Truman Quoted essays

Truman Quoted articles On the off potential for success that you cannot have the warmth, escape the kitchen, is one of Harry S. Trumans most axiom. Students of history have since a long time ago discussed whether this statement applied to Truman himself during his lifetime somewhere in the range of 1884 and 1972. The statement implies that in the event that an individual can't endure the weights of a specific circumstance, at that point this individual should expel himself from that circumstance. Utilizing political, strategic, and social models from Trumans own life, this statement can be affirmed. In 1945, Truman turned into the 33rd leader of the United States while World War II was occurring. Being the leader of the United States is troublesome particularly in the midst of war. Truman, as different presidents, was tremendously forced by the nation to perform repudiating activities. He needed to chose troublesome inquiries, for example, regardless of whether to help South Korea. A portion of his bureau individuals likewise constrained him to utilize the nuclear bomb in Japan to end the war while others contended against executing a huge number of regular folks. Truman was politically arranged for the activity. By serving two terms as the president he demonstrated that he could remain in the kitchen. The Republicans likewise compelled Truman, as it is basic for one ideological group to threaten the other party in a political fight. The Republicans spread lies and bits of gossip and made harming purposeful publicity to demolish Trumans notoriety. Truman withstood this pit of po litical weights all through his profession and demonstrated that he could stand the warmth. In 1950, socialist powers from North Korea attacked South Korea while Truman was the president. South Korea had been a partner of the United States since the World War II. The United States had armed force bases situated in that nation. The nation was conflicted between the choices of whether to help their partner nation Korea. Quite possibly if the United States shielded Korea, the Soviet Union would bolster North Korea... <!

Professionalism and the accounting profession Essay

Demonstrable skill and the bookkeeping calling - Essay Example The last area gives an individual translation of bookkeeping as a calling. Bookkeeping as a Profession The ascent of polished methodology in the United Kingdom is an issue that has increased a lot of accentuation in the writing. The talk contains fundamental issues like what makes up a calling and how demonstrable skill is accomplished (Lal, 1988). The talk about how callings have arrived at their present status has developed altogether after some time, to some degree exhibiting diverse ideological or hypothetical points of view. Until the 1960s, the predominant hypothetical viewpoint among social researchers investigating the callings was basic functionalism or functionalism (Jones, 1995). They, to a great extent propelled by crafted by Emile Durkheim, take a gander at the job of specific marvels in social and social procedures. Basic functionalism expect that the improvement of foundations and, so far as that is concerned, callings, for the most part was an ordinary result of the w ay that they assumed practical or intentional jobs in the public eye (Roslender, 1992). This clarification, when utilized in the talk of the callings, included inspecting the variety of capacities did by experts, and brought about a reciprocal and imperceptive attributes based model of the callings. The attribute based worldview contains a lot of hypothetically unmistakable attributes or characteristics, similar to obligation and expansive information, which are accepted to exemplify the center traits of a calling. The quality model is portrayed by a specific difference among its backers as respects the specific game plan of parts particular to callings (Larson, 2012). This is an issue which the ahistorical functionalist model of the callings has effectively maintained a strategic distance from. Functionalists accept that the center components of a calling are regularly limited to those accepted to be of down to earth or deliberate significance for the customer proficient relationsh ip or the general public all in all (Roslender, 1992). The way where bookkeeping has achieved its expert status is likewise the accentuation of contemporary writing and discussion. A large portion of the built up chronicles of bookkeeping are ordered under functionalism (Cherreson, 2003). A few researchers have contended that the chronicles of significant expert bookkeeping associations, similar to the Society of Incorporated Accountants and Auditors (ICWA) and the Institute of Chartered Accountants in England and Wales (ICAEW), â€Å"tend to accept not just that bookkeepers are especially important to society yet in addition that the central point empowering their ebb and flow achievement has been their type of expert association† (Matthews, Anderson, and Edwards, 1998, p. 4). Moreover, as per Matthews and partners (1998), a few British researchers see bookkeeping as obviously a fundamental instrument for ensuring the most positive yield or best efficiency in any economy. As indicated by characteristic based viewpoint, the rise of expert associations was a characteristic, and smooth, advancement expected to outfit experts with the preparation or instruction expected to assist them with doing fundamental capacities in the public eye. Since the title ‘profession’ was generally bound to law, medication, and the Church until the mid nineteenth century, callings were in the end portrayed as charitable, utilitarian, organizations (Brown,

How to Create an Effective Peer Review System

How to Create an Effective Peer Review System When you’re a member of an organization or a similar setup, evaluations are, for lack of a better description, a way of life. You’d be subjected to close scrutiny by your supervisors and colleagues. If you’re in customer service, you are also bound to be rated at some point by the customers you actually served. Even if you went up the ranks and became a manager, you will still be vulnerable to assessment by your subordinates.You can never get away from having your work performance reviewed and evaluated. It’s embedded in company policies, after all, its part of the organization’s human resources management and merit promotion systems.From the point of view of top management, there is no way that they can put their focus solely on monitoring the performance of the employees. While it is true that employee performance is a very important factor in their decision-making, it is not THE ONLY factor. It is for this reason that management makes use of other avenues and techniques in monitoring and evaluating employee performance. One of the most frequently used methods is to set up peer review systems.PEER REVIEW SYSTEM â€" WHAT IT IS AND HOW IT WORKSWhen we say “peer review”, we’re talking about employees being assessed by their colleagues â€" or their peers â€" in terms of their performance, strengths and weaknesses, and other work-related aspects.You’ve probably heard it used by authors and writers before, when they have their articles, research papers and other material for publication subjected to review by other authors and writers. Their work will be critiqued, suggestions will be made, and they may be incorporated into the piece before it goes out for final printing.That’s basically the same principle at work here. A peer review system formalizes the conduct of these type of review in the workplace, with definite rules and policies in place on the what, who, wher e, when, and how of the conduct of peer review.Peer review often involves the solicitation of inputs from peers â€" teammates and colleagues â€" about the performance of a specific employee, while keeping them anonymous.Peer reviews utilize several approaches. Some companies design their peer review system to incorporate all approaches, or they can choose only those they deem are practicable to their circumstances. The most common ones are:Simple review. In this approach, comments are solicited from peers about the performance of a specific employee. It’s straightforward and very informal in its execution. Usually, the peers will be interviewed â€" either one-on-one or with a group â€" and that’s where information will be obtained. General rule is that the feedback provider will be kept anonymous. However, there are instances when their identity will have to be disclosed, and that usually happens in cases where the review is also provided directly to the employee being reviewed, not just his supervisor or the managers.Inspections. The most formal and systematic peer review approach, inspections also take the most time and resources. Sometimes, it can be described as the more rigorous version of a simple review. There are specific stages identified that everyone must go through. This is usually the approach chosen when the purpose of the peer review is specifically to find the weaknesses or shortcomings of the employee being evaluated.Team reviews. This involves a panel or a group providing evaluation or assessment at one time. They usually sit together, probably on a round table, and offer up their assessments.The process followed by companies for their peer review systems differ, depending primarily on the nature of the business and the work performed by the employees. Highly technical fields, such as software development, may involve more people in the review process since some software testing must be conducted to see whether there is a need for rework. In publishing, written works undergo several screening stages by various people, so it is bound to take longer.Just as there are no fixed peer review approaches, there are also no fixed peer review processes. It is up to top management, and the designer of the peer review system, to identify a process that will be able to turn up the desired results.Another question begs to be asked:Does a peer review system replace an employee performance appraisal system?Briefly let us go over the ways that feedback or assessment about an employee can be obtained. Supervisor reviews are more results-oriented, because they tend to focus on the outcomes or outputs, and less on how these came to be.If you base your reviews solely on direct reports provided by the employee being assessed, it’s going to be quite lacking, because all you’ll get is insight on his behavior on a daily basis, as well as how he was able to achieve the results he reported. (Plus, there’s the element of subjectivity and self-service included)If, on the other hand, you rely entirely on customer feedback, you’re just getting a glimpse of the quality of service provided by the employee. You’ll also get an insight on his problem-solving skills. And that’s it.With peer review, however, you will also be able to take a look at the employee’s personality, with respect to his interpersonal interactions with his peers.From that logic, it is clear that you shouldn’t use peer review as a replacement for your existing appraisal systems, or make it your ONLY appraisal system. Instead, you should use it WITH your other appraisal systems.IMPORTANCE AND IMPACT OF PEER REVIEW SYSTEMSAside from making managers’ and supervisors’ administration role somewhat lighter, with the bulk and breadth of employee review “passed on” to the organization’s peer review program or policy, why are peer review systems highly recommended?Peer review systems provide a closer look at the employee being evaluated. You see, no matter how good a manager is at “reading” people, there are still things that he is likely to miss about an employee, especially if there are a lot of other employees that must be subjected to review and assessment. Employees tend to act one way in front of supervisors, and another way in front of their peers, whom they regard as their equals. Managers cannot solely trust that the personality shown to them by the employee is their real â€" or complete â€" one. Through peer review, they are given another set of eyes to gain insight into the employee: his personality, strength, weaknesses, and overall potential.Peer review is one way to monitor and, consequently, improve employee performance. If you don’t know how your employees are doing, and you’re basing it solely on the output and financial results of the company, then you’re not really managing as well as you should. Do not forget that human resources are still one of the most important assets of every organiza tion, and by keeping a close eye on your people, you’ll be able to steer the company in the direction that you want (the goal of the organization). By pointing out the weaknesses of the employee through peer review, you’d be encouraging them to improve. They will focus more on those weaknesses and work on them, until such time that they can turn things around and transform those weaknesses into strengths.Through peer review, business processes may also be monitored. Peer review is also a roundabout way of assessing whether your business processes are still working efficiently and effectively, or if there is a need to modify them. It may also provide indicators of whether you have to modify your organizational structure or stick to it. You may also get warning signs that something is no longer working, and that you should do something about it.Peer review is effective for team building. Team-building is a tried and tested way of motivating employees, and integrating peer review i nto the whole team-building setup is a great way to make the most of the endeavor. With peers providing input, employee bonding may be strengthened, and this positive effect will trickle on to their performance when they’re back to their usual working environment.If peer review is attached to performance appraisal and, by default, employee rewards and recognition, then it is effective at providing support for collaboration and teamwork. In the end, the one that benefits the most is the organization as a whole.PROS AND CONS OF A PEER REVIEW SYSTEMNot all systems are perfect, and there are bound to be gray areas. Let us take a look at the pros (+) and cons (-) of making use of a peer review system in assessing employees and their performance in the workplace.(+) Peer review can provide more comprehensive insight into an individual’s performance, particularly on how they interact with each other. This allows the identification of employees who have emerged as leaders, even if they still haven’t earned the corresponding rank or title.(+) Peer review is more resource-efficient. In the first place, you are already getting assessments from people who have first-hand interaction with the employee being evaluated. Aside from saving on time and resources in having supervisors conduct the review, you don’t have to schedule separate review or assessment activities any longer. What you’re getting is already information that has been obtained from time already spent by the employees and their peers.(+) Peer reviews serves as a very strong tool for reinforcing good performance and behavior, encouraging employees to do better in order to be viewed in a positive light by their peers. It is one thing to be recognized by your supervisors, or be respected by your subordinates. However, there is a certain level of satisfaction of being recognized by your peers, and being evaluated for that as well. People below you are almost always expected to put in a good word for you ; they will somehow feel obliged to because of the principle of hierarchy at play. But your peers are your equals, and to hear them say positive things about you gives such a positive boost, motivating you to work harder and better.(+) Peer reviews provide assessments that can be relied on, since we’re talking about the assessment of people who are also experts in the same field as that of the employee being evaluated. Tell me, between the movie review of an established film critic and an equally established food blogger, which one would you trust more? Film critics, in order to reach a certain level of esteem in the filmmaking industry, must have some know-how on the technical and non-technical side of filmmaking. Thus, they are considered to be experts when it comes to movies. Can you say the same of a food blogger, no matter how well-known and “established” he is? That’s the same principle when it comes to peer reviews. You’d trust the evaluation of an employee who work s closely with the employee being evaluated, rather than the assessment made by another employee who works in a different department in another facility.(-) Peer reviews can also be highly subjective, especially since they can be clouded by the personal opinion of the employee making the evaluation. This is also, quite possibly, the biggest complaint against the whole idea of having a peer review system in place. You see, there is a danger that peer review can turn into nothing more than a popularity contest.It is highly possible that an employee may have a prior negative run-in with the employee being evaluated, and that may cloud his judgment. Therefore, he won’t be as objective as he should, and he may purposefully bring down his peer’s evaluation simply because, well, he doesn’t like him all that much.HOW TO MAKE PEER REVIEW SYSTEMS MORE EFFECTIVEAccording to HR consultant Joe Shaheen, a “poorly structured review system wastes time, money and resources”. This inefficie ncy also results to an ineffective peer review system. Thus, you have to make sure your peer review system will be both efficient and effective. Here’s how you can go about it.Choose the “peers” wisely.Keep in mind that the review will be conducted by employees â€" the individuals who will play a key role in the review process. Therefore, you have to make sure that you define the peer groups in a rational manner.Perhaps the most important part is to choose the people that you should ask or get information from regarding the employee being assessed. For this, you have to set certain guidelines, such as qualifications that the employee must have.Determine what your top performers must have, and align them with the organization’s core values.We’re referring to the traits or characteristics that your best performers must have. The rationale behind this is that you won’t know what questions to ask if you don’t know exactly what you’re looking for.In a peer review system, you’d end up asking questions to the employees about their peers. But if you don’t have benchmarks or cornerstones to guide you, then you won’t know what to ask them. You’d only be wasting time and resources asking questions that don’t give you the information you need.In an article on Harvard Business Review, GloboForce emphasized on the importance of reflecting on the core values of the company or organization. You have already identified the traits that your best performer must have in order to establish the metrics you will use in your peer review; the question is, are they in line with the core values of the organization?Take, for example, a tech company where innovation among employees is highly valued. It goes without saying that innovation should also be a core value of the company, so that it makes sense to also look for the same in your top performing employees.Make room for flexibility within the system.I suppose the purpose of setting up a system is to have som ething that will be followed and adhered to when conducting the peer review. But if you design it in such a way that it cannot be modified to suit specific situations, then it won’t be as effective as you’d want.For example, when dealing with specific employees, you may have to take a different approach or ask different questions instead of “sticking to the script”. This should be allowed. Setting it all in stone will leave no room for movement, making the peer review system ineffective, and the results unreliable.Embrace new technology and innovations.You don’t have to stick solely to traditional methods to get evaluation from employees about their peers. Nowadays, social media is a platform often utilized by employees related to work. You can also incorporate the utilization of social media and other similar technological tools in your peer review system.One advantage of this is the impression that it gives among employees how “in touch” management is with how things are done. They take interest in how their employees interact, and utilize that, so they’d feel more inclined to participate in the peer review process.Position the program to be “pro-employee”.There are several organizational setups where employees dread even the sound of the word “review”. They view it as a punishment or, if not, something that leads up to one. This makes them wary of anything related to the conduct of a review.A possible reaction is how several employees, when tapped to provide evaluation or assessment of a fellow employee, look at it as part of their work. They go, “if I do not provide the information they need, it might affect my own review in the future”, or “it is part of my job, so I have to do it or else”. This should not be the case.If you can find a way to make the peer review process fun, then by all means, do so. It should not be an ordeal for everyone involved. Instead, turn it into a program of change or a way to show appreciation an d give credit to whom it is due.Get everyone involved.Since it says “peer review”, does it mean it should involve only the employee and his or her peers?Of course not. Employee performance affects the entire organization, so everyone should be involved.But wait, didn’t top management set up a peer review system so that they don’t have to be involved with the often tedious task of monitoring and evaluating employees?Let’s clear up one thing here: yes, top management set up peer review systems to facilitate and speed up employee review and evaluation, so that they don’t have to be directly involved in it. But that does not mean they’d have nothing to do with it completely.Therefore, it is still very important to reiterate that peer review systems must involve everyone, although in varying degrees. On the part of the managers and supervisors, the system should be reinforced with their own self-reviews and assessments.It is for this reason that you must empower the manager s to track the results. Reiterate the importance of being involved, so they will be more motivated to contribute in ensuring that the peer review system is effective.Back it up with prompt and frequent recognition.Here’s the question: what happens after the peer review? How can you expect to promote desired behavior if you do nothing?It is important to have a quick follow-up to the conduct of the peer review. It does not make sense to conduct a peer review today, then provide recognition a year later. Relevance is significantly diminished if you wait that long. If employees find that there is prompt and frequent recognition after the peer review, employees are going to be more motivated to be more involved in the process.The first step in creating an effective peer review system is to create a peer review system. From there, you can move forward in shaping and improving your system. Do not expect to have a perfectly working system from day one, because you are bound to find someth ing to change every now and then. The important part is to put a peer review system in place, implement it, and continuously improve on it.

Analysis Of The Movie Prayer For Bobby - 925 Words

Homosexuality back in the 1980s was looked as deviant to the majority of society and still today there are some individuals who believe it is a perversion and an abomination. The movie, Prayer for Bobby, recaps on how the power of ones society s beliefs had an influence on families, especially how it influenced Bobby Griffith s family. I will discuss the three most important topics in the movie, describe how society has contributed to those issues, and discuss what can be done to alleviate or eliminate those issues. The first important topic of the movie, Prayer for Bobby, is the intolerance of Bobby s mother, Mary Griffith, toward homosexuality. Mary Griffith, a devoted Christian, did not want to accept or believe her son was gay. She confided in her religion and believed God would cure him. No matter how hard Bobby tried to inform her, being gay was not a choice, she was still intolerant and did not believe him because of what she was taught from her religion and society. The second topic is the power the majority had over the minority. Bobby s homosexuality was not accepted into his family and his society. His mom, a heterosexual like the rest of his family members and the majority of society, tried to help him by taking him to a therapist who informed Mary Griffith, he can be cured. Mary Griffith proceeded with following the therapist s orders by telling Bobby how he should live his life. This included his mother setting him up on dates with females, havingShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesof systematic study. Identify the major behavioral science disciplines that contribute to OB. Demonstrate why few absolutes apply to OB. Identify the challenges and opportunities managers have in applying OB concepts. Compare the three levels of analysis in this book’s OB model. MyManagementLab Access a host of interactive learning aids to help strengthen your understanding of the chapter concepts at www.mymanagementlab.com cott Nicholson sits alone in his parents’ house in suburban Boston

My Philosophy of Education Essay - 791 Words

Philosophy of Education Education provides people with the understanding and basis of life. It enables us to explore the world. Teachers are important in a child’s life because children are dependent for guidance, love and knowledge. It is up to us to provide these guidelines to the younger generations. As an educator, I am anxious to guide the pursuit of one’s goals and acquisition of knowledge. I believe in emphasizing the importance and value of an education that should carry beyond their high school years. I not only plan to teach the basic skills, but also provide students with knowledge of the world they will face outside the classroom. I lean towards the philosophy of progressivism. It enables†¦show more content†¦My classroom would have more of an â€Å"at home† structure. This would enable students to feel comfortable and provide an easy going environment. I want students to feel at ease and comfortable with asking questions. If you think about it, school is their second home; therefore shouldn’t it be a positive atmosphere? Bulletin boards would display students work and show progression throughout the year. I also like interactive bulletin boards in which the kinesthetic learning style children can work. These are self check boards so that it wouldn’t take away from instructional time. If I am in a school where technology is available, then I would use PowerPoint presentation rather than an overhead projector. It allows more creativity to maintain student’s attention. Patience is one major aspect of an effective teacher. If teachers don’t get irate and handles discipline calmly, then they win the struggle. I also do not believe in embarrassing a child or â€Å"putting them on the spot†. I would speak to the child in conference about misbehavior. My philosophy on discipline leans more toward positive reinforcement. I would focus on good behavior and use a lot of praise because this sets an example to the others. Teachers sometimes forget about the students that are doing what they are supposed to do and those do not get any recognition. Fairness and consistencyShow MoreRelatedMy Philosophy On The Philosophy Of Education844 Words   |  4 PagesIn mathematics, as in life, everything must be brought to the simplest of terms. I base my teaching philosophy on the foundation that every student is capable of learning mathematics. I will strive, as a teacher, to ensure that my students are able to have a strong foundation o f mathematical skills when they leave my classroom. Some students believe that they are not mathematically gifted; therefore, incapable of learning mathematics. I believe to the contrary, all students with motivation, sustainedRead MoreMy Philosophy On Philosophy Of Education852 Words   |  4 PagesMy Philosophy of Education My philosophy of education is founded on a belief that all students have a desire to learn and to feel accepted. Learning takes place when students are able to have their specific needs meet inside the classroom, to feel accepted in the environment, and find the learning to be meaningful. I believe that before learning can take place a proper educational environment must be present inside the classroom. In order to make any classroom work I believe you need meet three criteriaRead MoreMy Philosophy Of Education As A Education864 Words   |  4 Pagesdifferent philosophy of education, and what purpose education serves in a child’s life. The five philosophies of education that we recognize are: Essentialism, Perennialism, Progressivism, Social Reconstructionism, and Existentialism. I would most recognize my philosophy of education as Essentialism. Essentialism has been a dominant influence in American education since World War II. It focuses on core curriculum of traditional academic topics. I believe that the purpose of education is teachingRead MoreMy Philosophy of Education824 Words   |  4 Pages13 February 2011 My Philosophy of Education I believe that progressivism educational philosophy most closely matches my educational ideals. In my opinion based on the progressivism educational philosophy, the purpose of education is to enable students to learn useful knowledge that has meaning to them in the future. Thus, the most useful education for students is the skill of â€Å"learning how to learn†. When students understand the methodsRead MoreMy Philosophy Of Education And Education1038 Words   |  5 PagesMy Philosophy of Education When trying coming up with a personal philosophy of education, I had to ask myself what the purpose of education is. To me, the purpose of education is to teach students knowledge that is needed to make it through school and to succeed in the world after graduation. Anyone can go into teaching, but not every teacher can teach. Teachers go above and beyond to introduce methods, philosophies, and strategies to help their students learn, as well as, retain the informationRead MoreMy Education Philosophy 1511 Words   |  6 PagesPersonal Mission Statement Education is the imparting and acquiring of knowledge and skills through teaching and learning. As an educator, my personal mission statement is to master my subject area in order to serve as a role model for my students thereby producing students who thoroughly understand the subject matter, and who develop holistically. In order to achieve this goal I must have a set education philosophy with a strong Christian worldview. I must also have a general understanding of theRead MoreMy Philosophy Of Education1056 Words   |  5 PagesPhilosophy of Student Engagement My philosophy of education is that every child should receive high quality education that is inclusive, relevant and meaningful to their life. I am a firm believer of making pedagogy relatable to my students. My vision is driven by my personal experiences with the American school system. I was what is thought of as â€Å"A child at risk†. I am an immigrant, black, Muslim student. My life is transactional as I am a part of multiple marginalized groups. Most of my teachersRead MoreMy Philosophy Of Education And Education864 Words   |  4 PagesPhilosophy of Education Children are the future and their education is the key to our society’s success. When considering this, I realize I have an immense responsibility as an educator. The main focuses of my teaching are active learning, building character within students, and providing meaningful curriculum. I want to create a comfortable setting where every student feels safe to learn. In many ways, my philosophy agrees with the holistic approach to education. I feel this challenges the studentRead MoreMy Philosophy on Education814 Words   |  3 PagesMy Philosophy of Education I think when I made the decision to become a teacher I was not thinking the seriousness of this decision. When we become teachers we also become the molder that will shape our student to be successful in life. But when you decide to become a teacher in a Christian school you are not only shaping this student to be successful in life but we are also shaping their Christian mind to do things with a feeling knowing that they are shape and where made by the image of GodRead MoreMy Philosophy Of Education1015 Words   |  5 Pagesimmediately sparked my interest in becoming an educator and share my personal beliefs on the important aspects of education. In addition to this, I will present various traits I believe are essential and critical for teachers to successfully fulfill their role as an educator. During my elementary years, I developed an urge to frequently ask many questions during the school day. Being able to question anything was astonishing to me. This was because my parents were unable to answer my questions and help

Global Inequality Free Essays

From the richest few to the poorest millions. The United States has been in a crisis of wealth imbalance for decades. Some may believe that is a natural phenomenon, with the most civilized places being plastered with large wealth gaps. We will write a custom essay sample on Global Inequality or any similar topic only for you Order Now But recently the wealth gap and poverty rates in the United States has dramatically started to increase because of the government that favours the wealthy’s interests which in return restricts the lower income citizens. These manipulations of the governments has had devastating effects on the low income people of United States. United States’ wealth gap has been growing profusely in the recent years. After the end of War World II, the United States showed a great economic growth and shared prosperity. But in the 1970’s the growth slowed and the wealth gap started to widen, and ever since then, the wealth gap has almost risen exponentially. According to charts by Urban Institute, a website for social and economic research. It shows that families from the bottom of wealth distribution went from no wealth to about $1000 in debt. While top families of the wealth distribution received nearly ten times the amount from the first record from 1965, at ten million. It was also concluded on a 2014 report by The Washington Times that the â€Å"top wealthiest 1% possess 40% of the nation’s wealth; the bottom 80% own 7%.† The wealth of the richest one percent accounts more than that of the other 90 percent residing in the United States. With the nation’s wealth being hoarded by the rich, it has had some appalling effects on the less wealthy people of the United States. The United States is deviating away from its democratic morals and turning into a plutonomy. Where the poor are continually exploited by the wealthiest and money is heard louder in the government than voices. One example of corrupt government regulation of wealth are the specific lobbying groups that doesn’t act in the best interest of the common folks. U.S. Chamber of Commerce, is the second largest lobbying group, last year they donated approximately $59 million. On the website of U.S. Chamber of Commerce they claim to represent â€Å"the interests of more than 3 million businesses of all sizes, sectors, and regions. Our members range from mom-and-pop shops and local chambers†¦Ã¢â‚¬  But in recent studies it was shown that U.S. Chamber of Commerce favours certain businesses over another. Those businesses are tobacco, fossil fuel, and banking industries. Addictive products such as Tobacco are largely supported by large companies, and are targeted and sold more against the poorer communities. It is said that 72% of the U.S. smokers are from the lower income communities. Again we see that the poor are exploited for the interest of the wealthy, and the government permits such action. Moreover another action that the U.S. Chamber of Commerce took was a lobbying against paid sick leave of Wisconsin. When 70% of Milwaukee voters voted to pass the sick leave referendum in 2008. The U.S Chamber of Commerce and the National Restaurant Association lobbied Scott Walker, a GOP member who was elected Wisconsin governor in 2011, to overturn the votes. Walker passed a bill that completely diminished the referendum, and ensure that no local government powers in Wisconsin can lawfully enforce paid sick leave. The rights and voices of workers were erased by the U.S. Chamber of Commerce and National Restaurant Association by a simple bribery. Without sick leave workers are put in a situation where they jeopardize their financial situation and job over something they cannot control, widening the wealth gap further. The U.S. has seen an increase of poverty and homelessness in the recent years, even though the nations overall wealth has grown significantly. The nation’s homeless population has increased in the past year of 2017. Climbing to about 554,000 people across the country, and according to many the cause of this upsurge is the inflation of rents and housing. Those with low paying jobs can not afford to pay any more. They also tend to lack other necessary resources such as food, clothes, medical treatments, and shelters. Furthermore, It is not only the low income population that is affected by the recent trend. The middle class, the biggest class population of the U.S., has been hit also. It was reported in an article by Observer that a third of the middle class couldn’t even pay bills for basics such as â€Å"rent, transportation, childcare, and medical expenses†. Some may say that all they need to do is obtain a higher paying job. But there we encounter another problem, to receive a higher paying job, you require an higher education. And the fees for schooling are hard to pay unless you are already on high standings. And many poorer students who are unable to afford higher education, are forced student loans. Which they carry out for almost ten to twenty years due to the heavy interest rates the student loans has. Personally, for myself who is a high school student and is thinking of college, but come from the lower end of the middle class. It astonishes me and at the same time terrifies me that in the near future I could face financial crisis due to the fact that I need higher education to support myself. The affordability of life in the U.S. is becoming difficult. One tool the wealthy utilizes to exploit the poor is creating divisions. One example is the dispute over whether to build the wall along the Mexico-United States border to keep out illegal immigrants. And another one that has long been in action is conflict between different races. These obstacles keep us from focusing on true problems. Even though we face the same problem, poverty. So in the end this is not a problem we can fix in an instant. It will take years and years of uncoiling. But it does not mean all we can do is wait. We can work hard to understand and cooperate with each other so that someday wealth distribution equality can be reached.. And someday everyone can receive a fair and equal life. How to cite Global Inequality, Papers

Year 1969 Essays - American Old West, , Term Papers

Year 1969 The year was 1969. Richard Nixon was president, astronaut Neil Armstrong walked on the moon, sesame street first aired, and the hippies were partying it up at Woodstock. Across the globe in southeast Asia a very unpopular war was being fought. The US had been fighting in Vietnam for four years. The American public had grown tired of this conflict.. Tired of seeing young men brought home in body bags. Tired of a government that didnt seem interested in trying to win. On may 10th a battle began that would forever change the war. It was fought on hill 937 located in the A Shau Valley in south Vietnam. This battle lasted over 6 days and according to an article posted on historynets website 46 merican men died and another 400 were wounded. These men died and were injured in vain since the hill was abandoned to the enemy just 2 short weeks later. Public outcry over this battle finally cause the government to begin withdrawing troops form Vietnam shortly thereafter. Because of the carnage i nflicted in this battle the survivors appropriately nicknamed it hamburger hill. Exactly 100 years earlier in America the race was on to connect East and West. Two railroad companies, the Union Pacific and the Central Pacific, were constructing a railroad line that would span a continent. The Union Pacific built westward across the great plains, and the Central Pacific built eastward from California. As the tracks from each railroad approached each other, the two railroads could not agree on a meeting point. According to an article on PBS website titled The Iron Road Congress finally stepped in and forced the 2 companies to agree on a meeting point. They settled on Promontory Point in Utah. On may 10 of 1869 the golden spike was driven signaling completion of americas first transcontinental railroad. Bibliography Works Cited Barna, Carl. Steel Rails and Iron Horses. Bureau of Land Management Website. 1996. 6 Sep. 2001. . The Iron Road. Public Broadcast Systems Website. 6 Sep. 2001. http://www.pbs.org/wgbh/amex/iron/. Summers, Harry. Hamburger Hill Revisited. The History Net Website. June 1999. 6 Sep. 2001. . American History