Film Analysis of City of God Essay Example | Topics and Well Written Essays - 750 words

Film Analysis of City of God - Essay Example The story of City of God was adapted from the novel of the same name written by Paulo Sins. The central idea and the events portrayed in both the movie and the book are based upon actual incidents. The theme of City of God showcases the emerging criminal activities taking place in the sub-urban town of Rio de Janeiro. The criminal events showed in the movie were thought to be taking place between the end of 60s and in the early years of 80s. The movie discusses different social and political events which are present everywhere in every society of the world. It also shows that how these issues are eating the fabrics of a civilized society, what impact these issues are leaving on the minds of young generation and how lives of people are being affected by such events. City of God has received positive acclamation from all around the world due to the fact that the director has tried to convey the message of injustice and social infringement taking place not just in Brazil but everywhere in all parts of the world. Analysis of the movie: The director of the movie has made an effort to raise the questions concerning the social infrastructure, declining social values and growing youth crimes emerging in Brazil particularly in Robert de Janeiro which holds a strong position as a centre of all criminal activities. ... me of the movie revolve around the central idea that how lives of the poor people living in slums (favelas) of Rio were affected to the worse end in the time period of two decades. The movie is based upon real life events that are told through the eyes and words of a photographer Rocket who witness children and the youth of Rio taking a keen interest in forming street gangs and getting involved in drugs dealing and other criminal activities. The movie shows the clear transition of poor becoming poorer and rich becoming richer in Rio due to political instability and social injustice. The message conveyed through this movie is simple; it shows that how social inequality can harm the delicate minds of kids (in an imbalanced society as showed in the movie) which push them to transform into drug dealer, gangsters and wanted criminals. From â€Å"being a good human† their motive changes to â€Å"being rich and powerful.† The movie also raises the questions of political instab ility and corruption that are prevailing in Brazil from early times. Corruption in the country has further given rise to unequal distribution of wealth, divided society and racial discrimination which is expanding its sphere day by day greatly in different parts of Latin America (Jan Rocha). The story of City of God spans around two decades with 13 different characters; each representing a new face of violence with a tormented unrest soul. The movie revolves around violence which is an outcome of unjust social structure. The movie also highlights the burning question that how government fails to provide better living conditions and a promising future to the people of favelas. Civilized societies are known for their values, excellent social infrastructure, equality and justice. In advanced civilized

Optimism Essay Example | Topics and Well Written Essays - 2500 words

Optimism - Essay Example Furthermore, the study concludes that irrespective of its nature, components, and roots, optimism has remarkably positive impact on human life and conditions. Defining Optimism Anthropologist, Lionel Tiger defines optimism as â€Å"a mood or attitude associated with an expectation about the social or material future-one which the evaluator regards as socially desirable, to his [or her] advantage, or for his [or her] pleasure† (18 qtd. in Peterson 44).On the other hand, optimism is attributed to be a sense of personal control, and ability to identify meaning in one’s own life experiences. Optimism is a valuable psychological resource which is long believed to be associated with mental health (Frankle, 1963; Seligman, 1998; Taylor, 1989 qtd. in Taylor et al. 99).Such psychological resources become extremely important when individuals are exposed to challenging or threatening occurrences (Taylor 1164).These resources work as reserves which enables people to cope with diffi cult situations in an efficient manner (Taylor et al. 99).Theorists Scheier and Carver(1985) referred optimism as a generalized anticipation that good as compared to bad will happen an individual confronts problem in crucial domains of life(qtd. in Franken 476). In general, the idea of optimism refers to an individual’s overall positive approach towards life and what it has to offer. Biological Component of Optimism Lionel Tiger (1979) puts forth the biological explanation of optimism. He maintains that in early days, when human left forests, being hunters they had to face death and injuries continuously. Because human mind is inclined towards learning from experiences, he abandoned the tasks associated with negative results. Therefore, it is biological adaption for humans to develop a basic sense of optimism. Furthermore, Tiger argues that when human body is injured, it releases endorphins. Generally, endorphins have two attributes; analgesic attributes which decreases the f eeling of pain, and feelings of euphoria. Humans are biologically adaptive to positive emotions when injured in order to keep the process going (hunting) due to our ancestors’ experiences, therefore, optimism is a trait which is induced biologically (Franken 1994, qtd. in Dunavold 4). Several theorists believe that optimism is a personality trait rather than an emotion. They regard optimism as an inborn temperament which means that people are inherently optimistic or pessimistic ( Dunavold 4). Learned Component of Optimism Many researchers believed that optimism is a way of thinking which can be learned. As Martin Seligman’s idea of learned optimism, in addition to Daniel Goleman confirm that the concept that both hope and optimism can be learned. He identifies that self-efficacy leads to hope and optimistic view in life. Self-efficacy refers to the belief that one has control over life events and his ability to meet the challenges as they appear in life (qtd. in Dunav old 4). However, Dunavold disagrees with the theory and states that, â€Å"... optimism can (not) be learned. Dr. Seligman’s method of teaching optimism relies heavily on active thought processes which I believe is more of a cognitive activity...Optimism can (not) be reinforced or stifled. Additionally†¦

Methods of Interrogation Essay Example for Free

Methods of Interrogation Essay An important component on a methodical approach to criminological research is the aspect of investigation. Utilizing the techniques of interview and investigation, it is primarily bordered by government policies and social regulations. The techniques employed by both draws heavily from the studies of psychology and sociology, as a tool to facilitate the enforcement of law in the society. In probing towards a case, the objective of the entire investigation would be to ascertain the details of the crime that would eventually lead to the offender’s arrest and meet its just punishment. But before this could be achieved, investigators had to go first through the process of discovering and identifying the criminal. Upon the offender’s positive identification, law enforcers or investigators go the tedious process of locating the criminal and establish his responsibility over the crime before the court. In whatever stage the investigation may be in, whether in the process of identification, location, or court litigation, the investigator relies heavily on gathered information that could be extracted through techniques of interview and interrogation. With the fast development of technology used in crime investigation, the method of interview and interrogation might be perceived as having of no use. However, investigators still continue to depend on these methods particularly on cases wherein there is scarce or no physical evidence to work on. II. Reasons for Conducting an Interview or Interrogation The basic reason for utilizing interview or interrogation is to obtain information. The endpoint would be for the investigator to bring a subject to admit or confess of having done a crime. The objective of the entire course of investigation of course, is to arrive at the truth of the situation. Specifically, these are: †¢ Provoke the guilty to confess †¢ Allows the investigator to narrow down the list of suspected criminals †¢ To identify the facts and know the circumstances surrounding the crime †¢ To establish the identity of all those who are involved of the crime †¢ To gather information that would help locate physical evidence †¢ Gather information that would lead to hideouts, crime operations, organizations or individuals involved, especially crimes involving drug trafficking †¢ Gather information that could be used as reference for future investigation †¢ It is also utilized as a pre-test and post-test in conducting polygraph tests of suspected criminals (Aubry, Caputo. 1980) III. Difference Between Interview and Interrogation The nature or circumstances by which an interview and interrogation is used vastly differ, although the terms are frequently associated together. Interviews are carried out in a more genial atmosphere. The person from whom information is taken out is set to feel at ease. It is assumed that when a person feels no anxiety or unthreatened by person questioning, the greater the tendency that a person would speak more and thus give out more information. An interview is usually used by an investigator towards a possible witness. On the other hand, when a person is subjected to sever psychological (and sometimes physical) pressure, placing the person in great discomfort, such method is called an interrogation. This is usually employed when the one being questioned is uncooperative. The investigator uses psychological warfare, to gain control and force a confession over the person. Success in interrogation is achieved when the investigator has learned to skillfully practice it both as a technique and art. Conducting an investigation requires a good understanding of human behavior as well as knowing how to influence the situation by acting, since the person being questioned could range from a respected professional, a teenager, or even as young as a child. It is highly relevant to the success of the case that the investigator know how to adapt to the varying demands of the circumstances. A. Methods of Interrogation In conducting interrogation, it is important that the subject be properly classified whether it is an emotional or non-emotional offender. The classification dictates the course of action that the investigator will undertake his approach towards the offender. †¢ Emotional Offender In carrying out an interrogation under this classification is much easier, compared to a non-emotional offender. Often emotional offenders commit a crime out of passion, therefore most are first-time offenders. They are driven by strong emotions in committing the crime such as jealousy, lust, or anger. The investigator will find it easier to drive him to confession by dealing through his emotions. There are a variety of ways with which this can be done. The investigator primarily wins the confidence of the offender by demonstrating sympathy or compassion, and being pleasant where hostility was expected (i. e. giving a cup of coffee). It is also vital that overt reactions towards the crime or any association, reference to it be closely observed. An emotional, first-time offender would less likely be good at hiding his emotions. When lying, his tension would easily be observable. The tension in his body will lead to dryness in the mouth. The offender might relieve himself of the tension by playing with his fingers or by tapping his foot. Frequently, lying goes with poor eye contact. When confronted by hard data proving his guilt, emotional offenders often break down for confession.

Marks and Spencer: Human Resource Management

Marks and Spencer: Human Resource Management In 1998 it became the first British retailer to make a pre-tax profit of over  £1  billion, though a few years later it plunged into a crisis which lasted for several years. In November 2009, it was announced that Marc Bolland, formerly of Morrisons, will take over as chief executive from Stuart Rose in early 2010; Rose will continue as chairman until mid-2011. MSs Present situation of Recruitment, selection and training: As MS persist to grow the business and invest for the future, it is more essential than ever to keep amplification the team of employees at every level, from the shop-floor through to management. To attract and retain the best talent in the industry, HRM has to exhibit each day that MS is a good employer, dedicated to creating all the people feel respected and providing them with career opportunities and quality training. Recruitment and retention: The company employs around 71,000 people in the UK, 75,000 worldwide. MS has one of the lowest employee turnover rates in UK retail, at 27% for customer assistants and 12% for management. Around 40% of the people have been with it for over 5 years and 22% for more than ten years. MS can offer graduates a fast track into management and last year HRM received a record 8,500 applications in just over two months. Each year the company employ between 150 and 200 graduates and business placement programmed undergraduates for positions in retail, food technology, design, HR, buying, IT and other specialist roles. MS won four major graduate recruitment awards, including the 2008 Times Graduate Employer of Choice for retail. Training and development: The company needs to train people comprehensively to do their jobs, but also want to keep their skills and experience by giving them real opportunities to plan and build a career with Marks Spencer. MS has defined career paths in place for many of its people, including Customer Assistants and store management. During the year it introduced new career paths for store Section Managers and HR and marketing teams. Everyone joining in the stores completes a thorough induction and up to 26 weeks ongoing training the longest on the high street. MS has over 7,500 people in stores who act as coaches to train and support their less experienced colleagues. This year the company has also run specialist training for people moving into senior management roles or taking up international assignments. Additionally, more than 4,000 people completed Buying Academy and Food Academy courses. MS now testing similar types of academies for womenswear and merchandisers. MSs Ethics and Code is communicated across the company and senior management is asked to confirm acceptance annually with breaches reported to the Audit Committee. The recruitment and selection process of human resource in the company go through in two parts, Store and Head Office. Store Retail Sales MS has two schemes available in the stores: Selling and HR. Selling is where most of the graduates join, and offers the chance to be fast-tracked into senior level retail management. HR is where personnel train to be an HR manager, gaining experience into everything from managing recruitment to carrying out disciplinary procedures. Figure 4 Store Roles Store management Managing HR in store Store stock management Head office In a head office role, the personnel get the opportunity to develop professional skills and capabilities, and then use that acquaintance to influence strategies and confine growth across the rest of the business. MS provides opportunities in  IT, design, merchandising, garment, buying and food technology and product development. Figure 5 Designing Store development Accounts and finance Head office Roles Procurement Product development Information technology UK and International marketing Information technology Human resource management Recruitment and Selection Procedure of MS Job centre Recruitment Agencies Recruitment Sources Advertisements On-line application Schools, colleges, universities Friends and relatives of existing employees Executive search agencies Interviews Work-based tests Selection Procedures Bio-data analysis Psychological analysis References Analytical ability test Training and development process: MS wants its people to enjoy their work and feel they have all the skills they need to do their job to the best of their ability. Therefore, the company offers in-depth training and performance coaching, and regularly assess the peoples development needs to ensure everyone has the support to achieve their potential. For once in my life I can truly say that I enjoy going to work every day and I really like the buzz you feel all around the store. Brian MS Staff It does not a matter in which area of the business someone joins, he/she will receive an induction that will help to settle into the team, giving a feel for what role will involve and leave to feel passionate, inspired and excited about the career with Marks Spencer. The following provides the nature of training one can expect in MSs stores and at head office, and how the company looks at developing future leaders of the business. Marks Spencer offers the majority of the training for store teams is on-the-job. It helps them learn in  real life situations. The section managers also receive specific training on stock management, driving sales and motivating their teams, while the store managers are regularly assessed to address any senior level development needs they may have. Finally, the retail business transforms fast and making sure each of the employees has a flexible and diverse range of skills is as significant to the future of MSs business as it is to the people who work in it. That is true whether an employee joins the company for a short period of time or to pursue a long-term career. The training MS offer is designed to help individuals build up their talents and capabilities, develop their experience and fulfill their career ambitions. MS aim is to ensure that the employees have the skills they need to deliver the kind of service that customers expect from MS. Evaluation of the Human Relations School of management in relation to Motivation of staff: In 1920 an experiment conducted by the Hawthorne plant of Western Electric (in Cicero, IL) known as the Hawthorne Experiments from which the human relations management evolved. This human relations management approach includes different models, ways and ideas. Through this experiment an important observation was noted. As the employees were divided in to two groups for the purpose of experiment groups got varied attention from the management. And it was found that the group which got majority of attention got highly motivated and seemed their work as significant one and turn out to be more productive. Because of this particular work people understood that workers also need special attention as they were treated as some force which will do the job otherwise would be terminated at that era. And this observation helped to introduce a new horizon in the outlook of managers and help come into view human relations management. This school of management is now there for quite a long time and withstands the test of time. This view is sometimes regarded as theory of motivation and the treat people working in the organization quite differently than other theories such as autocratic. Among different theories McGregors X and Y Theories presume workers can act in both ways that is some workers may be unmotivated and reluctant about the work imposed on them (Theory-X) and some may seem motivated and treat the work as trust vested upon them (Theory-Y). So management needs to be pretty much careful in handling workers. Management should design its different program by keeping human relations management. In this modern world workers are not only used like machines to make the job done rather they will have to nourish which will in turn provide nourishment to the organization. To motivate employees to the work this approach recommends some steps that management can follow: To treat employees as if work is as common as doing daily activities in normal mode. The target of the employees work is aimed share those objectives to make the work more acquainted with the employees. Make sure employees can take major decision on their own and can prove their own potential. Provide proper training and increase work load as they become more capable. Appreciate and motivate employees on doing successful projects and set standards which are achievable. This approach tells us that employees are not motivated only by monetary benefit but also by different fringe benefits such as appreciation, sense of togetherness etc. Program of Motivational Factors for a Small to Medium Sized Business:. Motivational program is set to achieve the following objectives: To Perform jobs as efficiently and timely as possible and Be ready to take latest challenges as they are presented to them and stood confident to cope with those challenges. So to design a program for a small to medium business the following factors or observations need to be addressed: Ability and motivation: The program designed must be able to locate the areas which will motivate employees and the purpose of the program will be to motivate employees. The program should include something that increases employees eagerness to do the job willingly. Reinforce employees positively and train them as it becomes necessary. Always maintain and ensure fairness, respect, and honesty in treating employees. It is one of essentials of the program. Identify, understand and talk to employees about their miseries, provide assistance if needed. Job rotation, job redesign, restructuring or reorganizing job descriptions when necessary will make the employees more capable of doing different jobs and will reduce dependency on some key employees. Based on the performance establish reward system which may range from providing monetary to non monetary benefits. After the inclusion of all these factors or observations there will be a turnaround in the way of doing things in a small or medium sized business. Classical and Scientific School of Management: To manage work and train the workers to reduce dissatisfaction of the workers Classical management theory evolved during the Industrial Revolution. It mainly find the best way to perform the job assigned. There are two branches of Classical School of Management: classical scientific and classical administrative. Classical scientific school: The  classical scientific branch  deals with the process of work and the skills of the workers and to increase productivity. Taylor, Henry Gantt, and Frank and Lillian Gilbreth were the main contributors of this school. Taylor believed that organizations should study tasks and develop precise procedures. Henry Gantt is the creator of the Gantt chart, a bar graph that measures planned and completed work along each stage of production. Frank and Lillian Gilbreth,  studied job motions. Frank was an apprentice bricklayer, he was interested in standardization and method study. He studied about the workers slowness and inefficiency. The scientific management was developed to divide work between employees, methods of doing jobs, the teamwork building and training and developing workers. Classical administrative school: The classical administrative School deals on the total organization such as the development of managerial principles rather than work methods. Max Weber, Henri Fayol, Mary Parker Follett, and Chester I. Barnard were the main contributors.   Max Weber  believed that the organization should be run by structured rules and it should not be run as family-like basis. He didnt think that authority should be based on a persons personality. He thought authority should be something that was part of a persons job and passed from individual to individual as one person left and another took over. This nonpersonal, objective form of organization was called a  bureaucracy. All bureaucracies have the characteristics as Division of work, A good hierarchy and Rule and regulations, competence and the relationships between managers and employees. Henri Fayols 14 principles of management gives clear idea how a manager manage his department and staff. The 14 principles are: Division of work, Authority and responsibility, Discipline, Unity of command, Unity of direction, Subordination of individual interest to general interest, Remuneration of personnel, Centralization, Scalar chain, Order, Equity, Stability of tenure of personnel, Initiative, Esprit de corps. Mary Parker Follett   encouraged managers to share their power with the employees. She began to talk about such things as ethics, power, and leadership. She stressed the importance of people rather than techniques a concept very much before her time. As a result, she was a pioneer and often not taken seriously by management scholars of her time. But times change, and innovative ideas from the past suddenly take on new meanings. Much of what managers do today is based on the fundamentals that Follett established more than 80 years ago. Relevance of Maslows Theory in Todays Workforce: The dynamic world of business needs to motivate employees which contradict the past dictatorship by the top management. Through this process of development different perspectives arise and made their mark in motivating employees. Maslows hierarchy of needs alternatively known as the theory Z is one such remarkable innovation that never lost its eminent prospect in motivating employees and still followed all around the world. The Maslows hierarchy calls for the meet up of employees physiological needs on the first hand. In todays world firms focus on issues such as food, housing etc which falls in the physiological category to motivate employees. In USA Toyota has a village for its employees that provide housing facilities for its employees. The second parameter is safety. Employees need job security, health support for them and for their families so if this can be ensured employees will surely be motivated. The example of Toyota village can be mentioned once again here. People are by nature hungry for love and as human beings employees also need love and affection. So the insurance of appreciation, sense of belongingness will motivate them and theory Z is very much appropriate in identifying it. In self esteem case employees act as confident contenders in performing a job. They will want achieve something for them and to obtain respect from others. Maslow rightly identified this need as low and mid level managers always try to be achievers. And they want top management to believe in them to take some decisions for which they will be responsible. Employees at certain time become more creative in what they usually do. In this process of self actualization employees will need to be handled carefully as they can take the business to a whole new level. So Maslows theory is very much in line with the todays workforce. Evaluation of the autocratic and democratic ways of implementing changes within the organization: Every company always tries to manage the changes by using democratic or participatory managerial style. Change management is a personal journey along with the organization changes. So each stakeholders views, complaints and concerns needed to be heard and this input needs to be incorporated into the change management process. If the organizational changes are imposed on the individuals without showing much respect towards the individual employees the firm should at the same time be prepared for a lot resistance. Change management is difficult as there are negative reaction from the employees. The managers should be very much intelligent and competent to change and they must manage employees that they will not be affected badly. People should be given information be open and honest about the facts, but dont give overoptimistic speculation. The information should be given everyone in the organization. People should be given time, to express their views, and support their decision making, providing coaching, counseling or information as appropriate. Where the change involves a loss, identifies what will or might replace that loss loss is easier to cope with if there is something to replace it. This will help assuage potential fears. Where it is possible to do so, give individuals opportunity to express their concerns and provide reassurances also to help assuage potential fears. Linkage between management style and motivational programs: Generally with the democratic style of management, employees are highly motivated and inverse is the case with the autocratic style of leadership. But this simple statement needs better modification. While answering this question I will try to focus on the different motivational practice backed by the motivational theory and its linkage with the management style. According to the Maslows hierarchy of need theory people at a specific point of time has a specific level of need. After the fulfillment of that need a second stage need occurs. Employee who currently has safety and psychological needs will not care about the style of management for getting motivated. But in case of employees, who have love, esteem or self- actualization needs cares about the motivational level at the workforce and they will be much motivated with the scientific style of management. According to Douglas McGregor of MIT Sloan School of Management Employees can be narrowly divided into two generic classes- one set of people who are innovative and love to work as to them working is equivalent to play. For motivating them he proposed democratic leadership, flatten hierarchy and team work (components of modem management technique). According to McGregor, another set of employee do not work hard since they find no real interest in the job and like to follow the command instead of thinking creatively. For motivating those types of employees he proposed autocratic leadership, strong chain of command (components of classical management technique). Frederick Herzberg, a psychologist, has segregated different factors at the workplace that affect the productivity motivators and hygiene factors. If there are no motivators like challenging work, responsibility, good management although he doesnt leave the job but still he is not motivated. Firms which are more concerned about the efficiency not retention should incorporate scientific management to motivate the people. Should Higher Education be free to students? Should Higher Education be free to students? Introduction By the end of this essay I will be explain how the system work I will be talking about how education can effect people i will also carry out a research on the background history of how the higher education system and its funding in UK over past years and I will analyse some off the point which I have researched over the internet and analysed .I will show the advantages and disadvantages if higher education should be free Higher Education University is an important right of passage an opportunity to establish independence, to study on areas of interest and hopefully to do so in, stimulating environment meeting new people, and considering new ideas and .I think it is important that everyone should attend this stage Higher education is provided for free in by most off the countries, or maybe at a a considerate price , but not in the UK, The UK has presumably more money at the institutions disposal. However, it also means that higher education may be not that unaffordable to many people at a lower circumstances. Scholarships and loans As we how that there is scholarships and loans available now but scholarships are obviously not going to be available to everyone and the loans are the loan is a big debt after graduating so as you can see the student dont have a chance in either however to soclize the higher education in the U.K we will need a big overhaul system that will handled with care. The Government has said half of young people are getting into higher education is failing. Far from rising by around 4 per cent a year. maybe this is why higher education is not free the government cant afford to invest money on student education and student are failing . Well we should consider education to be an investment. Statistics suggest that, on average, these with a higher education earn higher incomes. THE Background When the New Labour took power in 1997, students had means-tested maintenance grants and no fees. After a year they took off the grant was gone and a means-tested fee regime of up to  £1,000 a year after 2004 the higher education pushed it up to  £3,000 and this will increase very academic year. As you see that huge increase from 1997 to 2009 the normal fees was 1,000 than was increased to  £3250 The means testing will allow poor people and people with low income to go university .Those how are from low income families should still be able to attend university however the middle classes benefits the most from university education At the moment there has been a very high drop out rate from university and the reason is because students have to drop out because they cant afford the fee Funding Must universities in Britain are state financed, with only one private university à ¢Ã¢â€š ¬Ã…“University of Buckinghamà ¢Ã¢â€š ¬Ã‚  where the government does not support the tuition fees. Undergraduate and posgradute Undergraduate students and the students from EU countries have to pay university fees up to a maximum of  £3,225 09/10. Loans are available to students depending on there income assist. This may only be used for tuition fee costs. However in Scotland it different they have their fees paid by the students awards agency for Scotland rather than student Finance.. However postgraduate students are responsible for all there fees but however postgraduate have a variety of scholarship and assistantship schemes they might chooses from that may provide support e.g Economic and social research council and many more .The main sources of funding for postgraduate students are through research councils Advantages of making Higher Education Free Here are some off the advantages points * Higher Education leads to situations this is when students graduating end up having extremely high debt on them this was lead to the student loan . Also if higher education was free student will take extra courses which is more effectively * It will decrease the students from drop out ,and push up the passing rate This will than boost the economy with the amount off student graduating from there universities with a degree * There will be equal opportunity to everyone to attend higher education this means the poor people and the low-income families will have the right to apply .As you can see that the middle class people are using this opportunity using the money and leaving the poor and low incomes missing the opportunity Disadvantages of making Higher Education Free * There will be less jobs available for everyone the reason because the people who didnt attend university was a high number and by making the higher education free it will increases the graduates and will than decreases the amount of jobs available * The disadvantage about free higher education is that the government will be paying it but however the stistics shows that half off the higher education student fail there course every year this will than show an down decrease in the economic structure Supply and demand The Supply and demand is an economic of price in a market. It explains that in a market, price will function to equal the quantity demanded by consumers, and the quantity supplied by producers, resulting in economic equilibrium of price and quantity. The demand schedule, shows a graphically as the demand curves , represents the amount of goods that buyers who wants to purchase at different prices. The price of goods remain the same however Following the law demand the demand curve is almost always represented as downward line this means that if the price decreases the consumers will buy more of the good. This means that if higher education was to be free the demand on the education will increase .The reason because the people who didnt mange to go for reasons like the fees for the courses they will have an opportunity to apply however there will be a very high demand as because the students use to pay for it now it free. As you can see on the graph Excess Supply If the price is set too high, excess supply will be created within the economy and there will be allocative inefficiency. , but those consuming the goods will find the product less attractive andpurchase less because the price is too high This is how it looks like when higher education is not free ,the fees are too high and student will not be able to attend just how it shown on the graph Shifts A shift in a demand or supply curve occurs when a goods quantity demanded or supplied changes even though price remains the same. For example if the fees for the university was FREE and the quantity of off student applying shows the demanded However this shows that if higher education was free there will be an increase in demand Conclusion In conclusion I have identified how higher education should be free to students managed to find out what the student thought about free education I also showed what the advantages was for the free education and the disadvantages I managed to get some ideas however I also used the supply and demand and excess supply I managed to compare them and analysed them .I researched the background of the higher education and got some important information which I also analysed . http://www.timeshighereducation.co.uk/story.asp?sectioncode=26storycode=403698c=2 http://ingrimayne.com/econ/Introduction/ScarcityNChoice.html http://www.guardian.co.uk/education/2008/mar/04/highereducation.tuitionfees http://en.wikipedia.org/wiki/Universities_in_the_United_Kingdom http://news.bbc.co.uk/1/hi/education/2337183.stm http://en.wikipedia.org/wiki/Supply_and_demand http://en.wikipedia.org/wiki/Universities_in_the_United_Kingdom http://www.economicshelp.org/2007/10/why-top-up-fees-are-good-idea.html

To What Extent Did D.C. Stephenson Affect the Fall of the Ku Klux Klan

A. Plan of Investigation The focus of this investigation was to understand and determine to what extent D.C. Stephenson affected the fall of the Ku Klux Klan during the 1920s. During the 1920s the Klan had an all time high of membership across the United States and was a large part of American society. The Klan was prevalent in everyday society and in politics, and was a positive presence for many Americans. However, the Klan was pushed into a negative light due to Stephenson kidnapping and raping Madge Oberholtzer. Membership in the Klan dropped shortly after, and many blame Stephenson. In order to decide whether or not Stephenson was responsible, the Klan was examined during Stephenson’s involvement, and the aftermath of his involvement. D.C. Stephenson was also examined to better understand how he could have changed the course of the KKK. Sources that discussed the Klan and Stephenson were looked at, like They Called Themselves the KKK, and. Citizen Klansmen: The Ku Klux Klan in Indiana. Those sour ces, among others, helped give a better understanding of D.C. Stephenson and how he affected the KKK. B. Summary of Evidence The Ku Klux Klan began in Pulaski, Tennessee in 1865 (Martin). It started out as a group of men creating a social club, mainly for confederate soldiers who had fought in the war. Its name is derived from kuklos, meaning circle of friends (Martin). It was a secret society with rules and codes, and men were given special titles (Bartoletti,25). The nature of the Klan was not originally to be destructive, but as it began to grow and more white men and confederate soldiers joined, the purpose changed. Tension grew across the country as Reconstruction went under way and white southerners were unhappy. The Kl... ...." Dying Declaration of Madge Oberholtzer. N.p., n.d. Web. 13 Apr. 2014. "Ku Klux Klan." Civil Rights in the United States. Ed. Waldo E. Martin, Jr. and Patricia Sullivan. New York: Macmillan Reference USA, 2000. Opposing Viewpoints in Context. Web. 13 Apr. 2014. "Ku Klux Klan." History.com. A&E Television Networks, n.d. Web. 21 Apr. 2014. Lutholtz, M. William. Grand Dragon: D.C. Stephenson and the Ku Klux Klan in Indiana. West Lafayette, IN: Purdue UP, 1991. Print. MacLean, Nancy. Behind the Mask of Chivalry: The Making of the Second Ku Klux Klan. New York: Oxford UP, 1994. Print. McDonnell, Janet, Ann Angel, and Carolyn Kott. Washburne. America in the 20th Century. North Bellmore, NY: Marshall Cavendish, 1995. Print. Moore, Leonard Joseph. Citizen Klansmen: The Ku Klux Klan in Indiana, 1921-1928. Chapel Hill: U of North Carolina, 1991. Print.

Prejudice and Racism in Mark Twains The Adventures of Huckleberry Finn

Prejudice and Racism in Mark Twain's The Adventures of Huckleberry Finn    Despite all the criticism, of racism and other questionable material for young readers, Mark Twain’s The Adventure of Huckleberry Finn is a superbly written novel, which in the opinion of this reviewer should not be remove the literary cannon. Twain’s novel is a coming of age story that teaches young people many valuable lessons and to some extend makes students reexamine their own lives and morals. The most common argument for its removal from the literary canon is that the novel is too racist; it offends black readers, perpetuates cheap slave-era stereotypes, and deserves no place on today’s bookshelves.   However one must ask if Twain is encouraging traditional southern racism or is Twain disputing these idea.    On a superficial level The Adventures Huckleberry Finn might appear to be racist, and for the most obvious reason: many characters use the word â€Å"nigger† throughout the novel. But since the action of the book takes place in the south twenty years before the Civil War, it would be amazing if they didn’t use that word. A closer reading also reveals Twain’s serious satiric intent. In one scene, for instance, Aunt Sally hears of a steamboat explosion. â€Å"Good gracious! anybody hurt?† she asks. â€Å"No'm,† comes the answer. â€Å"Killed a nigger† (Mark Twain, Huckleberry Finn 1409). But anyone who imagines that Mark Twain meant this literally is missing the point. Rather, Twain is using this casual dialogue ironically, as a way to underscore the chilling truth about the old south, that it was a society where perfectly â€Å"nice† people didn’t consider the death of a black person worth their notice. To drive the point home, T wain has the lady continue: â€Å"We... ...e end of the novel, Huck and the reader have come to understand that Jim is not someone’s property or an inferior man, but an equal. To say that The Adventures of Huckleberry Finn is a racist novel is absurd, but there are always some hot-heads claiming that the novel is racist. These claims are not simply attempts to damage the image of a great novel, they come from people who are hurt by racism and don’t like seeing it in any context. However, they must realize that this novel and its author are not racist, and the purpose of the story is to prove black equality. It is vital for the reader to recognize these ideas as society’s and to recognize that Twain throughout the novel does encourage racist ideas, he disputes them. For this reason, and its profound moral implication, The Adventures of Huckleberry Finn should not be removed from the literary canon. [1056]   

Dr. Debra Fischer Astronomer

Maryssa Buffano Miss Arnold Science – Current Astronomer Essay 4/12/2011 JMJ Dr. Debra Fischer – Astronomer An astronomer is an astrophysicist who studies stars, planets and galaxies. Astronomers use the laws of physics to investigate the matter and energy of celestial bodies. They then apply the research findings to solve space navigation and communication problems and even discover new planets and stars. In 1512, Copernicus theorized that the planets orbit the sun and the race to uncover new planets began.Historically, most of the famous astronomers have been men, such as Galilei Galileo and Johannes Kepler. Other men have made planet discoveries. For example, William Herschel uncovered Uranus, and Clyde Tombaugh found Pluto. Recently, there has been a new â€Å"man† on the planet hunting team, and she is a â€Å"woman†. Dr. Debra Fischer is a professor of astronomy at San Francisco State University. Her quest is to find planets orbiting around distant s tars. Debra Fischer completed her undergraduate work in science and physics at San Francisco State.Her search for planets began when she was a graduate student in astrophysics at the University of California, Santa Cruz. While there, she worked with astronomer Geoff Marcy. Marcy co-founded the California and Carnegie Planet Search Project with Paul Butler in 1983. The purpose of this planet hunting team was to discover extra-solar planets orbiting nearby stars. Swiss astronomers discovered the first extra-solar planet in 1995. Marcy’s team validated the existence of three more planets and a multi-planet system in 1996.Debra Fischer joined the project as a post-doctoral fellow managing the Lick Observatory in 1997. Through her work there, Fischer discovered more three planets herself by 1999. In order to unearth extra-solar planets, Fischer and her team at the Lick Observatory use a method known as the Doppler technique. By using an observation procedure that measures the meta l content of stars, a star’s velocity can be monitored. Fluctuations in the star’s velocity that signal the presence of the gravitational pull from an orbiting planet.Once a potential planet is identified, it is studied for a full orbital cycle. This process can take days or years depending on the planet’s distance from the star. Over 300 exoplanets have been confirmed using this methodology. Fischer is credited with over 200 of them. She brought the world’s first robotic telescope completely dedicated to finding new planets to the observatory in 2004. She still continues her work at the Lick Observatory today. Fischer’s work discovering of exoplanets has led a search to find earth like planets.She has been a strong force behind the Kepler space telescope. In 2009, NASA launched a spacecraft from Cape Canaveral to search the galaxy for planets that could possibly support life. After three years of orbiting, the Kepler telescope observations should provide a reliable number of earth-like planets that can be further studied. Fischer says the Kepler project, â€Å" will chart a course toward one day imaging a pale blue dot like our planet, orbiting another star. † Even if extra-terrestrial life is not found, its implications are profound.Is life common throughout the galaxy or is earth the only living planet? Debra Fischer is an amazing astronomer and woman. Her quest for knowledge never ends. Her latest efforts include detecting Hot Jupiters and Neptunes and writing computer programs modeling orbits and star velocity. Her pursuit of study continues today not only planet hunting, but also in educating others. Fischer teaches at several universities and travels as a guest lecturer. She encourages everyone she meets to reach for the stars.