Why I Want to Transfer to John Hopkins University Essay Example for Free

Why I Want to Transfer to John Hopkins University Essay My personal goals coincide with that of John Hopkins University—the focus on research and advancement of scholars. This kind of focus is something akin to my own passions, my involvements, and my interests in pursuing science and research. In addition to this, the University is really keen in ensuring that its students and its research are doing excellently. I arrived at my decision to transfer to John Hopkins based on several things. I have come across the testimonies of friends, as well as other colleagues regarding the promotion of excellence at John Hopkins. I also wanted to know for sure and that is why I conducted a research regarding the legacy of John Hopkins. I am amazed at the diversity of points of view and excellence in scholarship at the University. The University has been at the forefronts of the development in health sciences. For me, such a University challenges its students to give their best in meeting the standards and needs of the university. In keeping with the high standards of the University, I was also drawn to the names currently serving as faculty of the John Hopkins and their capabilities and leadership in their fields add greater momentum to the edge of the University in the field. It is a challenging environment, surely, but such challenge is necessary for the University to produce top quality graduates and practitioners in various fields. As for me, I want to belong to an institution with a proven track record and excellence in training its training for service in the broader society. I foresee that my will, my skills, and my capabilities will be put to the test, but my dedication to my chosen field will see me through.

The Private Pension Industry In Ghana Accounting Essay

The Private Pension Industry In Ghana Accounting Essay Ghana, a role model in terms of economic and political stability has recently been upgraded to a middle-income country following years of implementing sound economic policy and stable political environment and with this upgrade comes its own challenges. Ghanas economy is strong and promises generous future growth and the need for a much more comprehensive social security system is understood to be of great importance. In 2004, the government started a journey to reform the social security/ pension system and these reforms created an opportunity for the participation of the private sector in pension delivery. This proposed business plans seeks to establish a trustee company, which will provide pension related products to the formal and informal sectors of the Ghanaian economy who have traditionally been excluded from the national pension system. The private pension industry is a new and virtually untapped industry offering an opportunity to serve a large proportion of Ghanas workforce, as this section of the working class is key in the success of developing a comprehensive pension system. This industry is estimated to be valued at GHS and will insist of 2nd tier and voluntary 3rd Tier pension system. The national pension scheme has seen an average annual increase in contribution of 10%. The target market for the proposed business is a young adult between the ages of 16 and 45 years. The target market will consist of young professionals, self-employed individuals and those who traditionally do not have access to the national pension scheme namely hairdressers, mechanics, etc. With the growing appreciation of securing ones future, the target group demand quick and efficient services, products that meet their existing and future needs and an industry that responds quickly to their needs. Currently, there is no existing service provider in the private pension industry however the life insurance industry is expected to lead the way and be the dominant players in the provision of these services. The proposed business plan seeks to be consumer focus providing excellent customer services, constant customer feedback and innovative and simple product design and use. The competitive advantage of the proposed business include accessibility through the use of a comprehensive distribution network, excellent customer service and product design based on need. The proposed business is a private pension provider rendering trusteeship, custodian and fund management services. The company is a limited liability company with a proposed stated capital of GHS3, 000,000.00. Each of the business owners will raise GHS90, 000.00 each and the difference will be funded using bank credit lines, private investors and asset financing. Undertaking the proposed business plan provides the following findings: Ghanas economy remains positive and stable providing generous growth now and in the future New pension reforms and creation of new industry provides both threats and opportunity Vast untapped informal market available to the new industry Current shortfalls in the national pension will be catered for by private providers Proposed business provides opportunity for development of local capacity in pension design and management With robust regulatory system and effective strategic planning this propose business has a fair chance of succeeding and growing into a very successful business and being part of the development of the private pension industry in Ghana. 1.0 The Introduction Research Background and Motives Over the years concern had been raised about the current state of the Ghanaian social security system which has been characterized by inadequate benefits which is extremely difficult to live on if not mere impossible. As pointed out by the International Social security Association (2003), Social security systems in Africa are characteristically too exclusive and inadequate of which Ghana is not exception. Like other social security systems in Africa, Ghanas social security system covers only the formal workforce, which constitutes a small fraction, usually no more than 20% of the total labor force. This inherent characteristic of the social security system makes social security exclusive, as those outside the formal sectors do not have access to social security or a national pension. Furthermore due to the relatively small number of contributors to the national social security scheme, benefits under the social security scheme is inadequate. Ghana like many other African countries has institutions, laws and government structures that were adopted from their colonial masters without much modifications and thought. The institutional structures were most often designed to meet the goals and objectives of the colonial masters who at that time were the elite. One may wonder why social security systems that are meant to provide protection for all in society tends to cover only a small fraction of society. The international social security association points out that, most social security systems like many other things were adopted from the colonial masters. These social security systems were really intended to cover a small body of employees who were at the time working in the colonial administration and mine workers. This meant that all others outside this scope fell outside the social security system. This inherently remained, as most countries even after independence were unable to devise social protection programs that were tailored to the needs and circumstances of the people. Based on the background above, I am motivated through this business proposal to highlight the importance of the development of a much-needed private pensions scheme to augment the existing national social security system and also to provide those who are outside the national social security system an avenue to secure their futures and have enough to live on when they retire. 1.2 The Motives The motive for undertaking this business proposal is to bridge the gap created by the current social security structure, which excludes those within the informal sector of the Ghanaian economy. Secondly, private pension plans will also provide extra revenue to those who have retired as the current benefits under the national plan is woefully inadequate. At the end of this start up business proposal I hope to be able to: Understand current economic and business environment in Ghana Understand the structure of Ghanas social security system To analyze current regulatory framework in place and its likely impact on the operations of the start up To analyze the development of the chosen market and industry To determine the essential inputs for the start-up and future development plans To analyze any academic theory on successful business start-ups 1.3 The Objective The main objective of this business plan dissertation is to: Identify if any, opportunities and challenges for a private pensions company in Ghana With the opportunities I have identified and challenges write a start up business plan for a private pension company in Ghana Provide information on procedure to follow when setting up a company in Ghana In this write up the main focus will be on the company operating in one specific area of pensions which is the tier three of the pensions act. Long-term strategies may see the company evolve to extend other pensions/ savings products. 1.4 Research Methodology The aim of this write up is to put together a business plan for a start up private pension company in Ghana based on sound research on the subject matter of private pensions in the chosen market and academic theory on the principles entrepreneurship and business management. The research therefore will mainly be based on secondary data from credible governmental resources and non-governmental agencies. I will also make use of academic articles, journals and industry reports. 1.5 Structure The write up will be split into five (5) chapters with details of each chapter as follows: Chapter 1: The first chapter will have the introduction, which contains the background, the motives and objective, brief research methodology, structure of the write up and a comparative analysis of social security systems in the developed and underdeveloped worlds. Chapter 2: Economic Overview of chosen market, history and importance of social security in chosen market, overview of the social security system now and then, social security structure, and challenges facing the national social security system Chapter 3: Description of the business idea, marketing plan/strategy, pricing, mission and vision, Human Resources. Chapter 4: Chapter four will be the financial plan. In this section will include financial assumptions and financial projections for the next five years. Chapter 5: The conclusion, this section will contain exit strategies and also discuss any immediate or future impact of the proposed business on the Ghanaian economy. This section will also summarize key success factors of the proposed business. Chapter 2 Introduction Under this chapter I will look at the economic overview, economic performance and outlook of the chosen market for the proposed business, I will then go further to look at the development of social security/ pensions in Ghana, and then look at the overview of the social security system of the chosen market, Ghana. As earlier stated under my aims for this project, I seek to provide some insight as to what it takes to start a business in Ghana, therefore under this section I will also provide information or insight in relation to what procedures needed to follow when setting up a business in Ghana. 2.0. Economic Overview of Ghana The Republic of Ghana is a West African country with land area of 92,100 square miles, which is boarded by Cote DIvoire, Burkina Faso, Togo and Gulf of Guinea. Ghana has always been known as a country of great natural resources, hence the nickname, The Gold Coast. Ghana is rich in gold, timber, diamond and cocoa and has an economy that is heavily dependent on agriculture. Ghana remains one of the leading producers of Gold and Cocoa in the world. Agriculture in Ghana accounts for 37% of GDP and employs an estimated 55% of the national workforce. It must however be noted that agriculture is still largely small scale, non- commercial and not mechanized. Ghanas economy is one of the most stable and fast growing economies in Africa and has achieved impressive growth as a result of the discovery of oil and natural gases. With such impressive growth and relative stability in the macro-economic indicators, Ghana attained a lower middle-income economy status according to the World Bank, however youth unemployment and poverty continues to be a major issue. 25% of Ghanas youth are unemployed and 37% of the population currently lives on less than $1.25 a day. Despite a 14.4 % growth in Ghanas economy in 2001 according to the World Bank, Ghanas external debt over the last 3 years has increased by 125% from $8 billion in 2008 to $18 billion in 2011. In terms of investment, Ghana has Africas 3rd largest stock exchange with South Africa and Nigeria ahead of Ghana respectively. 2.1 Economic Performance and Outlook Ghanas economic performance over the last decade has been impressive. GDP average annual growth rate was 6% between 2005 and 2007, increased to 7.3% in 2008 but however declined to 3.9% in 2009 on the back of the global financial and economic crisis. Inflation increased by 41.7% from 12.7% in 2007 to 18.1% in 2008 however due to effective economic policies and austerity measures inflation for the last 3 years has steadily falling to its current rate of 9% as at 2011 for the last 9 months since. Increase in non-oil imports and income outflows widened Ghanas current account deficit by some 38% at the end of 2011. Despite these challenges, Ghanas economy has outgrown the global economy for the past 4 years. Whilst the global economy grew at an annual average rate of 3%, Ghanas annual average growth rate has been 6.5%. The adoption of austerity measures to cut public spending and the stability of macroeconomic indicators have helped Ghana survive probably the worst part of the global economic meltdown and it remains one of the most promising economies in Africa. Based on the indicators above on the economic health of the country, Ghanas medium-term growth remains positive, largely driven by investments in the mining industries, public infrastructure and commercial agriculture according to the World Bank. 2.2 Development of Pensions Scheme in Ghana Pension systems in Ghana date as far back as the colonial era. The first kind of pension system was introduced in Ghana in 1946. The pension system was a non-contributory pensions scheme and its aim was to cater to the retirement benefits of those who worked within the colonial administration and also included mine workers. Kpessa (2010) noted that Ghanas social security system at the time was designed, as a means of encouraging loyalty and efficiency within the colonial service as a result was quite exclusive. Like most programs introduced during this era, old age income protection policies were limited to urban dwellers especially Europeans and a few Africans working in the colonial bureaucracy. It was not until 1950, the Pension Ordinance No.42 (Cap 30) and Superannuation schemes was established in an effort to have a social security system in place that covered a greater portion of Ghanaian workers. It was established as a pension scheme for public servants in the Gold Coast. These schemes covered certified teachers, University lecturers and all government workers however a vast majority of Ghanaians were unable to benefit from this scheme (Adjei, 2000). In 1965, the Social Security Act (No. 279) was passed to cover all private and public sector workers who were not covered under the Pensions Ordinance No.42. The scheme initially started as a provident fund, providing benefit for old age, invalidity and survivor benefit. This Act was repealed and the social security and national insurance act (SSNIT) was established under NRCD 127. The trust was established to administer the new social security scheme. The scheme was later converted to a social security pensions scheme and in 1991 turned into a defined benefit scheme following the enactment of the Social Security Act 1991 bringing some level of adequacy into workers pensions. For a worker to qualify for old age benefit, the worker must have worked for a minimum of 240 months and be at least 60 years of age. Workers in the extractive industries such as mining however have a mandatory retirement age of 58 years under which they qualify for old age benefits. For workers who have been injured at work, they may qualify for payment under the invalidity benefit section of the social security system. Benefit is payable over a period of 12 months. If a retiree dies before reaching the retirement age his or her benefit is calculated as the present value of all contributions and paid to the surviving spouse or dependents. The Social Security and National Insurance Trust (SSNIT) has four major functions: Collection of contributions Record keeping keeping up to date records of all contributing members Processing and payment of benefits Pensions fund management 2.3 Overview of Social Security/ Pensions in Ghana A universal social security/ pensions scheme in Ghana has not been in existence for so long having been established in the 1990s; earlier forms of social security were exclusive. The Social Security Pensions Scheme (SSPS) was established in 1991 under the Social Security Law PNDCL 247 and under the trusteeship of the social security and national insurance trust (SSNIT). Twenty-five years prior to this, Ghana run a provident scheme established under the social security act of 1965 (Act 279). Under the 1991 scheme, the Social Security and National Insurance Trust collected the contributions of the Ghanaian worker. The Act provided for compulsory coverage for workers in establishments that employ at least five workers. An establishment with less than five employees had the option to join the scheme, but there was no compulsion (Kumado Gockel, 2003). However, the following categories of workers, although they employed more than five persons, were exempt by law from joining the scheme; members of the Armed Forces, the Police Service and the Prison Service; Foreigners in the diplomatic missions; and Senior members of the universities and research institutions. Funding of defined contribution schemes is based on contributions made by the employer and the employee on behalf on the employee. These contributions are invested and when the employee reaches retirement age, becomes permanently incapacitated or dies prior to retirement; the total contributions together with returns on the investment are paid as a lump sum to the employee or his/her dependents (Kpessa, 2010) Under the scheme the Ghanaian workers total contribution constitutes a total of 17.5% of his salary to the scheme towards his pension and the contribution structure is designed as follows: Employees 5% of employees salary Employer 12.5% of employees salary Total Contribution 17.5% of employees pay Under Ghanas pension scheme there are three basic benefits, which include Old Age Pension, Invalidity Pension and Death Survivor Payment. Pension benefits in Ghana are indexed annually using the average rate of increase in the contributions inflow from the previous year. This is done to prevent any distortions in the financial equilibrium of the scheme. In order to qualify for benefits under the pensions scheme one must meet the eligibility requirement and amounts payable under each section are as follows according to the Social Security and National insurance Trust: Old Age Benefit To qualify for old age full pension payment, a worker should have contributed to the scheme for a minimum of 240 months, which is equivalent to 20 years, and should have attained either the voluntary retirement age of 55 or compulsory retiring age of 60. The law applies differently to persons who have worked in hazardous conditions such as the mines. Such categories of workers under the law qualifies for a full pension at the age of 55 provided the worker has been engaged in such work for 240 months or more. The minimum pension payable is 50% of the average of the 3 best years salary for a minimum contribution period of 240 months. For any additional month served after the 240 months, a worker earns a pension right of 0.125%, i.e. 1.5% for every 12 months in addition to the 50% start off. Thus, a worker can theoretically earn up to 80% pension when he shall have worked and contributed to the scheme for 40 years. As earlier mentioned, workers who opt for early retirement at age 55 or retire anytime before they are 60 years are entitled to a reduced pension. Benefit due is calculated on an increasing scale from the age of 55 years, meaning that those who retire closer to the statutory retirement age receive a higher percentage of their full pension than those who dont. Percentages of full benefit due are as follows: Age 55, 60% of full pension; 56, 67.5% of full pension; 57, 75.0% of full pension; 58, 82.5% of full pension; 59, 90.0% of full pension. Pensions are paid monthly, however retirees have an option of receiving payment in advance equivalent to 25% of 12 years pension as a lump sum and subsequently be on a reduced pension. If a worker before attaining the age of 60 is unable to have contributed the minimum 240 months to the scheme he is entitled to receive all his actual contributions plus interest at half the prevailing interest rate on government treasury bills. DEATH/ SURVIVORS With regard to survivors benefit, if a contributor dies while still a member, his dependents qualify for a lump sum of the earned pension. When a member contributes to the Fund for 240 months before dying, a lump sum equal to the value of his pension for 12 years shall be paid to his survivors. If a member dies without having contributed to the fund for 240 months, the payment to his survivors will be his proportional pension for a period of twelve years. Where a member who has retired dies before he is 72, his survivors will be paid in lump sum the unexpired pension up to age 72. INVALIDITY PENSION To qualify for invalidity pension, a member shall have contributed to the Fund for 12 months within the last 36 months before becoming invalid. In addition, the member should have been certified permanently invalid and incapable of gainful employment by a medical board including 2.4 Parallel Pensions Scheme One may be tempted to think that the pensions scheme being administered by the Social security and national insurance trust covers all workers in Ghana, however as indicated above some sections of the working public are exempt from the national pension scheme. This is because such workers are covered under a different pensions scheme with pre-dates the national pensions scheme. The scheme, which is affectionately, called CAP 30 (name derived from Chapter 30 of the Pension Ordinance of 1946) provides pensions for Civil Servants and the Armed Forces and some teachers. Today there are still members of these working sectors who are covered under CAP 30. Such members contribute 5% of their pre-tax salary, which is nevertheless not saved but recycled into the Consolidated Fund. However, it is still a non-contributory plan for the armed forces, the police, and the prisons services. These employees take home all of their earnings; no deductions for pension coverage. This aside there are other features of the CAP 30 that offers superior value as compared to the Social Security and National Insurance Trust including: 10 years for full retirement vs. 20 at SSNIT; 70% of final salary compared to 50% of average of three highest years salary at SSNIT CAP 30 pension payments are indexed annually to current salary scales Ghanas social security system lacks cohesion as evidenced in the disparities that exists under the SSNIT and CAP 30 an there is an urgent need for the harmonization of the social security system in Ghana by replacing the current systems with a comprehensive all inclusive system 2.4 Pensions Reform in Ghana and overview of National Pensions Act 2008 Over the years concerns have been raised about the disparities and seemingly greater benefit under the CAP 30 as compared to the Social Security and National Insurance Trust (SSNIT) pensions scheme. Public sector workers further agitated over the inadequacies of the current social security benefits and its inability to sustain a respectable life during retirement. Furthermore, the current social security system has failed to include those in the informal sector who constitute about 80 percent of the working force. The road to social security reform in Ghana began in July 2004, to provide a universal pension scheme for all Ghanaian workers following the agitations described above which lead to the drafting and passing of the National Pensions Act 2008. The Act is divided into four parts; the first part talks about the establishment of a National Pensions Regulatory Authority that will be responsible for the regulation of pensions schemes in Ghana as well as a three-tier contributory pensions scheme. The second part deals with the basic national social security scheme; Part Three provides for occupational pension schemes, provident fund and personal pension schemes and management of the schemes and finally the general provisions of the Act is contained in part four. According to the Social Security and National Insurance Trust, under the new Pensions Act 2008, there is a three tier contributory scheme, which replaces the current Social Security Pensions Scheme and CAP 30. Under the new scheme a total contributory amount of 18.5% of a workers monthly salary will be paid towards their pension and this is distributed between the first two tiers. The first two tiers are mandatory and the third tier is voluntary. Below are the features of each tier: First Tier The first tier is the basic national social security scheme, which incorporates an improved system of SSNIT benefits. This tier is mandatory for all employees in both the private and public sectors. The mandatory basic national social security scheme is to be managed by SSNIT. Contribution to the first tier will be 13.5% of an employees monthly salary. Whilst this tier is mandatory for all employees in the public and private sectors, self-employed members of the working class have an option to join the scheme and are under no obligation to do so. Of the 13.5%, 2.5% will be deducted and transferred to NHIF. Benefit due under this tier will be calculated using the average of the highest 3 annual salaries ÃÆ'- 50% +1.5% of every additional 12 months contributed. A contributor under the first tier cannot be less than the age of 15 and not older than the age of 45 years when joining the scheme. Second Tier The second tier is occupational (or work-based) pension scheme and it is a mandatory scheme for all employees, however this tier will be privately managed. This tier was designed primarily to give contributors higher lump sum benefits compared to what is presently available under the SSNIT or Cap 30 pension schemes. A total of 5% of an employees monthly salary shall be allocated to the second tier provided the employee falls within the age limit stipulated under the first tier. If the worker however, falls outside the stated age limit, all of the 18.5% contribution shall be transferred to the second tier. The voluntarily provident fund and personal pension schemes are to be managed by approved trustees, licensed by a National Pensions Regulatory Authority and pension fund managers and custodians, licensed by the Security and Exchange Commission and registered with the Authority. Under this tier a defined benefit is payable to a retiree, spouse or dependent after termination of service, retirement or death. Third Tier The third tier is a voluntary provident fund and personal pension schemes, which provides tax benefit incentives for workers who opt for this scheme in addition to the first two. As earlier mentioned, the previous pensions scheme was relatively exclusive and did not provide cover for 80% of Ghanas working population. The introduction of the third tier is an effort to address the issues concerning the old pensions system, which by design excluded those in the informal sector and did not provide avenue for the citizenry to arrange their personal pensions in addition to the state pension. The aim of the third tier therefore I believe, was to provide those in the informal sector to have their future secured by contributing to a private scheme and also provide those already covered under the national scheme to augment their existing benefits should it still be seen as inadequate. This tier is fully funded and is also privately managed by licensed trustees that will want to provide private pension schemes. 2.5 Governance A National Pensions Regulatory Authority (the Authority) has been established to regulate both public and private pension schemes in the country. The Authority will approve, regulate and monitor Trustees, Pension Fund Managers, Custodians and other institutions relating to pension matters. To ensure that contributors interests are adequately protected, the National Pension Act has in-built safeguards. These include stringent approval and registration criteria by the Pensions Regulatory Authority; separation of functions of Trustees, Fund managers and Custodians; on going monitoring among several others. Trustees licensed by the Authority would be required to take out adequate insurance to indemnify scheme members against any losses of scheme assets caused by malfeasance or misconduct of the trustees or their service providers. Among other impacts, the new scheme will ensure improved living standards of the elderly; financial autonomy and independence of retirees; increased national savings and availability of long-term funds for economic development; and the Promotion of growth and development of the capital, mortgage and insurance markets. CHAPTER 3 THE BUSINESS IDEA AND PLAN 3.1 Background In 2004, the government of Ghana started the process of reforming Ghanas pensions system and in 2008 passed the National Pensions Act 2008, which saw the birth of a new pensions system in Ghana, the establishment of a new pensions regulatory body and most importantly the participation of the private sector in the delivery of social security in Ghana. The opportunity presented through the National Pensions Act 2008, is what has motivated me to write this business proposal for the establishment of a pensions trust in Ghana to participate in the third tier of Ghanas pensions System. The new pension scheme will comprise two mandatory schemes and a voluntary scheme as follows: First tier which is a mandatory basic national social security scheme will be managed by the Social Security and National Insurance Trust (SSNIT) Second tier occupational (or work-based) pension scheme will also be mandatory for all employees but privately managed by approved and licensed trustees Third tier voluntary provident fund and personal pension schemes, supported by tax benefit incentives to provide additional funds for workers in both the formal and informal sectors who want to make voluntary contributions to augment their state pensions benefit. The Second tier and the voluntary third tier will be privately managed by approved trustees licensed by the Pensions Regulatory Authority with the assistance of pension fund managers and custodians registered by the Authority. It is within the third tier that a business opportunity exists for the establishment of a trustee company that will provide pension products to individuals and organizations in Ghana. 3.2 Benefits of the New Pensions Scheme The new pension scheme offers a number of benefits above the old system. According to the Social Security and National Insurance Trust (SSNIT), workers within the formal and informal sectors stand to benefit from the following under the new pensions scheme: Provision of Superannuation: Reduction of contribution period from 240 months to 180 months Full benefit increased from 50% of the average of the highest three years earnings to 80% Provision of healthcare premium for all contributors to social security pensions scheme Occupational Scheme: provides lump sum benefits to contributors after attaining the age of 50 years. Survivors benefit calculations increased from 12 to 15 years Using lump sum benefits under the second tier to secure mortgages meaning workers can obtain their own houses by using their lump sum benefit as collateral Better controls over personal pensions under the second and third tier

Humans Discover Nuclear Fission Essay -- Design Technology Energy Essa

Humans Discover Nuclear Fission It seems as though our fellow Earthlings deserve more credit then we have given them in the past; they have seemingly discovered the so called, â€Å"Nuclear Fission.† The situation on earth has not been reported on in over a century, yet they have advanced rather rapidly; in fact more than they can handle. Nuclear Fission, as discovered here in Trantor, has both benefits and drawbacks in society. However, earth is an obscure planet with rather demanding creatures that in the past have used technology and knowledge negatively. Within the last hundred years, this discovery had made a rather large impact on the people of earth. Amateurs, as they are, they have made their lives easier, yet harder with all the unaccountable damage they have caused. Yet again, humans are reprimanded as being irresponsible. If only they knew better. Energy has become a difficult issue on the planet earth. Because humans do not have magical powers like us, they have to have sources to generate energy. The most popular sources of energy used on earth are fossil fuels, including materials such as coal. However these fossil fuels are said to be running out and so other sources have been identified including solar power, wind power, and recently, nuclear fission. Nuclear Fission, essentially, is the process of splitting atoms with releases of energy. An example of nuclear fission can be seen in terms of radioactive material. When radioactive material decays, protons and neutrons are pulled into arrangements where they are tightly bound. At this stage, nuclear potential energy is lost, and heat is released.. Humans have discovered that faster decay can be produced by bombarding nuclei with other particles. An example of this is Natural Uranium. When a neutron (The Human symbol N) strikes a nucleus of isotope Uranium 235, the nucleus splits giving off, simultaneously, both neutrons and energy. Furthermore, they have picked up on the ‘Chain Reaction.† If neutrons from the fission of one nucleus go onto split other nuclei, the number of nuclei undergoing fission multiplies rapidly. Hence, lots of energy is released in a sort space of time. In certain aspects, this is a good thing. Small amounts of fuel can provide a reasonably large amount of energy. This fuel used is rather inexpensive and can be found worldwide.... ...e diverted human effort to develop peaceful applications of nuclear energy. As a result, nuclear power reactors have been supplying energy for humans for several decades now. Reactor accidents have changed public opinion to an extent, and the future of nuclear energy is uncertain. Yet the energy demand is on increase, and the public opinion may just change again. Whatever the result of this discovery may be, let us hope that humans will be more responsible and conscious in the future. Sources Cited: 1.) â€Å"Basic Nuclear Fission† Thinkquest Team 98, Team 17940. February 25, 2005. Online. Available: http://library.thinkquest.org/17940/texts/fission/fission.html 2.) â€Å"Advantages and Disadvantages† Thinkquest Team 98, Team 17940. February 25, 2005. Online. Available: http://library.thinkquest.org/20331/types/fission/advant.html 3.) â€Å"Nuclear Fission; Energy for War and Peace† February 25, 2005. Online. Available: http://66.102.7.104/search?q=cache:TfmjwdVC- xEJ:www.science.uwaterloo.ca/~cchieh/cact/nuctek/ln/chapter8.doc+how+society+ culture+politics+affect+development+of+nuclear+fission+and+applications&hl= en&start=8 Humans Discover Nuclear Fission Essay -- Design Technology Energy Essa Humans Discover Nuclear Fission It seems as though our fellow Earthlings deserve more credit then we have given them in the past; they have seemingly discovered the so called, â€Å"Nuclear Fission.† The situation on earth has not been reported on in over a century, yet they have advanced rather rapidly; in fact more than they can handle. Nuclear Fission, as discovered here in Trantor, has both benefits and drawbacks in society. However, earth is an obscure planet with rather demanding creatures that in the past have used technology and knowledge negatively. Within the last hundred years, this discovery had made a rather large impact on the people of earth. Amateurs, as they are, they have made their lives easier, yet harder with all the unaccountable damage they have caused. Yet again, humans are reprimanded as being irresponsible. If only they knew better. Energy has become a difficult issue on the planet earth. Because humans do not have magical powers like us, they have to have sources to generate energy. The most popular sources of energy used on earth are fossil fuels, including materials such as coal. However these fossil fuels are said to be running out and so other sources have been identified including solar power, wind power, and recently, nuclear fission. Nuclear Fission, essentially, is the process of splitting atoms with releases of energy. An example of nuclear fission can be seen in terms of radioactive material. When radioactive material decays, protons and neutrons are pulled into arrangements where they are tightly bound. At this stage, nuclear potential energy is lost, and heat is released.. Humans have discovered that faster decay can be produced by bombarding nuclei with other particles. An example of this is Natural Uranium. When a neutron (The Human symbol N) strikes a nucleus of isotope Uranium 235, the nucleus splits giving off, simultaneously, both neutrons and energy. Furthermore, they have picked up on the ‘Chain Reaction.† If neutrons from the fission of one nucleus go onto split other nuclei, the number of nuclei undergoing fission multiplies rapidly. Hence, lots of energy is released in a sort space of time. In certain aspects, this is a good thing. Small amounts of fuel can provide a reasonably large amount of energy. This fuel used is rather inexpensive and can be found worldwide.... ...e diverted human effort to develop peaceful applications of nuclear energy. As a result, nuclear power reactors have been supplying energy for humans for several decades now. Reactor accidents have changed public opinion to an extent, and the future of nuclear energy is uncertain. Yet the energy demand is on increase, and the public opinion may just change again. Whatever the result of this discovery may be, let us hope that humans will be more responsible and conscious in the future. Sources Cited: 1.) â€Å"Basic Nuclear Fission† Thinkquest Team 98, Team 17940. February 25, 2005. Online. Available: http://library.thinkquest.org/17940/texts/fission/fission.html 2.) â€Å"Advantages and Disadvantages† Thinkquest Team 98, Team 17940. February 25, 2005. Online. Available: http://library.thinkquest.org/20331/types/fission/advant.html 3.) â€Å"Nuclear Fission; Energy for War and Peace† February 25, 2005. Online. Available: http://66.102.7.104/search?q=cache:TfmjwdVC- xEJ:www.science.uwaterloo.ca/~cchieh/cact/nuctek/ln/chapter8.doc+how+society+ culture+politics+affect+development+of+nuclear+fission+and+applications&hl= en&start=8

Sexual Assault is Never the Victim’s Fault :: Essays Papers

Sexual Assault is Never the Victim’s Fault I could see the fear in her eye, and could feel the pain in her trembling hands. I could sense her discomfort when she talked about the night. I had never known, and never would have guessed, that something happened to her at a party with kids I knew from my school. She told me first. She only told me. She spoke to me about how she can not be in a room with a stranger, or how she feels that part of her died that night. She explained that hugs didn’t feel good anymore, they felt intrusive. She explained that she won’t stay in a room with a male teacher if the other students leave. Every part of her life, she explained, has been changed. She wasn’t the same girl anymore, and she blamed herself for it. Even contemplating suicide, like many victims often do, seemed better than living with the memories. She was too afraid to talk to her parents, because she had drank a little the night of the incident; and too afraid to tell her friends, because they though t that the guy was cool. She didn’t trust anyone anymore, not even her old best guy friends. She had known him; they had been friends in junior high. She knew him†¦ Her story changed me. I would no longer wait for the issue of sexual assault to approach me. I would educate myself about it. I was going to help. I didn’t want to see anyone else have to feel the way my friend did. I joined the Sexual Assault Response Team, and began to fight back. The issue of sexual assault needs to be addressed openly so that everyone changes their current paradigms, or perspectives. People that believe that sexual assault can be prevented, is the victim’s responsibility, or is just miscommunication, are allowing perpetrators too much freedom. Sexual assault is always the perpetrators decision, thus never being the victim’s responsibility, or decision. This is a simple concept, but let me show you how presently we are not acting this way. It is all too likely that each one of us knows the victim of a sexual assault. One in four Colorado women and one in fourteen Colorado men have been the victim of a completed or attempted sexual assault.

Many Forms of Plagiarism :: Cheating Writing Education Essays

Many Forms of Plagiarism missing works cited One of the main goals of teachers everywhere is to guide their students to write in a narrative style that carries the reader along logically. Their job is to teach writing skills to enhance this and to help them along their learning journey. In most cases, this begins at an early age with the typical, â€Å"What I did on my summer vacation† story that almost everyone wrote every September in Grammar School. Slowly but surely, the stories got longer and as time did not permit in the classroom, they were being assigned homework. Once the student was out of the watchful eye of the teacher, control over how a student’s story was written was lost. If a student isn’t too imaginative, or is lazy, or waits until the last minute and panics, he or she may look at an alternative way of doing a paper as opposed to doing it themselves. They could have a friend write it, get one from someone in a similar course or, now in the age of the computer simply download one in a matter of seconds. All these dishonest methods of obtaining a paper are forms of plagiarism. It’s when you sign your name to someone else’s work, either in full or in part and there can be severe consequences. To combat the increasing ease of committing plagiarism, educators have had to become just as innovative as their students. Plagiarism exists throughout the educational life of students. It is kind of a test to the student to not participate in this illegal and immoral activity. Though this is a tough challenge to resist, it will make you a better student if you don’t cheat. Not only will this resistance make you a better student; it will ultimately make you a better person later on in your life. This will be the case when you get a career in which you will be responsible to make your own decisions, without the aid of any help. Most jobs no matter what they are, require some type of independent work. If someone plagiarizes throughout their life they will be in a lot of trouble once they get out of University by being unable to perform their job on their own. Plagiarism exists in many forms. The following are examples of plagiarism cases according to Brock University.

I wish I could say I was proud of my generation, but lets face it: the media aren’t far wrong

The common perception of teenagers today is soiled by images of alcohol, drugs, hoodies, crime, disobedience, violence and unintelligence. Most teenagers would counter this with outrage and blame these demeaning interpretations on a small minority and stereotyping in the media; but I am here to say that we bring it upon ourselves to have such a reputation. I wish I could say I was proud of my generation, but let's face it: the media aren't far wrong. Having been amongst it for many years now, I can safely say that we are a generation of deadbeat, attention seeking, conformist, moaners. Thriving from a lack of discipline, we spend our days free of any common manner: loitering around in a constant sulk, yawning without covering our mouths, wearing caps indoors as if it's perfectly acceptable. A rare occasion: when â€Å"please† and â€Å"thank you† is used in an exchange, when a smile is seen to disprove any hostility, or when vocal responses outside of a pathetic mumble are explored. That'll be the day. These are all rules which would appear obvious to the older generation, however in my generation, they are disregarded and branded as old-fashioned. â€Å"Who needs standards anyway? Get with the times, I'm not hurting anyone!† we plea, as an excuse to act like slobs and walk around in vests eating pasties in the streets before throwing the wrapping on the floor and wiping our hands on our thighs. Not only is there a decline in manner, but there is a decline in language. It pains me to watch the Americanisation of British English slowly materialise, and this is more prominent than ever amongst teenagers. Every sentence is littered with the word â€Å"like†, and words such as â€Å"whatever† and â€Å"dunno† are common responses. Swearing and slang is used to show some sort of rebellion against manner or social inclusion amongst friends†¦ or should I say â€Å"mates†. And now – with the increased reliance on mobile phones – text speak is diseasing the English language with its pointless abbreviations. TBH, IDK what's wrong with speaking properly. Another embarrassing element of teenage culture is the underage consumption of alcohol, which is now a growing problem amongst teenagers. Flashback 20 years ago and teenagers would be lucky to have a sip of eggnog during Christmas; now, we're out â€Å"on the lash† almost every weekend. Going out with the general motive of â€Å"having a laugh†, stumbling past careless doormen into dingy clubs, awkwardly mingling with people twice their age, and eventually passing out at 4AM without any care or dignity about them and a little nudge towards liver disease. But why is there the need to drink underage? The fact is that as teenagers, we are resistant to accept our adolescence, we all strive for maturity, all we want is to fit in with the grown-ups. We try and convert our undeveloped minds to fit that of an adult's by indulging in such substances as coffee, alcohol and maybe (for the extra-mature kids) drugs. We buy lottery tickets the second we turn 16, learn to drive the second we turn 17, and get plastered the second we turn 18. Oh, how mature. While the teenagers race towards maturity, the parents try their hands at being young and hip just once, and are slated beyond belief. We speedily climb the ladder of maturity, whilst our parents wait at the top fuelling us with food, money and too much damn freedom. Aside from acting mature, teenagers have other means of flaunting their independence, such as fashion. A teenager's sense of fashion is something which often confuses the older generation, and no wonder. Teenagers are now walking around with gaping holes in their ear lobes, absurd hair colours and pieces of metal skewered through their face, it's like we've regressed to the days of the freak show. The reason for this is that we see fashion as a way of self-expression, it's a contest to see who can have the most unique look, and this often leads to a rather outlandish outcome. However, this is no excuse for wearing sunglasses and caps indoors or girls caking their faces in make-up and wearing revealing outfits. The current state of fashion is a gargantuan mess: people trying to stand out and people trying to fit in with those who stand out; that is the general idea. And the result: a cacophony of cries for attention. Something that is corresponding amidst most teenagers is the constant need to complain, it's almost as if we enjoy it. Even if we were living the perfect life, we'd probably whine about how it's â€Å"too perfect†. Facebook is used as a platform for voicing such dire grievances as â€Å"EASTENDERS CANSELLD 4 THA FOOTIE! OMG!† or â€Å"ME MAM BURNT ME CHIKEN NUGETS!† – freedom of speech at its best. Money is an aspect which often spurs complaints: we complain about our lack of money, so we get a job and complain about how bad that is, then we earn money and spend it on trivial things. Then the cycle repeats, over and over and over. Maybe there's nothing wrong with us complaining, I mean, it's not like there are people worse off or anything. It's not easy wielding such a pretentious outlook at my age, it's a constant struggle, withstanding the strain of influence inflicted by fellow teenagers. Alas, few are those who choose a country walk over a pub crawl, Tchaikovsky over Tupac, broadsheets over booze. â€Å"Stuff the rules, we just wanna have fun!† Will a game of chess and some homemade shortbread entice you? Thought not.

Organizational Culture and Its Counterculture

The authors Joanne Martin and Caren Siehl are focusing on organizational culture and its counterculture. The definition given by the authors for counterculture states that counterculture will most likely arise in a strongly centralized organization that has allowed a reasonable decentralization of authority to take place. The article assumes that cultural systems can emphasize as well as sustain the objectives of the firm’s top management. The main argument here is that in addition to serving integrative functions, culture can express disagreement and address needs for segregation among organizational elements.As a replacement for thinking culture is a huge phenomenon, they explore counterculture’s uneasy symbiotic relationship with the rest of an organization. Finally they tackle the connection between cultural development and managerial action by asking what a leader does, unintentionally or intentionally, that seems to impact the development of a counterculture. Give n said that when a dominant culture and a counterculture takes place it creates an uneasy symbiosis between these two interdependent cultures. There were two books selected for this research, one was by Ed Cray and the other was by J. P Wright on General Motors.The three core values for dominant culture in GM were â€Å"respecting authority†, â€Å"fitting in† and â€Å"being loyal†. J. P Wright talks about how DeLorean’s division in GM has created an uneasy symbiosis relationship between the dominant culture and counterculture. DeLorean’s activities have been studied to see how he has created a counterculture in an organization with such a strong dominant culture. There are several ways to counter the dominant culture and DeLorean has done so by â€Å"questioning deference to authority†, â€Å"finding an alternative way to fit in† and â€Å"opposing demands for unquestioning loyalty†. . There are three types of subcultures; th e first is enhancing, orthogonal and counterculture. This article’s main focus will be on counterculture. According to the authors some core values of a counterculture has a direct challenge to the core values of a dominant culture, therefore creating an uneasy symbiosis. This article has taken two main authors as their references to explore the adequacy of a dominant culture and a counterculture and to find out what values those artifacts put across.The two main authors are Ed Cray, Chrome Colossus: General Motors and Its Times (McGraw-Hill, 1980) and J. P Wright’s description of DeLorean’s activities, On A Clear Day You Can See General Motors (Wright Enterprises, 1979). This article was done on General Motors, one of the main characters that was discussed in this article was on John DeLorean who was a head of one of the division’s in GM. DeLorean was a man who made his way up the corporate ladder which gave him a position of leadership, resources and po wer who in return questioned the dominant culture of GM.There were three main core values of GM that were discussed, the first is Respecting Authority: Jargon and Rituals of Deference. What happens in GM is that the dominant culture gives so much importance to paying reverence to the top corporate management; special jargon was used to refer to these executives. For example, each top manager was assigned a junior executive who will be an assistant, and these assistants were called â€Å"dog robbers† which meant an assigned servant who is responsible to pick up the dogs dropping in a large household.Another type of dominant culture artifact was the ritual, GM had many rituals, this is just one of the rituals; subordinates were expected to meet their superiors from out of the town at the airport and carry their bags, pay for their hotels, meals and chauffeur them around day and night. The second core value found in GM was Fitting In: Communicating Invisibility by Visible Cues. The core value of invisibility was expressed through such visible cultural artifact as dress and decor.An example GM’s dress code was a dark suit, a light shirt and a muted tie so that no single employee stands out. The rule implemented on office decor also states the value of invisibility. All the decor was standardized. In GM if an employee was invisible he was a â€Å"team player†. They engage in public, symbolic acts of conformity to show they are team players. The third core value to the GM way of life was loyalty to one’s boss. They were all expected to be loyal to their bosses and not question them or even point out their wrong doings.One of the examples given was, GM retirement dinner, in this retirement dinner they pay tribute to the retiree by telling his journey story in the past years in GM. These dinner instilled mutual respect, admiration and loyalty. It was important for GM to tell the stories of their retiring employees, simply because these stor ies were true and shows a sequence of events in the company’s history. In one case, DeLorean did not go to pick his boss up from the airport, which was a ritual followed by all GM employees, what happened was DeLorean’s boss was furious and expected DeLorean to not repeat it ever again.In the retirement dinner, they reward the retiree for the past tasks done by ensuring future loyalty, so in DeLorean’s case he would be marked by the others and may be seen as someone who isn’t a team player. The counterculture to these dominant cultures can be seen by DeLorean’s actions. There are three areas to it; the first is questioning deference to authority. DeLorean kept creating stories that were being questioned by other employees, because one story will not make most of the employees buzzing, therefore DeLorean created many situations.For example, he wanted to replace deference to authority with task-oriented efficiency. He discouraged the meeting of super iors at airports. DeLorean himself role modeled the behavior. This incident became an organizational story. He became a controversial and powerful figure. This particular event was significant because it expressed a value that contradicted a core value of the dominant culture. The second counterculture, An Alternative to Fitting In: The Limits of Acceptable Deviance. DeLorean did not agree on the core value of fitting in team play. He instead valued dissent and independence.He backed his values with practices, by changing his divisions’ performance appraisal system. Performance was measured on basis of criteria that were as objective as possible. DeLorean was also able to role model himself by not following the dress code and he also changed the decor in his division, allowing his executives to have their own touch in their spaces. This was his way of declaring independence from the dominant culture. The only way a counter culture can sustain is by implementing the practices as well as being consistent with the preferred value.Opposing Demands for Unquestioning Loyalty is the third counterculture. Articulation of a â€Å"boomerang† challenged the dominant culture. The Corvair was a product of GM that was supposed to be the finest and most appealing product to attract the young. The Corvair story becomes a boomerang, it takes a sudden turn and employees started questioning the safety of the rear engine, but without enough support and evidence that the Corvair was not safe GM management told the employees who objected to join the team or find some other place to work. In the end the Corvair had caused many deaths because of its faulty design.This in return cost GM its reputation and millions of dollars in legal expense, and of court settlements. 3. This argument fits with my experience as an observation that I have seen happen over and over again, it is no other than an public area which most of us are bound to go to in some time in our lives in di fferent occasions, the hospital. It is always said that right after graduating as a doctor, the worst fear for all of them is their houseman ship years. It is a dominant culture that all new doctors who are coming in for their houseman ship are pushed around and are made to work over time.In other words they are bullied by their superiors. It has been a culture that has been happening all around the world and many have come to accept it as a norm. In my opinion I don’t think it should be the case, I believe that there can be an artifact of a counterculture here. Why it is that fresh new graduate doctors allow their superiors to push them around to a certain extreme. For example, senior doctors, will intentionally post questions for houseman ship doctors in front of a patient and then mock them for the answers given to enforce their authority as senior doctors.This can be emotionally damaging depending on the degree of verbal abuse. Another case would be houseman ship doctors are treated as the lowest employees in the hospital during their houseman ship years; they are not only pushed around by senior doctors but by the nurses as well. They are made to do irrelevant work and lots of running around. Another case would be sometimes, senior doctors will make houseman doctors to do their shifts as well, resulting in the housemen to be wore out and exhausted.Some of these housemen will eventually break down, for they are not able to cope with the pressure and stress. Then again this happens over and over again in all parts of the world. In my opinion I think it would make a lot of difference if some doctors have the capability to stand up and make a change in this environment. I believe as time goes by, more and more stories and incidents will occur causing the dominant culture to be questioned and a breakthrough for a counterculture to take place in this particular environment.I am sure there are cases where certain doctors have made a stand for themselves, but with the repetition of the same behavior this dominant culture may be able to change. Where the houseman ship doctors are treated with equal respect and are able to apply what they have learnt over the past few years in their houseman ship years. 3. This argument fits with my experience as an observation that I have seen happen over and over again, it is no other than an public area which most of us are bound to go to in some time in our lives in different occasions, the hospital.It is always said that right after graduating as a doctor, the worst fear for all of them is their houseman ship years. It is a dominant culture that all new doctors who are coming in for their houseman ship are pushed around and are made to work over time. In other words they are bullied by their superiors. It has been a culture that has been happening all around the world and many have come to accept it as a norm. I believe that there can be an artifact of a counterculture here.For example, senior doc tors, will intentionally post questions for houseman ship doctors in front of a patient and then mock them for the answers given to enforce their authority as senior doctors. This can be emotionally damaging depending on the degree of verbal abuse. Another case would be houseman ship doctors are treated as the lowest employees in the hospital during their houseman ship years; they are not only pushed around by senior doctors but by the nurses as well. They are made to do irrelevant work and lots of running around.Senior doctors will make houseman doctors to do their shifts as well, resulting in the housemen to be wore out and exhausted. Some of these housemen will eventually break down, for they are not able to cope with the pressure and stress. Then again this happens over and over again in all parts of the world. It would make a lot of difference if some doctors have the capability to stand up and make a change in this environment. As time goes by, more stories and incidents will occur causing the dominant culture to be questioned and a breakthrough for a counterculture to take place in this articular environment. I am sure there are cases where certain doctors have made a stand for themselves, but with the repetition of the same behavior this dominant culture may be able to change. Where the houseman ship doctors are treated with equal respect and are able to apply what they have learnt over the past few years in their houseman ship years.4. Reference Martin, J and Siehl, C (1983) Organizational Culture and Counterculture: An Uneasy Symbiosis. Organizational Dynamics, pp 52-64