Building Background and Comprehensible Input Essay

Building Background and Comprehensible Input - Essay Example Acknowledge that educators must address the issues of English students while tending to the requirements of the standard understudy. This is a serious undertaking yet one that is conceivable to handle. This talk will address procedures that are fundamental for English students to get content information and improve scholarly language capability yet these techniques will be gainful to all students. The exercises: Building Background and Comprehensible Input are both generally excellent apparatuses for showing understudies particularly the individuals who are at the developing stage. Be that as it may, as both are being approached to be appraised, the decisions are as of follows: Comprehensible Input exercise got a 95% while Building Backgrounds got 100%. Presently, concerning the clarifications; thinking about all the parts of educating and learning, the primary point which was Building Backgrounds got the ideal score since it is the foundation of all the instructing and taking in process that move from one instructor to the understudy. Without this, all the exertion that the teacher gives out will be pointless. Building Backgrounds is the thing that its title says; making a solid base for the learning of the understudies. As the portrayal goes, it is significant for educators to intentionally consolidate procedures for understudies to get content information and jargon content all the while. The Comprehensible Input or what you call the stomach related arrangement of the psyche is the aftereffect of an excellent exercise arranging. An all around considered exercise will remain in the psyches of the understudies for an exceptionally prolonged stretch of time and it might conceivably be their pushing power of what drives them most. It might be hard from the start however considering exercise plans is in reality simple if teachers remember the understudies for concocting thoughts for the exercise plan. With this, the understudies will have the option to partake in the dynamic of their classes and along these lines, be spurred in contemplating and listening more to the investigations since they are the ones who have thought of it in any case. The Comprehensible Input then again, is exclusively founded on the way toward Building Backgrounds. The understudies won't just assimilate the exercises if the structure of the subject isn't alluring and scarcely retainable in the brains or the understudies. What is required here is that the exercises ought to be profoundly retainable in wording that the understudies will recollect it for a very long time and that it will be inserted in their psyches and will be utilized for their future. Presently, that is the reason why understudies are being set in an organization called, schools and colleges. So that in times when the guardians can no longer help the developing long periods of their youngsters, the schools will be there to keep up the establishment that was set up by the family. So at the end of the day, the school turns into the second home of the youngsters. With respect to the viability of every exercise, it has been set up in the past passages the significance and the employments of the said exercises. Nonetheless, as have been talked about, just a single exercise

Accounting project Essay Example | Topics and Well Written Essays - 3500 words

Bookkeeping venture - Essay Example extensively ‘greener’ elective as a hydrocarbon dissolvable, with a view that we can imitate the achievement that organizations in the few conditions of United States and Europe have had by following a methodology from a moral angle. Hydrocarbon choices have 90% less discharges into the earth, more noteworthy productivity, and therefore positive advantages for representatives, and shoppers the same. The organization and its administration has a few uniqueness’s, these are as talked about beneath: The organization will be begun in three unique areas. The hierarchical structure and the dynamic of the organization will be brought together, for example all the dynamic for significant issues will be dealt with by the administrative center and seat individual. The organization will be set up in three unique areas of which the head quarters will be in Abu Dhabi. The other two areas incorporate Mumbai (India) and Cardiff (UK). Every significant choice will be made by the executive. The Abu Dhabi branch being the head quarters will incorporate the fundamental heads of activities, money, HR, and promoting, will be dependable to deal with the whole procedure over the three areas. The hierarchical structure of the organization will be as delineated beneath: a) Finance and HR Head: The money and HR head will be situated in Abu Dhabi and the bookkeepers of the other two areas will be responsible here. All enrollments and week by week accounts should be sent to the Head quarters and to be checked by the Finance head to guarantee all the funds are all together. The fund head will likewise be mindful to deal with the every day accounts of the Abu Dhabi branch. b) Operations Head: The tasks head will be situated in Abu Dhabi and will be dependable to deal with the clients just as the activities staff including the drivers and the colleague. The tasks head will likewise be capable to mange the staff of the other two areas too and should get day by day reports for the exercises from time the workers timed

Rally the Team How to Create a Cool Office Culture

Rally the Team How to Create a Cool Office Culture So, youre a young and an ambitious team leader who is focused on getting positive feedback from the seniors in your company.You are probably well aware that the performance and efficiency of your team are among the most important things in achieving the goals of your company.However, its not up to you as you may very well know by now.Most of it depends on the productivity of your team, and the overall productivity comes from the overall motivation and the satisfaction of your colleagues.Boosting morale, and knowing how to motivate your employees is essential to any true team leader.This may sound a little bit shabby or insignificant, but having a manager that can create a positive office culture, and turn a boring office ambient into a vibrant, cheerful and dynamic place is truly priceless for both the team and the company.Office culture is something of great importance.While a lot of you are maybe thinking that high salary, all sorts of annual benefits and respect from your superior s are the most important factors when it comes to the happiness of an employee, the culture is the main reason why certain collective or individual is feeling satisfied it their daily routine.Fortunately, there are some tips which can boost your team spirit sky high and lay down the foundation of awesome office culture.Those tips are the core values of some of the most notable worldwide corporations such as Google.According to Fortune magazine, it has been the best company to work for six years in a row.Now, lets get to business, here are the long-awaited team building commandments that every young and upcoming team leader is searching for:BE PROFESSIONAL, BUT ALSO BE A HUMAN BEING WHEN COMMUNICATING WITH YOUR EMPLOYEESEvery company has its own set of goals, a hierarchy and maybe a strict policy in achieving those goals.However, no one will blame you if you bend those rules a little bit so that your team may provide great results. That’s something you should always be aware of.A s trictly formal relationship between you and your team is probably not the most recommendable way of communication.Expressing your emotions and revealing your personal goals or company’s goals is a way of bonding with your team and building a mutual aspiration towards the same goal.Whether you take your team to lunch, dinner, or maybe just for a drink at their favorite bar, the idea is the same, talk to them honestly, openly, ask the right questions, and dont be afraid to sometimes venture beyond the lines of a strict professional correspondence.Were not talking anything too drastic here, but it wont kill anyone to have a casual Friday every now and then.Were not just talking clothes and loosening up with the whole tie, tuxedo and the boring and surpassed attire.Were talking getting casual in terms of communication.That doesnt mean that you wont maintain responsibility and precision when youre working, but it means that youll come to grasp the more subjective side of each and every one of your employees.When you, as a manager, show an inclination towards perceiving your colleagues as a team or maybe even as friends, they will connect with each other in a similar manner as well.Concept of not mixing business and friendship has its basis in common sense, but its not sensible to stick to it like an unbreakable rule or something.Its more of a guideline or an elementary suggestion, but you should abide by it only until youve mastered discipline and some professional skills. Then youre free to bend the rule.Its an outdated way of perceiving employees and managers as mere cogs in the machinery.We are all human and pretending to be anything less or more than that may very well become detrimental for yourself as an individual, but also for the whole team and consequently for the whole company.TWO-WAY COMMUNICATIONWithout communication, we wouldnt be able to survive this long as species.The ability to communicate is one of the main things that separate us from animals. Having said that, one should note that communication always goes both ways and the listener and the speaker should change roles every now and then.In relation to that, try to understand your co-workers and see if you can relate to their aspirations. Keep in mind though that it won’t be easy to satisfy everyone, so dont even try.However, what you should try is to to find a fundamental value that connects all of you and implement it so that value becomes what the whole collective enhances through your daily routine.That something that you all share may very well become your common ground and the glue that holds the team together, no matter how silly it can be.Perhaps you all like to watch football or sing karaoke, it doesnt mind.Listen to everyone, be patient, and let everyone share their own opinions on what they think is the best way to succeed and obtain your goals.Then, when you hear all of them, make your own suggestion on what you think is the best way to handle the assignment .Eventually, both you and your team will come to mutual recognition and conclusion of what should be your essential values.After that conclusion, be humorous and spontaneous because nobody likes stiff and inflexible bosses.The whole point about this way of developing a relationship with your employees is gaining trust among each other, setting essential principals, and creating synergy.Even if some unforeseen event occurs from time to time, your team will provide support because they know that you, as a manager, will always tend to cover for them as well. You will know that you can have someone to lean on and overcome all those problems and they will know it and cherish it too.If you treat members of your team as one of your own, one thing is inevitable. Your bond as a team will flourish so much, that it will almost become your family.When you get to this point, that your team has a family-like structure, know for sure that you are on the path of enormous progression and improvement . Remember the good old saying. „Family comes first.“There are examples of companies that have a strong family-like office culture and bond between employees all over.According to the interview between Knowledge@Wharton, from the the Wharton University of Pennsylvania and Bob Chapman, CEO of Barry-Wehmiller Companies, a global supplier of manufacturing technology and services, whose annual revenue is about $2.4 billion „Family is the one place you ought to feel safe and valued.“By this, he basically means that you should treat your employees as one of your own.Because, just as one family has its own goals and constantly deals with everyday obstacles and struggles, if that family is strong and firm, it can endure anything.The same goes for the company.So dont be afraid of bonding with your team.Bonding can only strengthen your relationship with the team and lead it to mutual prosperity.THE OFFICE CAN BE A PLACE OF YOUR OWN REFLECTION; EMPLOY ART AND GAMINGUsually, when somebo dy mentions office, probably the first thing that struck your mind is some grey and pale space with only desks and computers, papers scattered all over the place, and some bossy manager that gets on everybodys nerve. Well, maybe you are right.But you shouldnt think thats always the case.Your working place can also be a place of your own reflection.Whether you have some artistic tendencies or not, you should at least decorate your office the way you like it.And, as a manager, you should let your employees do the same thing.Considering that probably most of the day people spend their time at work, this matter gets more serious.Depending on what you do, working in the office can sometimes get pretty exhausting and downright dull. So, you need some type of distraction and amusement from time to time.When that time comes, rally the team, and just have some fun for a change.There is a variety of stuff you can do or suggest to your colleagues.But firstly, you can start by decorating your w orkplace.Decorate your workplace with objects or items of your personal choice.You can even assemble every one from the team and discuss how you should redecorate your office.By doing so, brainstorming the ideas of how to redo it and getting an agreement is a process that will connect the people who are sharing their space.Just like when you are renovating home with your family.Release your inner creativity and let it flow when it comes to this matter.Be able to hear your employees opinions and doing so, convey the message that theyre not just passive subordinates.They matter. Transform the boring office into a place where all of you hard-working people are going to feel comfortable and important as well.Also, you can come up with some games, or some form of competition.Buy a dartboard and create a tournament. The one who ends up the last on the leaderboard buys everyone a lunch that day. Indulge yourself, and take a break from a long hard day once in a while.This type of liberty wi ll surely improve your office culture and make your employees much more pleased.It can also help you to motivate your team and enable the individuals to convey their character and feelings. It is as simple as that, the more the employees are happy, the productivity is greater. Source: recognizethisblog.comProbably the perfect example of this type of companys policy is Goggle once again. Their behavior towards their personnel is the archetype of efficiency mixed with a carefree and laid-back attitude.Basically, it is one of the companies with the most satisfied employees.For the company that has more than 85 thousand people working under their name worldwide, 86% of them says they are absolutely pleased with their jobs.Well, aint that a good ratio?You can learn a lot from their examples.They have provided their employees with all sorts of free time activities and benefits.From a variety of sports activities to free lunch and snacks, guitar lessons, free massage, cooking lessons, places where you can play video games.Well, basically everything that can come to your mind. And also ambient in the offices is warm and it makes you feel comfortable and enjoyable.Well, who wouldnt enjoy that?But unfortunately, not every company has the means and funds to provide t his kind of pleasure.Even so, that doesnt mean you cant make your office a pleasant place.Remember that people are those who create an entertaining and vibrant atmosphere.So get ready, release your inner flows of creativity and make your office a place you wouldnt mind to go to every day. OUTDOOR RALLYING OF THE TEAMWell, we all know by now that the daily indoor office activities are important.Most of the time you are inside the office and you are constantly trying to improve your office culture, and that is reasonable and legit.But thats exactly the reason why you should also focus on outdoor activities with your team.Office culture is created both in the office and the outside of it.You build your relationships outside and bring them in.Thats how it works.Who doesnt like a breath of fresh air from time to time?If you truly want your team to work as a whole, and develop a more personal relationship, then you must include group day trips in that, especially when you have so many opt ions for this type of bonding.This time, it is better to get physically active.Forget a bit about the often stressful and exhausting working day inside the office, and enjoy your free time with your colleagues.There can hardly be a better way of reducing pressure and tension that is always accumulating while working.It is also probably the best way of achieving a friendly relationship with one another.And a team of friends can manage everything.Now you as a captain of a team, dont need to rush anything or be the one who decides where this outing is going to happen.Perhaps the best solution is to get some of your members to decide where are all of you going to go, once a month at least.Like this, everyone will be treated equally, and there are no excuses if someone doesnt like the activity that the team is engaging.Their turn for choosing will come soon enough, so they can get their sweet revenge next time. A strong sense of mutual understanding is also a virtue that can arouse by do ing so.By having a good time, you can also see some other traits that your collective possesses. Acknowledging that, you will get to know your team better.Therefore you will know how to solidify your relationship with each member of the team, and they will certainly acknowledge you.Youll all come to know each others weaknesses and strengths which is priceless in terms of you working together.We can go on and on about the advantages and benefits of this way of connecting with your colleagues. There are just so many.Maybe you are getting a hard time now, and brainstorming the ideas of the ideal outdoor activity with your team.But, luckily there are tons of team building activities that the other companies are already practicing.With a little bit of guidance, surely you will make your outing a delightful experience for your team. So hop on, and make off day a trip to remember.SPORTS AND GAMINGYou dont need to be an adrenaline junkie to be practicing these kinds of sports. Surely, some of your workers would even be against this way of recreation.Maybe some of them would be afraid. But really, they shouldnt be.Who doesn’t like a little bit of action from time to time? Let the adrenaline rush through your veins and embrace it. There is nothing bad about it.The only thing you are going to lose is maybe some weight.Rafting, for instance, is a phenomenal extreme team sport. Not only it is good for your health and activates almost every muscle in your body.It is a rough sport, where your group must operate as a team in order to avoid obstacles that Mother Nature is making your face.You endure all of these hardships and overcome your fears by sheer determination to succeed together.Probably you wouldn’t even notice at first, but overexcitement coming from struggle and eventual success of taming the power of nature will form an unbreakable bond between you and your team.Paintball can be an incredible game will help you develop both as a team and individually on so man y levels.This strategic, combative, and most of all entertaining shooting sport game is going to rock your socks off. And the best part about it is that is pretty safe (if you keep your equipment on at all times).At first, probably because of adrenaline, you will go on the rampage mode and get shot very easily. But you will soon find out that you must work as a team in order to win and survive.Sweating, running, shooting, watching each other’s back, making up tactics in order to win against your common enemy, that was only yesterday your mate at work.Well, it can’t be more stress revealing, interesting and enjoyable than that. Basically, like a child’s game for grown-ups.PUZZLE-SOLVING GAMES“Coming together is a beginning, keeping together is progress, working together is a success,” said Henry Ford.While team-management improved a lot since his time, it still upholds this saying which is still the essence of solving games collectively.Of course, you want your employees to stay sharp-minded and have a creative approach to solving problems.The escape room is a place where you should go and have fun. Let’s put your intellectual abilities to the test right now.This is a live-action game in which your team must work cooperatively.Your job is to find specific clues, solve various tasks and fulfill them in order to complete the final goal in a certain amount of time.Sounds complicated, well it is, but that’s what it should be, or there would be no point in playing it.You will be surprised by how much you will get to know your coworkers.By doing something meaningful as this, and improving your relationship with each other as a collective, there is no way that you won’t bring some of those good vibrations to the office to.REVISIONWeve provided a short questionnaire so that you could check if you need to give some thought to rallying your team, or if its as rallied as it gets:Did the majority of your employees/coworkers show any signs of anxiety in the past few months?Did your co-workers get into a quarrel in the past few months more than usual?Is the atmosphere in the office getting dull?Make an anonymous survey. Is the rate of job-satisfaction in your office lower than 80%?Are your colleagues more prone to individual work than teamwork?If 3 or more of your answers are positive than you should consider rallying that team and enhancing office culture ASAP. CONCLUSIONCreating a pleasant and cool office culture is not something that is easily achievable.Just as any form of culture, to make some contribution to it, one person is not enough to make it possible.But nothing is impossible, so do not despair if you can’t relate to this article, just try to learn something from it.Use some of the advice brought up here.You don’t necessarily need to follow those instructions literally but look to them as some form of directions.As a manager, not only you have to satisfy the company’s needs.Every member of the firm, including your own team members, are the most valuable asset’s that your company possesses.Try to treat your employees like your superiors.Make them feel special and irreplaceable.Share your ideas with them, and also enable them to express their own. Evolve and grow with each other. Isn’t that the most important thing?Form a tradition among each other. Provide with whatever you think will make your team members feel joyful.Whether it is ordering Chinese food on Thursdays, playing basketball on Sundays, or going to a local bar on Friday nights, try to cherish every moment that you spend with your fellow teammates.Culture is only obtainable through collective engagement, will to bond with one another and mutual aspirations for the better cause of everyone.

Essay on The Medias Pressure on Women to Maintain a...

Today’s media places an extreme amount of pressure on women to maintain a slender figure. Through childhood to adulthood, women are bombarded with images of stick skinny women, and this is the way almost every woman wants to look. Although there are other factors, the media is the primary source of the obsession with being thin. Why has this become such a popular trend? This is what society says is acceptable. It has been proven that these images of perfect women do affect the normal women who wish to look like that. Shaw and Stein found that, â€Å"Women exposed to pictures of thin models experienced more depression, stress, guilt, shame, insecurity, and body dissatisfaction than women exposed to photos of average sized women or†¦show more content†¦This damages the self-concept of less than perfect women. â€Å"The increasing pressure to be thin and the unrealistic images portrayed in the mass media may have a devastating effect on women’s self-percepti ons, self esteem, and identity development† (Heights 603-614). There have been many studies on the weight decline of Playboy centerfolds and Miss America Pageant contestants over the years. In 1960, the average Playboy model’s weight was 91% of the population mean. By 1978, it dropped to 84% and continues to plummet. From 1979 to 1988, 69% of Playboy models and 60% of Miss America contestants weighed 15% or more below their expected weight, which is criterion for anorexia (603-614). Who is too blame for this massive self destructive phenomenon? Most of the fault lies with the media. Children as young as two years old start to see images of perfect women, who one day they are supposed to look like. Even the dolls and Barbies they play with have flawless figures. In the forty’s and fifty’s children we seeing more shapely models and actresses, so there was not the strain on those children of doing anything possible to achieve a so called perfect figure. When you turn on the television, do you see many heavy women or men for that matter? No, the majority of today’s actors and actresses are thin. The fat people are usually the funny unusual people on sitcoms andShow MoreRelatedThe Media Responsible For Females Essay1679 Words   |  7 Pagesself-esteem and lack of confidence? Is the media responsible for the development of eating behaviours and disorders? In a culture with saturated media, the powerful influence upon women and younger girls is a continuous debate. Females of all ages come under immense pressure from the media, friends, partners and even parents to maintain a great body shape. The body images portrayed in the media can then push a female to go on a diet to begin a journey to gaining a similar body shape like that of the modelRead MoreThe Impact Of Television On The Moral Development Of Young Adults2383 Words   |  10 PagesVH1 and MTV illustrate dominant messages that imply that alcohol and drug use have no or few consequences, that sex is not meant to be a meaningful experience rather just something to do for fun, and that there is a certain body image that you must maintain in order to be considered beautiful in today’s society. Adolescents may or may not realize they are imitating the actions and behaviors of characters they witness on their favorite television shows and that these such actions of characters or celebritiesRead MoreHow Women Are Portrayed in Media6769 Words   |  28 PagesCommon female stereotypes found in the media have a powerful influence over how society views women and how women view themselves. What is the media portrayal of women today and how does this impact how young girls perceive themselves? With programs such as The Bachelor and Flavor of Love showing a dozen women competing for the attention of one man, often using their sexuality, magazine ads displaying a half-naked female body to sell a fragrance or cosmetic product, and television commercials highlighting

Alienation and LonelinessThe 1984 Novel by George Orwell

George Orwells 1984, uses betrayal as a method to further the feeling of alienation and loneliness. â€Å"In walks these three girls in nothing but bathing suits (Updike 430).† The opening of the short story written by John Updike, called ‘AP’, immediately creates a sense of bewilderment. The setting the author uses as the backdrop is very essential to the story and helps with understanding the main character’s decision to eventually quit his job at the end. The protagonist and main character is Sammy, an employee of the AP. Sammy not only walks away from his job, but he also chooses to leave the AP and what the store represents in the story. John Updike’s ‘AP’ uses the setting of the story to create a feeling of being restricted.†¦show more content†¦At one point he even describes a few shoppers as â€Å"houseslaves in pin curlers† (Updike 432). The local regular shoppers seem to walk around the store as if in a coma or trance, because the rigidness provided in the setting. The store is located directly in the middle of the town only five miles away from the beach. Despite the close proximity to the beach, Sammy describes some of the people in the town by saying they probably have not even seen the ocean in many years (Updike 432). This observation is important to the story, because three girls walk into the store in nothing but their bathing suits. This in turn causes a problem. The issue was not that the girls were wearing bathing suits; it had more to do with wearing the bathing suits in a place where people do not normally wear them, inside the AP. You know, it’s one thing to have a girl in a bathing suit down on the beach, where what with the glare nobody can look at each other much anyway, and another thing in the cool of the AP, under the florescent lights, against all those stacked packages, with her feet paddling along naked over our checkerboard green-and-cream rubber-tile floor. (Updike 432) This example is a reflection of the ideologies of that time period. The girls were doing something that was not socially acceptable, especially in the setting of a small town grocery store, like the AP. As soon as the manager, who was described by Sammy as a dreary Sunday school teacher, saw the

Family Presence Article Critique Free Essays

Family Presence Article Critique Inez Robbins Liberty University November 26, 2012 Abstract Family presence at the bedside during resuscitation is starting to become standard protocol in many emergency departments but research is limited in this area. The objective of the article reviewed is to explore the nurse’s perception of the benefit and/or harm to the family in a facility that has well established family presence protocols. The nurses’ perceptions of the effects on the family provide a positive influence on both the family members and the interdisciplinary team that is caring for the patient. We will write a custom essay sample on Family Presence Article Critique or any similar topic only for you Order Now The study confirmed long-term participation yields positive effects on the perception of family presence at the bedside during resuscitation in the emergency department. The nursing perception offers insight on the care and compassion towards the family in their critical time of need. Future nursing implications, future nursing research, and ethical implications are discussed, as there is a further need for education and research in these areas of professional nursing development. Key words: Family presence, resuscitation, nurse, perception. Family Presence Article Critique Review of Article A review of the Elinar Lowry, PhD, RN’s article â€Å"It’s Just What We Do†: A Qualitative Study of Emergency Nurses Working with Well-Established Family Presence Protocol published in the Journal of Emergency Nursing volume 38, number four in July of 2012 aims to describe the benefits and harm to patients family members who were present during patient resuscitation based on the perceptions of nurses whom work within a facility with an established family presence protocol. The article describes a study performed in which fourteen emergency room nurses’ perception of their experiences with family presence during resuscitation is documented. The facility in which all fourteen nurses were employed had a family presence protocol since 1992 (Lowry, 2012). There were pointed open-ended questions asked. These questions were meant to allow the nurses to elaborate on experiences that were both positive and negative. The results of the study found that nurses perceived there were benefits experienced by the family in several ways (Lowry, 2012). Some of these were: family was able to see the evolution of events or the patient’s progress during the resuscitation. The family was also able to confirm the effort used to save their loved one. Lastly, nurses confirmed that they felt the families appreciated that everything possible was done to save their family member. There was no perception of harm done to the family through observation of resuscitative measures (Lowry, 2012). Future Nursing Practice Implications of this study for future nursing practice suggest that long-term participation is directly related to acceptance of family presence by nursing. This information is encouraging for nurses whom wish to write and establish family presence protocols within their facilities (Lowry, 2012). Care should be taken to identify and educate on tolerance of family member behaviors. Family presence protocols should also include limitations for the number of family members allowed at the bedside during resuscitative measures so that the staff members feel secure and comfortable with family presence practices (Lowry, 2012). Future Nursing Research Implications for future nursing research related to family presence should include family members who take part in family presence. All staff members should be surveyed to conclude the overall cultural belief on family presence (Lowry, 2012). Other potential topics for studies include: the right time to request the family’s presence, how to integrate new hire nurses into a potentially unfamiliar family presence protocol or practice (Lowry, 2012). Ethical Issues All of the nurses interviewed during this study held that family presence during resuscitation was the ethically right thing. Some of the nurses reported feelings of personal anguish at the family members grieving their loved ones. They also describe compassionate care to those family members (Lowry, 2012). References Lowry, E. (2012). â€Å"It’s just what we do†: A qualitative study of emergency nurses working with well-established family presence protocol. Journal of Emergency Nursing, 38(4). 329-334. doi:10. 106/j. jen. 2010. 12. 016 How to cite Family Presence Article Critique, Essay examples

Earthday Essay Example For Students

Earthday Essay Earth DayEarth Day is April 22. Earth Day is most often observed by the media, hundreds of local groups and noted on calendars on April 22. Many people also observe Earth Week and Earth Month. Since most events and festivals need to take place on a weekend, Earth Day is observed on the weekends before and after April 22. Others also observe it on March 21, the Vernal Equinox or on World Environment Day, June 6. Remember, that really, every day is an Earth Day we just need to live our lives that way. History of Earth DayFor years prior to Earth Day it had been troubling to me that the critical matter of the state of our environment was simply a non-issue in the politics of our country. The President, the Congress, the economic power structure of the nation, and the press paid almost no attention to this issue, which is of such staggering import to our future. It was clear that until we somehow got this matter into the political arena, until it became a part of the national political dialogue, not much would ever be achieved. The puzzling challenge was to think up some dramatic event that would focus national attention on the environment. Finally, in 1963 an idea occurred to me that was, I thought, a virtual cinch to get the environment into the political limelight once and for all. That idea was to persuade President Kennedy to give national visibility to this issue by going on a nationwide conservation tour, spelling out in dramatic language the serious and deteriorating condition of our environment, and proposing a comprehensive agenda to begin addressing the problem. No President had ever made such a tour, and I was satisfied this would finally force the issue onto the nations political agenda. The President like the idea and began his conservation tour in the fall of 1963. Senators Hubert Humphrey, Gene McCarthy, Joe Clark and I accompanied the President on the first leg of his trip to Pennsylvania, Wisconsin,, and Minnesota. For many reasons the tours didn t achieve what I had hoped for it did not succeed in making the environment a national political issue. However, it was the germ of the idea that ultimately flowered into Earth Day. While the Presidents tour was a disappointment, I continued to hope for some idea that would thrust the environment into the political mainstream. Six years would pass before the idea for Earth Day occurred to me in late July 1969, while on a conservation speaking tour out West. At the time there was a great deal of turmoil on the college campuses over the Vietnam War. Protests, call anti-war teach-ins, were being widely held on campuses across the nation. On a flight from Santa Barbara to the University of California/Berkeley, I read an article on the teach-ins, and it suddenly occurred to me, why not have a nationwide teach-in on the environment? That was the origin of Earth Day. I returned to Washington in early August, raised the funds to get Earth Day started, and prepared letters to 50 governors a nd to the mayors of all the major cities explaining the event and requesting that they issue Earth Day Proclamations. I sent an Earth Day article to all of the college newspapers explaining the event and one to Scholastic Magazine, which went to most of our grade and high schools. In a speech given in Seattle in September, I formally announced that there would be a national environmental teach-in sometime in the spring of 1970. The wire services carried the story nationwide. The response was dramatic. It took off like gangbusters. Telegrams, letters and Telephone inquiries poured in from all over the nation. Using my Senate staff, I ran Earth Day activities out of my office. By December, the movement had expanded so rapidly that it became necessary to open an office in Washington to serve as a National Clearinghouse for Earth Day inquiries and activities, at which point I hired Denis Hayes and others to coordinate the effort. Earth Day achieved what I had hoped for. The objective wa s to get a nationwide demonstration of concern for the environment so large that it would shake the political arena. It was a gamble, but it worked. An estimated twenty million people participated in peaceful demonstrations all across the country. Ten thousand grade schools and high schools, two thousand colleges, and one thousand communities were involved. In was a truly astonishing grassroots explosion, The people cared and Earth Day became the first opportunity they ever had to join in a nationwide demonstration to send a big message to the politicians a message to tell them to wake up and do something. It worked because of the spontaneous, enthusiastic response at the grassroots. Nothing like it had ever happened before. While our organizing on college campuses was very well done, the thousands of events in our schools and communities were self-generated at the local level. We had neither the time nor resources to organize the ten thousand grade schools and high schools and one thousand communities that participated. They simply organized themselves. That was the remarkable thing that became Earth Day. Dont ever forget, if you want to move the nation to make hard decisions as political issues, the grassroots is the source of power. With it you can do anything without it, nothing. If we are going to move the nation to an environmentally sustainable economy, you and that young generation right behind you are going to have to do it and I think you will. Earth Day Every Year Earth Day went for twenty years until Denis Hayes saw both the need and the opportunity to expand the scope of Earth Day internationally. For the 20th anniversary, Earth Day was celebrated by more than 200 million people in 141 countries. A new organization, the Earth Day Network, has emerged from the seeds that were planted in 1990. The Earth Day Network has been founded by and for the grass roots activists who have taken Earth Day to heart in their locales on an annual basis. In 1994 alone, more than one million individuals attended Earth Day events and thousands of volunteers participated in projects in all fifty states. The mission of the Earth Day Network is to increase awareness, responsibility and action toward a clean, healthy future for all living things using Earth Day as a catalyst. The Networks focus is people. The Networks commitment is environmental. Affiliated groups of the Earth Day Network include: Earth Day Canada, Earth Day New York, Earth Day Illinois, San Diego Earth Day, Earth Day Northwest, Earth Day Hawaii, EarthWays, St. Louis, Clean Air Council,/Philadelphia Earth Day 95, Earth Day Greater Boston, Stamford Connecticut Earth Day, Earth Day Georgia, EnviroBaldwin, Fairhope, Alabama, Ecology Action/Earth Day Austin Texas, Michiana Earth Day, Earth Day Arizona, Northern Nevada Earth Day/Environmental Leadership, Reno NV, GLOBE Ecology Coalition, Long Beach CA. In addition to formal affiliates, the Earth Day Network supports and works with oth er local volunteer groups around the country. Groups receiving support in 1995 have included: Earth Service, Inc., Los Angeles, Our Planet Dallas TX, Friends of Sugar Creek, Crawfordsville, IN, Eco-Kansas City, Community Recycling Center, Champaign IL, New Bedford MA Earth Day, and Citizens for a Better South Florida, Miami. The Earth Day Network is working with other organizations throughout the U.S. Please inquire about contacts in your area. Network Affiliate agreements, Sponsorship policies and Earth Day Organizing Surveys (to list Earth Day activities as part of theannual events list) are available by request. If the environment is a fad, then its going to be our last fad . . .We are building a movement, a movement with a broad base, a movement which transcends political boundaries. It is a movement that values people more than technology, people more than political boundaries, people more than profit. April 22, 1970, Denis Hayes, organizer of the first Earth Day and Chair of E arth Day Northwest. 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Frankenstein and Blade Runner Essay Example

Frankenstein and Blade Runner Paper Mary Shelley’s iconic novel, Frankenstein, and Ridley Scott’s cinematographic masterpiece, Blade Runner, are, on the surface, remarkably dissimilar, not solely in terms of medium, but in absolute contextual disparity. They are, of course, very much products of their time, affected and inspired by the conundrums and pessimistic predictions of their own cultural and societal contexts; condemnations of each respective composers predictions for humanity. It is interesting to note, therefore, that both texts are alike in their thematic complexity, however differently these timeless themes are expressed, and that the textual techniques of both only serve to heighten the inevitable character, plot and thematic comparisons which have inevitably occurred, as is to be expected of a film whole prophetic quality and social significance are timeless, and a novel which was to become an irrefutable literary classic. It is important to note that the world of Mary Shelley in 1818 bore a striking resemblance to that of Ridley Scott in the early 1980’s, and indeed, this is the underlying catalyst for the contemporary cultural significance of the texts. The 1800’s for example, was a time of Revolution and Industrialism; a time in which scientific advances by the likes of Erasmus Darwin and Andrew Crosse, as well as a general ascent of idealistic romanticism, had colossal influence upon not only society; but upon Shelley’s pathetic fallacy and sensory imagery-laden writing style. We will write a custom essay sample on Frankenstein and Blade Runner specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Frankenstein and Blade Runner specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Frankenstein and Blade Runner specifically for you FOR ONLY $16.38 $13.9/page Hire Writer One must recognise the stark analogy amidst such a time of scientific ambition and the 1980’s, a time when, similarly, rampant computerisation threatened to render the labour of man irrelevant, as scientific experimentation in genetic engineering and globalisation shook the very foundations of morality and ethical thought. Within Blade Runner too, irrefutably a condemnation of the future implications of such a time, Scott utilises establishing shots and neon, filtered lighting to intimidate; to illuminate a litany of Asian faces, whilst technology, and of course the replicants themselves, are created without second thought, and ultimately, with disastrous implications for those concerned; â€Å"Commerce is our goal here at Tyrell, more human than human is our motto. Rachel is an experiment, nothing less and nothing more. † Which, of course, brings to the fore the undeniable and universal thematic complexity of both Frankenstein and Blade Runner; the predominant catalyst for their newfound cultural significance. First and foremost is the theme upon which the texts are fundamentally built, that of emulating the divine, as well as its ramifications. Mary Shelley herself, in fact, states in the preface to her novel, â€Å"frightful must it be; for supremely frightful would be the effect of any human endeavor to mock the stupendous Creator of the world†, and indeed, Victor Frankenstein himself essentially serves as an analogy, almost a deterrent, of the unbridled scientific advances of Shelley’s time. Despite Frankenstein’s extreme intelligence, being â€Å"the envy of [his] peers† and the fact that he â€Å"became capable of bestowing animation upon lifeless matter†, his lack of compassion for his creation, â€Å"the miserable monster whom I had created†, in conjunction with his desired abandonment of it, â€Å"I sincerely hope, that all these employments are now at an end, that I am at length free†, has catastrophic consequences. Essentially, Shelley’s characterisation symbolises man as a fallible creature, one who will by no means possess the characteristics of God, despite the insurmountable increases in technological advancement which today are the norm.

Why The North Won The Civil War Essays - American Civil War

Why The North Won The Civil War Essays - American Civil War Why The North Won The Civil War You Are Bound to Fail. Union officer William Tecumseh Sherman to a Southern friend: In all history, no nation of mere agriculturists ever made successful war against a nation of mechanics. . . .You are bound to fail (Catton, Glory Road 241) The American antebellum South, though steeped in pride and raised in military tradition, was to be no match for the burgeoning superiority of the rapidly developing North in the coming Civil War. The lack of emphasis on manufacturing and commercial interest, stemming from the Southern desire to preserve their traditional agrarian society, surrendered to the North their ability to function independently, much less to wage war. It was neither Northern troops nor generals that won the Civil War, rather Northern guns and industry. From the onset of war, the Union had obvious advantages. Quite simply, the North had large amounts of just about everything that the South did not, boasting

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Toni Morrison Sula and Mahasweta Devi Breast Giver - Essay Example For a book of this stature, most readers wanted a heroine they could identify with- someone who was basically good despite her minor flaws and few blunders- someone like Nel. But that is not to be. Sula is the protagonist of the novel and she is by no means a traditional heroine. In fact for many, she is an evil woman who refuses to conform to societal expectations of her and does some truly inexcusable things such as sleeping with her best friend's husband. Sula presents a different, unique but definitely negative image of a woman. But it was not done to highlight the evil side of women instead it was done more with the purpose of asserting women rights and independence. Women rights and their position in the society is also the topic of controversial story Breast Giver by Indian author Mahasweta Devi. The story revolves around a woman Joshuda who considers her breasts her chief possession since they bring food for her family. She is hired as a professional mother for several children in a high class Brahmin family referred to as the big house in the story. The story deals with the subject of unpaid labor and a woman's reproductive capabilities going unwaged. Joshuda's low caste body that goes from being the most fruitful to decayed and diseased is used as an allegory and thus the entire plot can be considered allegorical. For many in the west, this story may appear too fictitious to ever be true but we must not forget that this is about an Indian woman in a small town of India where breast feeding children of wealthy families had been a custom for a very long time. The author chooses to highlight the social divide as well the collapse of Mother Ind ia myth. She uses Joshuda's body as a representation of third world countries while the big house represents the capitalist bourgeois in the developed world. While the capitalist powers have always been a source of contention in India, the author explains that by creating such vast social divisions, we are actually fostering the very capitalist forces that we otherwise vehemently oppose. Spivak in her analysis of the story thus asserts that the fictional character Jashoda 'calls into question that aspect of Western Marxist feminism which, from the point of view of work, trivializes the theory of value and, from the point of view of mothering as work, ignores the mother as subject' (Spivak 1987:258). 'Breast Giver', further argues that in this story 'we see cancer rather than the clitoral orgasm as the excess of the woman's body' (Spivak 1993:90). Breast giver highlights in almost dramatic fashion the exploitation of a woman's body in much the same way as colonies of imperial powers had once been exploited. The gruesome death of Jashoda from breast cancer is another important highlight of this work as Spivak notices the importance of the phrase, 'The sores on her breast kept mocking her with a hundred mouths, a hundred eyes' (Spivak 1987:260). Sula is the story of two black women coming of age in Ohio sometime during the two world wars. Sula is wild and aggressive woman with an individualistic streak and a strong desire to break free of tradition and rules. Nel on the other hand is the compassionate gentle figure that can best be described as a 'nice' person. But Sula is not interested in being the conformist. She is an independent woman whose personality is largely shaped by the place she lived in- Bottom. Bottom was not even half as good as it was made out

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How do (metaphysics and epistemology) affect ethics or values - Essay Example In short, religious belief or knowledge has its roots in two separate and most probably different epistemological grounds and that is where the boundaries start. The connection between ethics and metaphysics or epistemology is essential and it has to exist. Without this connection, how can one define ethics in the first place? Ethics are some rules or guidelines on behaviors that are supposed to be named as ‘good’. Now epistemology would question, what is good? This can push us into a deeper hole where we have to question everything, even our own existence. For the sake of argument, let’s leave it to a preliminary definition of good as something which is opposite of evil or bad. Again, epistemology question would rise, why do ethics have to be good? And the answer lies in the fact that it leads to personal pleasure. This personal pleasure can be connected to immediate benefits in this reality knows as life or it could relate to benefits understood in the life after death. This notion of life after existence arrives from the premise that every living thing dies after a certain period of time and humans are nothing but a decaying organic matter which has an expiration date. This begs to question that there is nothing without purpose; rain, clouds, winds, animals, mountains, minerals, everything has a purpose, and then what is the purpose of a human life? This leads to various destinations like religion, heaven, hell and God. This idea that things should live up to their purpose or end has two aspects. The first ‘end’ is a means to fulfill some other purpose known in Aristotle’s terminology as instrumental end whereas the other end is the intrinsic end and is an end in itself, serving the purpose of its own existence. For instance if a carpenter builds a barrack for soldier, it’s purpose as a carpenter is over or he has found his end as a carpenter because he has done his job. But such an end

Ethical Decision Making: Nike Case Study

Ethical Decision Making: Nike Case Study 1. OBJECTIVE The main objective of writing this report is to help students gain a deeper understanding regarding the course CBEB 3101 Business Ethics. Through this course, we get to learn how to make ethical decisions in a company. Some of the principles that we have learned are the principle of utilitarianism and principle of rights. By writing this report, we get to learn how to apply the theories learned in lectures into real life cases and situations. Different situations have different theories and principles. We also get to learn the proper steps in the decision making model, which are determine the facts, identify the ethical issues involve, identify stakeholders and consider the situation from their point of view, consider available alternative, consider how a decision affects stakeholders, make a decision and monitor outcomes. Besides that, we get to build stronger relationships among our group members. All the time spent together discussing and analyzing the case study helps to strengthen our bond and molds us into becoming a more responsible person in the future. We also get to see the corporate world from a different point of view, whereby being ethical is very important. 2. INTRODUCTION Phil Knight and Bill Bowerman are the founders of Blue Ribbon Sports in the year 1964. Later, it was renamed as Nike in the year 1978 whereby it received its name from the Greek goddess of victory. Nike has become the worlds major supplier for athletic shoes and sport apparels. As to remain competitive in the market, Nike searched for cheaper resources and markets. Therefore, Nike had shifted its production to lower manufacturing cost countries such as Japan, Korea and Taiwan. Later in the 1980s, production had moved to Southern China. However, as Japans economic started expanding, the manufacturing cost increased. Therefore, Nike shifted its contracts to Vietnam, Indonesia and China. Starting from the mid 1990s, there were criticisms from human right protectors and media regarding labour health and safety conditions, low wages and discrimination in the hiring and firing process. Therefore, Nike started to take actions as to rescue its reputation. Since 1991, Nikes corporate social responsibility practices started evolving. As time passed, Nike revised its code of conduct and became more ethical in its manufacturing practices. In 1998, Nikes revenues and stock prices had decreased dramatically. Due to that, Nike laid off 1600 workers. Nike then immediately started to launch several public relations campaigns as to reduce the damage to its reputation. A code of conduct was implemented with Global Alliances to review all of Nikes factories. On August 1996, Nike Corporation joined the Apparel Industry Partnership to draft a code of conduct for the usage of the whole industry. In 1998, audit tools were developed to increase the transparency in order to evaluate the compliance with the company standard, Nikes Code Leadership Standards by those subcontractors. In addition, Bike had disclosed the names and locations of its subcontractors factories in the year 2000. The reason for disclosing its supply chain was to enhance monitoring and make changes. The Corporate Responsibility Board was developed during the year 2001. The purpose of the board is to review the policies and activities and therefore, make recommendations to the board of directors regarding labour and environmental practices. The organizational environment of Nike is a competitive market. In order to remain competitive, Nike had moved the production to poorer nation countries where low cost labour was attainable. Therefore, Nike subcontracted its production to other countries without proper regulation on the working conditions of workers and wages. Simple time line of events Year Descriptions 1964 Phil Knight and William Bowerman founded Blue Ribbon Sports. 1965 Jeff Johnson signed an agreement with Blue Ribbon Sports to be a full time employee. 1966 Jeff Johnson opens the first Blue Ribbon Sports retail outlet in Santa Monica, California. Phil Knight and William Bowerman signed a formal written Partnership. 1967 Company was incorporated and named as Blue Ribbon Sports Inc. 1971 Swoosh trademark is created by a graphic student named Carolyn Davidson for a fee of $35. Jeff Johnson dreams of Nike, the Greek goddess of victory. 1972 Litigation on distribution and broke the business relationship between Blue Ribbon Sports and Onitsuka Tiger. 1973 Romanian tennis star Ilie Nastase was the first professional athlete who signed the endorsement contract with Blue Ribbon Sports to wear Nike Shoes. 1977 Blue Ribbon Sports starts the first US track and training club called Athletics West. 1978 Blue Ribbon Sports officially change its name to Nike. 1981 Nike begins promotional efforts in China by supplying the national basketball team with sports apparel and footwear. 1988 Nike acquired Cole Haan which is the producer of mens and womens footwear, outerwear and accessories. 1993 Nike introduced a program called Reuse A Shoe which collects athletic shoes and makes athletic courts and fields. 1995 Reuse A Shoe began to collect old shoes from Nike retail stores. 1998 Phil Knight set standards for Nike subcontracted factories: minimum age, air quality, mandatory education programs, expansion of microloan program, factory monitoring and increase the transparency of Nikes corporate social responsibility practices. 1999 Bill Bowerman died at the age of 88. 2001 Nike developed a Corporate Responsibility (CR) Board to review the policies and make recommendations to the board of directors on labour and environment practices. 2002 Nike partnered with National Recycling Coalition to set up the drop off stations in Europe and Australia. 2004 Phil Knight stepped down as CEO and president of Nike but continues to work as chairman in Nike. 2. ISSUES AND ANALYSIS Issue 1: Nikes Manufacturing Practices on Sweatshop Summary To be competitive in the market as well as keeping the manufacturing costs low, Nike had shifted its contract to low labour cost countries such as China, Vietnam Indonesia, Pakistan and etc. Nikes reputation was damaged especially due to accusations on human and labour rights violations by labour rights activists and the mainstream media. The accusations were deficiencies in working environment, health and safety conditions and low wages and indiscriminate in hiring and firing practices in the factories. Roberta Baskins CBS had reported about the conditions in Nikes manufacturing factories in Indonesia. Even though subcontracted work to poor nations had created employment, the pay was merely $1.60 a day to Vietnam factory workers when the living wage is around $3 per day (Hill, 2009). In this situation, is it ethical for Nike to treat its labourers this way? Analysis We can evaluate the practices by using these principles: Utilitarianism Utilitarianism is a moral theory whereby we should act in ways that produce the most pleasure or happiness for the greatest number of people affected by our actions. By using utilitarian reasoning, the following are the good and bad consequences: Good Consequences Bad Consequences Increase profitability of the company. Labourers welfare are ignored. Shareholders wealth is maximised. Company reputation has been affected badly by those practices. Customers loyalty towards the company becomes a doubt. From the overall consequences, even though increasing profit of the company can ensure the shareholders wealth, it is more important to take care of their employees welfare and gain trust and maintain a profitable relationship with its customers. This is because employees and customers are the primary stakeholders of the company who have the ability to influence the business of the company and especially those whose continual association is necessary for a firms survival. Therefore, in the long term, it is found that the unethical practices of Nike had negatively influenced stakeholders and changed the perception of the shareholders towards the company. Principle of Rights The basic human rights under Kantian are the rights that are the result of particular roles, special relationships or specific circumstances. Nike as an employer should consider the rights of its employees to have a safe working environment and a competitive wage instead of being a sweatshop labour. Although Nike is doing a much better job with foreign labour relations compared to other corporations, Nike should not be comparing itself to other companies. Rather, it should be holding itself to the absolute highest ethical standards it can attain. Principle of Duty Based on this principle, rightness of our actions depends on whether we perform our duties. If we fail to carry out our duties in the society, our acts are considered unethical or wrong. In our opinion, we feel that all the contractual factories in developing countries or any further subcontracted out work of Nike has a moral duty to ensure the health and financial well-being of all the people who work for it. Categorical Imperative Principle of universalizability mentions that we should treat others the way we want to be treated. Nikes management team should put themselves in the labourers shoes and they will find out that they would not want their employers to violate their rights to have safe working conditions and fair wages. As a result, Nikes practice on sweatshop labour is wrong. Therefore, it has to work on its corporate responsibilities to make sure its practices have improved. Besides that, principle of ends means that we must respect humanity and never exploit others to achieve our own benefit or purpose. Nikes act of exploiting other human beings such as the sweatshop practice is to serve its own interest which is to maintain low manufacturing cost. Principle of Equal Liberty Each person has an equal right to be treated equally under the principle of equal liberty. Obviously, Rawls would disagree with Nikes labour and business practices as it is unethical for Nike to overwork its employees or perhaps pay them meager wages just so it can supply shoes to America. Besides that, in order to fulfill the expectation as an employer, it is necessary to appreciate individual diversity and become more dedicated to offering equal opportunity to each individual. Issue 2: Nikes Manufacturing Practices on Child Labours Summary In this issue, Nikes contracted factories hire children to work overtime at below minimum pay as the children are not capable to make right decisions and unable to differentiate pros and cons of certain matters. Hence, children have been exploited to work for the subcontracted factories. The issue being is: whether it is ethical for Nike to hire child labours to reduce manufacturing cost? Analysis Utilitarianism Based on utilitarianism, below is the comparison of good and bad consequences of this issue: Good Consequences Bad Consequences Nike gets cheap labour and low cost facilities and therefore, low cost of production allows Nike to set lower price on its product to attract more consumers. Children suffer psychological and physical harms. Bring in foreign investments and job opportunities and therefore, alleviate poverty level for the countries that Nike are operating in. Denied opportunities for childrens education. Extremely low pay still cannot alleviate poverty of the countries. From the overall consequences to the entire society, Nike had violated the theory of utilitarianism As one of the largest multinational companies, Nike should have carefully evaluated the outcome of using low cost labours. From the analysis, hiring child labours to serve its own interest to keep low labour cost is unethical. Principle of Rights Children have their right to get their education instead of working as they are under age according to the law of the country. Therefore, Nike should not hire child labour which violates their right to stay in school and receive education. Categorical Imperative Under the principle of universalizability, Nike should put itself into the situation of the child and will realize that it also does not want to work under such working conditions with such a low pay. Nike also should not exploit the children to serve its own interest to keep the low labour cost because the act is unethical according to the principle of means. Principle of Equal Liberty Children in Nikes contracted factories countries should be given an equal opportunity and treated as the children in other country as they are underage to work and supposed to have their education. Issue 3: Contract between Nike and University of North Carolina Summary In order to work on CSR after the incident which deeply affected the companys reputation, Nike had entered into a social contract with the University of North Carolina. Nikes contract requires all UNC athletes to wear its brand. In this issue, whether is it ethical to bind all UNC athletes under the contract? Analysis Utilitarianism Based on this concept, there are some benefits from the contract, such as, Nike has pumped in money which brings pleasure to the athletic department and the student athletes by virtue of wearing Nikes brand, improving Nikes reputation and rebuilding their confidence in public. However, the university should consider how the contract would affect the academic integrity and goals of the institution. It is more important to look at the issue from the perspective of athletes and the institution which will bring more consequences to the firm. Rawls theory of individual liberty Under this theory, it will disagree with the contract for the lone reason being the athletes have lost their individual rights to chose whether or not to wear Nikes brand. Even if the institution has maximized pleasure for itself, at the same time it infringes on the choice of its athletes. There is no right for the social institution to take away a basic individual right. Besides that, Nike also should not restrict the individuals right to have their own choice to wear other companys brand. Principle of Duty According to this principle, the University also has a moral responsibility to itself and Nike. It is morally obligated to use its position of power to encourage Nike to work harder to improve its business practices. Besides that, it also has a moral obligation to back out of a contract with any corporation that lacks ethical business integrity. Issue 4: Enhancing Nikes images by using endorsers Summary In this issue, Nike has signed with some well-known athletes as its endorsers to project a better athletic image for itself. For example. Nike has signed an endorser contract with famous basketball legend, Micheal Jordan. According to the contract, Nike has created more revenue from his fans with launching more new series of producst. In return, Nike paid 20 million per year to Micheal Jordan as its endorser. At the same time, labourers at its contract factories were paid low wages which was just above the minimum standard. In this issue, is it ethical for Nike to pay its labors and endorses unfairly? Analysis Utilitarianism Based on this principle, it solely benefits the company and the endorser while the labourers suffer from low wages. It is more beneficial to every party if Nike can use the money paid to the endorser and spend some on its employees welfare. Therefore, we think that Nike is unethical to pay its endorser such a large amount of money instead of taking care of its employees welfare. Principle of Right Under this issue, the employees have the right to get fair wages and deserve to get better treatment. Principle of Universalizability It is unethical for Nike to treat its employees as an end for themselves and never only as a mean to its own ends. Principle of Justice Employees should have fair wages and deserve to get their welfare whereby Nike should treat them equally with its endorsers. It is unfair to pay the endorsers so high but not taking care of its employees welfare. Actions taken From the case study we know that the corporate culture in Nike did not have a strong ethical focus which was to encourage its employees of the factories in many other countries to practice the ethical behaviours in the past. However, Nike then implements some efforts to instil ethical behaviours and practices and later became an ethical corporate in the industry after going through some critical period with negative issues on its business practices. In our opinion, we feel that Nike has used the integrity-based approach which is a value-driven approach with emphasis on employee responsibility for ethical conduct. It is a better approach which the employees are instructed to act with integrity and conduct business dealings honestly. Besides that, Nike may set goals of an integrity-based approach as it is a broader and more expansive application to the firm. For example, maintaining brands and reputation by ensuring the good quality of products and honesty to its consumers, and creating a better working environment for employees whereby the safety of employees is emphasized. Furthermore, we think that currently Nike focuses on the stakeholder theory instead of shareholder theory in its firm. All the stakeholders groups and their well being should be taken into account whenever the company wishes to take any significant managerial decision but not merely focus on financial and economic relationships with owners. In the past decade, Nike has taken CSR as its social contract. For example, University of North Carolina had entered into a corporate sponsorship agreement with Nike. On the other hand, Nike also undertook CSR because of its enlightened self-interest where CSR activities bring commercial returns to the firm. Especially after the damage by the media to the companys reputation, Nike started to undertake CSR activities in order to enhance its reputation and rebuild its good image. However, Nike now meets its standard for being a good corporate citizen after making progress for years. Corporate Social Responsibility It is a reactive concept where businesses try to do the minimum to fulfil the expectation of stakeholders. In the article, there are some discussions on Nikes CSR practices: Environmental Sustainability Nike had developed ReUse-A-Shoe Program and then expanded it by partnering with the National Recycling Coalition to promote environmental-friendly practices and encourage consumer about this issue. Code of Conduct This is the first step taken by Nike to improve the working conditions in its factories. It complies with the principle of justice, fulfils the duties as an employer to reach the desired level of employer responsibility. Other than comply with the laws and regulations, the company also strives to satisfy the expectation as a leader. Factory Transparency This is the corporate social responsiveness undertaken by Nike as it is the proactive actions where the firm anticipate the needs of stakeholders and try to fulfil those needs before the stakeholders demand them to do so. Nike had publicly disclosed its supply chain as it believes that can be more successful in monitoring and making changes as once issues have been uncovered, not only in its own factories but in an industry-wide basis. Furthermore, implementation of Balanced Scorecard for its suppliers helps the firm better assess factory compliance with the code of conduct. Corporate Responsibility Board Nike developed a Corporate Responsibility Board in 2001 to review policies and activities and make recommendations to the board of directors regarding certain important fields. Through the effort of the CR board, there were significant improvements in its business practices whereby the employees are now aware of their rights and have the opportunity to be educated and well-trained. Philanthropy Each year, Nike proactively donates product and contribution in cash to non-profit organizations and NGOs creating social changes through sports disaster relief efforts around the world. Nowadays, Nike has focused on innovation, collaboration, transparency and advocacy to prepare the company to thrive in a sustainable economy. There are some important initiatives for the company that are included in the CR report which includes Considered Design, GreenXchange (GX), Lean and Human Resource Management (HRM), Sport for Social Change, Energy and Climate Change Strategy. In 2008, Nike launched a footwear energy efficiency program with five contract manufacturers. Nikes commitment to collaboration on this project has shown excellent early results where the contract factories absolute CO2 footprint was down 6 percent despite a 9 percent increase in production. 4. RECOMMENDATIONS Due to the ethical issues discussed in the Nike case, we have come up with several recommendations on how to solve the problems occurred throughout the case. We hope that this can also serve as a guideline to other companies as well. First of all, the company management should be stricter on the rules and standards set by themselves. This will make sure that they follow or obey the rules of the company. In this case, the top management of Nike in the US should ensure that all the other retail outlets or factories all around the world follow a standard procedure in everything that they do. This will help them in monitoring all the other outlets around the world. This can also help avoid the issue of poor conditions, child labour, widespread harassment and abuse that has happened in some countries. When other manufacturers all over the world know the standard and code of ethics that they should follow, they will not do what they have done that caused all the issues to arise. This is because they have a guideline to follow and they know that whatever procedure that they are doing will be monitored by the top management. The top management should make sure that they provide a healthy and safe workplace for all its em ployees. This is because their employees have the right to be in a healthy and safe workplace. A poor condition of the workplace is wrong and is one of the main allegations that Nike had to deal with. Next, the management team and employees should also be sent for training once in awhile. This is important as it helps to establish a better corporate culture. This culture shapes the people who are members of the organization as it is a blend of ideas, beliefs, customs, traditional practices, company values, and shared meanings that help define and guide normal behaviour for everyone who work in a company. It is important to continuously train its employees so that the employees become more disciplined and responsible. They will always think of the best interest of the company and not be easily influenced by other factors that might bring the company down. This will help them have a sense of accountability and responsibility towards the company. One of the main issues that Nike was facing was child labour. Therefore, we have come up with an idea that might help solve this problem. Nike began to offshore its production of footwear and other sporting equipment because it wanted to remain competitive and keep manufacturing cost at a low. To solve this, instead of using child labour, Nike can actually install and use machines in it production. At the beginning it might be a little costly but in the long run, it will help the company save a lot of money. It is not only faster, but it also helps Nike save money in the long run and the management does not have to worry about any child labour allegations or poor working conditions. Besides that, the top management of Nike can also perform employee monitoring. The kind of employee monitoring meant over here is checking out the work done by the employees. They could perhaps send some spies or third parties to see how the employees perform their work but at the same time not let the employees know that they are being watched. Lastly, the ethics and compliance system should also be improved. Currently, there is only one person in charge of ten factories and inspection is only done for about 25 percent of the factories. The top management should make sure that it inspects every factory. This can be done by setting up a chart or timeline whereby they have already discussed and come to an agreement on when and which factory should be inspected throughout the year. This is a more systematic approach and the management must make sure that they follow what they have drawn up. CONCLUSION Running a company as big as Nike is definitely not an easy job as the management has to satisfy not only the shareholders of the company, but the stakeholders too. No matter what has happened in the past, Nike has learned its lesson. Remaining competitive and keeping manufacturing costs at a low should not be the only objective of the company. Due to its negligence in certain areas, Nikes allegations of poor conditions and child labour has become a global issue. This is not only bad for Nikes image but it has permanently tarnished its reputation. However, Nike never gave up and has continued to win back the hearts of its stakeholders by carrying out a lot of CSR. Even though it may still have a long way to go in the area of corporate responsibility, it can be seen that it is slowly receiving good responses from the industry. Nike will always continue to be a major brand throughout the whole world.

Contract and United Airlines

Cardillo Travel Systems, Inc. ACT 1 Russell Smith knew why he had been summoned to the office of A. Walter Rognlien, the 74-year-old chairman of the board and chief executive officer (CEO) of Smith’s employer, Cardillo Travel Systems, Inc. Just two days earlier, Cardillo’s in-house attorney, Raymond Riley, had requested that Smith, the company’s controller, sign an affidavit regarding the nature of a transaction Rognlien had negotiated with the United Airlines.The affidavit stated that the transaction involves $203,000 payment by United Airlines to Cardillo but failed to disclose why the payment was being made or for what specific purpose the funds would be used. The affidavit included a statement indicating that Cardillo’s stockholders’ equity exceeded $3 million, a statement that Smith knew to be incorrect. Smith also knew that Cardillo was involved in a lawsuit and that court injunction issued in the case required the company to maintain stockhol ders’ equity of at least $3 million.Because of the blatant misrepresentation in the affidavit concerning Cardillo’s stockholders’ equity and a sense of uneasiness regarding United Airlines’ payment to Cardillo, Smith had refused to sign the affidavit. When Smith stepped into Rognlien’s office on that day in May 1985, he found not only Rognlien but also Riley and two other Cardillo executives. One of the other executives was Esther Lawrence, the firm’s energetic 44-year-old persistent and chief operating officer (COO) and Rognlien’s wife and confidante. Lawrence, a long-time employee, had assumed control of Cardillo’s day-to-day operations in 1948.Rognlien’s two sons by a previous marriage had left the company in the early 1980s following a power struggle with Lawrence and their father. As Smith sat waiting for the meeting to begin, his apprehension mounted. Although Cardillo had a long and proud history, in recent years the company had begun experiencing serious financial problems. Founded in 1935 and purchased in 1956 by Rognlien, Cardillo ranked as the fourth-largest company in the travel agency industry and was the first to be listed on a national stock exchange. Cardillo’s annual revenues had steadily increased after Rognlien acquired the company, approaching $100 million by 1984.Unfortunately, the company’s operating expenses had increased more rapidly. Between 1982 and 1984, Cardillo posted collective losses of nearly $1. 5 million. These poor operating results were largely due to an aggressive franchising strategy implemented by Rognlien. In 1984 alone that strategy more than doubled the number of travel agency franchises operated by Cardillo. Shortly after the meeting began, the overbearing and volatile Rognlien demanded that Smith sign the affidavit. When Smith steadfastly refused, Rognlien showed him the first page of an unsigned agreement between United Airlines and Cardill o.Rognlien then explained that the $203,000 payment was intended to cover expenses incurred by Cardillo in changing from American Airlines’ Apollo system. Although the payment was intended to reimburse Cardillo for those expenses and was refundable to United Airlines if not spent, Rognlien wanted Smith to record the payment immediately as revenue. Not surprisingly, Roglien’s suggested treatment of the United Airlines payment would allow Cardillo to meet the $3 million minimum stockholders’ equity threshold established by the court order outstanding against the company.Without hesitation, Smith informed Rognlien that recognizing the United Airlines payment as revenue would be improper. At that point, â€Å"Rognlien told Smith that he was incompetent and unprofessional because he refused to book the united payment as income. Rognlien further told Smith that Cardillo did not need a controller like Smith who would not do what was expected of him†. ACT 2 In No vember 1985, Helen Shepherd, the audit partner supervising the 1985 audit of Cardillo by Touche Ross, stumbled across information in the client’s files regarding the agreement Rognlien had negotiated with United Airlines earlier that year.When Shepherd asked her subordinates about this agreement, one of them told her of a $ 203,000 adjusting entry Cardillo had recorded in late June. That entry, which follows, had been approved by Lawrence and was apparently linked to the United Airlines-Cardillo transaction: Dr ReceivablesUnited Airlines$203,210 Cr Travel Commissions and Fees203,210 Shepherd’s subordinates had discovered the adjusting entry during their second-quarter review of Cardillo’s form 10-Q statement. When asked, Lawrence explanation without attempting to corroborate it with other audit evidence.After discussing the adjusting entry with her subordinates, Shepherd questioned Lawrence. Lawrence insisted that the adjusting entry had been properly recorded. Shepherd than requested that Lawrence asks United Airlines to provide Touch Ross with a confirmation verifying the key stipulations of the agreement with Cardillo. Shepherd’s concern regarding the adjusting entry stemmed from information she had reviewed in the client’s files that the United Airlines payment to Cardillo was refundable under certain conditions and thus not recognizable immediately as revenue.Shortly after the meeting between Shepherd and Lawrence, Walter Rognlien contacted the audit partner. Like Lawrence, Rognlien maintained that the $203,000 amount had been properly recorded as commission revenue during the second quarter. Rognlien also told Shepherd that the disputed amount, which United Airlines paid to Cardillo during the third quarter of 1985, was not refundable to United Airlines under any circumstances. After some prodding by Shepherd, Rognlien agreed to allow her to request a confirmation from United Airlines concerning certain features of the agreement.Shepherd received the requested confirmation from United Airlines on December 17, 1986. The confirmation stated that the disputed amount was refundable through 1990 if certain stipulations of the contractual agreement between the two parties were not fulfilled. After receiving the confirmation, Shepherd called Rognlien and asked him to explain the obvious difference of opinion between United Airlines and Cardillo regarding the terms of their agreement with the chairman of the board of United Airlines. â€Å"Rognlien claimed that pursuant to this confidential business arrangement, the $203,210 would never have to repaid the United.Shepherd’s conversation with Rognlien refused. In fact, as Rognlien knew, no such agreement existed. † A few days following Shepherd’s conversation with Rognlien, she advised William Kaye, Cardillo’s vice president of finance, that the $203,000 amount could not be recognized as revenue until the contractual agreement wi th United Airlines expired in 1990. Kaye refused to make the appropriate adjusting entry, explaining that Lawrence had insisted that the payment from United Airlines be credited to a revenue account. On December 30, 1958, Rognlien called Shepherd and told her that he was terminating Cardillo’s relationship with Touche Ross.In early February 1986, Cardillo filled a form 8-K statement with the Securities and Exchange Commission (SEC) notifying that agency of the company’s change in auditors. SEC regulations required Cardillo to disclose in the 8-K statement any disagreements involving accounting, auditing, or financial reporting issues with its former auditor. The 8-K, signed by Lawrence, indicated that no such disagreements preceded Cardillo’s decision to dismiss Touche Ross. SEC regulations also required Touche Ross to draft a letter commenting on the existence of any disagreements with Cardillo.This letter had to be filed as an exhibit to the 8-K statement. In touche Ross’s exhibit letter, Shepherd discussed that the improper accounting treatment given that transaction resulted in misrepresented financial statements for Cardillo for the six months ended June 30, 1985, and the nine months ended September 30, 1985. In late February 1986, Raymond Riley, Cardillo’s legal counsel, wrote Shepherd and insisted that she had misinterpreted the United Airlines-Cardillo transaction in the Touch Ross exhibit letter filed with the company’s 8-K.Riley also informed Shepherd that Cardillo would not pay the $17,500 invoice that Touche Ross had submitted to his company. This invoice was for professional services Touche Ross had rendered prior to being dismissed by Rognlien. ACT 3 On January 21, 1986, Cardillo retained KMG Main Hurdman (KMG) to replace Touche Ross as its independent audit firm. KMG soon addressed the accounting treatment Cardillo had applied to the United Airlines payment. When KMG personnel discussed the payment with Rognlien, he informed them to the alleged secret arrangement with United Airlines that superseded the written contractual agreement.According to Rognlien, the secret arrangement precluded United Airlines from demanding a refund of the $203,000 payment under any circumstances. KMG refused to accept this explanation. Roger Shlonsky, the KMG audit partner responsible for Cardillo engagement, told Rognlien that the payment would have to be recognized as revenue on a pro rata basis over the five-year period of the written contractual agreement with United Airlines. Cardillo began experiencing severe liquidity problems in early 1986. These problems worsened a few months later when a judge imposed a $685,000 judgment on Cardillo to resolve a civil suit filed against the company.Following the judge? s ruling Raymond Riley alerted Rognlien and Lawrence that the adverse judgment qualified as a â€Å"material event† and thus has to be reported to the SEC in a Form 8-K filling. In the me morandum he sent to his superiors, Riley discussed the serious implications of not disclosing the settlement to the SEC: â€Å"My primary concern by not releasing such report and information is that the officers and directors of Cardillo may be subject to violation of rule 10b-5 of the SEC rules by failing to disclose information that may be material to a potential investor. Within 10 days of receiving Riley’s memorandum, Rognlien sold 100,000 shares of Cardillo stock in the open market. Two weeks later, Lawrence issued a press release disclosing for the first time the adverse legal settlement or that Cardillo remained viable only because Rognlien had invested in the company the proceeds from the sale of the 100,000 shares of stock. Additionally, Lawrence’s press release, Roger Shlonsky met with Rognlien and Lawrence. Shlonsky informed them that the press released grossly understated Cardillo’s estimated loss for fiscal 1985. Shortly after that meeting, KMG res igned as Cardillo’s independent audit firm.EPILOGUE In May 1987, the creditors of Cardillo Travel Systems, Inc. forced the company into involuntary bankruptcy proceedings. Later that same year, the SEC concluded a lengthy investigation of the firm. The SEC found that Rognlien, Lawrence, and Kaye had violated several provisions of the federal securities laws. These violations included making false representations to outside auditors, failing to maintain accurate financial records, and failing to file prompt financial reports with the SEC, In addition, the federal agency charged Rognlien with violating the insider trading provisions of the federal securities laws.As a result of these findings, the SEC imposed permanent injunctions on each of the three individuals that prohibit them from engaging in future violations of federal securities laws. The SEC also attempted to recover from Rognlien the $237,000 he received from selling the 100,000 shares of Cardillo stock in April 1986 . In January 1989, the two parties resolved this matter when Rognlien agreed to pay the Sec $60,000

Acc/230 Week 6 Assignment

Week 6 Assignment: Candela Corporation Case Rebecca Mouser ACC/230 Financial Reporting: Peeking Under the Financial Hood November 4, 2012 Instructor Nathan McDaniel Week 6 Assignment: Candela Corporation Case Assignment: Candela Corporation Case Resource: Ch. 4 of Understanding Financial Statements * Compose a 500- to 750-word paper responding to questions 1 and 2 of the Candela Corporation Case on p. 146 (Ch. 4). * Format your paper according to APA standards. * Post your paper as an attachment. 1.Using the Consolidated Statements of Cash Flows, prepare a summary analysis for the years ended July 3, 2004, June 28, 2003, and June 29, 2002. Analyze the cash flows for Candela Corporation, Inc. for all three years. 2. Explain what information you gain from the statement of cash flows that cannot be found directly from the balance sheet or income statement. â€Å"Candela Corporation is a pioneer in the development and commercialization of advanced aesthetic laser systems that allow phys icians and personal care practitioners to treat a wide variety of cosmetic and medical conditions† (Fraser & Ormiston, 2007, pp. 46-147). After reviewing the corporation’s statement of cash flows for the years 2002, 2003, and 2004, it is clear that the company has taken on many changes financially. In 2002, Candela Corporation had a weak start with several losses compared to the years 2003, and 2004. In 2002, Candela had a net loss of $2,154 (thousands) compared to a net gain in 2003 and 2004. Candela Corporation had a significantly higher amount of loss in its net cash used in operating activities of $7,071 (thousands) compared to its net loss of $2,154 (thousands), a difference of $4,917.Candela Corporation also had a net loss in its investing activities of $1,058 (thousands), and a net loss in its financing activities of $5,141 (thousands). Candela also had a loss of $68 (thousands) on its income taxes for the year. In 2002, the company took a loss in the followi ng operating areas according to their statement of cash flows. Provision for deferred taxes $115 (thousands), tax benefit from exercised stock options $6 (thousands), effect of exchange rate changes on foreign currency denominated assets and liabilities of $305 (thousands).Account receivable $3,525 (thousands), notes receivable $54 (thousands), inventories $1,661 (thousands), and accounts payable $3,069 (thousands) and income tax payable $784 (thousands). Net losses in investing and financing areas include purchase of property, plant, and equipment of $1,058 (thousands), repurchases of treasury stock of $5,215 (thousands), and principle payments of long-term debt of $370 (thousands). In 2003, Candela Corporation had a net profit at the yearend of $6,814 (thousands) with a net cash used in operating activities of $11,655 (thousands); a significant difference from 2002.Candela Corporation still had a net loss in its investing activities of $1,227 (thousands) while they had a net profi t in its financing activities of $176 (thousands). Other net losses the company incurred in its operating, investing, and financing activities sections were provision for bad debts $13 (thousands), provision for deferred taxes $682 (thousands), and tax benefit from exercised stock options of $505 (thousands). Other areas are restricted cash $57 (thousands), account receivable $2,417 (thousands), accounts payable $1,409 (thousands).Accrued warranty costs of $921 (thousands), purchase of property, plant, and equipment $1,227 (thousands), net borrowings (repayments) on line of credit $1,114 (thousands), and principle payments of long-term debt of $3,330 (thousands). Candela Corporation seems to be most successful in 2004 according to its statement of cash flows. In 2004, Candela Corporation had a net income of $8,119 (thousands) and $1,132 used in net operating activities. Even though the company still had several losses in 2004 they were still able to profit from the last two years.Ot her net losses the company incurred in its operating, investing, and financing activities sections were tax benefit from exercised stock options of $1,223 (thousands), restricted cash $200 (thousands), accounts receivable $7,663 (thousands) and inventories of $2,134 (thousands). Other current assets of $2,550 (thousands), other assets $236 (thousands), accounts payable $91 (thousands), income tax payable $1,312 (thousands), and purchase of property, plant, and equipment of $685 (thousands).The income statement and balance sheet provides an adequate amount of information, but the statement of cash flows provides a clearer picture of what a company is doing and how well they are doing. The income statement and balance sheet provides information about the accounts receivable and the accounts payable as well as depreciation; the statement of cash flows also provides this information. â€Å"A company’s financial statements consist of the balance sheet, income statement and cash f low statement. The balance sheet summarizes the assets, liabilities and shareholders’ equity of the company.The income statement shows the sales-related activity over a period, which is usually a quarter of a year. The cash flow statement shows the cash inflows and outflows during a period. Financial information is important in assessing a company’s profitability, detecting problem areas and making investment decisions† (Basu, 1999-2012). References Basu, C. (1999-2012). The importance of Income Statement and Cash Flows. Retrieved from eHow: http://www. ehow. com/info_8274659_importance-income-statement-cash-flows. html Fraser, L. M. , & Ormiston, A. (2007). Case 4. 2 CandelaCorporation. Prentice Hall.

Women’S Health Plus. Tamer Almasri, Felicia Montgomery.

Women’s Health Plus Tamer Almasri, Felicia Montgomery Governors State University Professor Comer-Hagans Women’s Health Plus Diabetes is a disease in which your blood glucose, or blood sugar, levels are too high. Glucose comes from the foods you eat. Insulin is a hormone that helps the glucose get into your cells to give them energy. Larnson Wolk (2017) state in their article that with type 1 diabetes, your body does not make insulin and in type 2 diabetes, the more common type, your body does not make or use insulin well. Without enough insulin, the glucose stays in your blood. You can also have prediabetes. This means that your blood sugar is higher than normal but not high enough to be called†¦show more content†¦Unlike type 2 diabetes, women with type 1 diabetes do not appear to have an increased risk of breast cancer. In type 2 diabetes, the body does not produce enough insulin to function properly, or the cells in the body do not react normally to the insulin it does produce (insulin resistance). Being overweight, physically inactive and eating an unhealthy diet all contribute to our risk of developing type 2 diabetes. Approximately 90-95 percent of all cases of diabetes worldwide are of this type. Postmenopausal women 50 years or older who have type 2 diabetes have about a 20-27 percent increased risk of breast cancer. It’s not entirely clear why people with type 2 diabetes are at increased risk for breast cancer. Type 2 diabetes causes several changes that could increase breast cancer risk such as high glucose levels, high insulin levels and increased inflammation. Studies have shown a link between all of these changes and the development of breast cancer. In addition, many risk factors for developing type 2 diabetes and breast cancer overlap – such as being older, being overweight or obese and lack of regular physical activity. These risk factors may separately, and together, contribute to the increased risk of breast cancer in postmenopausal women with diabetes. Breast cancer is associated with type II diabetes, and a previous epidemiological stud y demonstrated that type II diabetes increased the risk of developing breast cancer by 10-20% (Irie,Banno,Aoki,n.d.). A