Impact of the Elimination of the Electoral College Essay

Impact of the Elimination of the Electoral College - Essay Example This system has, however, been criticized due to weighty reasons. The abolition of the Electoral College system of voting would be better for the electoral landscape. The first reason is that this system leads to gross inequality in the issuance of campaign resources (LeVert 74). Larger states receive more funding for campaigns. Secondly, it is also on record that smaller states are accorded more electoral votes. This gives the notion that some states are more politically important than others. The minority are given a louder electoral voice than the majority. Wyoming has 3 votes with a population of 532,668 citizens against 32 votes for Texas which has approximately 25 million people. Wyoming has an elector for every 177,556 people, while Texas has one for every 715449. This shows unequal representation. It is clear that a majority of the population may endorse a candidate, but the Electoral College system deprives the larger population of the ability to decide their leadership (Bur g 155). This system also advocates for the two-party system. This closes up democratic space, while dividing the country along red and blue lines (Burg 109). It is important to note that other political parties exist in the US, but are not given the support given to the Republican and Democratic parties, despite having positive ideals for the American people. Advocates for the electoral system have argued that this system spreads votes, preventing candidates from concentrating their campaigns in places with high population density.

Hotel Security Essay Example for Free

Hotel Security Essay Hotel Security Matthew Acevedo July 10, 2011 HTT/200 Hotel Security Security came forcefully to the attention of hotel operators in 1976 when a well-known singer, Connie Francis, was raped at knifepoint in a Long Island motel.(online reading, pg.309) Good security is what makes are breaks a good hotel. To insure that you have great security you have to address where its needed the most, where it might be an issue and what are the biggest threats to your guest. According to many different websites identity theft is becoming a major with hackers breaching computers in major hotel chains and gaining access to thousands upon thousands of guests personal information including; home addresses, credit card numbers and personal phone numbers. (Bates, 2008) To help reduce the risk of hackers it would be smart to make sure your database is secured through a well-known and respected company that deals with internet hackers. Though its impossible to fully stop hacking you can make sure you minimize the risk significantly with the right resources. A big issue with security would be fraud and theft. According to the U.S. Department of Justice Statistics, identity theft is now passing up drug trafficking as the number one crime in the nation. (Itrc, 2006) To solve some of these solution the easy steps would be to makes sure to check every guests ID and credit card against each other and have a fake ID decoder behind every desk to insure that no one gets away with using someone elses credit card. Theft is also a big concern with guests that stay in hotels. Many hotels have an open-door policy that lets maids prop open doors for hours on end while they clean that floor. That leaves room wide open for anyone to just walk into a room and take whatever they want or rack up huge bills on movie rental or minibar items. According to a study done in 2003 many hotels have not changes there policies after the attacks of 9/11. Many hotels that were rated higher with security had already established good security and didnt need to make changes. (Myers, 2003) There is no base-line for hotel security so its hard to say if the standard went up after the September 11 attacks of 2001. Conclusion Most of the security issue seems to be that of theft, either of personal items or identity. To help solve the ongoing issue there are dozens of companies working to shut down the cyber-attacks of hotel databases around the world. Until then it is the job of the hotel to take every precaution necessary to insure that guest feel as safe and comfortable as possible while staying in their establishment. References

The Concept Of Organizational Citizenship Behaviour Commerce Essay

The Concept Of Organizational Citizenship Behaviour Commerce Essay The concept of OCB has been implemented in organizations for their effective functioning and has promoted such behavior in public and private organizations, but in educational education institution OCB is still an unfamiliar concept. Thus, OCB is a useful term to describe voluntary teacher behavior that go Extra Mile to help students and colleagues to succeed. Thus, the study of OCB and effectiveness of teachers is vital so as to motivate them to do beyond of their formal duties and making effectiveness/performance of teachers as required for the betterment of institution. Thus, teachers in well functioning education institutions consistently go beyond the minimum expectations of formal job descriptions and contracts, hence, demonstrating goodwill, smooth functioning and efficiency of education institutions. Thus teachers in universities with high citizenship take it upon themselves to voluntare innovative suggestions, sponsor extra-curricular activities and serve on new comities and seminars more related to their studies. Moreover, teachers help students on their own time, stay after university to help students if necessary and resist the temptation to give students busy in work. Organizational citizenship behavior in universities provides a serious educational context in which teachers are rarely absent, make effective use of their time, work collaborately and emphasize on professional activities which results in increase of their effectiveness and directly influence the performance of teachers. The term OCB was first introduced by Bateman and Organ (1973). Background of the study. Organ (1988) originally coined the term organization citizenship behavior (OCB) and defined them as individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization. Also the willingness of the participant to go beyond the formal requirements of their position has been recognized as an essential component of the effective organization. Thus, OCBs can be said to lubricate the social machinery of the organization. Organ (1988) provided a multidimensional scale of OCB. The scale consists of five dimensions that make up the OCB construct the five dimensions are: Altruism: It is the behavior directed at helping a specific person at work (e.g. coworkers or supervisor). For example, altruism involves activities such as volunteering to assist a coworker with a project in you are not directly involves activities, or without being asked, assisting new employees. Compliance: Generalized compliance is employee conscientiousness that surpass enforceable work standards. For example, generalized compliance involves activities such as doing more than what is required to meet minimum task requirements or offering specific ideas to solve organizational problems without being asked. Sportsmanship: Sportsmanship is the tolerance of nuisances on the job (e.g. when employee endure impositions or inconveniences without compliant). Sportsmanship involves activities such not complaining or making huge issues out of minor problems or inconveniences. Courtesy: Courtesy is the act of touching the base with others before taking actions or making decisions that would affect their work (e.g. issuing reminders to coworkers, giving coworkers advance notice and passing along information). Civic Virtue: Civic virtue is the active participation and involvement of employees in company affairs and includes activities such as attending meetings, responding to messages and keeping up with organizational issues. As an example of different conceptualizations of OCB Statement of the problem. Teaching effectiveness is a major goal of education. It is recognized that teaching effectiveness has a far-fetched effect on the overall educational programme. Teachers competence refer to the behavior while teaching in a class. Effective teachers use pupils time differently than the less effective ones. Effective teachers spend more time in academic activities and teaching learning process. They inculcate the ideas into the minds of the students by applying various teaching strategies for this purpose they become humorists and witty in the classroom. They concentrate on communication skills. They focus on the subject matter and monitor the overall educational activities in classroom specifically and in the educational institution in general effectiveness in the sence that optimal results or near to such is obtained on the part of the pupils we in Pakistan are divided into different types of educational systems i.e. Government run, private and Madrassas or Maktabs. The teaching stan dard is different. Their evaluation criterion is also different. More conveniently, the curriculum and examination system are not the same. Due to these reasons the effectiveness need to be evaluated and its relationship with organizational citizenship behavior (OCB). But as an individual each of the employee, whether he/she is a teacher or not, must be able to show the most favourable results in their respective fields. Different approaches are followed to assess effectiveness. It is conditional to the concerned field for which the employees contribution is judged. The variables or yardsticks may be different; the ultimate purpose is the same Effectiveness. Similar is the case with measuring organizational citizenship behaviour Objectives of the study. The main objective of this study is to find out any relationship between organizational citizenship behavior and effectiveness of university teachers. Finding on job or internal factors that influence a teacher organizational citizenship behavior and his/her effectiveness. The extent of personal growth and overall integrity provided by the institution. Giving recommendations for further improvement. 1.4 Scope of the study A teacher can be effective if he/she gets out of the job what he wants to get. There is a close relationship between organizational citizenship behavior and effectiveness (teaching). Falling standard of education is common now a days. So one may blame the teachers responsible for the deterioration of education teachers may be termed responsible but identification of the facts of their job, which sometimes lead the teachers towards ineffectiveness is also the responsibility of the system. These facts belong to both the external and internal environments of the teachers this study will help in the finding of such factors. CHAPTER 2 REVIEW OF LITERATURE Organizational citizenship behaviors and performance has actually the subject matter of numerous research scholars. They have conducted various research studies and collections. The views of the various research scholars regarding organizational citizenship behavior and performance are enumerated as under. 2.1 Employee Behavior and Job Performance. Rotundo and Sacket (2000, P. 66) defined job performance as those actions and behaviors that are under control of the individuals and that contribute to the achievement of the organizations objectives. In higher education setting, Regoxs (2003) finds support for the relationship between OCB and the performance of university teachers, and in turns of students professional motivation and self confidence. His finding suggest that university teacher OCB may be associated with the quality of the teaching learning processes, however, that association is a unpublished to date. Most of the early research on OCB focused on its antecedents. More recently, increasing attention has been paid to the consequences of OCB (Padaskoff, et al.,2000). Finding from this line of research indicate that OCB has important consequences for both the organization and individual employee (Podaskoff, et al.,2000). At the organizational level, studies indicate that OCB I related to organization effectiveness (Podsakoff, Ahearne, and Mackenzie, 1997; Podsakoff and Mackenzie, 1994; Walz and Wiehoff, 1996). At the individual level, OCB has been found to affect supervisory evaluations of employee performance (Podaskoff, Mackenzie and Hui, 1993) reward recommendations . Katz (1964) states that three basic types of employee behaviors are critical for the overall effectiveness of any organization. People must be induced to remain within the system. People must carry out their role assignment in a dependable fashion. There must be innovative and spontaneous activity in achieving organizational objectives that goes beyond the role specifications. Behaviors (2) and (3) are the examples of Organizational citizenship behavior (OCB) (Organ, 1988) other examples of OCB are willingness to give time helping others who have work-related problems, taking steps to prevent problems with other worker and obeying organization rules, regulations and procedures even when no one is watching. Postulating that OCB may lead to positive outcomes such as high organizational performance and low turnover, researcher have investigated key antecedents of OCB (e.g Moorman, 1991; Organ and Konvovsky 1996; Podsakoff et al., 1990; Smith et al., 1983). Gregory Murphy et al., (2002) made a study to examine the role of OCB as a component of job performance. Participants comprised 41 human-service workers, who completed a job satisfaction questionnaire and were rated for their organizational citizenship, as well as being measured on three discretionary organizational participant behaviours job satisfaction correlated significantly with organizational citizenship behavior (Correlations ranged from + 0.40 to 0.67). 2.2 Factors Effecting the Organizational Behavior. Carol C. Bienstock, et al., (2003) have investigated that OCB links human resource management policies to desired service employee performance, enhancing customer perceptions of service quality and organizational financial outcomes. Furthermore, it demonstrates that these behaviors results in more effective service delivery to an organizational standards and enhance customer perceptions of service quality. Aaron Cohen, et al., (2004) were find the relationship between the dimensions of professionalism (profession as referred, sence of calling autonomy) and organizational citizenship behavior (OCB) was direct or mediated by variables representing justice perceptions (distributive justice, international justice, and formal procedures). Respondents were 1,0.35 registered nurses in four public hospitals in northern isreal. Supervisors in each medical unit at the hospitals provided data strongly supported the mediated model, namely the relationship between professionalism and OCB was mediated by variables representing justice in the workplace. The mediated effect as stronger for jewish nurses than for non-jewish nurses and for nurses with academic education in comparison to nurses with a non-academic educational several implications are drawn for the continuing examination of OCB. Carmen Barroso Castro, et al., (2004) have analyzed the effect of the service company employee behavior on customer perceptions of the quality of services received, and the consequent company performance. Organizational citizenship behavior has been recognized as relevant behavior of some employee, but its role regarding customer perceptions and company profitability remains unexplored. Beginning with a brief review of the conceptual background of the organizational citizenship behavior, service quality, and its consequence, this paper proposes a model to test these relationships empirically. Daniel J. Comeau et al., (2005) have conducted experiment on how the interaction of interdependence work environment and employee personality affect organizational citizenship behavior (OCB). Structural interdependence, as defined by levels of tasks and goal interdependence, was manipulated in the laboratory setting to determine the effect on individual level OCB. Also, a regression analysis was utilized to determine whether interdependence could act as a moderator for the relationship between the personality variable agree bleness and OCB and conscientiousness and OCB. Ferry Koster et al., (2006) have conducted a survey and gathered data from 674 employees nine organizations scales are constructed using multiple group method. OLS regression is used to test the hypothesis, which contribute to the literature on OCB by examining how this kind of behavior is affected by the behavior of the supervisors and coworkers and this article also focus on horizontal and vertical dimensions of cooperative behavior simultaneously. Jose Varela Gonzalez, et al., (2006) have shown the relationship between organization service orientation (OSO), contact employee job satisfaction and organization citizenship behavior (OCB). For this they have carried a survey of 149 hotels firms which provides eimperical evidence about the positive effect of the OSO on employee job satisfaction and citizenship behavior in the hospitality industry. Soumend Biswas et al., (2007) indicated the relationship between psychological climate and employee performance, in the Indian environment that includes organization citizenship behavior (OCB) and job satisfaction as mediating variables. Data were taken from 357 managerial employees in the manufacturing and service sector to analyze the relationship. The result supports the hypothesis that individuals perceptions of the psychological climate in the organization has a significant positive impact on his/her willingness to engage in OCBs, as well as on his/her job satisfaction levels. Further, OCB and job satisfaction levels have a significant impact on individuals performance. Jawahar, I.M and Dean Carr (2007) conducted and survey to measure conscientiousness and contextual performance of professional employees. Data of 158 professional employees were subjected to confirmatory factor analysis and moderate hierarchical analysis was used to test hither to untested hypothesis. This study makes several contributions. For instance, it extends Motowildo et al., theory to include subjective measures of situational conditions as factor that interact with personality to influence contextual performance the study responds to lepline et als call for theory based attempts to identify variable that have different relationships across the dimensions of contextual performance. Drawing on individual difference and social exchange perspectives this study theorized and found that perceived organizational supports moderates the relationship between conscientiousness and organization directed contextual performance and that the quality of the leader member exchange experience moderates the relationship between conscientiousness and supervisor directed contextual performance. EVIJ, Hetty et a., (2007) examined the relationship between personality and three types of OCBs (Organizational Citizenship Behaviors), and to test for the potential moderating effects of team leader effectiveness on the relationship between personality and OCBs. Hypothesis were test with data from 268 teachers of secondary schools. The result indicate that extroverts and teachers open for experience engage more in OCBs towards their school than introverts and teachers less open for experience do. Teachers that are more conscientious score higher on OCBs towards students. That fits with the idea that being conscientious is being careful and responsible. Teachers with introverts and neurotic personalities become more engage in OCBs than extroverts and emotionally stable teachers do when they appreciate their team leader effectiveness. Omer Torlak and Umut Koc (2007) has made a study in which they examined the relationship between the materialistic attitudes of sales people working in pharmaceutical and household white goods and furniture (HWGF) sectors and their OCB. A total of 199 sales people who work for pharmaceutical and HWGF sectors in Eskischir, Turkey were surveyed. The questionnaire consisted of two scales to measure materialistic tendencies and OCB, respectively. The results of the study early indicate that materialistic attitude is one of the antecedents that have a negative impact on OCB. There are negative correlations between all dimensions of OCB and materialistic attitude. Manrique de Lara, PZ et al., (2007) have examined the relationship between an unfavourable attitudinal environment and organizational citizenship behavior (OCB) the proposed model suggests that organization anomic (OA) acts as a moderator of that link, and thus OA interacts with unfavourable attitudes and OCB by tightening their theoretical negative association. Data collected from 154 non teaching staff at a Spanish public university. Accessibility of the individual email accounts was similar for all employees. E-mail asking for collaboration were sent in two phases. A questionnaire was posted on the university interanet and could be accessed by clicking on a link in the e-mails multiple hierarchical regression results support the moderating role of OA of the unfavourable attitude OCB link because the unfavourable attitudes towards coworkers and towards the boss as-a-person among employees with compared with high OA, have a stronger negative relationship with OCB. OA moderation exis ted, but to varying degrees, between attitudes toward. Ones job and some dimensions of OCB (OCBI, and OCBI client). OA also intensified the unpredicted positive relationship between attitudes toward bosss performance and OCB. No moderating influences were observed in the case of attitudes toward oneself and toward clients (students). R. Gert et al., (2007) has conducted a survey of the development of the knowledge sharing and the role of knowledge sharing in predicting turnover intensions of registered professional nurses. A literature study was conducted to determine the concepts and activities linked to knowledge sharing in order to compile the questionnaire. The questionnaire was factor analyzed in order to determine the factor structure of the instrument. Thereafter, the construct of knowledge sharing was introduced together with organization culture and various proposed mediating variables, namely organizational commitment, organizational citizenship behavior and job satisfaction, as well as various demographic variables to develop a predictive model of turnover intentions through applying general linear modeling. A cross sectional field survey design was used with a sample of 530 registered professional nurses in south Africa. A significant negative relationship was found between knowledge sharing behavior and turnover intentions. Furthermore, knowledge sharing interaction with organization culture in a final model where all the selected mediating and demographic variables were simultaneously entered into the equation to predict turnover intentions. Kim, Sangmook (2006) the main theme of this study is to investigate whether the distinct classes of organizational citizenship behavior (OCB) such as altruism and generalized compliance are shown in the Korean context, and whether public service motivation, job satisfaction and organizational commitment are predictors of OCB in Korean civil servants. Structural Equation Modeling (SEM) is applied to survey data of 1584 civil servants in Korea to examine the relationship between predictors and two dimensions of OCB. This analyzed the effect of public service motivation on OCB, and shows that public service motivation emerges as a more significant predictor of OCB in the public sector of Korea. It contributes to enhancing the applicability and meaningfulness of the concept of OCB across different cultures. Juliana D. Lilly et al., (2006) have made a study on the effect that work locus of control has on perceptions of trust, perceived organizational support, procedural justice and interactional justice. Data were collected from 679 alumi of a university in the southwestern USA. Regression analyses and structural equation modeling were used to test a series of hypotheses. The result indicate that work locus of control has a significant positive relationship on all variables. Perceived organizational support fully mediated the relationship between the work locus of control and perceptions of both procedural and interacional justice. Organizational trust fully mediated the relationship between work locus of control and interactional justice, but only partially mediated the relationship between work locus of control and procedural justice. 2.3 Perception Regarding OCB Caroline Aube et al., (2007) have conducted a research on that perceived organizational support (POS) is positively and significantly correlated with affective and normative commitment. The sample data includes 249 prison employees, that is by questionnaires. The results of hierarchical multiple regression analysis also support the moderating effect of locus of control and work autonomy with regard to the relationship between POS and affective commitment. This study highlights the importance of providing support to employees in order to faster their affective and normative commitment to the organization. Moreover, the results provide evidence in favour of managerial interventions aimed at enhancing perceived control and consequently, minimizing the negative effects of a lack of organization support on employees affective commitment. In addition to taking into account here dimensions of organizational commitment, this study underlines personality and job design factors that can modulate the relationship between POS and organizational commitment. Joo Y. Jung et al., (2008) have explore the relationship between the organizational culture (Organizational Citizenship Behavior OCB), TQM practice and organizational performance of the manquiladora companies. A structural equation modeling based on a cross sectional survey (N = 230) is conducted. As multinational companies (MNCs) implement innovative management methodology such as TQM practices, their organizational culture elements play significant roles towards the outcome. The organizational culture, represented by OCB, significantly impacts how TQM is managed and implemented. Furthermore, the result point out soft TQM elements have more significant impact than hard TQM element towards firms performance. The findings suggest that management should also focus on the intrinsic motivations of employees represented by OCB rather than the role emphasis on training and education. 3 RESEARCH METHODOLOGY `The previous chapter shows that a lot of research has been carried out in the past to study the relationship f organizational citizenship behavior with different variables. Here is another attempt to evaluate the correlation between organizational citizenship behavior (OCB) and effectiveness of teachers a case study of University of Peshawar this chapter consists of population, sampling, sources of data collection, method for gathering data and statistical analysis. 3.1 Purpose of the Study As stated earlier the main purpose of the study is to find out the relationship between organizational citizenship behavior and effectiveness of university teachers. 3.2 Population All teachers working in University of Peshawar constitute the population for this research study. 3.3 Sampling Sampling is a process of selecting a sufficient number of elements from the population, (i.e. sample), so that a study of the sample and understanding of its properties or characteristics would make it possible for us to generalize such properties or characteristics to the population elements for example sample statistic X (the sample mean) and S (standard deviation) are used as estimates of the population parameter m and d . 3.4 Stratified Random Sampling Method As its name implies, involves a process of stratification or segregation, followed by random selection of subjects from each stratum. The population is first divided into mutual exclusive i.e. each of the groups should be internally homogenous and externally different from one another, groups that are relevant, appropriate and meaningful in the context of the study and subjects are selected randomly from each stratum. In the present research case a proportionate stratified random sample is used because there is a probability that the population frame of different stratum may be the same sample and the same percentage of population is taken. For the purpose of collecting data the University of Peshawar having faculties of Arts and Humanities, Islamic and oriented studies, life and environmental sciences, management and information sciences, numerical and physical sciences and faculty of social sciences have been considered as a stratum. Employees of each strata have been selected thro ugh stratified random sample for the comparative study. 3.5 Hypothesis Null Hypothesis: Ho: Teachers have OCB and teachers have not OCB are equally effective. Alternative Hypothesis (HA): Teachers have OCB is more effective than teachers have not OCB. 3.6 Research Tools/Instruments The following two instruments will be used and utilized for collecting and gathered data. They are: Questionnaire Observation check list 3.7 Test Statistic Sometimes, the actual measurement or counts of individual or objects are either not available, or accurate assessment is not possible, they are then arranged in order according to some characteristics of interest. Such an ordered arrangement is called a ranking and the order given to an individual or object is called its rank. The correlation between such sets of ranking is known as Rank correlation. By formula: Where di = xi yi xi is the first observation yi is the 2nd observation It is known as spearmans coefficient of Rank correlation. has the least value and is zero when the numbers are incomplete agreement. i.e. When they are in complete disagreement attains the maximum value equal to rs = -1 for = In case any tied observation is found the formula becomes. r = Where xi and yi are ranks given to two objects. ÃŽÂ £ stands for summation/sum x stands for organizational citizenship behavior-OCB y stands for effectiveness of teaching n stands for number of observation. LITERATURE CITED Bateman and Organ (1973). Employee Psyche, International Journal of Manpower, Vol 27, pp. 728 Bateman and Organ (1973). Employee Psyche, International Journal of Manpower, Vol 27, pp. 728 B. Soumendu, V. Arup (2007) Psychological climate and individual performance in India: test of mediated model, Employee Relations, Vol. 29, No.5 C. Aaron, K. Yardena (2004) Professionalism and OCB: An eimperical examination among isreali nurses Journal of Managerial Psychology, Vol. 19 No. 9 C.B. Carmen, A.M. Armario, R.M. David (2004) The Influence of employee organizational Citizenship behavior on customer loyality. Internal Journal of Service Industry Management Vol. 15 No. 1 C.J. Daniel, G.L. Richard (2005) Structural Interdependence, Personality and organizational citizenship behavior: An examination of personal environment interaction, Personal Review, Vol. 34 No. 3. G. Teresa, G.V. Jose (2006) Structural relationships between organizational service orientation, contact employee job satisfaction and citizenship behavior, International Journal of Service Industry Management, Vol. 17 No. 1. H. Soonkwan, J.Y. Joo (2008) Organizational citizenship behavior (OCB), TQM and performance at the maquiladora, International Journal of Quality and Reliability Management, VOl. 25 J. Everd, R. Gert (2007) The development of a knowledge sharing construct to predict turnover intentions, Aslib proceedings New Information Jawahar I.M, C. Dean (2007) Conscientiousness and contextual performance, the compensatory effects of perceived organizational support and leader member exchange, Journal of Management Psychology, Vol. 22 No. 4. Katz (1964) Effects of Organizational Citizen Ship, Management Research News, Vol. 5 K, Sungmook (2006) Public service motivation and organizational citizenship behavior, International Journal of Manpower, Vol 27, pp. 728 K. Ferry, S. Karin (2006) Organizational citizens or reciprocal relationships: An eimperical comparison Personal Review, Vol. 35 No. 5 Lara.de, R. Espino (2007) Organizational anomie as moderator of the relationship between an unfavourable attitudinal environment and citizenship behavior (OCB): An eimperical study among university administration and service personal, Personal Review, Vol. 36 No. 6 M. Gregory, A. James, K. Neville (2002) Job satisfaction and Organizational Citizenship behavior: A study of Australian human service professionals Journal of Managerial Psychology, Vol. 17 No. 4 P. 288 M. Gregory, A. James, K. Neville (2002) Job satisfaction and Organizational Citizenship behavior: A study of Australian human service professionals Journal of Managerial Psychology, Vol. 17 No. 4 P. 288 Organ (1988) Concepts of Organisational Behaviour , Employee Relations, Vol. 29, T. Omer, K. Unut (2007) Materialistic attitude as an antecedent of organizational citizenship behavior, Management Research News, Vol. 30 No. 8

Nixon Essay -- essays research papers

Richard Milhous Nixon, the 37th President of the United States of America, was born on January 9, 1913 in Yorba Linda in Southern California to Francis A. and Hannah Milhous Nixon.   Ã‚  Ã‚  Ã‚  Ã‚  Nixon had a very rough childhood. Due to the illness of Richard’s brother, his mother was rarely around. Richard’s father was a very loud man who would beat his sons and enjoyed arguing with everyone, especially when it came to politics. Richard had to help out at the family gas station and grocery store while he was a college student. Nixon grew up harboring resentment toward people who were born into families and privileged and could trade on their social connections. Nixon attended Duke University and graduated from law school there. After graduating, Nixon applied to become an agent with the FBI and was rejected. He was also rejected when he applied to various major law firms. Eventually, Nixon found a job in a small law firm in Southern California. Nixon served as a Naval Officer during World War II. Afterward, he began to climb up the political ladder. He began by first serving in the U.S. House of Representatives and then in the Senate.   Ã‚  Ã‚  Ã‚  Ã‚  Throughout Nixon’s career, he used smear-politics to gain victory by viciously attacking his opponents. He used the public’s fear of communism during the Cold War years to his advantage by accusing several of his political enemies of being soft on communism.   Ã‚  Ã‚  Ã‚  Ã‚  In 1952, President Eisenhower agreed to allow Nixon to serve as his running mate although he never really liked him. This was because Nixon would help Eisenhower win California. Six weeks before the election, a bombshell was dropped on the campaign. An illegal secret political fund of Nixon’s was discovered and publicized. Although Nixon was encouraged to withdraw from the ticket, he, instead, went on television and delivered a speech not about receiving bribes or money but about a little dog that his daughter had named Checkers. Eisenhower was convinced to keep Nixon on the ticket when he heard of the positive response of the American people to the â€Å"Checkers Speech.† Eisenhower and Nixon later won the 1952 election by a massive landslide.   Ã‚  Ã‚  Ã‚  Ã‚  In 1956, Nixon was, once again, on the Republican ticket as the vice-presidential candidate. During his second term, Nixon became m... ...le from around the globe. These people included every president who was still living. A Eulogy was given by President Clinton in which he dwelled on Nixon’s great accomplishments, particularly in foreign affairs, rather than on his constitutional crimes such as those pertaining to the Watergate scandal. Summary Richard Milhous Nixon’s life started out being kind of tough but he eventually went on to be able to do great things such as becoming the President of the United States of America. Throughout his life, Richard Nixon did many things that were very great and very impressive but he was also responsible for doing many things that were definitely not so great and impressive. Nixon had a very impressive career when it came to foreign affairs but his career was far less impressive when you look at what was happening in the United States. If Nixon hadn’t been quite so paranoid and insecure in his own abilities, he would have made a far better president. After all, it was his paranoia and his insecurities that led him to forming the â€Å"plumbers† and to authorizing the things that ended up going on at the Watergate complex, which eventually led to his resignation from the Presidency.

Osteoporosis and Radio Ad Essay

Radio Ad We know many people worry about the risks of getting arthritis and osteoporosis, as well as injuries from falls as you start climb the latter called age. We are doing this radio ad in promoting a healthier Muscular system well in to your retirement age. Although some chronic disease risk factors such as (family history, age or sex) are not able to be modified and so cannot be incorporated into prevention strategies, these factors can help to identify people or groups at high risk of developing a disease, enabling a targeted approach. The modifiable risks factors are common to all chronic disease which includes diet, weight, exercise, alcohol intake and smoking. It is important to understand that adopting healthy lifestyle behaviors will reduce the risk of all chronic diseases, including arthritis and musculoskeletal conditions. A balanced diet will help to achieve a healthy weight and body. When increasing the intake of calcium also absorption of vitamin D will assist in reducing risks of developing arthritis and osteoporosis. Regular exercise aids in the prevention of musculoskeletal conditions, and it helps to alleviate and reduce joint pain and stiffness and build strong muscle around the joints. People who are obese are at higher risk of arthritis or osteoporosis due to the increased load across the weight bearing joints, and increasing the stress on cartilage and ligaments. People who reduce their smoking and drinking will reduce the risks for low bone mass, low bone strength, and low body weight. Having a healthier life style gives you a fun filled days right into your retirement years.

Do children’s shoe sizes get bigger as they get older? Essay

Title:- Do children’s shoe sizes get bigger as they get older? Introduction:- I will be doing an experiment to investigate whether it is true or not that a child’s shoes size increases as they get older. In order for me to prove this, I need to collect some data, I will ask some of my friends and family who has children and could help me with this experiment by completing the questionnaire. My objective is to find out at the end of this investigation whether my experiment on children’s shoe sizes is true or not true. Aim:- My aim is to investigate if children’s shoe sizes increases as they age. I will test my hypothesis by completing the experiment; once I get the results from my investigation I can examine them and see if my hypothesis was correct or incorrect. Hypothesis and Null Hypothesis:- Hypothesis – As children age their shoes size increases. Null Hypothesis – As children age their shoes size does not increase. Method:- I collected my data straight into a table chart. This was quick and easy and saved me recording the information found twice, as I was able to read it straight from this. I also found the data was easy to understand and I could see the slow increase of the shoe increase with age. Design:- I completed the investigation by asking my friends and family who had children if they would help me in this experiment. I found this to be more accurate rather than asking the child or just observing. I explained to the people who involved what they data I was gathering was for and gained their permission to use this. Participants:- I used 10 boys and 10 girls in investigation. The age range varied from two years old to 12 years old. I was prepared to use children’s data from one year old; however none of my friends and family had children of this age. I used this age group as this is generally before hormones start taking place and affecting the child in different ways. I asked the same number of girls to boys as see whether there was a difference in shoe size, to age, and gender. The gender of the participant did not seem to make a difference, as the majority of both genders shoe size got bigger as they got older. Materials:- The materials used were 15 friends and family as 5 of them had 2 children each. I recorded the information given with a pen and paper in a table form so I could understand the results, quick and easy. I made one table for boys, and one for girls. An example of the table is below:- Boys Age Boys Shoe Size Girls Age Girls Shoe Size I then went on to convert the shoe sizes to a European shoe size so this would be easier for producing graphs and using the data collected. I worked out the overall average shoe size for each age, also for both girls and boys. I also worked out the mean, mode and median, which I plotted on a line graph. Using the data I collected from the average of both boys and girls I did a graph so show if there was any difference or similarities. Procedure:- I contacted my friends and family and explained that† I am currently doing my Access to Midwifery and I am doing my Maths at the moment. I am doing an investigation in whether children’s shoe sizes get bigger as children get older, and I need to collect data. If they could be a help in providing what age their child is and what shoe size they are?† I informed them that I would put the data collecting into various graphs and tables to complete and support my conclusion, and gained Consent to this. After collecting the data from various friends and family I thanked them for helping me complete this investigation to the best of my ability. Results:- The flaws in the investigation are that there was a dip in the average shoe size data I gathered. At age 9 the shoe size was greater than a 10 year old. This may have been because of the size of child, the bigger/smaller the child the bigger/smaller size feet they will have. As I used European shoe sizes, this could have been another flaw. The overall results in terms of my hypothesis, is that children’s shoe sizes does increase with age. However the factor due to the individual child, if they are bigger or smaller than the average child, shoe sizes may vary. I feel like overall I gathered a good range of data. If I was to complete the investigation again, I would ask more people and to do this, so I would create a questionnaire that I could forward to various people with children gaining their consent and the relevant details which was needed for the experiment. I would send the questionnaire via social networking sites as I feel this would be more approachable and easier for people. I would ask 20 of each sex and then I would have a clearer view to prove that my hypothesis was correct. I would keep the age range the same as I feel the age range was varied enough. If I was going to complete the experiment again I would find another way to symbolise adult shoe sizes, as this may have been a flaw within my experiment. Conclusion:- The hypothesis is correct; children’s shoe sizes do increase as they get older. However they may be a slight dip in this result if the child is bigger or smaller than the average child. But for the normal average child there shoe size will increase as they get older. European Shoe Size converter UK SHOE SIZE EUROPEAN SHOE SIZE 4 20 4.5 21 5 21/22 6 23 7 24 7.5 25 8 25/26 9 27 10 28 11 29 11.5 30 12 31 13 32 13.5 32.5 1 33 2 34 3 35.5 4 36 4.5 37 5 38 A Graph to show the average shoe size compared to the age A chart to show the data collected for girls participated in the investigation, Age and Shoe Size.