Like most managerial behaviors, the practice of process fairness must begin at the top. When senior managers explain why they have made certain strategic decisions, make themselves available for honest two-way communication with the rank and ? le, involve employees in decision making, provide ample advance notice of change, and treat people’s concerns with respect, the practice of process fairness is likely to spread like wild? e throughout the rest of the organization. By modeling process fairness, senior management does more than communicate organizational values; it also sends a message about â€Å"the art of the possible. † People are more likely to try to tackle dif? cult challenges when they see others whom they respect doing so. In one company that was trying to implement a much-needed restructuring, senior executives effectively served as role models not only by describing the mixed feelings they had about practicing process fairness but also by articulating the process they went through that ultimately convinced them to do march 2006 o. The message they sent was that it was legitimate for operational managers to have mixed emotions, but, at the end of the day, the reasons in favor of practicing process fairness prevailed. In addition to acting as role models, senior managers may communicate the value they place on process fairness by making its practice a leg itimate topic of conversation throughout the organization. I worked with one company, for example, that selected its employee of the month based on process fairness skills as well as bottom-line results.Other organizations have made managers’ annual pay raises partly dependent on 360-degree feedback about how they plan and implement decisions, in which perceptions of process fairness ? gure prominently. Recent corporate scandals show that giving workforces outcome-only directives (â€Å"I don’t care how you get there, just get there†) can be disastrous. Forwardthinking organizations care not only about the outcomes their managers produce but also about the fairness of the process they use to achieve them. This is not a call for micromanagement.Just as there is usually more than one way to produce ? nancial results, there is more than one way to involve people in decision making, to communicate why certain actions are being undertaken, and to express thoughtfulne ss and concern. †¢Ã¢â‚¬ ¢Ã¢â‚¬ ¢ There is a moral imperative for companies to practice process fairness. It is, simply put, the right thing to do. As such, process fairness is the responsibility of all executives, at all levels, and in all functions; it cannot be delegated to HR. But with that moral responsibility comes business opportunity.An executive must minimize the costs of decisions that might threaten employees and maximize the bene? ts of decisions that may be sources of opportunity for them. In both instances, practicing process fairness will help get you there. The sooner you realize it, the better off you and your company will be. Reprint R0603H To order, see page 151. â€Å"A new, surprising, and authoritative take on an important aspect of modern society that most people just don’t know about. † Toby Lester, Deputy Managing Editor, The Atlantic Monthly Fred Reichheld is the godfather of customer loyalty. His new book, The Ultimate Question, continues to push the envelope with innovative, practical ideas. † John Donahoe, President, eBay Marketplace â€Å"Perceptive analysis brought to life by references to real people and real situations. † Kieran C. Poynter, Chairman, PricewaterhouseCoopers LLp AVAILABLE WHEREVER BOOKS ARE SOLD, INCLUDING: 5th Ave. & 46th St. , NYC Rockefeller Center 5th Ave. & 48th St. , NYC HARVARD BUSINESS SCHOOL PRESS www. HBSPress. org

Armco Inc. †Midwestern Steel Division Essay

Armco Inc is a steel manufacturer that used to be the sixth largest in its industry in United States in 1990. The Kansas City Works within its Midwestern Steel Division was hit by the decline in the business in the US steel industry. The firm produces grinding media and carbon wire rod. The first one has been successful in the industry with its great durability compared to the competitors. Carbon wire rods on the other hand were non profitable and covered only some of its fixed costs through its production volume. The old performance measurement system used by Armco Inc did not work properly because it had some problems. First, it did not provide information on the product mix being produced while it provided data on total tonnage produced but didn’t breakdown what was produced. Second the measurement system compared actual to objective but didn’t provide data on what factors exactly caused variance. Third, the costs were not broken down by fixed costs, variable costs a nd relevant range. Also the reports were generated on the 15th day following every month ending so I think managers could not take immediate corrective actions which would have been sometimes very necessary. In my opinion, also the fact that the system did not measure Key Performance Index for each department such as the new system, is one important reason why the old system was inadequate. Even if the operating managers liked the old system, the new system was necessary. The operating managers may have liked the old system probably because it is understandable that no one likes to be moved out of their familiar comfort zone after many years. In my opinion the greatest weakness of the old system is that the data it provides isn’t clear enough and it is quite difficult to read and understand properly. The new system for instance proposes to focus on ten different measures. The measures have exact â€Å"goals† which is positive. It is also good point that with the new system production managers were no longer held accountable for all costs incurred. It has to be said that the implementation of the process of the new system was done so fast that the top managers could not train other managers to use the new system. I think this was quite a problem. Some actions or changes could be recommended for the new system. For example in my opinion it would probably be good to specify the fixed and variable costs so that managers could have an idea of the differences of each type of costs. Also the proper training supply for the managers would be more than important thing to do. Because there were some uncontrollable factors which affected significantly the production process I think Armco Inc could try to ask some energy companies to diagnose the transformer failures and figure out if there were any other ways to fix the problem permanently. They also could consider having some generators to back up the possible power failures so that the production would not stop suddenly. I read the documentary twice and made some notes about the key points. Then I tried to figure out the problems and the possible conclusions to them. I learned about the importance of proper measurement system and the importance of the functional training program for the managers if there are any changes in the important practices of the firm.

Difference between NIetzche's and Hegel's views on education (bildung) Essay

Difference between NIetzche's and Hegel's views on education (bildung) - Essay Example There is a difference between Hegel’s view that education (Bildung) is for everyone, and that everyone can be educated. Hegel emphasized that Bildung in the Civil Society refers to the education of the conscience to learn how to link the specific and the universal. The author reiterates that the Bildung includes giving credibility to the universal. The author goes further by stating that the Bildung education incorporates the theory that the individual members of society are private persons having their own diverse interests, wants, and needs as their objective. Since the objective goes through mediation passing through the universal, the individuals interpret the objective as the means. The individuals can attain their objective only if they determine their own diverse knowledge, volition, and action in a universal way in order to make themselves connections in the continuum chain. The above quote clearly shows that education, during Hegel’s time and during our present generation, is intertwined with many significant factors. For example, the students study engineering with the hope that they will be landing an engineering job, after graduation. The management students spend lots of time mastering their management concepts with the hope they will become future managers in the work place. In turn, the engineering companies are willing to accept new employees if they have the necessary skills, capabilities, and other relevant experiences needed to ensure the company’s goals are achieved on time and with quality. Hegel explains this process by stating that the uneducated person starts out from a perspective in which the specific interest is the objective and the universal is the means. This is the reverse of the proper relationship, in accordance with the universal is the objective and the specific is the means. Hegel explains that Bildung education is the dynamic relationship between the subjective aspects as well as the objective aspects of CRIC. To develop the subjective aspect, the full capability for holding on to the specific and universal in one firm bind, with thee objective presence of such institutions and objective precedence relations between them already in place. In addition, the subjective sense of CRIC sustains and aids the objective order. This can be explained as follows. The form of universality to where the specific had worked its way up and cultivated [heraufgebildet] itself, the comprehension [verstandigkeit], makes it happen that at the same time the specific [Besonderheit] is metamorphosed to the genuine being for itself of the individuality [Enizelheit]. Likewise, since the specific that universality accepts both the content which fills it and its infinite self-determination, specialty is itself cropping up in ethical life as free subjectivity which has infinite being for itself. The individual reaches universality. The universal reaches its content and infinite self-determination from the inter est as well as actions of the individuals. In short, Hegel’s Bildung education places importance on learning through action activities, as opposed to learning through book reading activities1. Further, Hegel theorizes in his valedictory address, on its graduating 1788 class, that the Turkish State had neglected its major responsibility to educate its citizens. Hegel states that education is a great influence on Turkey’s and any other average state’s government affairs. Bildung is pegged as the foundation of the political body. Manners, the state’s primary responsibility to further the citizen’s education and learning, sciences focus on the societal elements, and the arts2. In addition, there are many loyalists to the

Ethical Self-Assessment Essay Example | Topics and Well Written Essays - 750 words

Ethical Self-Assessment - Essay Example I realized that every decision I made in the workplace and even in my private life has an ethical aspect to it and failing to address this can lead to unethical actions. I also realised that every action and decision taken will affect both me and at least another individual in a certain way. In this regard, when making decisions, it is necessary to know when to act in which way and how this will affect the other person; this is especially so with regard to the patients I deal with and the people I work with. The ACHE standards are important in guiding my professional ethical conduct as they act as a guidelines as well as a reminder of the importance of ethical behaviour and ethical conduct. The ACHE standards are important in reminding me how important it is for a professional in my career to be able look at the ways in which my actions affect the other people. ACHE standards are geared towards affecting the way people think about their actions with regard to other people. As an indi vidual, ACHE standards have made me to rethink the way I do things and the way I look at issues. They have reminded me that in making decisions, I should be able to think about the other person and not just how the decision will be beneficial to me. My individual ethics determines how I make decisions and how I act in all times. Regardless of the ACHE standards, I am an honest person and I believe in fairness. In this regard, I always look for fairness when making decisions and when acting in certain ways. This helps me to make the right decisions and to be able to consider how my decisions will affect other people. However, there are those instances where I may drop my guard and may not essentially act in the ethical way. One example of such a time is when dealing with other people’s actions. ACHE standards have made me to realise that ethical conduct is not just limited to my actions, but rather that it also has to do with how I deal with other people’s actions. In t his regard, if a colleague acts in an unethical way, it is my ethical responsibility to correct them and to make sure that such unethical actions are not tolerated. Acting in an ethical manner can be a big challenge due to a number of issues. One main issue has to do with the fact that one may not know when he or she is acting in an unethical way. In this regard, one of the strategies which I will use in order to help myself to act in an ethical manner in the future is by learning as much as possible about ethical issues. For instance, studying the ACHE standards can help me to identify the many situations in which I should be alert ethically. As described above, being able to correct the actions of others when they are unethical is part of ethical behaviour and failing to do so is unethical. This was only made clear to me after studying the ACHE ethical standards. In this regard, I intend to learn as much as possible in order to make sure that I understand as much as possible the v arious issues which constitute unethical behaviour. The other important thing which I will include in my strategy for the future with regard to ethical behaviour is acting in time and being proactive. By reading the ACHE ethical standards, I realised that failing to act in time and only acting in the last minute is one of the factors which lead to unethical action because one is left with little choice. In this regard, I will start acting proactively to make sure that

Online education can be good supplement to regular school education Research Paper

Online education can be good supplement to regular school education - Research Paper Example According to Doan, Kim and Bloomfield (65), this kind of education is facilitated by virtual schools which are web-based programs catering for distance education students’ needs. Virtual schools provide facilitation for online education by providing the necessary learning environment consisting of software and hardware essential for online learning (Means 9). In the list of what virtual schools provide are cyber schools, electronic schools, cyber charts and e-schools. The internet has been observed to contain information overload (Greenblatt and Washington, DC: Congressional Quarterly 788). This information is important in providing expansion of knowledge that is attained in regular school education. Thus, online learning serves this purpose of adding to the learning attained through regular school education programs. The combination of both, regular school learning and online learning, characteristically comprise what is referred to as blended learning. This has substantial benefits to an individual’s knowledge enrichment. The delivery as well as receiving of online courses involves relatively user-friendly essential software and hardware. The software system utilized for the packaging the communication tools, grade book, course content among other essential elements of the course is the learning management system (LMS) (Doan, Kim and Bloomfield 63). The second essential software for online learning is the student information system (SIS) which basically manages the students’ data (Ibid 63). Online instructors and students utilize audio and video plug-ins: to share course contents. Basic productivity software such as web browsers, Microsoft Word, Adobe Acrobat Reader and Microsoft PowerPoint are important for a variety of activities expected of the instructors and students for information sharing (Ibid 64). Hardware requirements are also

Evaluation Argument Essay Example | Topics and Well Written Essays - 750 words

Evaluation Argument - Essay Example Regulations that would control production of materials in media that do not meet ethical requirements have not been made. Where these regulations exist, very few people have confidence in them. The major cause of worry is the fact that these media products are accessed by small children who are easy to influence. With education and training, children access these social media services. Media sites are made available to these children because they come in a wide variety. Many organizations and groups have risen in opposition to media sites that advance immoral behaviors, but still a lot is left to be done. Organizations that are opposed to these media sites raise the question of who allows these unethical materials and the motives of producers. In the current world, technological advancement has saturated the world reaching to young children. Children are allowed to watch games that emphasize on winning and losing. Although these values are good to adults, it takes away the values of loyalty for seniors from the value system of children. On the other hand, time on social media has taken the time for family discussion. Dinner conversations have been overtaken by facebook, twitter, emails, and websites. Watching movies and TV shows have taken the place of counseling for children by parents. This has resulted in children who have no value for ethics (Carter 29). The technological advancement has made media devices too available for young children. This way, young children are able to operate computers and access sites that are not showing ethical materials. Sites that show naked people are popular among children as a result of peer influence. These have resulted in decay of morals of these young children. Use of media has not been subjected to social ethic scrutiny. This has resulted in production of materials that are against widely accepted morals within a society. Regardless of this, there are no functionally reliable laws to regulate materials that are posted i n social media. In America, TV industry was allowed to employ free rating in production of their programs. This allowed them to regulate what they produce regardless of who they reach. In return, the TV industry has resulted in production of programs that are indecent morals. Many of American citizens believe that this law will help reduce the rates of indecency acts in media (PR Newswire par 3). Awareness of existence of these media sites that show immoral materials are known by all people including policy makers yet little has been done about them. Religious organizations raise alarm but little response is realized. On the other hand, individuals who have been found guilty of publicizing immoral materials have not been convicted because are there are no laws that regulate materials to be published. There are few states that have regulations laws that bind violators of moral values. According to PR Newswire (par 5), TV industries accept payment for morally indecent materials that m ay promote moral decay of the people who consume them. Federal Communications Commission allowed these productions to go on air arguing that these programs should be run at a time that is later than midnight. On other cases, internet service providers receive money from producers of immoral programs and blogs and websites. This has deteriorated the case of immorality levels in the world (PR Newswire par 5-7). The behavior of children and adults who consume these materials continue

PANC-1 cell line Essay Example | Topics and Well Written Essays - 1250 words

PANC-1 cell line - Essay Example nts who go through the resection and have the free margins of tumor, the reported 5-year rate of survival can only be between ten to twenty five percent (Ke, Wang, Xu, and Abassi, 2011). Whenever the pancreatic cancer turns to be metastatic, it becomes uniformly fatal having an overall survival of approximately six months from the time of diagnosis (Blackburn, Vay Liang, and Milner, 2011). For the past thirty years a combined method of radiotherapy, surgery, and chemotherapy have been applied in treating pancreatic cancer (Mani, Guo, & Liao, 2008). However, there has been no huge improvement in the rate of survival. This means that a powerful therapeutic method is required. In attempts of obtaining an appropriate therapeutic strategy for pancreatic cancer, this paper investigates the effect of caffeine on the PANC-1 cells. Pancreatic Cancer is one of the leading causes of deaths in world. Even with recent efforts to come up with modalities, the rate of mortality remains being high. Caffeine can be used in treating this illness, even though the molecular mechanisms of the agents are not understood fully. This is, to some extent, responsible for the failing of these agents in treating pancreatic cancer. In a study conducted in this field, PANC –1 mutant p53 was used in investigating the influence of caffeine on the growth of cells and the effect on cell modulation cycle and the gene apoptosis relation (RÃ ¼ckert, Werner, & Aust, 2012). The extraction of proteins from these cells was treated 4 mM of Caffeine was put to a western blot analysis. The cells of drug treating were analyzed for the calculation of the number of those cells that experience apoptosis. In the observation, the study found out the time and dose dependent inhibition of growth was seen in the PANC cells after the treatment with caffeine (Mani, Guo, & Liao, 2008). The analysis by the western blot displayed an up regulation of the p21WAF1 in the cell lines that were treated with caffeine. In

How industrialization changed family life (1900s-1950s era) Research Paper

How industrialization changed family life (1900s-1950s era) - Research Paper Example (Berlanstein, 1992) Industrial Revolution began in Britain in eighteenth century with little innovations in different sectors like Textile, Steam engine and Iron making which gradually spread over other regions across the world in the nineteenth century. These innovations and technological advancement took off economical instability and replaced fine growth in economic stability which ultimately changed people’s perception of Industrial Revolution. It undoubtedly increased the rate of average income and people were quite enthusiastic with their rising living standards but people were ignorant about the cost they had to pay in return of this materialistic growth. Concentrating more on nineteenth century, in the first two decades of 19th century, metal machinery tools were produced which were further used to manufacture heavy industrial machineries which eventually contributed enormously in formal industrialization across European Countries. The industrial growth within the span of fifty years was so magnificent that people were completely unaware of the fact that they are demoralizing their family traditions like having dinner together or being a part of a family time or events. SONGS OF INNOCENCE AND SONGS OF EXPERIENCE: (Blake, 2008) Songs of Innocence and Songs of Experience is a compilation of fifty four short poems by William Blake. It is divided into two sections: Songs of Innocence and Songs of Experience. In these two sections he beautifully composed the rhymes through which he artistically delivered his thoughts to the readers that how a human soul is conflicted between the two contrary states of satisfaction and suppression. William brilliantly examined that a childhood is a period where innocence lies within but it is also sensitive to the fallen world of corruption, injustice and oppression. He mentioned and raised a voice against people or society who spoils the childhood by fear, oppression and inhibition. William further stated that human p sychology proves that how a human soul rejoice when it is set free and how it gets suppressed when it is kept isolated. William Blake was a smart mind and raised a major issue through his simple sweet poems. He indirectly created the guilt and targeted the people who for the sake of some pennies kept child labors which was cheaper, more hardworking and could be kept under pressure. He protested against child labor through his beautiful compilation of thoughts and vision over Innocence and Experience. CHILDHOOD LABOR: (Griffin, Emma, 2011) says that during the time of industrialization in Britain, almost every working class child was labored and it is an indigestible truth that majority of Britain Children did not enjoy the freedom of physical and mental growth through education and play. Children from mediocre class were bound to work to support their fragile families. (Humphries, 2010) interrogated with the autobiographers who had their childhood in between 18th and the 19th centur y and they all were not excited what they did in their childhood, neither they had a healthy relationship with their parents because they felt that their major rights of being a free happy child was taken away in return of hard work, responsibilities and hunger. Humphries presented a remarkable compilation of autobiographies which illuminated the harsh truth of Industrial Revolution in 19th century

Works of Art. Denticas artistic works Essay Example | Topics and Well Written Essays - 750 words

Works of Art. Denticas artistic works - Essay Example Stories by Dentica not only represent the politics in the country but also the culture that the society especially, women have to defy in order becoming successful in the society (Munro 76). In this writing, emphasis will be on the stories, children of the sea, seeing things simply, and epilogue; women like us. Violence and suffering The story children of the sea are Dentica’s work in which she narrates a story of two persons in Haiti. The theme of suffering and violence is evident from the story where the narrator tells of the challenges and hardships of life in the war torn region. The story entails two lovers separated by war in the country (Munro 76). The author brings them together in his unique writing skills. The â€Å"boat people’’ is in use to describe the lover of the female and the sufferings that he has to experience. From the narrator we get the phrase â€Å"a number of students were shot in front of fort Dimanche today, they protested for the bodi es of the radio six†. This describes the level of violence in Haiti and the oppressions plus sufferings they encountered. The author utilizes stylistic language to express the problems faced by the people (Munro 76). For example, she uses the vultures to explain how she spends nights without sleep listening and â€Å"counting bullets in the dark† (Munro 76).... Her baby succumbs to the hush conditions that she faces in the boat which leads her to great desperation. Eventually, the boat could not stay floating for long. In the children of the sea, the narrator utilizes first person narration to describe the violence and problems faced by in the story (Davis 74). Celline tells to her lover how she got pregnant from the ordeal with the macoutes. The author uses the phrase â€Å"cutting the face† to explain the action that Celine took to escape from her country. The narration creates a picture of the situation in Haiti due to the author’s use of styles such as symbolism. This enables her to convey her messages to the audience concerning the issue of oppression and the role of the women in the story (Davis 72). To express the pain in the society, the author utilizes crying as a symbol. The inhabitants of Haiti face problems and therefore cry. In addition, the author explains the lack of senses of the dead as Celine’s baby do es not cry. The butterflies in the story convey information that relates to the difficult situations presented by the narrator. For example, there was a black butterfly which indicated the death of the narrator (Braziel 77). Through the use of symbols and other styles, the author portrays the writing as an art. The story seeing things simply presents Danticats use of style to communicate writing as an art. It consists of princesse and her encounters when she visits her painting friend. While Catherine is talking about art, princesse poses naked, but she is shy. She eventually gains her confidence because no other person watches her (Braziel 77). Through Catherine’s mentorship, princesse is able to produce a painting of her own. When she is going to the painter, she encounters

History of the olympic games Term Paper Example | Topics and Well Written Essays - 1500 words

History of the olympic games - Term Paper Example These activities later improved. Since at that time, man had little knowledge of other activities the survival skills therefore created entertainment activities. They would wrestle to determine who is strongest in the community and they would be chosen as leaders because of their strength. Division of the small societies due to disagreement created the need for improvement of these skills. To prevent fights between these communities Heracles created peaceful sports. Olympic Games founder was the son of Zeus. Dedication of these games was to the Olympian gods and staged at the ancient plains of Olympia. Herakles initiated the Olympic Games so as to reunite warring nations. Individuals who would be caught with weapons at Olympia would fall under Zeus’s wrath. Soldiers and may others joined this noble cause. Sport then became competitive with awards given to winners with acknowledgment of their families. This created interest and desire as many athletes used this to uplift their families’ names. The games were every four years, in a span called the Olympiad. There were no rules in this games and most focused on proving masculinity. Athletes competed as individuals. Cheating was not part of the game, and those caught cheating fined heavily, and the money used to build the Zanes; statues of Zeus. Games in this period concentrated only on single races. A naked runner Coroebus who was a runner from Elis won the Stade; a run of approximately 192 meters which by then was the only event in the Olympics. After the stade run, different sports came into existence including the Hoplitodrome. This was a footrace while the athletes wore their full armor. Another sport was the pentathlon which like the name suggests the athletes competed in different sports during the same event, these included wrestling, jumping, discus, sprinting and, javelin. A

Lucas v Dole Essay Example for Free

Lucas v Dole Essay In the Fall of 1987, plaintiff Julia Lucas appeals the dismissal of her job discrimination suit. Lucas, a white woman, argues that she was the victim of reverse discrimination when Rosa Wright, a less qualified black woman, was promoted to the Quality Assurance and Training Specialist position at her job. The judge dismissed the claim, finding that Lucas did not make out a prima facie case (Open Jurist, 2011). Statement of the Problem Both Julia Lucas, a white woman, and Rosa Wright, a black woman, work for the Federal Aviation Administration (FAA). They both applied for Quality Assurance and  Training Specialist (QATS) positions at the Flight Service Station in Leesburg, Virginia. Both women, along with nineteen other applicants, were qualified for the two positions that were available. Edward Dietz, the official who interviewed the top four applicants, selected Rosa Wright and another woman named Sharon Hall as the best candidates to fill the positions. Edward Dietz did not consider Julia Lucas. Lucas believed she was reverse discriminated and took the case to court (Open Jurist, 2011). Findings of Fact It was verified that although FAA determined that all nineteen applicants were ualified, Wright did not have a current Pilot Weather Briefing Certificate at the time of her selection, a QATS job requirement. Lucas presented other evidence in order to show discrimination. She testified to the subjective nature of the interviewing process, which consisted of five general questions concerning the QATS position. She presented Lucas v. Dole 3 evidence that her answers were detailed and job specific, while Wrights were broad and could apply to many jobs. Evidence also showed that in July 1985, Wright was given a temporary position involving education and training of students learning about the air raffic control system. The temporary position was not advertised to other workers in the customary way, and Wright was selected before some workers knew of the opening. Five other employees also testified that race may have been a factor in the selection of Wright and in other situations at the Leesburg facility. Favoritism there had helped create poor labor-management relations, although it is not clear whether the favoritism was racially motivated. The last piece of evidentiary support Lucas had was the comparison of her own professional experience and qualifications with those of Wright (Open Jurist, 2011). Impact in the Workplace Reverse discrimination is a controversial form of discrimination against members of a dominant or majority group, including the city or state, or in favor of members of a minority or historically disadvantaged group† (Wikipedia, 2011). Whether discrimination is reversed or not, Conclusions The judge dismissed the case, finding that Julia Lucas did not make out a prima facie case. In other words, it was not â€Å"based on the first impression; nor was it accepted as correct until proven otherwise† (Wikipedia, 2011). A prima facie case of unequal treatment by direct or indirect evidence of discrimination is under the McDonnell Douglas framework. To establish a prima facie case under the McDonnell Douglas framework, a plaintiff must show (1) she is a member of a protected group; (2) she applied and was qualified for a job that was open; (3) she was rejected, and (4) the job remained vacant. Lucas satisfies the basic requirements of McDonnell Douglas, except that the job did not remain open. In her testimony, Lucas admitted that she scored in the bottom third among the interviewees, and that those above her included blacks, whites and Hispanics. In conclusion, there was no evidence that racial discrimination was involved in Rosa Wright’s promotion. (Open Jurist, 2011).

Features of Crime Fiction

Features of Crime Fiction The Inside of Crime Fiction Documentary Script Crime Fiction, a source of constant fascination. Being amidst the danger, pulse-pounding exploits, or the nerve-racking chase to a rocket-driven conclusion, we revel in the stories of crime fiction, the stories of murder from greed, lust, avarice, revenge, cowardice and nobility. We love to live through a characters experiences, that makes it tolerable, even enjoyable. To be amongst the heroes that solve the case and look out for our protection. But why are we arrested and captured by the genre of crime fiction novels and shows in this modern-age. Its because of one significant reason that stands out from many: the chance youll encounter a ghost, be transported to another planet, or have some paranormal experience is quite remote and so is the Sci-fi and dystopian genre, struck in pure fantasy, which doesnt seem to be within the realm of possibility. Crime novels tap into the prospect of the possible which makes them ever more compelling and frightening. But more than fear it is the possibility of evil driving the popularity of this genre. The Inside of Crime Fiction, will take into view two of televisions enthralling crime dramas, Midsomer Murders and Murdoch Mysteries and dive into the similarities and differences of the features. Each series contains elements that a crime fiction cannot be without. These are evident in both crime dramas: the seemingly unsolvable, impossible to solve case, an interested sleuth, unsavoury and empathetic characters, danger and tension: the heart racing element of suspense until the very last second, a motive of the criminals actions pieced together at the end of the story where the puzzle is finished, a criminal: a murderer, the more charming, smart or psychopathic, the more compelling the search is. Suspects, a range of people who could have committed the crime, clues that point toward the criminals identity and wrong-doings and red herrings driving the viewer away from the right conclusion, on a path to a dead end rather than a path to more pathways and an alibi, to demonstrate that the accused was not present at a crime. Midsomer Murders and Murdoch Mysteries features these elements that drives a successful crime fiction series that has been producing for 10+ consecutive seasons. Based on the original novels by Maureen Jennings, we transported back-in-time, at the turn of the 20th Century: the late 1890s to early 1900s, distinguishes eccentric Canadian Artful Detective, William Murdoch, closely investigating alongside his wife, Dr. Julia Ogden and side-kick, Constable Crabtree. Investigating the toughest cases with Steampunk operations and technologies at his side, employing radical new scientific and forensic techniques like fingerprinting, ultra violet light, blood testing, surveillance and trace evidence to solve the city of Torontos most covered, precise and gruesome murders. (Writer of Original Novel Series: Maureen Jennings Talking) Weve specially added thought to the nature of how we wanted to create a series using realism but also capturing the 20th century technologies, inventors, scientists and history throughout the episodes, featured in the 10 consecutive seasons. Episodes feature anachronistic technology whereby Murdoch uses the existing technology of his time to improvise a crude prototype of a technology that would be more readily recognizable to the shows 21st-century audience. Weve also incorporated a major of the worlds most historical figures and true, universal shaping scientists and inventors including Sharpshooter, Annie Oakley, English writer, H G Wells, Serbian-American inventor and electrical engineer, Nikola Tesla, Queen Victoria. Also featured is Oliver Mowat, Orville and Wilbur Wright, Henry Ford, Sir Winston Churchill, Alexander Graham Bell, Emma Goldman, Harry Houdini and Thomas Edison. Weve created a world where characters refer to inventions of the 19th century and generalise from them, to future inventions. Such as: microwave ovens, night-vision goggles, computers, Cluedo, the family favourite board game and Hangman. In comparison with Murdoch Mysteries, Midsomer Murders is based in modern day English fictional county of Midsomer, initially written as a book series by Caroline Grahams, as originally adapted by Anthony Horowitz. The British detective drama revolves around DCI Barnabys efforts to solve numerous murders that take place involving town folk throughout each episode. Bizarre and gruesome murders are not unnatural featurings of the show. Murder implements include a cricket bat, a fire iron, a saucepan, a faulty microphone, the cord of a camera light meter, a candlestick, a doped horse, a pitchfork, a Celtic spear, liquid nicotine, a syringe, toxic fungus, a necktie, a slide projector, a switchblade razor, a drinks cabinet, a plough, a hammer, hemlock, vintage claret, bottles of relish, a poisonous frog, a longbow arrow, a French guillotine, a prop theatrical knife, King Neptunes trident, a hatpin, an Iron Maiden, rabbit grooming scissors and alien abduction. Visual and audio elements are utilised as a major enabler for the emotions that a viewer/reader feels. In Murdoch Mysteries and Midsomer Murders the audio used is either diegetic: visible on screen sound or non-diegetic sound: sound that is neither visible nor has it been implied to be present this includes sound effects for dramatic effects and/or mood music. Although the audio can be scarce, when used, it provides a large impact as it is used a climax or when a major event has occurred, the murder is in practise, the case is finally solved and a suspect is being interrogated. Visual is used to co-operate with the mysterious nature of the story and so, various narrative codes are in the visual of crime fiction. Flashbacks are used to give the audience information, showing aspects of a characters past which could contribute to their understanding of the crime and/or narrative. Point-of-view shots allow the audience to see the action from different perspectives even specifically the m urderers or victims eyes to build tension and suspense. Many other film techniques are used in crime fiction television dramas including the privileged spectator positons, places where the audience is shown aspects of the narrative that other characters cannot or will not be able to see and enigma codes, where the camera many only show some of the narrative, leaving the audience with unanswered questions. These visual and audio aspects are the appeal and thrill of crime drama that captures the audience to be addicted to the genre. But, why are television crime dramas important to the television industry and gain such an audience, one may ask? Crime Fiction is a well-established drama, ever rapidly growing as technology is established. They have high production values, a strong, rich narrative with much thought, literacy devices and elements used that not anyone can create and a range of characters and suspects. They reflect the real-life issues which are of relevance towards an audience. Finally, the thrill and popularity of Crime Fiction Television Dramas is for clearly one of multiple reasons, the audience is involved alongside the detectives to solve the impossible crime.

Maintaining Diversity in a Workplace

Maintaining Diversity in a Workplace In this review I am going to show how different public services have different methods of services so basically, this written opinion will show information about different methods used in the public services to make sure that they have a many different kinds of people or things all the workers in a company or country. I will gather some of the information, on workplace such as; policies and procedures, bullying and teasing and threatening over and over again in a mean way in workplace etc. In the public services there are different methods on how they can place certain policies and legislations in place with the government to make sure that services meet the standard needs of the public within matters of health and diversity. To meet these requirements, services have their own procedure and methods that are normally mentioned in the service policy so that can deal with their problems when they have any. Some of the organizations or services can be quite fixed on how to create their style of diverse workforce; I think they do that so that different groups of people that work with them can enjoy their work. Services also show they have an equal diversity by having a variety of religious meals that it can have a certain standard to those who are religious or any other such as vegetarian or diet meals, but not everything has to be about meals when some of the services provides things like prayer rooms or a room that can be used to concentrate and forget about everything else. Rooms that have been there and always will be there would be such things like toilets and changing rooms for male and female. In recent years the most services forbid woman to be either in the front line or to be alone when on patrol now the police service are trying to recruit more female officers as well as more people from minority groups with an aim to have a more many different kinds of people or things all the workers in a company or country who can relate more to the public. Not so long ago, it has been brought up that there is still institutional treating people badly or unfairly because of their race within the Police force, this, as well as many other reasons such as negative making prejudiced mental pictures, informal bias and ideas you think are true from related to a group of people with the same race, culture, religion, etc. minority groups themselves are reasons why people from minority groups are less likely to join. The Police have introduced some ways to try and create a more many different kinds of people or things all the workers in a company or country. Some of these methods include, improving the data collected on the age, male/female status, family and cultural characteristics, race and disability of their members so that these can be analyzed and tested/evaluated to see which areas are weakest and need strengthening to make sure that the officers reflect and relate to the community they are working in. Another way according from this source (Simpleask.co.uk) is positive advertising, for example, the Could you? series of actions to reach a goal which is the polices national putting something into use series of actions to reach a goal which once set up, the police received expressions of interest from nearly 100,000 people, 40% of whom were found to be women   They set up targets regularly for the different areas to recruit and keep/hold related to a group of people with the same race, culture, religion, etc. minority officers and females. In 2003 The City-based Police decided to allow foreign nationals to sign up to join the police force for the first time to help meet related to a group of people with the same race, culture, religion, etc. putting something into use targets due to being told that 25% of its all the workers in a company or country had to include people from minority backgrounds. Since then the police have been working hard to create a more many different kinds of people or things all the workers in a company or country. The police also have been doing different kind of searching; police officers that stop and search are now searching their kind of gender

Radio Frequency Identification Essay examples -- Technology, Communica

I. INTRODUCTION RADIO frequency identification (RFID) technology is gaining attention both from academicians and from practitioners. RFID has the potential to serve as a fundamental technology for ubiquitous services where both objects and people can be identified automatically via attached RFID tags [35]. However, with the promise of RFID technology come issues that need to be addressed for its widespread acceptance by consumers. For example, the use of RFID technology by retailers and government agencies raises questions about potential violation of personal information privacy [35], and potential security threats to personal information [40]. Motivated by such issues, this study proposes and validates a theoretical model of consumer acceptance of RFID technology. The proposed model is developed based on the extant literature and provides a theoretical framework of the critical factors that determine the consumer’s acceptance of RFID technology. A contribution of this paper involves reviewing the technology acceptance model (TAM) Manuscript received September 1, 2006; revised June 27, 2007. Review of this manuscript was arranged by Department Editor A. Chakrabarti. The authors are with the Information Technology and Decision Sciences Department, College of Business Administration, University of North Texas, Denton, TX 76201 USA (e-mail: hossainm@unt.edu; prybutok@unt.edu). Digital Object Identifier 10.1109/TEM.2008.919728 and contextualizing it to the RFID technology. This contextualization is done with the intent of extending the TAM to the acceptance of a specific technology—RFID technology. This study is the first in the RFID literature to utilize and contextualize the TAM for explaining consumer a... ...chnology. Perceived usefulness is defined as the extent that individuals believe their job performance is enhanced by using a particular technology. Perceived ease of use is defined as the extent to which an individual believes that using a particular system is free of effort. TAM also postulates that perceived ease of use is a predictor of perceived usefulness. Researchers have utilized and validated TAM for use with numerous types of technology [51]. Some studies suggest that TAMsuccessfully predicts an individual’s acceptance of various corporate information technologies [1], [8], [12], [39]. According to Straub et al. [42], TAM may hold across technologies, people, settings, and times. Recently, TAM has its footprints in e-commerce [50], [51], and mobile service [46]. This study expands TAMto the study of consumer acceptance of the RFID technology.

Hayeks Contribution to the Business Cycle Essay examples -- essays pap

Hayeks Contribution to the Business Cycle Friedirch August von Hayek was born in Vienna on May 8, 1899 and died on March 23, 1992, in the city of Freiburg in Breisgan in Germany. Hayek was a central figure in 20th-century economics and he represented the Austrian tradition. After Hayek served military service, he became a student at the University of Vienna where he got his doctorate in law and political science. In 1923-4, Hayek visited New York and then returned to Vienna where he continued his work. Hayek became the first director of the Austrian Institute for Business Cycle Research in 1927. He also gave some lectures in England at the London School of Economics in 1931. In England, he participated in such debates as monetary, capital, and business-cycle theories during the 1930s. Hayeks' contributions were very important. To describe, business cycles, one has to examine the historical record of a nation's overall economic performance. "It is a pattern of long-term growth marked by alternations of expansion and contradiction. These recurrent alternations above and below the long-term trend are business cycles" (Outhwaite, 55). The term "economic fluctuations" is used to describe the same phenomena. Economists have distinguished many cause of the business cycle. There are some factors outside the economic system and those within it. Outside causes such as war and major inventions are referred to exogenous factors. Whereas "endogenous factors belong to the internal working of the economy itself and its tendency to fluctuate over extended periods" (Outhwaite, 56). Before World War II, the emphasis was put on endogenous factors, and thus theories such as monetary; overinvestment; underconsumption; psychological were more important than others. In general, all cycle theories involve some kind of cost maladjustment. F. A. Hayek was one of the many economists who, indeed, explained overinvestment theory in a monetary sense. Overinvestment theory is related to the overproduction-type theories. Those theories include consumer goods, capital goods, or investment of money or credit. "They may stress fixed capital against circulating or liquid capital" (Haney, 667). However, the overinvestment theory assigned a crucial role to the acceleration principle, according to which "a mere decline in the rate of increase in business sales could gi... ... Butler, Eamonn. Hayek: His Contribution to the Political and Economic Thought of Our Time. USA: Universe Books, 1985. 8-10. Colonna, M., Hagemann, H., and Hamouda, O. Economics of F.A. Hayek. (Vol.2, pp xii- xiii). Edward Eglar Publishing Limited. England. 1994. Haney, Lewis H. History of Economic Thought. New York: The Macmillan Company, 1949. 667-84. O'Driscoll, Gerald P., Jr. Economics as a Coordination Problem: The Contributions of Friedrich A. Hayek. Kansas City: Sheed Andrews and Mcmeel, Inc. 1977. 9-11. Outhwaite, William and Tom Bottomore. The Blackwell Dictionary of Twentieth- Century Social Thought. Oxford: Blackwell Publishers, 1993. 55-57. Palgrave, Robert Harry Inglis. "Friedrich August von Hayek". The New Palgrave: A Dictionary of Economics. (Vol. 2, pp. 609-10). The Macmillan Press Limited. USA. C 1987. Palgrave, Robert Harry Inglis. "Ricardo-Hayek effect". The New Palgrave: A Dictionary of Economics. (Vol. 4, pp. 198-99). The Macmillan Press Limited. USA. C 1987. Spiegel, Henry. The Growth of Economic Thought. New Jersey: Prentice-Hall, Inc., 1971. 543-44. Tomlinson, Jim. Hayek and the Market. London: Pluto Press. 1990. 5-6.

Introduction to Nanotechnology

1. 0INTRODUCTION The objective of this study is to research and discover the development, characterization, and function of nanotechnologies in the globe in the present and future. In this study, we will defined the basis of nanotechnologies in wide spectrum such as the advantages, disadvantages, background, history, future investigation, society, ethic, environment and many more. Furthermore, our group would also like to emphasize on the significant cause and effect of nanotechnologies toward the advancement of human civilization in the recent time and toward the future.In addition, create awareness and wide perspective view toward engaging main issues such as moral ethical in our society. 2. 0BACKGROUND Nanotechnologies have been use in wide field medical, astronomy, environment, industrial and many more. From the way we communicate, to the methods used to diagnose and treat our illnesses, to the speed with which our computers process data, this new technology promises to enhance o ur lives in almost limitless ways. Therefore we would like to discuss some of the main issue and further permeate in the breakthrough of nanotechnology. What is a nanotechnology? In the scale of Nano in the prefix of nomenclature is extremely small, which you cannot see through your naked eyes. Microscope will be needed in order to observe object more clearly. Nanotechnology currently is being used to improve existing products and processes, for an example, by strengthening the material used in golf clubs and bicycle frames, creating stain and water repellant clothing and producing wear-resistant paints and coatings. One developing area in nanotechnology is that of self-assembly, whereby materials will be able to grow themselves.One of my theories that I would like to discuss is about the space innovation. Such innovations will not only increase productivity, but also will create new materials in a process known as â€Å"dynamic self-assembly. † The universe is so big that it blows up our mind to try to image how big it is. Human can somehow find a way to explore the universe by the advancement of nanotechnologies. For an example to shoot a robot to a star then it will eventually manufacturing itself and produce much bigger colonies. After a rapid production in certain stages complete civilization.They will often shoot more of them self to other star and repeating process again and again. In the longer term, however, nanotechnology is likely to result in completely revolutionary toward the society. Promising uses of nano scale particles may include the cleanup of heavily polluted sites, which we will have to consider as well. Nanotechnology is more effective diagnosis and treatment of cancer and other diseases, lighting that is twice as energy efficient as what is currently available, cleaner manufacturing techniques and much smaller and more powerful computers.Research indicates that nanotechnology even may help create an alternative fuel to power our automobiles. In the sum of all our research and study I would appropriately consider nanotechnologies of in fact the greatest tool toward humanity next stages of revolution. †¢What is the history of nanotechnology? The term â€Å"nanotechnology† was coined in 1974 by Norio Taniguchi (1912-1999) at the University of Tokyo. It includes a number of technologies that deal with the miniaturization of existing technology down to the scale of a nanometer (one-billionth of a meter) in size, about the size of molecules and atoms.Potential effects of nanotechnology include microcomputers capable of storing trillion of bytes of information in the size of a sugar cube; portable fluids containing nanobots that are programmed to destroy cancer cells; and airborne nanobots that are programmed to rebuild the thinning ozone layer and many more. Scientist today have claimed that nanotechnology was in fact humanity greatest advantages as well as humanity greatest treat if without appropria te and further observe in its major consequences in life and either we will be consume by our own failure toward the disaster that it can cause to us. Facts about nanotechnologies? As we all know our body consist billion of cell and it is systematically and orderly organized that congregate it specific function. Inside our cell it comprises of billion of atom which consists of major element such as carbon, oxygen and hydrogen that appropriately linked together will itself and form specific function and feature. The advancement of nanotechnologies can systematically combine fuse billion compound, atom and element to distinctively form a new cell which about our concern is against the law of nature and moral ethic.This is due to the fact that we can create a life into the world is forbidden and prohibited in many societies around the world. In some fact I would like to discuss, about the discovery about science. Scientist today has claim that we no longer live in one universe but mill ions of verse which coexist in the ocean of verses and there’s may be have some planetary civilization that we wouldn’t might known.There are many extraordinary and fascinating fact about science including bend through light forming an invisible matter; dimensional world that coexist; in certain fact which claimed that the world we’re living is like a matrix which we are just like a hologram that wouldn’t exist at all and in fact there are mysterious forces keep pulling us for what we believing; small teleport machine which can teleport in atom size particle and maybe a human in few decade to come. There is many potential and credibility toward the advancement of nanotechnologies development.In some fact that I would like to consider is about human enhancement. Nanotechnologies in human enhancement have use to improve human ability such as physical and mental. In some fact that this method have been use in some development country toward the future born g eneration to trigger the potential of human ability which exited beyond try fold. We will further penetrate and discuss more deeply toward this issue in my relevant discussion. Would human enhancement technologies hinder moral development?Many believe that â€Å"soul-making† is impossible without struggle (Hick, 1966), and achievements ring hollow without sacrifice or effort (President’s Council on Bioethics, 2003); so if technology makes life and competitions easier, then we may lose opportunities to feed and grow our moral character. Nanotechnology was in fact use toward some method to enhance human ability. Nowadays humanity can create powerful drug which enhance human performance. We can discover in the sport area which drug have been used such as steroid to increase athletic performance.Beyond the future we might been able to create indeed more powerful drug which provide human massive of strength. Beyond the future, we might be able to prolog our life for 10 year , 100years or maybe 1000 years. As we know that brain is the primary source which control our aging as certain hormone are secreted. The method behind this is nanotechnology is so small that it can flow through our vein and it can be transfer to the human brain to alter our brain chemical processes which control our aging. †¢What is the futurist predict about the future in nanotechnologies?In the future, as technology becomes more integrated with our bodies, we can expect neural implants of the kind we mentioned above that effectively puts computer chips into our brains or allows devices to be plugged directly into our heads, giving us always on access to information as well as unprecedented information processing powers. New and future virtual reality programs are able to much better simulate activities, for instance, to train law enforcement officers and soldiers in dangerous situations so that they can respond better to similar events in the real world.The advancement of nan otechnologies have enhance human beyond it limitation. One of the main concerns causes the earth to be populated. Also in one of the possibilities is the exploitation and abuse toward this technology. People such as a villain, criminal and hacker will approximately use this for the purpose such as to manipulate people. Other than that what I want to discuses is one of the greatest treat toward the society.One of the biggest concerns toward our society is to have greater awareness about this matter or else humanity which living peacefully today can be destroyed by our own creation. 3. 0CONCLUSION As is the case with most emerging areas of risk, nanotechnology challenges us with many unknowns. These challenges are further complicated by the fact that few risk related prediction have been made scientifically confirmed. If they are not currently exploring its potential, they are likely to do so in the very near future.Because insurers play such a critical part in enabling new and benefi cial technologies, it is crucial in development in many sectors such as manufacturers, the government, scientists and regulatory agencies to identify and quantify nanotechnology's risks. Public response to this new technology, as well as the politician, elitist, and scientist response will afford upon how much accurate information is available. Therefore we as a responsible person must unite and aware toward this greatest issue which effect globally, in order to construct better future for generation to come.