Teen Pregnancy :: Teenage Pregnancy

  Ã‚  Ã‚  Ã‚  Ã‚  While many teens that engage in pre-marital sex never become pregnant, some are not as fortunate. Teen pregnancy has become all too common in this day and age. Some teens think it will not happen to them and do not use necessary precautions to protect against it. There are several causes for teen pregnancy and the effects can be life changing.   Ã‚  Ã‚  Ã‚  Ã‚  Several causes for teen pregnancy are: the need for affection, acceptance, and unprotected sex. One may have a poor home life and look for affection from a peer. The simple desire to feel loved by another person may be a cause for an unexpected pregnancy. A teen may have a low self-esteem and simply be looking for acceptance in the bedroom. However, many teens that have a wonderful, affectionate family and are very confidante are merely looking for the few minutes of pleasure and avoid using protection. As several teens use the excuse that sex feels better with out a condom, an unwanted pregnancy is likely to occur.   Ã‚  Ã‚  Ã‚  Ã‚  One major effect of teen pregnancy is that the child may be raised by a single parent. While most girls are looking for love and acceptance in sex, many guys are looking for the mere pleasure and are not planning on becoming a teen father. The pressures of high school and hanging out with friends may be overwhelming for some teens, so they just leave. Raising a child as teen is difficult, but raising a child alone would be almost impossible.   Ã‚  Ã‚  Ã‚  Ã‚  Many teens become overwhelmed with the stresses of high school and raising a baby; therefore, dropping out of school may seem like the best option. Attending school five days a week, studying for classes, and raising a baby would be overwhelming for most teens. One would have to pay for babysitting and many other expenses for the child that a part time job income could not cover. Dropping out of high school to work full time may seem like a great idea at the moment, but the jobs one applies for may be limited because the lack of a high school diploma.

Management and Diversity Essay

Susan Jackson states in Diversity in the Workplace: Human Resource Initiatives that, â€Å"Surveys of business leaders confirm the perception that interest in managing diversity successfully is widespread. In a study of 645 firms, 74% of the respondents were concerned about diversity, and of these about one-third felt that diversity effected corporate strategy.† This means that the majority of organizations feel diversity is important, and see the need to take action, however; implementing the process can be more difficult. This paper will outline a human resources strategic plan that includes diversity training for all employees to include managers and frontline staff. It will focus specific diversity training segments to address management’s perspectives, and will use a change model to persuade management to implement needed modifications to the organizations practices. This paper will also propose a brief training outline of diversity content. Finally, this paper wil l recommend a comprehensive method of evaluation to ensure the training will create the needed changes. Mark Winston states in The Importance of Leadership Diversity: The Relationship between Diversity and Organizational Success in the Academic Environment that, â€Å"Fostering diversity in organizations is generally considered a priority in relation to the increasing diverse population, as well as inequities, current unfairness, and underrepresented.† To have a diversity strategy that becomes a strategic part of organization it must align with the overall goals of the organization. Nagel, CEO for Cisco states in the Hewlett Associates Creating a Sustainable Inclusion and Diversity Strategy: Build on Your Company’s Goals and Strengths that, â€Å"This position of inclusion and diversity must be an integral part of the company’s key business goals, rather than an add-on whose value and cost constantly need to be justified. A successful and sustainable I&D (inclusion and diversity) strategy cannot be built in a silo. Similarly, for I&D to receive the organizational support required to achieve its goals, it needs to be represented and play a central role in decision-making at the highest level. To ensure that I&D is integrated at every level of the company, not just an HR focus.† To have this strategy start at the top of the organization is critical to the success of the initiative. This would begin with the forming of an Inclusion and Diversity Council. This counsel would be led by the Vice President of Human Resources, and the members are all executive level positions that represent each component of the company. The goals for this council would be to develop the Inclusive and Diversity vision to align with the goals of the company, develop the strategy behind the diversity and inclusion, and the execution plan. This council would also start gathering data to begin employee network groups in whic h all employees have the opportunity to join. It would review and advocating policies that support an inclusive environment including training for all employees, and implement a metrics for measuring the impact of Inclusion and Diversity initiatives. Through creating this type of board for the organization places diversity as a top priority and demonstrates the seriousness of integrating diversity into the organization. This would also exhibit to the EEOC a good faith effort to inaugurate diversity into the company. Below the council would be an additional group of managers that are composed of different business segments and would each hold a leadership type position in the employee network group. This group of managers would be responsible for building a strategy and executing a plan to implement the council’s decisions. This would allow an additional team of employees be involved in the inclusion and diversity strategy. â€Å"Because I&D goals are aligned with the overall business goals, I&D initiatives have a greater impact than before and are seen as a company priority.† (Hewett, 2009). Through starting the diversity strategies at the top and including additional manager throughout the company shows that this initiative is not a fad and that it is being taken seriously. The council will begin the inclusion and diversity process and communicate to managers and the overview the hiring and team the employees that make up the organization. In addition to the council, managers that recruit and hire employees will go through interviewing skills and be required to have a diverse slate based upon the geographic location. Adding more diverse candidates to the interview process gives managers the opportunity to hire more diverse candidates if they are the most qualified for the position. Interviewing more diverse candidates, allows more opportunity to hire and retain a diverse workforce. This will lead to less discrimination lawsuits based on hiring and retaining more diversity within the organization. Another key point is developing and engaging the talent that the organizat ion currently has. This would include promotions of internal candidates. This type of development would include mentoring groups that could be utilized through the employee network groups. This would reach all levels of employees throughout the organization. Finally, there will be training for all employees in regards to diversity and inclusion, harassment, and stereotypes and biases. By training employees and holding then accountable for improper practices or behavior, helps the organization develop standards and omit any inappropriate behaviors. Through aligning diversity and inclusion with the company’s overall goals and including key leaders in the organization states that this is a high priority and is supported by the overall company. By engaging managers at different levels through employee network groups and having diverse slates in hiring practices allows the company to continue to grow in diversity and inclusion. Finally, providing training and policies in place to encompass all employees gives everyone the understanding of what behavior is acceptable and that the work environment is inclusion for everyone. There can be a variety of reasons that managers or employees would resist change. According to the article, Workplace Diversity: How to Tackle Resistance it states, â€Å"Employees resist diversity for a number of reasons; if the organization’s definition of diversity is not broad enough and inclusive, some employees may feel excluded or left out of the change process. Furthermore, employees who are not often made to feel included in the process, such as white men, may feel blamed for inequities in their organization and react with defensiveness. On the other hand, employees specifically included in diversity efforts – such as women or people of color- may express resistance because they do not want to be singled out or perceived as having succeeded purely as a result of the change effort. Finally, employees are also cynical and reluctant to get involved with new diversity efforts when past change efforts have not been successful.† To address the managers that would be implementing these practices I would first start with training the understanding of the alignment of diversity with the organizational goals. This would include ten session training about diversity and the way that it effects the organization. Through establishing and defining the organization’s definition of diversity and how it will help the company grow would help the managers understand the company initiative and that the top leaders of the organization are implementing and enforcing this program. It would also allow the managers to understand diversity and the components of it. The second training would entail having a diverse slate to interview, interviewing candidates, and selecting the best talent. â€Å"One common misperception is the belief that unearned benefits or advantages will be given to a specific group, such as white women, or people of color; as well as that one has to part of a specific group in order to be promoted.â €  (Catalyst, 2009). Through understanding the correct interview process, having a diverse number of candidates for promotion or hiring, and asking job related questions will allow the organization to continue to build on diversity and inclusion and train as well as show the managers the correct hiring process. The third training would allow the manager to understand and analyze their own stereotypes and biases. Through identifying that everyone, absolutely everyone has stereotype and biases, allows the manager to identify them and then look past them. This would help with the fair treatment of all employees. All three of these training sessions, understanding diversity, interview with diversity, and understanding stereotypes and biases will allow the company to continue to grow in diversity and inclusion. The organization will also be in compliance with sound hiring practices and treatment of employees including harassment. Dr. John Kotter’s 8-Step change model is one that can be utilized to impl ement and explain the change in the organization’s diversity and inclusion. According to the article The development of a model to support synchronous change, Kotter’s eight steps are: create a sense of urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short term wins, build on the change, and anchor the changes in corporate culture. The first step is to create a sense of urgency. In this case the urgency has already been put in place by the charges faced by the EEOC. Due to the charges the organization must put a plan into effect quickly; this will be vital to the success of the organization. In step two, formulating a coalition, this can be done through establishing the diversity council in which key leaders will initiate the beginning of the diversity and inclusion component of the company. This will help the organization to all be on the same page and implement a strategy from the top. The third step includes the vision for change. This is done through aligning the goals of the organiz ation to the goals of diversity. This part of the plan would create goals such as meeting diversity goals, creating an inclusive environment, and training goals for the employees. Creating a work environment that is diverse as well as inclusive is an ideal work environment. Step four, communicate the vision, can be accomplished through the trainings conducted with the managers. These trainings would explain the diversity goals of the organization and have the frontline staff complete 5 diversity training sessions, and manager complete 10 diversity training sessions. In addition to the training, the managers should have constant open and honest communication about the changes that are happening and how those changes are effecting the organization. The fifth step, removing obstacles, would need to be in place when the employees are resisting the changes. Removing obstacles is part of the overall plan in which resistance comes up it is addressed immediately and allows the organization continue to build on its strategy. This fifth step is important in which managers that are following the diversity vision are rewarded and those that are not a redirected to follow the guidelines in place. This came be done by offering diversity bonuses based on having a diverse hiring slate, but not by hiring the most diverse candidates. The important part is still hiring the best candidates, but having a variety of candidates to choose from. The sixth step, create short-term wins, allows the employees to process and be successful in intervals. This would include reaching goals such as completing training, and having the correct amount of people to interview to complete a diverse slate. Step seven, build on the change, allow employees to celebrate the small successes that will then lead to additional wins of having a diverse and inclusive work environment. Finally, the eighth step, anchor the changes in corporate culture, is the complete process in which the changes are adapted to the culture of the organization. This is when the new staff as well as the old staff has accepted the culture and ensures that the changes continue. Each component of Kotter’s eight step process is important and necessary to achieve success. This plan of implementing change in accordance with the eight steps lays the foundation for the organization to make a positive change and provide a more diverse and inclusive work place. Described previously there were would be diversity training composed of ten (10) sessions. These sessions are based off of the Workplace Diversity Foreword, Managing Workplace Diversity. The first five sessions would be for both frontline employees and managers. The remaining sessions six to ten would be for managers only. The first session would entail an understanding of what diversity is. Although diversity can be different to each individual, this would focus on the defining diversity, giving history of the organizations diversity, and legal overview. The second training session would explain what stereotypes are as well as biases. In the course participant would identify their own biases through active listening. Once the biases and stereotypes are identified, the third session would include breaking down your own biases through changing how the participants view their approach and the encouraging workplace and social changes. The fourth lesson would then identifying the proper communication stating that listening and hearing are two different things. This would help open up communication among all individuals to incorporate an all-inclusive environment. Lesson five would explain body language and it is not what you say, but how you say it. This would allow employees as well as managers to understand that there is more to communication than just words. The sixth training would encourage diversity in the workplace through establishing guidelines and teaching employees about preventing discrimination. The seventh training would entail identifying discrimination and the options in which an employee or manager would have if this happened. The eight training would explain the processes used if you as a manager are involved in a complaint, understanding the role that you play as a manager that represents the company as well as an individual. The ninth training would teach the manager how to properly document the complaint and identify the appropriate actions including contacting the human resources department. The tenth training would explain the steps in receiving the complaint formally as then looking back at the incident and learning from the experience. All ten of these trainings, establish the guidelines that the organization is looking to enforce and support. Each component both explains and defines what diversity is, how it is involved in the day to day work environment, and how to prevent as well as respond to a complaint. Once all of the trainings are completed managers as well as employees will understand the overall goals of the company, how diversity plays a role in those goals, how each employee and manager can contribute towards those goals, and what to do when the resistance to diversity is encountered. Finally, this paper will recommend a comprehensive method of evaluation to ensure the training will create the needed changes. One way to measure the success of diversity initiative is if there are any additional complaints filed with the EEOC, and of the goals or requirements put in place by the EEOC are met. Tracking and evaluating the hiring process and the applicants considered will show the strides or lack of follow through for the organization. Also following the guidelines given and continued follow through with compliance would allow the organization to track and view the changes. Another way to establish if the goals and measures are successful is through looking the amount of promotions if internal candidates. This will show how many employees are taking advantage of the mentoring, employee networking, and diversity training through embracing the goals of the company and making themselves more promotable. â€Å"The organization’s retention rate by demographic group compares favorably with external retention rates.† (Bliss, Keary, Loftus, Outwater, Porter & Volpe, 2011). This would show how many minorities had been hired and promoted. An additional measure could also be an employee survey conducted. â€Å"Employee satisfaction survey results by demographic group show the feelings or rates on the diversity in the organization.† (Bliss, et al, 2011). Through seeking the employee input on how they view diversity, training and the inclusive environment, and how successful they feel it is will allow the organization to gage how successful the diversity initiative is and how to continue to build upon it. Finally the organization can look specifically in the diversity of top level managers. â€Å"Consistent with applicable law, representation of minorities and women in positions is enhanced.† (Werner & DeSimone, 2012). This would directly look to see how engaged the top level of the company is and the continued support needed to continue to grow the diversity of the organization. Each measurement will allow the organization to understand and e nhance the diversity and inclusion strategy. â€Å"Practicing diversity management means operating at a level that is the best with respect to diversity management.† (Werner & DeSimone, 2012). This paper outlined a human resources strategic plan that includes the creation of a diversity council of top managers, an additional group of managers to help implement diversity changes, employee network groups, and diversity training for all employees to include managers and frontline staff. This paper focused on specific diversity training segments to address management’s perspectives through establishing a diversity training model for all employees. This paper used Kotter’s eight (8) step change model to persuade management to implement needed modifications to the organizations practices, and proposed a brief ten (10) training outline of diversity content. Finally, this paper recommended a tracking system through the applicant flow log to overview the diversity process as well as a survey for employees to complet e to ensure the training will create the needed changes. References Bliss, W., Keary, D., Loftus, J., Outwater, L., Porter, G., Volpe, N., (2011). The SHRM Learning System: Module Three Human Resource Development. Alexandra, VA: Society for Human Resource Management. p. 206-221. Catalyst., (2009, May 13). Workplace Diversity: How to Tackle Resistance. Women’s Media. Retrieved December 15, 2012, from http://www.womensmedia.com/lead/119-workplace-diversity-how-to-tackle-resistance.html Hewett, A,. (2009). Creating a Sustainable Inclusion & Diversity Strategy: Build on Your Company’s Goals and Strengths. Retrieved December 15, 2012 from: http://www.cisco.com/web/about/ac49/ac55/white_paper_Diversity_102709.pdf Jackson, S., (1992) Diversity in the Workplace: Human Resources Initiatives. Guilford Publications. New York, NY. Managing Workplace Diversity Website. (2012). Work Place Diversity Foreword. Retrieved December 15, 2012, from http://pdtraining.com.au/workplace-diversity-training-course Redvers C., Tennant,C., Neailey, N., (2005) The Development of a Model to Support Synchronous Change. Measuring Business Excellence, Vol. 9 Issue: 3, pp.13 – 20. Werner, J., & DeSimone, R. (2012) Human resource development (6th ed.) Mason OH: South Western Cengage Learning Winston, M., (2009). The Importance of Leadership Diversity: The Relationship

Pollution and Water

Pollution and Water Free Online Research Papers Benjamin Franklin once said â€Å"Nothing in life is certain except death and taxes.† As society begins to transition into globalization, it is fair to say that pollution is becoming heavily relevant in society. Unfortunately, globalization plays a key role in creating pollution because of the demands that society has placed upon the efforts of constructing a globalized society. Nations that were self reliant have expanded on the idea that now sustainability has to be grasps through other means. America specifically has seen a spike in gross revenue, while encountering a sharp decrease in domestic production. This is occurring because of the ability to transport goods and services on a global scale. This has a negative impact on America because it leads the nation to be completely dependent upon what is imported. The imports of products such as oil can only be done by ship. However, the constant laboring over waters leads to the negative effects of destroying domestic fresh water, but also the waters of the ocean. The vast body of salt water that covers almost three fourths of the earth’s surface is the sole property of each and every inhabitant of the Earth. In turn, any measure that affects the ocean affects any one thing that is dependent on water. This is why America’s drinking waters are becoming vastly polluted at an alarming rate, as our global economy increases. This is evident by the decreasing supply in fresh drinking water. This has proven to the one of the biggest challenges of the 21st century. [yes] With regard to drinking water, it is estimated that over the coming years our access to clean fresh drinking water will continue to become contaminated as a result of production and commerce. As of now, America knows that fresh water supplies are sinking as both surface and ground water become affected with chemical compounds that are the result of the manufacturing process. For instance this affect is prevalent in the Cuyahoga River when the Cuyahoga River caught fire in 1969 as a result of the contaminants in the river (Levin, 2002) [do not insert year in MLA format]. Due to the overproduction this in turn caused the Cuyahoga River to be heavily contaminated, causing the pollution of a dependant water supply. Another example is the case in Woburn, Massachusetts where the water supply of the local town had been destroyed by the constant dumping of trichloroethylene causing a number of cases of Leukemia to develop in the town’s population (Grossman, 252) [citation is clear, b ut no comma after author’s last name]. Trichloroethylene is a colorless, poisonous liquid used chiefly as a degreasing agent for metals and a solvent, which is used especially in dry cleaning, for fats, oils, and waxes. This kind of chemical pollution that was dumped in Massachusetts is a prime example of how our water supply is being diminished by pollution. Levin notes that 80% of America’s drinking water comes from a water resource (Levin, 2002). Levin states, â€Å"Much of the contamination results from local human activities, hazardous waste sites, residential development and transportation.† With water pollution being acknowledged as a common treat in daily household activities, it should stress to people that one needs to be more conscientious of daily activity. If people are more conscious about their activity then, water pollution could go down tremendously. Timothy Ford found in a study that waterborne illnesses create a far greater risk than others do because winterbourne illnesses has the ability to reach and infect a variety of people (Ford, 1999) [again, do not insert year in MLA format]. This is potentially dangerous because of a winterbourne illness can effect a broad range of people. This is why pollution needs to be remedied as soon as possible so mankind can relieve people of potential health outbreaks, caused by waterborne illnesses. However, there are measures that the government has taken in an attempt to curtail the continuing onslaught that America’s receive from the cause of polluted water. Our government has recognized that there is a need to regulate that is distributed throughout American homes. This precautionary measure includes safeguards on how water gets to the homes, also where it comes from. The Environmental Protection Agency has gone through great lengths to ensure that the water that people drink is c onsidered clean and healthy. Through the strong lobbying power of their EPA, our government has adopted the Safe Drinking Water Act and the Clean Water Act, all in attempts to address the increasing risk that is imposed by dangerous or unclean water supplies. [info is relevant] Legislation may not be the only way to address the issue of dirty water within our nation. Hans Brix of the University of Aahurs in Denmark suggests the re-create and rehabilitation of the wetlands that are being destroyed by the process of commerce. These wetlands play an integral role in not only protecting our clean water sources, but also in cleaning contaminated water (Brix, 1995). Wetlands play a key role in nature’s ecosystem because they naturally clean the water of impurities. The process of cleaning water contaminated by industrial waste can be effectuated simply by restoring wetlands that have been destroyed by the process of materials production, as the water is filtered by the plant life in the wetlands, wherein the plants absorb contaminants and clean water is returned to the natural flow of water (Brix, 1995). It’s [do not use contractions in formal papers] important to maintain clean water because not only is water a renewable resource, but it is an imp ortant in maintaining life as a whole. Moreover, if more legislation is created and wetlands were erected all over the nation, this will only be operating in a responsive effect rather than a preventative one. Brix, Ford, and Levine are all attempting to identify the problems and possible solutions to water pollution, or simply mask the problem at hand by creating small reactive changes. Yet, the real change in water quality can only be met by addressing the problem. Water pollution has become increasingly clearer over the past 40 years, and the main problem is that mankind is careless in their use of the environment. Furthermore, the fact that the industrial operations contribute to the majority of water waste is a thought one should take into consideration. If one were to change their practices, the ease of water pollution will decrease. The demand for production, such as the imports and exports in a capitalist society is very demanding. This causes businesses to pay less attention to their impact on the environment, a nd more attention to their profits. It can be surmised that businesses contribute to water pollution not because of simple corporate responsibility, instead because of the great cost that can be anticipated in achieving a level of operation that does not harm the environment [good transition]. John Horowitz conducted a study of the paper industry and found that the cost of achieving compliance regarding water quality laws was not only very difficult but also cost consuming (Horowitz, 1999). The process was cost consuming not simply because of the process of treating the water, but also because these companies must employee a staff to treat the water, and monitor water quality of the water returned to the groundwater system. Paper production, like a variety of others in the American commerce system relies heavily upon water in the manufacturing process. As such, clean water is removed from fresh water systems and is then in contact with a variety of chemicals from the production process. This water must then be treated and returned in a better state than when it was drawn. This process, although time consuming, can be afforded by very large corporations. However, small business who [that] make up the majority of production in America cannot afford the process, and instead merely dump untreated water back into the local water systems; causing an egregious amount of water pollution. Our world is threatened daily by the growing level of commerce in our globalized society. If humans continue to manufacture at an increased rate, while ignoring the fact that our fresh water systems are declining as a result of this process, then there will be no solutions to help stop water pollution. One solution is to be presented by the legislature. Instead, all we have seen is the creation of laws, without the ability to enforce them. Unless a drastic change is made quickly, our water supplies will diminish to an extent that the globalized manufacturing economy will have no one to manufacture products to produce for. Research Papers on Pollution and WaterThe Effects of Illegal ImmigrationMind TravelAnalysis Of A Cosmetics AdvertisementDefinition of Export QuotasThe Spring and AutumnRelationship between Media Coverage and Social andGenetic Engineering19 Century Society: A Deeply Divided EraPETSTEL analysis of IndiaBionic Assembly System: A New Concept of Self

John Adams, George Washington, essays

John Adams, George Washington, essays 1. The principle motivation in getting involved with the independence movement for John Adams was his ambition. However, he also had a very strong sense of virtue and he saw America as the center of virtuous being. He saw the taxation being imposed on Americans as morally wrong and was personally insulted by the appointment of men to high official positions based on their willingness to bow to and fawn over the crown. With a movement toward independence, Adams could satisfy his own ambition by moving his concerns and abilities out of the small province of Massachusetts into the larger arena of the continental government. Pairing his ambition with the ambition of the entire continent was satisfying and productive to Adams and this, among other things, motivated him to continue his support for American independence. The principle motivation for George Washington for the independence movement was personal honor and gain. Washington understood that by serving as the head of the Continental Army during the movement, he could gain tremendous honor as long as he could defeat the forces of the British. Eventually, Washington began to pair his honor with the honor of the entire nation, just like Adams ambition. The continual gain of national honor would satisfy Washingtons need for personal honor as well as serving his personal interest. The principle motivation for Jefferson in the movement for American independence was his belief in freedom for mankind. Given, his definition of mankind was limited, but he believed that mankind should be free from all oppression and strive to better itself in every way possible. Morgan hints that the personal gain for Jefferson from the movement was his own freedom from oppression. Through the fight for independence, Jefferson was freeing himself from the oppressive laws of England, the oppressive laws of his forefathers, and oppressive limitation of how well he could voice his ideas. The mov...

How to Use the Particles O and No in Japanese

How to Use the Particles O and No in Japanese A particle is a word that shows the relationship of a word, a phrase, or a clause, to the rest of the sentence. The Japanese particles o and no are commonly used and have many functions depending on how it is used it a sentence. Read on for an explanation of these different usages. The Particle "O" The particle o is always written as ã‚’ not 㠁Š. "O": Direct Object Marker When o is placed after a noun, that indicates that the noun is the direct object. Below are a sentence examples of the o particle being used as a direct object marker. Kinou eiga o mimashita. æ˜ ¨Ã¦â€" ¥Ã¦Ëœ  Ã§â€ »Ã£â€šâ€™Ã¨ ¦â€¹Ã£  ¾Ã£ â€"㠁Ÿã€‚- I watched the movie yesterday.Kutsu o kaimashita. é  ´Ã£â€šâ€™Ã¨ ² ·Ã£ â€žÃ£  ¾Ã£ â€"㠁Ÿã€‚- I bought shoes.Chichi wa maiasa Koohii o nomimasu. çˆ ¶Ã£  ¯Ã¦ ¯Å½Ã¦Å" Ã£â€š ³Ã£Æ' ¼Ã£Æ'’ãÆ' ¼Ã£â€šâ€™Ã© £ ²Ã£  ¿Ã£  ¾Ã£ â„¢Ã£â‚¬â€š- My father has coffee every morning. While o marks the direct object, some English verbs used in Japanese take the particle ga instead of o. There are not many of these verbs, but here are some examples. hoshii æ ¬ ²Ã£ â€"㠁„ - to wantsuki Ã¥ ¥ ½Ã£   - to likekirai Ã¥ «Å'㠁„ - to dislikekikoeru è Å¾Ã£ â€œÃ£ Ë†Ã£â€šâ€¹ - to be able to hearmieru è ¦â€¹Ã£ Ë†Ã£â€šâ€¹ - to be able to seewakaru 分㠁‹ã‚‹ - to understand "O": Route of Motion Verbs such as walk, run, pass, turn, drive and go through using the particle o to indicate the route that the movement follows.   Here are sentence examples of o used to indicate the route of motion. Basu wa toshokan no mae o toorimasu. ãÆ' Ã£â€š ¹Ã£  ¯Ã¥â€º ³Ã¦â€º ¸Ã© ¤ ¨Ã£  ®Ã¥â€° Ã£â€šâ€™Ã©â‚¬Å¡Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£â‚¬â€š- The bus passes in front of the library.Tsugi no kado o magatte kudasai. æ ¬ ¡Ã£  ®Ã¨ §â€™Ã£â€šâ€™Ã¦â€º ²Ã£ Å'㠁 £Ã£  ¦Ã£  Ã£   Ã£ â€¢Ã£ â€žÃ£â‚¬â€š- Please turn the next corner.Dono michi o tootte kuukou ni ikimasu ka. 㠁 ©Ã£  ®Ã© â€œÃ£â€šâ€™Ã©â‚¬Å¡Ã£  £Ã£  ¦Ã§ © ºÃ¦ ¸ ¯Ã£  «Ã¨ ¡Å'㠁 Ã£  ¾Ã£ â„¢Ã£ â€¹Ã£â‚¬â€š- Which road do you take to get to the airport? "O": Point of Departure Verbs such as to leave, come out, or get off take the particle o to mark the place from which one gets off or leaves.   The following are sample sentences of the o particle used to indicate a point of departure. Hachi-ji ni ie o demasu. å… «Ã¦â„¢â€šÃ£  «Ã¥ ® ¶Ã£â€šâ€™Ã¥â€¡ ºÃ£  ¾Ã£ â„¢Ã£â‚¬â€š- I leave home at eight oclock.Kyonen koukou o sotsugyou shimashita. åŽ »Ã¥ ¹ ´Ã© «ËœÃ¦   ¡Ã£â€šâ€™Ã¥ â€™Ã¦ ¥ ­Ã£ â€"㠁 ¾Ã£ â€"㠁Ÿã€‚- I graduated from high school last year.Asu Tokyo o tatte pari ni ikimasu. 明æâ€" ¥Ã¦  ±Ã¤ º ¬Ã£â€šâ€™Ã§â„¢ ºÃ£  £Ã£  ¦Ã£Æ'‘ãÆ' ªÃ£  «Ã¨ ¡Å'㠁 Ã£  ¾Ã£ â„¢Ã£â‚¬â€š - I’m leaving Tokyo for Paris tomorrow. "O": Specific Occupation or Position In this case, the particle o indicates a specific occupation or position, which is usually followed by ~shiteiru or ~shiteimasu. See the following sentences for examples.   Tomoko no otousan wa bengoshi o shiteiru. æ™ ºÃ¥ ­ Ã£  ®Ã£ Å Ã§Ë† ¶Ã£ â€¢Ã£â€šâ€œÃ£  ¯Ã¥ ¼ Ã¨ ­ ·Ã¥ £ «Ã£â€šâ€™Ã£ â€"㠁 ¦Ã£ â€žÃ£â€šâ€¹Ã£â‚¬â€š - Tomokos father is a lawyer.Watashi no ane wa kangofu o shiteimasu. ç § Ã£  ®Ã¥ §â€°Ã£  ¯Ã§Å"‹è ­ ·Ã¥ © ¦Ã£â€šâ€™Ã£ â€"㠁 ¦Ã£ â€žÃ£  ¾Ã£ â„¢Ã£â‚¬â€š - My sister is a nurse. The Particle "No" The particle no is written out as  Ã£  ®.   "No": Possessive Marker No indicates ownership or attribution. It is similar to the English apostrophe s (s). These sample sentences show how the no particle is used as a possessive marker. Kore wa watashi no hon desu. 㠁“ã‚Å'㠁 ¯Ã§ § Ã£  ®Ã¦Å" ¬Ã£  §Ã£ â„¢Ã£â‚¬â€š- This is my book.Watashi no ane wa Tokyo ni sunde imasu. ç § Ã£  ®Ã¥ §â€°Ã£  ¯Ã¦  ±Ã¤ º ¬Ã£  «Ã¤ ½ Ã£â€šâ€œÃ£  §Ã£ â€žÃ£  ¾Ã£ â„¢Ã£â‚¬â€š- My sister lives in Tokyo.Watashi no kaban no nakani kagi ga arimasu. ç § Ã£  ®Ã£ â€¹Ã£  °Ã£â€šâ€œÃ£  ®Ã¤ ¸ ­Ã£  «Ã©  µÃ£ Å'㠁‚り㠁 ¾Ã£ â„¢Ã£â‚¬â€š- There is a key in my bag. Note that the final noun can be omitted if it is clear to both speaker and listener. For example: Are wa watashi no (kuruma) desu. 㠁‚ã‚Å'㠁 ¯Ã§ § Ã£  ®(è »Å )㠁 §Ã£ â„¢Ã£â‚¬â€š- That is mine (my car). "No": Indicating Position or Location To indicate the relative location of the first noun in a sentence, the no particle is used. Take these phrases for instance: tsukue no ue æÅ" ºÃ£  ®Ã¤ ¸Å  - on the deskisu no shita 㠁„㠁™ã  ®Ã¤ ¸â€¹ - under the chairgakkou o tonari Ã¥ ­ ¦Ã¦   ¡Ã£  ®Ã©Å¡ £ - next to the schoolkouen no mae - å… ¬Ã¥Å"’㠁 ®Ã¥â€°  - in front of the parkwatashi no ushiro ç § Ã£  ®Ã¥ ¾Å'ã‚  - behind me "No": Noun Modification The noun before no modifies the noun after no. This usage is similar to the possessive, but it is seen more with compound nouns or noun phrases. The following sentences show how the no particle can be used to modify a noun. Nihongo no jugyou wa tanoshii desu. æâ€" ¥Ã¦Å" ¬Ã¨ ªÅ¾Ã£  ®Ã¦Å½Ë†Ã¦ ¥ ­Ã£  ¯Ã¦ ¥ ½Ã£ â€"㠁„㠁 §Ã£ â„¢Ã£â‚¬â€š- The Japanese class is interesting.Bijutsu no hon o sagashite imasu. ç ¾Å½Ã¨ ¡â€œÃ£  ®Ã¦Å" ¬Ã£â€šâ€™Ã¦Å½ ¢Ã£ â€"㠁 ¦Ã£ â€žÃ£  ¾Ã£ â„¢Ã£â‚¬â€š- I am looking for a book on fine arts. No as a noun modifier can be used many times in one sentence. In this usage, the order of nouns in Japanese is the reverse of English. The normal Japanese order is from large to small, or general to specific. Osaka daigaku no nihongo no sensei Ã¥ ¤ §Ã©Ëœ ªÃ¥ ¤ §Ã¥ ­ ¦Ã£  ®Ã¦â€" ¥Ã¦Å" ¬Ã¨ ªÅ¾Ã£  ®Ã¥â€¦Ë†Ã§â€Å¸ - a teacher of Japanese at Osaka universityyooroppa no kuni no namae ãÆ' ¨Ã£Æ' ¼Ã£Æ' ­Ã£Æ'Æ'ãÆ'‘㠁 ®Ã¥â€º ½Ã£  ®Ã¥  Ã¥â€°  - the names of the countries in Europe "No": Apposition The no particle can also show that the first noun is in apposition to the second noun. For instance: Tomodachi no Keiko-san desu. Ã¥ â€¹Ã© â€Ã£  ®Ã¦  µÃ¥ ­ Ã£ â€¢Ã£â€šâ€œÃ£  §Ã£ â„¢Ã£â‚¬â€š- This is my friend, Keiko.Bengoshi no Tanaka-san wa itsumo isogashisou da. Ã¥ ¼ Ã¨ ­ ·Ã¥ £ «Ã£  ®Ã§â€ °Ã¤ ¸ ­Ã£ â€¢Ã£â€šâ€œÃ£  ¯Ã£ â€žÃ£  ¤Ã£â€šâ€šÃ¥ ¿â„¢Ã£ â€"㠁 Ã£ â€ Ã£   Ã£â‚¬â€š - The lawyer, Mr. Tanaka seems to be busy all the time.Ano hachijussai no obaasan wa ki ga wakai. 㠁‚㠁 ®Ã¥â€¦ «Ã¥  Ã¦ ­ ³Ã£  ®Ã£ Å Ã£  °Ã£ â€šÃ£ â€¢Ã£â€šâ€œÃ£  ¯Ã¦ °â€"㠁Å'è‹ ¥Ã£ â€žÃ£â‚¬â€š - That eighty-year-old woman has a youthful spirit. "No": Sentence Ending Particle No is also used at the end of a sentence. Read up on ​sentence ending particles to learn about the usage.

Asian Blepharoplasty As A Type Of Body Modification Essay

Asian Blepharoplasty As A Type Of Body Modification - Essay Example What stands out from all these procedures is the fact that body features of Whites continue to prevail among the Asian culture and to the Asians, attaining such an ideal look is worth any cost. They feel that the Western look is more appealing compared to their own looks. These procedures from the brief, fair kind ones to the most dangerous, are dynamically provoked by the fashion industry or simply wanting to look good (Joo, 2012). Many advertisements in the Asian media relate individual and professional success to people with Western and Caucasian features and clear messages that in order to achieve significant things in life, then one has to follow the Western way of life, which involves looking like them (Nguyen et al., 2009). The Western way of life demands one to have a beautiful, appealing body from head to toe. During these efforts, Asians risk affecting their well-being and financial security due to the high expenses involved in these surgeries (Chen, 2001). This risky trend should be halted, but it will not happen if Asians continue to endorse Western fashion in their own fashion industry. This research will discuss the factors that cause Asians to feel pressured to endorse Western beauty by focusing mainly on Asian Blepharoplasty. It will also discuss tough issues brought up by these societal influences and propose the resolution to this social problem. As Epstein and Joo (2013) confirm, modification of the human body has been there for as long as humans have willed themselves in order to fulfill the established modes that they feel satisfy societal standards. These modifications have been practiced in many ways and for different reasons. Historical evidence reveals that red dye removed from hematite was applied to the body with the aim of decorating it. After this, archaeological evidence confirms that over 10,000 years ago, animal bones, teeth, and colorful stones were considered as human adornments (Chen, 2001).

Post-Structuralism Essay Example | Topics and Well Written Essays - 3000 words

Post-Structuralism - Essay Example Along with Lvi-Strauss, three of the most prominent post-structuralists were first counted among the so-called "Gang of Four" of structuralism par excellence: Jacques Lacan, Roland Barthes, and Michel Foucault. The works of Jacques Derrida, Gilles Deleuze, and Julia Kristeva are also counted as prominent examples of post-structuralism. Legal theory is necessarily involved with question of language, meaning and interpretation. Language has increasingly become a major object of inquiry within diver's range of legal theory. This is partly due to the work of J.L. Austin and his speech language theory, between 1962 and 1973. 2 At that time discussions were very passionate, then, after a less popular period, it re-finds a great interest at the beginning of the eighties. In France, it has penetrated philosophy thanks to the works of Ducrot and Ricoeur. The first publication on this subject dates from 1974. In Europe the situation is quite similar with one remarkable exception in 1962 with the Swedish K. Olivecrona and the Finish G.H. von Wright3. But in 1972, Alf Ross published an article with a signification title:" The Rise and Fall of the Doctrine of Per formatives ", in one hand he rejected following Austin's first distinction between per formatives and constatives, or more generally, between "saying something" and "doing something", but on the other hand, he didn't accept the second version of the theory, with the distinction between the elocutionary, illocutionary, and perlocucionnary act. Alf Ross distinguished only two main types of speech act: indicative and directive, in his book "Directives and N orms". Each of these acts had one or several norms behind to determine its normative consequences. These norms were called "norms of competence". Contribution to the question of the legal language specificity: a frontal attack against basis of the pure theory of law. The theorical reason of the language theory attraction exercised on jurists is that in the sixties legal theoricians and philosophers went to a saturation point caused by kelsenien theory. Thus per formative theory allowed a frontal attack against the bases of pure theory by suppressing grnd norm "hypothesis". In admitting existence of per formative speech acts, which didn't ask existence of superior norms, we could denounce what Mc Cormick called "the imperativist fallacy". But it is also important to stress that speech act theory allowed to oppose oneself to the epistemological rupture, inherited from Hume and Kant applied in our field by Kelsen between Sein and Sollen, Is and Ought. Some jurists had this deep intuition that this radical scission which closed them in the "swollen world", the one of signification of will act, cut them from reality, and deprive legal reasoning from perception foundations signing by its irrationalism. Though, doctrine of per formatives by its theory o f presuppositions reinaugurates the link between speech act and its factual presuppositions. It is the reason why the speech act theory has