Psychology Homework Essay Example for Free

Psychology Homework Essay The argument I have chosen to use is one that was between my friends and I. It was the early hours of the morning and we were at a Jacuzzi party. We were discussing the topic of wages and how much those of us who worked were earning. We then started talking about football players and how they earn millions of pounds for doing a very unnecessary and over paid job; compared to people who offer a service for the country such as those in the NHS or the armed forces who spend all day risking their lives or saving other peoples. The two main points of the argument were: 1. ‘Yes, Footballers are over paid but that is the way it is and that’s how it fits into the national framework’ This point was shared by everyone in the argument, except one person 2. ‘Footballers are paid to much and it should be changed now! ’ This point was shared by one person The people who believed in point 1, myself included showed how their point was valid. They showed that even thought it is not morally right for footballers to earn that much money compared to the amount of work they do or in comparison to people in public services but that is the way it is and with out them Public services would not be able to run as easily. We showed this by explaining the national frame work. The money that is earnt by the footballers is taxed greatly, some as much as 40%, This money is then distributed between education, social security, the NHS and many other things. The other person was still on a one tracked mind that it was just wrong and should be changed. So we explained it again and after much persuasion he started to see things our way. He then started to change the argument and incorporated big companies such as McDonald’s and Nike. His point was that they employ people in under developed countries to work for them because it’s cheap labour and it allows them to make a massive profit margin. The whole group agree that this was wrong but being the well balanced young adults we are, we looked at both sides. Some of our outcomes were that even though to us it seems like an unacceptable wage, the people employed are at least employed. We went far beyond people in Asia and right to where we lived. To other people, 16 and 17 year olds being paid just over minimum wage to work long hours and do jobs other people would say no to, is fine by them. In fact, after this argument a lot of people involved realised it was about themselves. How ironic?

Learning organisation as a realistic model

Learning organisation as a realistic model The learning and functioning in workplace carries a foremost responsibility to establish a constant learning for the organization. Learning organisation is one of the most significant forms of organisation used in present to shape the future for the success (Belasen 2000). In this type of organisation, learning is a base which assists in the development of most effective career plans and individual skills towards the path selected. In present, most of the organisations are trying to convert themselves in a learning organisation so that it can attain significant benefits related to learning organisation (Coffield 1998). Here, in this report the concept of learning organisation is discussed so that it can be identified that is the learning organization a useful or realistic model at the workplace. It is done in reference to a learning organisation that is IBM. Learning Organisation Learning Organization refers to an organisation in which employees at all levels, separately and conjointly, are incessantly growing their capability to bring forth results they truly care about (Nagwekar n.d.). It is not just the most appealing or existing management trend but it can also furnish organisations with work environment that open and flexible to innovative ideas. It also involves the concepts that provide solutions to continuous work-related troubles that are available among all its employees (Svensson, Randle Bennich 2009). It assists individuals with an ability to strengthen their knowledge base, which gives them with an ability to think significantly and ingeniously. Additionally, it also facilitates workplace individuals with an ability to communicate thoughts and conceptions, and the talent to collaborate with other individuals throughout the procedure of interrogation and action (Belasen 2000). A learning organisation try to create its own future by assuming that learning is a continuous and inventive procedure for its people (Rainbird, Fuller Munro 2004). The learning workplace directs individuals towards a development, adaptation and transformation of themselves in reaction to needs of organisation and as well as customers. It allows employees to work freely so that they can learn and express their ideas and problems and in turn can contribute towards the development of an improved work place (Nagwekar n.d.). This environment also assists individuals in shifting from the conventional authoritarian workplace philosophy to one in which the organisational hierarchy is broken down, and human potency is acclaimed (Coffield 1998). This type of working environment foster a culture in which individuals believe in creating results that they actually want and where they can learn that how they all can learn together for the advancement of all inclusive organisation. This type of organisation furnishes people with reaction to the competencies that is essential for every individual to attain success in its own field (Gould Baldwin 2004). The learning can be increased with the help of different learning approaches like training, rotational experiences, coaching, work-related education, electronic-system learning, and with the help of several other learning-oriented interventions (Lassey 1998). Today most of the organisations are trying to attain benefits of learning organisation as they feel that it is a realistic model but it is not the situation as it is much useful rather realistic (Nagwekar n.d.). An organisation become learning organisation with its own efforts and practices that if not undertaken accurately will not direct towards the creation of a learning organisation. In this type of organisation it is essential to make use of appropriate training programs that may vary according to the needs of specific organisation and its individuals (Belasen 2000). All aspects related to becoming a learning organisation need to be undertaken carefully as otherwise it would not be possible for a firm to use it for its own benefit. If it used effectively can assist a firm with several advantages and abilities to deal with existing challenges related to business, management of internal environment, employees commitment towards learning and working in the direction of organisational goals (Pun Balkissoon 2011). Throughout studies and evaluations, it is identified that there are some disciplines which must be mastered by an organisation if it wants to introduce a useful learning organisation that are as follows: Systems Thinking For becoming a learning organisation, it is essential that the firm develops and ability to envision the big picture and to make out patterns rather than conceptualizing change as obscure events (Belasen 2000). Additionally, there is also a need to think by interconnecting to the whole so that it can become easy to identify that how it operates and what actions can create troubles. Personal Mastery It commences by becoming devoted to lifetime learning and it is the key element of a learning organization (Nagwekar n.d.). Building Shared Visions For creating a learning organisation organisations need to develop a genuine or shared vision that evokes commitment in good and as well as in bad situations and has the potential to unite an organization. Mental Models Managing mental models is also vital as they can obstruct new and prevailing penetrations and organizational practices from being carried out. Until or unless there is no realization and a concentration to openness it is not possible to implement real change. Team Learning It is also critical as almost all modern organisations in present are operating on the basis of team work. It means that if a firms team members do not come together and learn it cannot become a learning organisation (Nagwekar n.d.). The concept of learning organisation is quite useful as it does not only allow firms senior managers to do all thinking but it also appropriates all individuals at all levels to think in regard to the entire organisation. It facilitates all employees to make use of their inner potential with a hope that they can also build something distinctive or unique for their firm. Benefits of Learning Organisation How learning organisation is useful at the work place can be understood with the help of discussion of its benefits to a firm. The benefits of learning organisation started appearing with the realization of its importance. It is helpful for dealing with different types of challenges that are as follows: Rapid Change: In present competitive environment change is occurring rapidly in all workplaces that in turn forces agencies to quickly adapt work procedures. Development of a learning organisation furnishes organisations with an opportunity to learn through adapting change and other pertinent issues (Belasen 2000). Eroding Knowledge Bases: The current attrition of Federal employees, awaited retirements decreases-in-force are inducing on-going damage to the organizational knowledge bases. This can be resolved with the help of a learning organisation that assist in furthering information exchange and tap expertise from all level employees (Murphy Willmott 2010). As well, it also makes use of technology to support and strengthen information exchange that in turn assists in resolving employees queries and issues. Shifting Focus: Focus of federal agencies is altering from a duty of ensuring compliance to serving customers effectively that also creates different challenges. The creation of a learning organisation will ensure a strategic alignment between customers needs preferences, individual learning, organisational aims, and resource distributions (Coffield 1998). Attainment of strategic alliance is very important as without this it is not possible for a firm to attain its aims and it can be done effectively with the help of development of a learning organisation. Limited Training Resources: The companies overall training budgets are decreasing day-by-day whereas employees also have less time to attend formal training sessions. This affects their growth and as well as company growth. With the help of a learning organisation at workplace, a company can make use of different alternative strategies that may easily incorporate learning into the workplace (Gould Baldwin 2004). These alternative methods are low in cost and are much more effective to furnish a company with all essential training needs of its employees. Evolving Roles of Supervisors: With the increasing diversity in organisations supervisors roles are evolving with an increasing responsibility. Now, supervisors are not only accountable for playing traditional human resource functions as they are also responsible for managing each and every aspect of business and its employees (Belasen 2000). With the development of learning organisation supervisors roles has become much more easy as in this they work as teachers and each employees is empowered to be accountable for their own learning. Management of all the above discussed challenges can be done effectively with the help of a learning organisation. The benefits of learning organisation evidenced that how it is useful in a workplace in regard to management of different aspects and as well as employees continuous learning (Wang Ahmed 2003). Learning Organisation as a Useful Model at Workplace Learning organisation is quite useful model at workplace as it allows a firm with several advantages related to attaining superior performance, improvement in quality, concentrating on customers, for attaining competitive advantage, to manage change, develop committed workforce, and for recognizing assured success and growth (Serra 2009). How a learning organisation work as a useful model at workplace can be understood with the discussion of IBM that makes significant use of learning for attaining above discussed advantages. At IBM, learning is a strategic facilitator of change. It works as an essential tool that helps it in affirming its new go-aheads, re-skills its manpower and appropriates it to handle key market changes and organizational alterations. Its use of learning helps it in developing a learning organisation that in turn works as a useful model at its workplace. IBMs commitment towards learning can be evidenced by its US$750 million annual spending for different learning initiatives (IBMs learning transformation story 2004). This annual spending of IBM is done with a belief that learning organisation enhances its productivity, endows employees and teams to innovate, empowers development of employee potential, and expands organizational knowledge to providers, co-operators and customers. In addition to developing a learning organisation, IBM has also adopted a repetitive procedure of learning transformation that helped it in attaining a leadership in learning. The continuous learning and leadership in organisational learning has enabled IBM to win and continuously grow in present competitive environment. The company success as a learning organisation can also be understood with its efforts towards enhancing learning. IBM operates with a belief of learning anywhere, anytime and on demand. Employees of IBM spend an approximate 17 million hours each year (around 55 hours per employee) in different formal training programs that may be conducted online or in a traditional classroom (IBMs learning transformation story 2004). Previously learning was given through traditional classrooms but now it is mostly conducted online (Belasen 2000). Another substantial belief that helped IBM is its link up of learning with employee retention. Its appropriate learning to its employees assist it in retaining its employees that is most significant issue in present competitive era (Furnham 2005). The continuous learning also assist the company in saving significant costs related to new employees training costs. Being a learning organisation, IBM respects the role that learning plays in attaining organisational effectiveness (IBMs learning transformation story 2004). All efforts of IBM towards becoming a learning organisation or using it as a useful model assist it with several advantages related to organisation, people, technology and knowledge that are as follows: Organization: By making use of leadership organisation as a useful model at its workplace, IBM has become able to attain organisational effectiveness. The company learning strategy facilitates it in attaining its vision. It has also helped the company in developing a leadership that is devoted to the significance of learning and believes in distinctly communicating learning that is essential for organisational success (Serra 2009). Development of appropriate leadership assists employees in identifying the needs, intends and chances for learning. Implying a learning organisation at workplace also helps IBM leaders in creating and maintaining a supportive learning culture for their team members that in turn motivates them towards working at their utmost potential. Continuous learning also helps IBM in making use of effective communication systems that alleviate the lateral information transfer and facts throughout all levels of organisation (Furnham 2005). The continuous learning arouses creativity and brings forth new penetrations and innovative practices at IBM. People: Being a learning organisation, IBM has become able to hire people who are significantly interested in their work and vigorously replicate on their experience. The intense learning had allowed its employees to make use of their understanding and take different initiatives to contribute towards knowledge management (Serra 2009). The different online and traditional learning programs have facilitated IBM with the development of employees as reflective practitioners. By working in a learning organisation all employees of IBM become able to grow their strengths and maximize their learning by getting involved into different learning programs. It also assists the company in creating an environment in which everyone work with cooperation and collaboration so that everyones learning towards working in a much more effective way can be enhanced (Chich-Jen 2011). Knowledge: Another substantial field in which it is beneficial to make use of learning is knowledge. For every learning organisation it is a critical asset as learning is the product of knowledge and its origin (Caldwell 2006). Development of a learning organisation enables an organisation to understand that how it can attain knowledge. Establishing learning organisation at workplace enables knowledge creation through individual to collective approach (Serra 2009). IBM being a learning organisation provides substantial opportunities for company knowledge to be developed and shared with others through social contact and approach to documentation. IBM employees are aware that how they can put specific knowledge in all essential systems for knowledge management (IBMs learning transformation story 2004). All these information and knowledge is not possible if a firm is not a learning organisation. Technology: Another substantial field supported by learning is a firms technology. When a firm, become learning organisation it become able to harness the significance of advanced information and communication technologies. Without having knowledge and empowerment in these technologies it is not possible for a firm to attain its objectives related to knowledge management and learning (Serra 2009). IBM as a learning organisation makes an effective use of information and communication technologies that in turn assist in strengthening its organizational identity, establishing and maintaining learning communities, keep everyone informed and aware of all essential corporate evolutions (Chich-Jen 2011). Additionally, continuous learning at workplace also helps IBM in creating unbelievable and associative linkups between people that in turn furnish access to their creative knowledge and thoughts. It also encourages innovation and originality by sharing and developing a practice of learning from others effective practices (Serra 2009). IBM being a learning organisation provides different opportunities to its employees to learn that how they can make an effective use of advanced information and communication technologies to enhance their knowledge and leaning (IBMs learning transformation story 2004). All the above discussed fields evidence that how IBM is able to use learning at its workplace by continuously investing in learning. The role of learning in IBM can be understood with its importance from last 90 years. From last 90 years, learning is playing a substantial role in driving IBM towards success (IBMs learning transformation story 2004). On the basis of its unified and lined up approach, IBM has furthered and are constantly maintaining effective learning programs for its employees, professional and administrator development. In the year 1915, after four years of IBM incorporation, it established a distinct IBM education department for training and developing all of its employees. Subsequently it was used formally on all its product lines so that employees can be instructed regularly and works effectively by increasing their learning towards their roles and company products and services (John 2002). Afterwards it offered a formal customer education following an IBM Management Development Program. For making employees more effective towards reacting customer requests and queries, the company started an IBM Customer Education Program that shows the company dedication to become a learning organisation (IBMs learning transformation story 2004). All these company management initiatives towards increasing employees learning significantly assist it in developing employees that are highly dedicated towards organisational goals and making innovations with the help of their creative thoughts and maximized sharing (OKeeffe 2002). The learning commenced in its beginning has now enabled company and its employees to operate by considering its future. IBMs focus on learning organisation was significantly useful for it as it assisted it in transforming itself from a hardware company to a recognized service-driven company. This change at company necessitated reorganization and re-skilling of its employees that became easy with the help of continuous learning (Aktharsha Anisa 2011). With learning, it became easy for IBM to align its employees in accordance to its new business models as its employees were dedicated and was ready to change their approach so that business opportunities available to company can be optimized. Throughout their past efforts, IBM has become able to develop dedicated employees and now it has been concentrating on the development of core-competencies and job-related abilities and skills. For improving its employees job-related competencies, the company learning programs target five strategic aspects that are sales, employee development, leadership and management, IT training and training to support business partnerships (IBMs learning transformation story 2004). For developing effective learning programs, the company also employed a learning governance model that helped IBM in setting its learning priorities. The company learning governance model is structured in a way that assures maximum effectiveness of IBMs learning investment. IBMs learning governance model is structured to ensure maximum effectiveness for our learning investment. For developing a learning organisation at workplace IBM governance complies with different aspects like every learning intervention should be integrated and implemented in regard to IBM strategy (Dierkes, Antal, Child Nonaka 2003). Additionally, its focus was on implementing a disciplined approach to enterprise wide learning so that more and more benefits related to organisation, people, technology and knowledge can be attained (IBMs learning transformation story 2004). All these company initiatives towards becoming a learning organisation significantly helped it in attaining all business related objectives. The company success is due to its integrated learning approach. The company management operates with a belief that individual learn in different patterns and on this belief IBM tried to use different educational approaches for increasing its employees learning. The integrated learning approach includes interactive, web-based, collaborative and face-to-face learning (Aktharsha Anisa 2011). Among these the most appropriate method suited to a group can be selected according to their own skills and requirements. Another effort in this direction done by IBM is the development of the IBM Learning Investment Council. For increasing learning at IBM, first of all the employees performance reports and other available reference materials are used that are usually web-based. This appropriates online transfer of information and also provides an access to individual to the material that is pertinent to their job and needs (IBMs learning transformation story 2004). It allows employees to learn at their own pace that in turn create interest among them and motivates them to learn according to their own suitability and abilities (John 2002). In addition to this, learning is also created from interaction, simulation or games that motivated individuals to contribute on real-life situations and endows them with an ability to practice specific competencies at their own speed (OKeeffe 2002). Another significant approach used at IBM for increasing learning is collaborative learning and class-room learning. The approach of IBM towards learning from its initiatives has significantly assisted in it transforming its history that was not possible without its timely learning initiatives (Dierkes, Antal, Child Nonaka 2003). From beginning, the company management was aware with the usefulness of organisational learning at workplace and this is the reason they tried to implement it by undertaking different efforts. The company motivated all its employees to focus on continuous learning so that their skills and abilities can be strengthened (Curado 2006). It was done with a realisation of learnings importance and its usefulness for a firm in the direction of attaining all its pre-determined business goals. With the realization of learnings importance IBM tried to integrate it with its business strategies so that all its efforts can be directed with continuous learning that in turn can provide its employees with an advantage to increase their abilities and skills from time-to-time or according to changes in market and customer needs. Conclusion With the help of above discussion of learning organisation, its benefits and use of learning by IBM it can be said that learning is a useful model for an organisation. Without learning it is not possible for a firm to develop its employees with all essential job-related competencies. Organisation learning at workplace encourages employees to strengthen their skills that in turn direct them towards performing their duties in a much more effective manner (OKeeffe 2002). The success of IBM demonstrates how important and useful organisational learning is at workplace if implemented appropriately. IBM learning initiatives evidences its importance and how it assisted it in transforming its image (Rae 2008). In present competitive environment organisational learning is highly useful as it assist organisations with an ability to develop its employees competencies and skills in accordance to their own requirements related to attaining business aims and objectives.

Anderson And Hemingways Use Of The First Person Essay -- essays resear

"It is a tale told by an idiot, full of sound and fury, signifying nothing."At one point in his short story, "Big Two-Hearted River: Part II", Hemingway's character Nick speaks in the first person. Why he adopts, for one line only, the first person voice is an interesting question, without an easy answer. Sherwood Anderson does the same thing in the introduction to his work, Winesburg, Ohio. The first piece, called "The Book of the Grotesque", is told from the first person point of view. But after this introduction, Anderson chooses not to allow the first person to narrate the work. Anderson and Hemingway both wrote collections of short stories told in the third person, and the intrusion of the first person narrator in these two pieces is unsettling. In both instances, though, the reader is left with a much more absorbing story; one in which the reader is, in fact, a main character. With the exception of "My Old Man", which is entirely in the first person , and "On the Quai at Smyrna", which is only possibly in the first person, there is just one instance in In Our Time in which a character speaks in the first person. It occurs in "Big Two-Hearted River: Part II", an intensely personal story which completely immerses the reader in the actions and thoughts of Nick Adams. Hemingway's utilization of the omniscient third person narrator allows the reader to visualize all of Nick's actions and surroundings, which would have been much more difficult to accomplish using first person narration. Nick is seen setting up his camp in "Big Two-Hearted River: Part I" in intimate detail, from choosing the perfect place to set his tent to boiling a pot of coffee before going to sleep. The story is completely written the in third person and is full of images, sounds, and smells. In "Big Two-Hearted River: Part II" Hemingway exactly describes Nick's actions as he fishes for trout. Details of his fishing trip are told so clearly that the reader is almost an active participant in the expedition instead of someone reading a story. He carefully and expertly finds grasshoppers for bait, goes about breakfast and lunch-making, and sets off into the cold river. By being both inside and outside Nick's thoughts, the reader can sense precisely the drama that Hemingway wishes to bring to trout fishing.... ...art of the story. The entire book is a dialogue between narrator and reader. The effect is that the reader becomes even more involved in the stories. Both of these works are unlike others from the same time period which are told completely using first person narration. Gertrude Stein's The Autobiography of Alice B. Toklas and Anita Loos' Gentlemen Prefer Blondes are both written wholly in the first person. But both of these read like diaries, of which the reader is just that - a reader. Neither one has a point at which the reader is so definitely brought into the story consciously by the author. By jumping abruptly into first person instead of using it all along, Hemingway and Anderson more effectively do this. Anderson's and Hemingway's sudden switches to first person narration of course could not have been mere mistakes, and their reasons may have been even more convoluted than imaginable to late twentieth century readers. What is left are two collections of short stories in which the reader plays an actual role. The intrusion of first person narration makes these stories come alive in a way that a third person narration cannot, a tribute to the skill of both of these authors.

Meridia: The New Anti- Obesity Drug :: Diet Pills Health Obesity Essays

Meridia: The New Anti- Obesity Drug Introduction In today’s society the hegemonic belief surrounding weight is that thin is in and fat is out. With over half of the American population being overweight, the diet craze has swept the nation. However, a bigger player has come into the weight loss scene, the pharmaceutical industry. After the abrupt withdrawal of two anti- obesity drugs from the market in 1997, the pharmaceutical industry has been looking to fill the void in this area of the market. Meridia (sibutramine hydrochloric monohydrate), manufactured by Knoll Pharmaceutical Co, enters with caution what now appears to be a virtually deserted and uncertain anti- obesity market. The drug works to suppress appetite via serotonin (and norepinephrine) re-uptake inhibition. How Does Meridia Work? In the fall of 1997, fenfluramine (the fen half of the popular fen-phen drug combination) and Redux (dexfenfluramine) were recalled after the drugs were linked to potentially fatal heart valve abnormalities. In November of 1997, only a few months after the withdrawal of fenfluramine and Redux, the Federal Drug Administration (FDA) approved Meridia. Meridia is a class of drug known as monoamine (serotonin and norepinephrine) re-uptake inhibitors. It falls in the same class of many anti- depressants such as Prozac. Serotonin is a chemical released in the brain after you have eaten a meal, which makes you feel full. When a nerve impulse reaches the end of the nerve (the nerve terminal), the impulse causes the release of chemicals called neurotransmitters. The neurotransmitters are released in the space between the two adjacent neurons, this region is called the synaptic cleft. Usually once the neurotransmitters have bound to their receptors (the neurotransmitter and the recept or fit like a lock and a key) on the adjacent nerve, transport proteins work to reabsorb the extra neurotransmitter back into the nerve terminal so that they can be reused. However, Meridia acts to inhibit the reabsorption of serotonin so the that signal lasts longer, thus giving the sensation that you are full for a longer period of time. This method is thought to effectively reduce the caloric intake of an obese individual due to appetite suppression. For an informational video on the mechanism of action for Meridia visit the world wide web at www.4meridia.com/hcprof/fma.htm. How is Meridia Different from the Recalled Drugs?

Solar Physics Essay -- solar physics

The star we call the Sun has a number of small objects circling around it. Many other stars in our Galaxy have objects orbiting them too and astronomers have recently discovered a few of these other systems already. The largest members of the Sun's family are called planets, and one of these we call home. That planet, Earth, has many unique characteristics that enable life to exist on it. What are the other planets like? We have learned more about our solar system in the past few decades than probably any other field of astronomy. The planets are no longer just objects up in our sky, but places we have been and explored---worlds in their own right. To give an adequate coverage of each of the planets would fill up a whole book (or more)! Since this web site is an introduction to all of astronomy, I will not explore each planet individually. Instead, I will focus on the common characteristics of the planets such as their Distance relative to us, mass, size and etc. Distances Several hundred years ago Copernicus was able to determine approximate distances between the planets through trigonometry. The distances were all found relative to the distance between the Earth and the Sun, the astronomical unit. Kepler refined these measurements to take into account the elliptical orbits. However, they did not know how large an astronomical unit was. To establish an absolute distance scale, the actual distance to one of the planets had to be measured. Distances to Venus and Mars were measured from the parallax effect by observers at different parts of the Earth when the planets were closest to the Earth. Knowing how far apart the observers were from each other and coordinating the observation times, astronomers could determine the ... ... ? Angular velocity = 36 degrees / 4 hours = 9 degree/hour Full time rotation = 360 degrees / 9 degree/hour = 40 hours With the invention of radar, the distance to Venus could be determined very precisely. By timing how long it takes the radar beam travelling at the speed of light to travel the distance to an object and back, the distance to the object can be found from distance = (speed of light) Ãâ€" (total time)/2. The total time is halved to get just the distance from the Earth to the object. Using trigonometry, astronomers now know that the astronomical unit =149,597,892 kilometers. This incredible degree of accuracy is possible because the speed of light is known very precisely and very accurate clocks are used. You cannot use radar to determine the distance to the Sun directly because the Sun has no solid surface to reflect the radar efficiently.

Feminization of Poverty Essay

Poverty has been going through a feminization process in the recent decades. The overwhelming majority of those in poverty and those affected by poverty have been women recently. The trend has been set by the thousand of working women that head a single parent household. These women work and work and still are barely able to support their family. There are also other things impacting the feminization of poverty. One issue that has had a huge impact is the mass incarceration across the country. The men that would otherwise be working to help support a family are in prison, and when they get out of prison, they either can’t get a job or they can’t find a place to live. This causes poverty to become even more feminized by taking away a large amount of male help, and not allowing the families that are reunited to get welfare. Another issue associated with the feminization of poverty is the simple fact that women get payed less for the same jobs as a man would. Purely on the basis of their sex, the women are doomed to make 77 cents to every man’s dollar. In addition to their gender, if a woman is of color, any color other than white, she will make even less. Hispanics for example can make as low as 72 cents to every man’s dollar. With the combination of all of these issues, women are continually held back by regulations and by circumstances that they can’t avoid. These are not all of the issues associated with the feminization of poverty, but these are several of the main ones.

Bread & Roses Essay

â€Å"It is bread we fight for, but we fight for roses too. † This quote, originally in a poem written by a man named James Oppenheim, embraced a fierce social movement created by large number distraught textile workers who eventually created what we now know as the â€Å"Bread & Roses Strike†. This strike proudly showed the lengths one working under such unruly conditions would go in order to achieve respect, better working conditions, and enough food to feed their families. The book, â€Å"Bread and Roses†, written by Bruce Watson, is a novel concerning textile workers living in Lawrence, Massachusetts in the year 1912. Potential workers flocked to the city of Lawrence to better their lives, many of which soon realized posters and advertisements beckoning them to join in and share the city’s wealth did not prove to be as true as they claimed. Bruce Watson illustrates the working conditions of textile workers during this time period and proves as a reminder that during times of struggle, you gain your rights. Effective January 1, 1912, a new law was passed reducing the numbers of hours one could work. The workers wouldn’t have had a problem with this reduction if there was no cut in pay, but there was. That seemingly small pay cut, for multiple families, proved to become a financial splinter in their lives as they struggled day after day to keep food and warmth circulating throughout their already-small homes.