Food labelling Essay Example | Topics and Well Written Essays - 750 words

Food labelling - Essay Example Basically, a food label is meant to inform a consumer about how a certain type of food is appropriate or otherwise into one’s overall daily diet. It contains pertinent information about the nutritional value of food. Different jurisdictions usually have different laws and regulations governing their food labeling industry, but, most of them are generally similar. For example, all food labels are required to provide useful, accurate and complete nutritional information. Genetically modified foods (GMF) are those foods whose production starts from the introduction of precise changes in the DNA of the organism that the foods originate from. This is done through a complex process called genetic engineering. The genetic structures of foods can therefore be controlled, therefore introducing new traits in foods. Genetically modified foods were first sold commercially in 1994 (Davidson, 2008). The labeling of genetically modified foods is a fairly new and controversial concept. There are jurisdictions such as England where it is mandatory for all genetically modified foods to contain food labels. However, in other jurisdictions such as the United States, food labeling is not a mandatory regulatory procedure. The controversy arises from the fact that farmers and scientists are happy about genetically modified foods because of the advantages they bring to them whereas certain consumers view them suspiciously (McCluskey, Grimsrud, Ouchi & Wahl, 2003). The labeling of genetically modified foods has a number of advantages. First, the controversy surrounding the health issues associated with genetically modified foods gives consumers the right to know the type of food they are consuming and whether it is genetically modified or non-genetically modified. Therefore, GMF labeling will relieve the fear of consumers since they will be accurately informed

Understanding Cultural Differences in Successful Global Businesses Essay

Understanding Cultural Differences in Successful Global Businesses - Essay Example Understanding Cultural Differences in Successful Global Businesses This paper shall discuss the thesis that understanding cultural differences is fundamental to success in global business. This paper shall first discuss the common differences apparent in various corporations and businesses. Secondly, it shall then review how corporations are dealing with these differences. Thirdly, a deeper understanding of cultural differences and how they impact on successful global businesses will be presented. Lastly, this essay will provide a summary and conclusion of the discussion. This article is being carried out in order to establish a clear and deeper understanding of globalization as well as the impact of cultural differences in relation to this phenomenon. Body In the current business context, cultural differences have a significant impact on the way businesses are carried out. Culture refers to shared values which impact on perceptions, attitudes, as well as responses. These qualities are very much apparent in the workplace and marketplace. Language is one of the main elements of culture and although English is considered the universal language, not all states speak it. Despite the universality of English however, corporations have sought to expand their language functionality, noting the marked increase in the number of languages being used in the business world, including Chinese, Spanish, and Japanese. For most international companies, most of them have understood that in order to be globally competent, they need to establish at least two versions of their websites. Japanese companies, for example, have adopted two versions of their websites – one in their native language and another one in English (Scholtens and Dam, 2007). Through these adjustments, these companies have managed to be accessible to their country and to the international community. Hofstede (1980) discusses how other elements of culture also impact on the effective globalisation of businesses. These elements include: power distance, uncertainty avoidance, individualism, masculinity, and long-term orientation. Power distance refers to the extent by which the less powerful m embers of society accept power (Hofstede, 1980). Cultures of Japan, Asian, and other Latin countries have high power distance relationships, however, this is low for the Nordic, Anglo, and German cultures (Robbins and Stylianou, 2008). Uncertainty avoidance is seen based on how people adjust to uncertainties, with some cultures having weak uncertainty avoidance and others having strong uncertainty avoidance. The Anglo and Nordic areas are known to have weak uncertainty avoidance, and the Latin, German, Asian, and Japan cultures have strong uncertainty avoidance (Robbins and Stylianou, 2008). As for individualism and collectivism, those which are individualistic are usually those who stick to rights of privacy and individual freedom; for those with collectivist cultures, their press is often controlled by the state and private lives are within public realms of interest (Robbins and Stylianou, 2008). Anglo, Nordic, Latin, and German cultures portray individualist qualities, while Asia n cultures have collectivist cultures. In relation to gender divisions, the masculine-dominated cultures are those which have aggressive and assertive males and have strong material success goals; on the other hand, feminine cultures tend to focus on preservation, conservation, and sympathy for the weak (Robbins and Styl

Job Satisfaction in Hospitality Industry Essay Example for Free

Job Satisfaction in Hospitality Industry Essay Turnover intention The purpose of this study is to investigate the antecedents (i. e. , role ambiguity and con? ct, burnout, socialization, and work autonomy) and consequences (i. e. , affective and continuance commitment, absenteeism, and employee turnover intention) of employee job satisfaction. Data obtained from a sample of 671 respondents drawn from 11 international tourist hotels in Taiwan were analyzed with the LISREL program. According to the results, role con? ict, burnout, socialization, and work autonomy, but not role ambiguity, signi? cantly predicted job satisfaction. In addition, job satisfaction signi? cantly contributed to psychological outcomes in terms of organizational effectiveness (i. . , greater affective and continuance commitment and lower employee turnover intentions). ? 2009 Elsevier Ltd. All rights reserved. 1. Introduction 1. 1. Background In the competitive and people-oriented business environment characterizing the modern hospitality industry, frontline employee performance represents a crucial component of service. Better employee performance yields greater guest satisfaction and loyalty. Moreover, frontline employees in the hospitality industry seem to be underpaid and to suffer job-related stress (Weatherly and Tansik, 1993; Karatepe and Sokmen, 2006). An appropriate quality of service includes employee attitudes and behaviors that meet customer expectations. Consequently, employee job satisfaction is a necessary contributor to meeting such expectations (Rust et al. , 1996; Kim et al. , 2005; Karatepe and Sokmen, 2006). The literature on job satisfaction covers an enormous territory with ambiguous boundaries, apparently as a result of the growing interest of academic researchers and managers in three perspectives on this domain. The ? rst views job satisfaction as an antecedent of organizational outcomes, e. g. business performance (Iffaldano and Muchinski, 1985; Schyns and Croon, 2006), employee turnover (Williams and Hazer, 1986; Griffeth et al. , 2000; Lam et al. , 2001a,b; Martin, 2004; Silva, 2006; Schyns and Croon, 2006), and organizational commitment (Chatman, 1989, 1991; Chatman and Barsade, 1995; Harris and Mossholder, 1996; Lowry et al. , 2002; Lam and Zhang, 2003; Martin, 2004; Taris et al. , 2005; Li, 2006; Silva, 2006) . The second treats job satisfaction as an outcome of organizational conditions, e. g. , leadership (Williams and Hazer, 1986; Schriesheim et al. 1992; Podsakoff et al. , 1996; Sparks and Schenk, 2001; Schyns and Croon, 2006), social support (Frone, 2000; Liden et al. , 2000; Schirmer and Lopez, 2001; Schyns and Croon, 2006), and task characteristics (Seers and Graen, 1984; Williams and Hazer, 1986; Stepina et al. , 1991; Dodd and Ganster, 1996; Schyns and Croon, 2006). The third examines job satisfaction in terms of the temperament of employees, which is affected by individual traits (Judge et al. , 1998, 2000; Dormann and Zapf, 2001; Judge and Bono, 2001; Schyns and Croon, 2006). 1. 2. Previous studies of job satisfaction in hospitality Previous studies on the antecedents and consequences of job satisfaction in the hotel industry have examined antecedents in terms of individual, organizational, and job-related factors. Much of the literature regarding individual factors in the hospitality industry has identi? ed salary, bene? ts, and marital status as contributors to employee turnover (Iverson and Deery, 1997; Pizam and Thornburg, 2000). For Chinese managers, job satisfaction was affected by the work environment, the nature of the job itself, and the rewards associated ith the job, but not by manager characteristics (Lam et al. , 2001a,b). Rewards, particularly those related to job security, emerged as an in? uential factor relating to job satisfaction. This study also indicated that high levels of job satisfaction resulted in low levels of turnover intentions among managers. Aziz et al. (2007) studied fast food restaurants and found that satisfaction with ? nancia l rewards minimized absenteeism and hence turnover rates. Martin (2004) and Silva (2006) applied a psychological perspective to a sample drawn from the hotel industry, using a correlation analysis to identify signi? ant relationships among job satisfaction, organizational commitment, employee turnover, and personality traits. Carbery et al. (2003) applied a hierarchical regression analysis to a sample of 89 hoteliers and showed that individual affective * Tel. : +886 935 927 138; fax: +886 7 238 3553. E-mail address: [emailprotected] Nkhc. Edu. Tw. 0278-4319/$ – see front matter ? 2009 Elsevier Ltd. All rights reserved. doi:10. 1016/j. ijhm. 2009. 11. 002 610 J. -T. Yang / International Journal of Hospitality Management 29 (2010) 609–619 commitment accounted for a signi? ant amount of variance in turnover intentions, that job satisfaction did not explain managers’ levels of commitment to a signi? cant extent, and that job satisfaction and affective, but not cont inuance, commitment were important factors in predicting the turnover intentions of employees. These ? ndings were also echoed by Iverson and Deery (1997). Second, at the organizational level, organizational support and socialization have been identi? ed as crucial factors in? uencing individual behavior. Cho et al. (2009) empirical study demonstrated that perceived organizational support and commitment negatively in? enced individual intentions to leave, but only the former positively affected intentions to stay. Young and Lundberg (1996) proposed that organizational socialization signi? cantly contributed to newcomers’ job performance, job satisfaction, and organizational commitment and hence to their intentions about leaving the organization. The study indicated that role ambiguity, role con? ict, and job burnout could be minimized by wellorganized orientation and training programs during the early stage of employment, and that this approach would increase the level of job satisfaction. A similar study also showed that socialization dif? culties negatively affected the organizational culture with respect to employee turnover (Iverson and Deery, 1997). Tepeci and Bartlett’s (2002) empirical study went one step further, implying that organizational socialization resulted in increased job satisfaction and intentions to remain in an organization. Subramaniam et al. (2002) empirically showed direct and positive relationships between variables measuring decentralized structures and organizational commitment among managers. Lam and Zhang (2003) surveyed 203 employees in the Hong Kong fast-food industry about their jobs. A multiple regression model showed that organizational commitment was correlated with and predicted by variables re? ecting training and development, job characteristics (including the extent to which a job is challenging, the sense of accomplishment associated with the job, the meaningfulness of the work, the friendliness of co-workers, and job security) and compensation and fairness. Job satisfaction was correlated with the ? st two factors. Subramaniam et al. (2002) found a direct and positive relationship between variables measuring managers’ needs for achievement and their organizational commitment to and use of a participatory budgeting process. Lowry et al. (2002), drawing on a sample of 454 employees working in registered clubs in Australia, show that job satisfaction signi? cantly affected organizational commitment and that formal training plans as well as empowerment and ? exible work hours were dominant factors in? uencing job satisfaction. Iverson and Deery (1997) and Silva (2006) presented empirical results showing that organizational commitment was connected with employee turnover, as mediated by job satisfaction. Kim et al. (2005) re? ned the aforementioned statistical relationship by applying structural equation modeling. Manageable levels of job stress should have a certain number of positive effects on individual and/or organizational behaviors. The most signi? cant empirical studies in this regard were conducted by Faulkner and Patiar (1997) and Iverson and Deery (1997). Zohar (1994) and Brymer et al. (1991) claimed that stress included three aspects of role con? ict and ambiguity: workload, decision latitude, and psychological stress. Faulkner and Patiar (1997) identi? ed ? ve sources of the job stress suffered by front-of? ce employees: ‘‘coping with of? ce politics, dealing with ambiguous situations, inadequate guidance from superiors, under-promotion, and staff shortages’’ (p. 110). This empirical study implied that these ? ve stressors should be eliminated to stimulate individual adaptive behaviors. Recent research conducted by Karatepe and Uludag (2007) with employees of Northern Cyprus hotels found that work–family con? ict did not signi? cantly contribute to job satisfaction or intentions to leave an organization. Karatepe et al. (2006a,b) and Kim et al. (2009) found that role con? ict and ambiguity were signi? cantly associated with job satisfaction, given sex as a mediating variable. The study conducted by Kim et al. (2007) implied that job burnout might increase rates of employee turnover. Employee turnover constitutes a critical issue for many hoteliers and academics. Some hoteliers view turnover as a part of the culture of the hospitality industry as a whole (i. e. , a so-called turnover culture). Hotel operations in Taiwan are also characterized by this sort of culture (Yang, 2008). Recent studies of the hotel industry in Taiwan conducted by Yang (2008) demonstrated that organizational socialization contributed to job satisfaction and commitment and minimized newcomer turnover intention. This study, applying a multiple regression analysis, showed that job satisfaction affected affective commitment and hence in? enced turnover intentions. Yang (2009) indicated that newcomers enjoyed observing and reading job-related information to learn how to perform tasks, implying that organizational socialization and job stress were correlated with job satisfaction. 1. 3. Justi? cation for and contribution of the study Although many empirical studies have focused on issues related to job satisfaction, organizational commitment, and employee turnover, many una nswered questions about the nature of job satisfaction seem to remain. One such unanswered question concerns the importance of different job factors, such as role stress and job burnout, in determining satisfaction. This empirical study attempts to explore the relationships among several components of the antecedents and consequences of job satisfaction. The main impetus for conducting this comprehensive and holistic study derived from the need to narrow three theoretical gaps. First, although prior studies have revealed the relationship between antecedents (i. e. , role stress, socialization, and burnout) and consequences (i. e. organizational commitment and employee intentions to leave an organization) and job satisfaction, few studies have investigated the interactive effects of these variables within the context of a more inclusive model. Second, a great deal of the literature in the hospitality and tourism ? eld shows a strong relationship between job satisfaction and organizational commitment, but few studies have examined this relationship by dis tinguishing affective from continuance commitment. Third, no empirical evidence about whether absenteeism mediates between organizational commitment and intention to leave has been presented. This study will contribute to a growing body of research on job satisfaction that illustrates the need to adopt a multi-faceted approach to the study of employee turnover intentions. It will also demonstrate the importance of considering not only the effects of job characteristics on job satisfaction, but also the effects of job satisfaction on organizational commitment, absenteeism, and turnover intention. 1. 4. Purpose of the study The study focuses on interactions among employees in hotels in Taiwan and empirically examines the effectiveness of an integrated understanding of applied psychology that includes organizational socialization. The purpose of this research is to explore (1) the effect of role stress, burnout, socialization, and work autonomy on job satisfaction; and (2) the situational relationships among job satisfaction, individual commitment to organizations, absenteeism, and employee turnover intentions. 2. Hypotheses development This study aims to recast our perspective on job satisfaction by applying organizational theories pertaining to job stress, burnout, J. -T. Yang / International Journal of Hospitality Management 29 (2010) 609–619 611 socialization, and work autonomy. These factors contribute to job satisfaction, and hence to organizational effectiveness, in terms of organizational commitment, absenteeism, and employee turnover intentions. 2. 1. Job satisfaction Job satisfaction can be viewed as ‘‘the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values’’ (Locke, 1969, p. 316). Early comprehensive empirical research conducted by Porter and Steers (1973) and Muchinsky and Tuttle (1979) showed a negative relationship between job satisfaction and employee turnover intentions. Some studies (e. g. , Steers, 1977; Wanous et al. 1984; Lo and Lam, 2002) have found a signi? cant relationship between job satisfaction and organizational commitment. Williams and Hazer (1986) demonstrated that job satisfaction could be predicted by pre-employment expectations, perceived job characteristics, leadership considerations, and age. Job satisfacti on signi? cantly and positively contributed to the outcomes of organizational commitment, which reduced employees’ intentions to leave and subsequently resulted in decreased turnover. Recent research on the restaurant industry conducted by Lam et al. (2001a,b) reported that the relationship between job satisfaction and job tenure ? a U-shaped model. When people entered an organization and/or job, job satisfaction decreased when job expectations were not met. At times, ‘‘reality shock’’ (Hughes, 1958) occurred. After such an experience, employees adjusted their expectations according to the reality of the job. During the course of this transition, job satisfaction increased when jobrelated expectations were reached. Rayton’s (2006) empirical research revealed that perceived levels of job reutilization and higher levels of work involvement, pay satisfaction, managerial support, and career opportunities were signi? ant determinants of employee jo b satisfaction. 2. 2. Role stress All employees, from senior managers to frontline personnel, can suffer from job stress (Ross, 1997). Human resources managers face a great challenge in attempting to ameliorate employee job stressors (Ngo et al. , 2005). Ngo et al. (2005) characterized role stressors in terms of role ambiguity, role con? ict, role overload, and work–family con? ict. These stressors can lead to such personal reactions as employee burnout, job dissatisfaction, and intentions to leave an organization. According to Karatepe and Sokmen (2006), role con? ict refers to situations characterized by incompatible demands in which employees feel obliged to attend to different individuals (e. g. , managers, colleagues, and customers) simultaneously; on the other hand, role ambiguity also refers to the experience of not having (or receiving) the information necessary for pursuing jobrelated tasks in the workplace. Much relevant research (e. g. , Brown and Peterson, 1993; Almer and Kaplan, 2002; Perrewe et al. , 2002; Siu et al. , 2002; Firth et al. , 2004; Ngo et al. 2005; Karatepe and Sokmen, 2006) has empirically con? rmed the association of a variety of work stressors, including role ambiguity and role con? ict, with lower job satisfaction, increased job-associated tension and anxiety, less affective commitment, lower work involvement, and poor job performance (Sohi, 1996; Karatepe and Sokmen, 2006), leading to intentions to resign. Accordingly, the following hypotheses are proposed: Hypo thesis 1. Role ambiguity negatively affects job satisfaction. Hypothesis 2. Role con? ict negatively affects job satisfaction. 2. 3. Burnout Gill et al. (2006) de? ed burnout as ‘‘a syndrome or state of physical, emotional, and mental exhaustion, as well as cynicism towards one’s work in response to chronic organizational stressors’’ (p. 471). Pienaar and Willemse (2008) demonstrated that burnout might be caused by unfair pay systems, imbalance between pay and work-related effort, and lack of organizational support, career advancement, and recognition by superiors. In addition, frontline hospitality employees sometimes encounter dif? cult interactions with demanding customers, and such experiences can also lead to emotional exhaustion and/or psychological burnout. Many empirical studies (e. . , Leiter and Maslach, 1988; Firth and Britton, 1989; Cordes and Dougherty, 1993; Turnipseed, 1994; Wright and Bonett, 1997; Etzion et al. , 1998; Maslach and Go ldberg, 1998; Van Dierendonck et al. , 1998; Gillespie et al. , 2001; Hsieh and Chao, 2004; Gill et al. , 2006; Pienaar and Willemse, 2008) have reported that burnout results in additional negative effects on individuals, including reduced satisfaction and lower levels of productivity. Burnout also impacts the organization and management by eliciting employee mistrust and discouraging teamwork. Thus, the following hypothesis is proposed: Hypothesis 3. Burnout negatively affects job satisfaction. 2. 4. Socialization Louis (1980) de? ned socialization as ‘‘a process by which an individual comes to appreciate the values, abilities, expected behaviors, and social knowledge essential for assuming an organizational role and for participating as an organizational member’’ (pp. 229–230). Socialization aims to alleviate the feeling of emotional vulnerability (e. g. , job uncertainty, ambiguity, anxiety, and stress) by strengthening the social interactions between newcomers and colleagues to accelerate newcomers’ learning and adjustment to a new environment (Kennedy and Berger, 1994).

Stakeholder Analysis Is Important For Toyota Marketing Essay

Stakeholder Analysis Is Important For Toyota Marketing Essay 2.0 INTRODUCTION Business organisations have to take their stakeholders into account in order to succeed in attaining its business goals. The participations and supports from stakeholders are essential to ensure that business operations run smoothly. Stakeholder is any person, group or organisation that will be affected by the business activities and have something to earn or lose with the changes of business operations. Stakeholders include customers, suppliers, distributors, public, community, media, government, etc. 2.1 NEW STRATEGIES FOR TOYOTA According to the case study, Toyota was forced to recall its cars from the US market last year due to faulty brakes. This has affected Toyotas image in the minds of stakeholders. In order to change stakeholders attitude towards Toyota, it has plan on implementing an effective advertising campaign as its new strategy. 2.1.2 ADVERTISING According to wordnetweb.princeton.edu, advertising is defined as a public promotion of some product or service. In other words, advertising is an activity of presenting a product or service to induce people to purchase of it. Advertising is one of marketing tool that is used to sell and promote the products or services of business organisations. Toyota can use advertising campaign to persuade potential customers to purchase the cars produced by its company. Advertising agency can be hired to over view their new product and advertise it to attract the customers. The roles and function of advertising in the communication industry include firstly, to acquire enhanced volumes of sales of products and services. For example, advertising can help Toyota to increase the sales volume of their product by giving pamphlets and brochures to the customers, media advertisement and etc. Secondly, advertising can generate awareness about offerings. For instance, the advertisement in billboards, flyers and media advertisement on Toyota is to attract customers attention and inform customers on the latest promotion. For instance, to introduce a new car model produced by the company. Thirdly, advertising induce trial of a new product and services offered. For example, Toyota Aygo is targeted to the younger generation. Therefore, through its advertisement, it can attract the attention of the youth to purchase and use the car. Fourthly, advertising can also change perception and create reassurance. For example, a good advertisement will make customers feel that t he cars produced by Toyota provides better quality and value compared to the cars which are produced by other companies. Besides that, advertising can also support sales promotional sponsorships and public relations activity, make announcements in public interest, and also motivate and impress trade channels. Advertising is a paid, non personal promotion of a product or service by an advertising agency to inform or persuade a particular target audience. Advertising has evolved to take a variety of forms and has permeated nearly every aspect of modern society. Advertising can take a number of forms, including advocacy, comparative, cooperative, and direct-mail, informational, institutional, outdoor, persuasive, product, reminder, point-of-purchase, and specialty advertising. For instance, Toyota can use the various delivery mechanisms for advertising include banners at sporting events, billboards, Internet Web sites, logos on clothing, magazines, newspapers, radio spots, and television commercials. Through advertising in newspaper and television, Toyota can provide informations to the customer on the models of cars which they offer. This method of advertising can attract large number of people as they are using mass media communication. For example, in newspapers, we can generally see and read the Toyota advertisement regarding the models of cars offered by Toyota and its specifications. Toyota offer quality products at an affordable price. In addition to that, Toyotas television advertising which promotes Toyotas cars that are synonym with quality and sophistication will attract customers to purchase its products. Besides that, Toyota can also use outdoor advertising such as billboards and messages painted on the side of buildings. These are common forms of outdoor advertising, which is often used when quick, simple ideas are being promoted. Since repetition is the key to successful promotion, outdoor advertising is most effective when located along heavily travelled city streets and when the product being promoted can be purchased locally. The advantage of advertising is that it gives the organization total control of the message that will be presented to the audience. 2.2 IMPORTANCE OF STAKEHOLDER ANALYSIS Stakeholder analysis is important for Toyota as it helps the organisation to analyse and investigate the interests of stakeholders that might be affected by the companys policy and business operations. Besides that, through the implementation of stakeholder analysis, the potential conflicts and risks that would jeopardise the business operations of the organisation can be identified. In addition to that, a stakeholder analysis assist Toyota in identifying the opportunities and relationships that can be built on between the organisation and its stakeholders during the implementation stage. Furthermore, Toyota can identify the groups that should be supported to take part in the various different stages of the business activities. Moreover, stakeholder analysis aids Toyota in developing appropriate strategies for stakeholder engagement activity by communicating with its stakeholders. Lastly, stakeholder analysis help Toyota in analysing on methods to decrease the negative impacts on vul nerable groups. 2.3 CONCLUSION Stakeholder analysis serves as an important tool to identify and analyse the relationships between several different stakeholders, besides gaining an understanding on their perceptions on key issues. Stakeholders participation is important for the sustainability of an organisation. This is because, the policy and activities of the organisation will be affected if the stakeholders support or oppose to the companys policy. In the case of Toyota USA, its image in the stakeholders minds has dropped due to the recall of its cars from the market. Toyota realised that it has to change the stakeholders attitude and perception of its company, therefore Toyota developed an advertising campaign which serves as its new strategy in order to gain back the shareholders trust of its organisation as one of the market leader in car manufacturing.

Lees Philosophy To Kill A Mock :: essays research papers

Nelle Harper Lee’s Philosophy on the Proper Treatment of Human Beings in To Kill A Mockingbird   Ã‚  Ã‚  Ã‚  Ã‚  The 1930’s were a time in which blacks faced many hardships. It was a time in which the Ku Klux Klan had its peak. However, most importantly, it was the time when Nelle Harper Lee, the writer of To Kill A Mockingbird, was being raised. She was raised in a world where “niggers'; were the bottom class in one of the most powerful countries in the world. She was also being raised during the Great Depression, a time when the attacks on blacks were intensified, as they were the scapegoats of the immense downfall of the US economy. However, she was only a small, innocent child who believed in equality for all. Thus, Harper Lee expressed her disapproval over the treatment of blacks in her Award-Winning novel, To Kill A Mockingbird, through the eyes of a fictional character called Jean Louise Finch, better known as “Scout';.   Ã‚  Ã‚  Ã‚  Ã‚  Scout, the main character in the story, grew up in Maycomb County; a fictional town in Alabama inspired by the Monroe County, Harper Lee’s hometown. Scout’s father, Atticus Finch, was a defense attorney during the Great Depression. Just like everyone in Maycomb County, his economic conditions were very poor. Judge Taylor assigns him the task of defending Tom Robinson, a married black man accused of raping the eldest daughter of Bob Ewell, the head of a family that “…had been the disgrace of Maycomb for three generations.'; As the story progresses, Scout slowly becomes introduced into the world of hatred, unfairness, and racism that the 1930’s exposed. Nevertheless, since Scout still had both her innocence and naivete, due to her premature age, she completely expressed total disapproval towards the treatment of blacks during the time of her childhood. The author portrays this disapproval through Dill and Jem, Scout’s friend, and Scout’s brother, respectively, as shown here by Dill, “‘I don’t care one speck. It ain’t right to do ‘em that way. Hasn’t anybody got any business talkin’ like that—it just makes me sick.’'; Various characters’ reactions to the verdict emphasize Lee’s feelings toward racial injustice. During the Tom Robinson trial, Atticus could not have portrayed his evidence in a more professional and convincing manner. Unfortunately, Tom Robinson was found guilty by the jury and was sentenced to death. Atticus’s son, Jem, expresses his rejection to the unfair treatment of blacks by stating, “‘How could they do it, how could they? Lees Philosophy To Kill A Mock :: essays research papers Nelle Harper Lee’s Philosophy on the Proper Treatment of Human Beings in To Kill A Mockingbird   Ã‚  Ã‚  Ã‚  Ã‚  The 1930’s were a time in which blacks faced many hardships. It was a time in which the Ku Klux Klan had its peak. However, most importantly, it was the time when Nelle Harper Lee, the writer of To Kill A Mockingbird, was being raised. She was raised in a world where “niggers'; were the bottom class in one of the most powerful countries in the world. She was also being raised during the Great Depression, a time when the attacks on blacks were intensified, as they were the scapegoats of the immense downfall of the US economy. However, she was only a small, innocent child who believed in equality for all. Thus, Harper Lee expressed her disapproval over the treatment of blacks in her Award-Winning novel, To Kill A Mockingbird, through the eyes of a fictional character called Jean Louise Finch, better known as “Scout';.   Ã‚  Ã‚  Ã‚  Ã‚  Scout, the main character in the story, grew up in Maycomb County; a fictional town in Alabama inspired by the Monroe County, Harper Lee’s hometown. Scout’s father, Atticus Finch, was a defense attorney during the Great Depression. Just like everyone in Maycomb County, his economic conditions were very poor. Judge Taylor assigns him the task of defending Tom Robinson, a married black man accused of raping the eldest daughter of Bob Ewell, the head of a family that “…had been the disgrace of Maycomb for three generations.'; As the story progresses, Scout slowly becomes introduced into the world of hatred, unfairness, and racism that the 1930’s exposed. Nevertheless, since Scout still had both her innocence and naivete, due to her premature age, she completely expressed total disapproval towards the treatment of blacks during the time of her childhood. The author portrays this disapproval through Dill and Jem, Scout’s friend, and Scout’s brother, respectively, as shown here by Dill, “‘I don’t care one speck. It ain’t right to do ‘em that way. Hasn’t anybody got any business talkin’ like that—it just makes me sick.’'; Various characters’ reactions to the verdict emphasize Lee’s feelings toward racial injustice. During the Tom Robinson trial, Atticus could not have portrayed his evidence in a more professional and convincing manner. Unfortunately, Tom Robinson was found guilty by the jury and was sentenced to death. Atticus’s son, Jem, expresses his rejection to the unfair treatment of blacks by stating, “‘How could they do it, how could they?

Animal Testing :: essays research papers fc

Animal testing is an issue in today's society that, whether anyone realizes it, does affect each of us. Such as transplants, vaccines, and medicine. Nearly each and every one of us today have received vaccine shots. We have all used medications. We have all heard of transplant technology. This above example I have used is farfetched. Brain transplants are not an everyday occurrence. They are not yet, at least. However, kidney and heart transplants are beginning to become a more and more common every day. Who knows what is possible with the proper research. Today there are a great deal of people who oppose animal testing in laboratory research. This is limiting our medical capabilities . Could we be holding ourselves back from medical breakthroughs such as a cure for cancer or AIDS? Animal testing is already controlled to a great extent. Many cats and dogs are killed annually by shelters and pounds. Animal testing is not as cruel as it is portrayed and is an essential to reaching medical breakthroughs. Special controls on laboratory animals have been in place since 1876. These have been revised in 1986. These laws are now more commonly known as the revised Animals Act of 1986. This law allows for scientist to perform testing while also safe guarding the animals. Prior to any testing a cost benefit analysis must be applied. In this analysis they review the potential research benefits with the potential for animal suffering. All registered facilities are also required to establish an Animal Care and Use Committee (IACUC) that reviews and approves procedures involving animals before they take place. This organization also inspects facilities semiannually for compliance with the AWA. At least one member of the committee must be a veterinarian. At least one member must be a "public" member, not affiliated with the institution, who represents the general community interest in the care and treatment of the animals. Research facilities must undergo many regulation to ensure animal safety. These regulations are being met on a monthly basis. (#2) There are approximately 56-100 million cats and 54 million dogs in the United States. It is estimated that 2,000 cats and 3,500 dogs are born every hour. There are an estimated 15 million dogs and cats that are put to death in pounds and shelters each year. These cats and dogs are put to their death for the lone reason that the pounds and shelters are overcrowded. Approximately 17-22 million animals are used in research laboratory's each year. That is just about 5 million more animals put to death in labs than are put to death in

A comparison between to Modern poems Essay

The two poems that will be compared both concern the topic of old age, but each has it’s own interpretation on the subject. The first, â€Å"Warning† by Jenny Joseph, is about a woman who wishes to live her life recklessly, instead of aging stereotypically. The second poem, â€Å"Old Man, Old Man† by U.A. Fanthorpe, expresses the effects of how old age can dramatically change a person’s perspective of their own life. Both poems concern the topic of old age, but after just a single reading of each it is clear that the tone differs tremendously. This is possibly where the most obvious observation can be made when considering the poems. â€Å"Warning† has a distinctive spirited feeling about it, where as â€Å"Old Man, Old Man† is able to convey the feelings of sorrow and remorse felt by the person concerned, with ease. This is an important aspect of any poem, and is a useful tool to assist a poem in its direction. Another important aspect of each of these poems is the actual topic of old age, and how it is perceived by the person in question. During â€Å"Warning†, old age is thought of as a rather mundane event for a person that signals the end of a life, and allows the person to fade away. This is also very much the case in â€Å"Old Man, Old Man† because of its tone, which is more sorrowful than in â€Å"Warning†, which portrays that the sarcastic stereotypical attitude shown in the third stanza of â€Å"warning† is actually a reality for some people. This is where the subject of each of the poems can be clearly seen. â€Å"Old Man, Old Man† is about a man that old age has crept upon, and has produced an unrecognisable person who is quite different from his original character. Past â€Å"Lord once of shed, garage and garden† Present â€Å"I’ve lost my hammer.† The above quotes provide reasonable evidence supporting this idea, as they represent how the man in the poem went from king of his domain- to something quite unrecognisable. However, the woman concerned in the poem â€Å"Warning†, shows a great will to change from her present character into what can only be described as a second childhood. It tells us that she is not only willing to become a different person, but that she is willing to attempt to stray away from the stereotypical view of old age. â€Å"And I shall spend my pension on brandy and summer gloves, And satin sandals, and say we’ve no money for butter.† It’s not just the tone that adds effect to the poems, but the titles also give us further insight into the poems they belong to. In the title Old Man, Old Man, the repetition of old man emphasises the man’s age, and the title’s repetition within the poem allows us to see that this aspect is quite important. Repetition is used throughout the poem, trying to show us that things such as his missing hammer and that he is unable to find his way to Drury Lane are important to the man in question. They also tell us that he is no longer as independent as he used to be. â€Å"I can see you, you said to me, but only as a cloud.† This comment within the poem explains to the narrator (who is possibly one of the man’s children) that the old man acknowledges that they are there, but becomes unaware of them. If we carry on through the final stanzas, we can see that the narrator wishes to assist the old man, but only as a cloud. This means that the old man can receive aid without losing his independence. The previous idea placed before the last quote can be supported as can this idea of having lost independence, without adding ridicule: â€Å"Let me find your hammer, let me walk with you to Drury lane. I am only a cloud.† â€Å"Warning’s† title, however, is slightly less obvious, but if it is analysed it can clearly be seen that the poem is not a warning for old age, but of being stereotypical, as this is exactly what the women doesn’t want to be. Repetition is also used within â€Å"Warning†, but not to the extent that it was used by â€Å"Old Man, Old Man†. It is used here not only for effect, but to emphasise things that the writer perhaps feels is important and should be taken into consideration. A good example of this during â€Å"Warning† can be found on the first and last lines, First line: â€Å"When I am an old woman, I shall wear purple.† Last line: â€Å"When suddenly I am old, and start to wear purple.† In this context, it shows us that old age will only be realized when she starts doing the things she planned upon doing as an elderly person. This is similar to â€Å"Old Man, Old Man† because within the poem, is a similar realization of old age. The poems mixture of tenses allows us to see this analysis of the aging process; this mainly refers to â€Å"Old Man, Old Man† but does occur during â€Å"Warning†. From reading the two poems, I have realised that old age makes a great impact on a person’s life, and it is up to them as to how they spend that time. Both â€Å"Old Man, Old Man† by U.A. Fanthorpe and â€Å"Warning† by Jenny Joseph contain different interpretations of old age from different perspectives. â€Å"Old Man, Old Man† could be seen as the stereotypical form of old age mentioned in â€Å"Warning†, and shows us that the woman doesn’t wish to be anything like the man, even though she probably knows that’s what she will be. This realization of old age is one thing that each of the poems has in common, although it is an experience in one, and an anticipation in another. Perhaps the poems are related to their writers, and consist of memories or feelings that they’ve had towards a relation (in the case of â€Å"Old Man, Old Man†) or even themselves (â€Å"Warning†). Each of the poems express similar use of different tenses, as do they use repetition to effect key sections, which adds depth. The titles of each of the poems also accomplish this, and are important because they set the tone for the poems. Although the content and tone of each of the poems is drastically different, it can be seen that they are really quite similar in the way they explain their opinions and views of old age, and their concerns when considering the topic. Each leads to a convincing perception of old age and a valid interpretation of their lives from that point onwards.