Who Is in the Futures Markets and How It Has Changed Essay Sample free essay sample

Leading up to 2008. oil monetary values experienced a steady. upward tendency. Then. in 2008 oil monetary values climbed to unprecedented highs of $ 147 per barrel in July. merely to fall dramatically in a really short period of clip to a depression of $ 30 per barrel in December 2008. This comparatively dramatic motion in oil monetary value has caused everyone from U. S. congresswomans to curates from the Organization of OPEC to name into inquiry the function of bad bargainers in oil hereafters market. As such the trade good hereafters merchandising committee ( CFTC ) . the chief regulator of U. S. oil hereafters markets. late announced that a new reappraisal of the function of speculators in oil hereafters markets merchandising would be forthcoming. The Obama disposal has already indicated that it will prosecute greater ordinance of market and is negociating with the United Kingdom about possible coordination. The brief paper investigates and addresses the nucleus inquiry of whethe r bad trading in oil has increased and whether the nexus between dollar and oil-related fiscal contracts has strengthened in the last several old ages. We will write a custom essay sample on Who Is in the Futures Markets and How It Has Changed? Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Finally. the paper discuses the interaction between these ascertained market tendency sing policies to utilize strategic government-held oil stocks. Crude oil Monetary value: the paper discuss that it has been postulated that oil linked index financess became an plus category for investors desiring to get away the falling dollar and weakening stock market. adding to the bad ardor in oil and doing even more harm to the U. S. economic system. In 2008. U. S. oil imports totaled $ 331 billion. This represents an addition of 300 per centum from 2002. Furthermore. the U. S. oil import measure accounted for every bit much as 47 per centum of the overall U. S. trade shortage in 2008. compared to merely 19 per centum in 2002. This lifting fiscal load contributed to the on-going challenges for the U. S. economic system from 2008 through 2009. and set force per unit area on the U. S. dollar. In the reappraisal of the informations by the CFTC they find that non-commercials ( bargainers ) participants now constitute about 50 per centum of those keeping outstanding places in the U. S. oil hereafters market. compared to an norm of about 20 per centum prior to 2002. at the same clip. it was seen as the principal factor behind the addition in unfastened involvement and it is besides extremely correlated with the tally up in oil monetary values. The paper besides highlights that there was a significant alteration following the transition of the Commodity Future Modernization Act in December 2000. The paper besides finds the correlativity between motions in oil monetary values and the value of the dollar against the trade-weighted index of the currencies of foreign states has increased to 0. 82 ( a important step ) for the period between 2001 and the present twenty-four hours. compared to a antecedently undistinguished correlativity of merely 0. 08 between 1986 and 2000. Recent displacements in the composing of oil market participants and dollar-oil correlativities besides correspond to alterations in the mode of ordinance of trade good markets such as those implemented with the CFMA where the new ordinances made it easier for fiscal participants to rid of bad bounds and made it more hard for the CFTC to modulate oil hereafters markets. moreover. alterations at London’s Inter Continental Exchange ( ICE ) sing U. S. del ivery-based contracts besides created jobs with monitoring and restricting bad activity since these contracts were outside the legal power of the CFTC. II. Oil hereafters markets: Who Trades and Why?A broad array of fiscal tools was employed to let industry participants to pull off and diversify monetary value hazard and to assist raise capital in advanced ways. Growth in the usage of fiscal instruments explicitly linked to oil and these tools in bend. helped set up more transparence in the planetary petroleum oil market. readily available information about current and expected hereafter market conditions into the market monetary value. which allowed market participants to fudge. or shed hazard. against unexpected monetary value motions. which can be really of import map for houses engaged in geographic expedition and production or refinement and selling of oil merchandises. But. for the map of hazard casting to be facilitated. there must be participants willing to accept hazard. These participants are so called â€Å"speculators† whom serve an of import function in the proper operation of these fiscal markets. Although merel y a little volume of oil contracts traded in these exchanges result in physical bringing. Rather. most bargainers who open places will typically shut them prior to expiry with the end of gaining in the dealing. Trading participants on the NYMEX are categorized into two basic classs: 1 ) Commercial bargainers. including both manufacturers and consumers. who trade in hereafters to countervail the hazard in monetary value. 2 ) Non-commercial bargainers. including speculators and fiscal establishments. who seek net income on paper place from short-run alterations in monetary value. Hence both types are needed for the exchange to map good. For illustration. an oil manufacturer can fudge against diminutions in oil monetary value by selling oil hereafters contracts ( taking a short place ) on the exchange in visible radiation of its physical oil place. which is of course short. If oil monetary values autumn over clip. the manufacturer can countervail losingss in its physical concern by taking net incomes on his short fiscal place in the hereafters market. If the oil monetary value rises alternatively. the net incomes from the physical sale of oil are offset by losingss from keeping the hereafters contract. In order for such minutess to take topographic point at that place must be a willing party whereas the â€Å"speculators† service as the counterparty but besides market participants who trade often. therefore increasing liquidness. But late there has been a inquiry about how big the market presence of speculators should be to ease the smooth operation of markets. Worth observing that regulations for bad place bounds were historically much stricter than they are today. Furthermore. despite rhetoric that enforcing stricter bounds would harm market liquidness. there is no grounds to back up such claims. particularly in visible radiation of the fact that the market was working really good prior to 2000. when bad bounds were tighter. Furthermore. the paper high spots that the Commodity Futures Modernization Act ( CFMA ) OF 2000 ef ficaciously cleared the manner for more slack ordinance of new oil hazard direction merchandises. including index financess and monetary value barters. puting the phase for a rapid addition in fiscal player’s engagement in nonprescription ( OTC ) markets. Signed into jurisprudence by President Clinton. after congressional blessing in December 15. 2000. this ordinance is peculiarly of import because it designated certain OTC derived functions minutess ( including those affecting oil ) to be outside of the legal power of the CFTC. Thus. the CFMA made it easier for fiscal participants to rid of place bounds by making a â€Å"loophole† that exempted certain participants from bad place bounds and other ordinances due to their engagement in OTC markets or electronic trading platforms such as ICE or the now nonextant Enron Online. Additional jobs with monitoring and restricting bad activity later emerged with the formation of foreign exchanges that allowed contracts that could be settled by physical bringing within the United States but are outside the legal power of the CFTC because they are offered on foreign exchanges ( the so called â€Å"London Loophole† ) . The paper besides highlights that the CFMA besides removed swap m inutess from the range of the CEA. therefore doing them relieve from bad place bounds established by the CFTC. The paper besides takes note of the composing of market participants in NYMEX following the regulative alterations. observing that the part of unfastened contracts held by Non-commercial participants increased aggressively in the last few old ages increasing their market presence over 15 crease. mostly due to increased usage of spread trading. On the other manus. commercials merely doubled. Their absolute size moreover. the paper observed that the portion of Non-commercial unfastened contracts reached a extremum of more than 55 per centum of entire unfastened involvement at its upper limit in 2008. which coincided with the extremum in rough oil monetary value. In add-on this is seen as the root cause for the â€Å"herd affect† if for illustration Non-commercial participants are more disposed to anticipate monetary values to travel up. so. as they become a more greater portion of the market. the leaden mean market outlook will predominantly go more optimistic about a monetary v alue rise since a larger per centum of participants believe that monetary values will lift in the hereafter. at least for a short period of clip. Merely when high monetary values cause demand to decline and supplies to turn. taking to stock list buildup. will physical market worlds reassert themselves. The paper besides states that by and large talking. speculators have been net long since the center of 2003. merely as monetary values began to lift systematically twelvemonth after twelvemonth. So. as the market presence of Non-commercial bargainers increased between 2003 to early 2008. the stance of these Non-commercial bargainers has reasonably systematically been to keep bullish. long places that supported lifting monetary values. And when their market portion was highest. so was their cyberspace long place. which once more approximately coincided ( moving as a little index ) with the extremum in oil monetary values at $ 147 a barrel in the center of 2008. The Dollar and Oil: The down side to Correlations:A high oil monetary value can lend to a weakening of the dollar. through mounting trade shortages and U. S. debt. In 2007 and 2008. dramatically lifting oil monetary values fed the U. S. trade shortage taking to increased U. S. liability. This. in bend. contributed to an even weaker dollar. whichfarther drove monetary values higher in a self-perpetuating form. Oil linked index financess became an plus category for investors desiring to get away the falling dollar and weakening stock market. adding to the bad ardor in oil. The paper high spots that the Analysis of dollar-oil monetary value informations shows that the day-to-day oil monetary value and the day-to-day value of the dollar against the currencies of major U. S. trading spouses for the period from January 2001 through August 2009. shows a really high correlativity of -0. 82 measuring compared to an undistinguished -0. 08 correlativity measuring during the period of January 19 86 through December 2000. This means that the depreciation in the dollar will really likely coincide with a rise in the monetary value of oil or frailty versa. In add-on the paper notes that there were short Windowss of clip prior to 2001 where the oil monetary value and the value of the dollar are more strongly correlated. a dramatic sustained period of high correlativity emerged during the 2000s. Furthermore. given the fact that the correlativity has increased so dramatically in absolute value in the period post-2000. the relationship between the monetary value of oil and the value of the dollar seems to hold tightened since the beginning of this decennary. Again. it is deserving observing that this occurs after the passage of the CFMA. The paper concludes that the menace to the U. S. economic wellness and national security is that the dollar hazards acquiring caught in a barbarous rhythm where continually lifting oil monetary values feed the U. S. trade shortage. taking to increased U. S. liability and thereby an even weaker dollar. which farther thrusts oil monetary values higher. This form is accentuated by petrodollar recycling where a sudden inflow of oil gross flows from the Middle East fuel fiscal bubbles and investor guess in trade good markets because local Arab Gulf economic systems can non easy absorb the sudden inflow of dollars. Alternatively. Middle East authoritiess and private business communities seek the same investing mercantile establishments for their petrodollars as other planetary investors. fueling hyperbolic monetary values in trade good hereafters markets and index financess. Tools for Preventing Another 2008 in the Oil Market:The paper notes that mechanism exist for authorities intercession in oil markets but the trigger and policy model for their usage is nonchiseled and ailing and periodically implemented. For illustration authorities controlled strategic carrying systems and oil manufacturer trim capacity can both function an of import function in restricting the power of speculators in the planetary oil market during times of crisis or important oil supply-demand instabilities. but usage of these tools has been spotty at best. The paper high spots that the experience during 1990-1991 demonstrated the clear benefit of coordinated usage of strategic stocks and manufacturer trim capacity in contrast to competitory responses in the 1970s and in 2007-2008. Furthermore. the Clinton disposal besides used the â€Å"test sale† tool to crest oil monetary values at $ 40 a barrel. by signaling to oil markets and OPEC that it would utilize such gross revenues from the U. S. strategic crude oil modesty to quiet oil markets and deter bad activity during a sudden break or terrible instability of markets. This scheme proved to be successful discouraging hereafter markets participants from keeping long places above $ 39 a barrel for fright that the U. S. authorities intercession in the oil market could do them loss. However. in 2007-2008 authoritiess around the universe. including the U. S. . engaged in constructing strategic reserves. as oil monetary values rose from $ 65 per barrel to $ 125. This policy opened the door for speculators to confidently spread out their exposure in oil markets hereafters exchanges without the fright of reverberation and gross loss from a surprise release of U. S. or IEA strategic oil stocks. The CFTC needs to rethink the ordinance and market design of organized exchanges and the function of index financess in monetary value motions. A re-evaluation of the function for authorities physical intercession in oil markets in utmost fortunes is besides warranted. A careful survey of the unintended effects of the CFMA. and of the consequence of the ballooning portion of Non-commercial participants in exchange-based and OTC oil hereafters and barters trading. Better apprehension of the function of fiscal participants in oil hereafters markets. in order to teach proper usage of authorities strategic reserves and effectual ordinance of markets.

Multiplication Tricks and Tips for Faster Learning

Multiplication Tricks and Tips for Faster Learning Like any new skill, learning multiplication takes time and practice. It also requires memorization, which can be a real challenge for young students. The good news is that you can master multiplication with as little as 15 minutes of practice time four or five times a week. These tips and tricks will make the job even easier. Use Times Tables Students usually begin learning basic multiplication by second grade. This skill will be essential as kids advance in class and study advanced concepts like algebra. Many teachers recommend using times tables to learn how to multiply because they allow students to begin with small numbers and work their way up. The grid-like structures make it easy to visualize how numbers increase as they are multiplied. Theyre also efficient. You can complete most times tables worksheets in one or two minutes, and students can track their performance to see how they improve over time. Using times tables is simple. Practice multiplying the 2s, 5s, and 10s first, then the doubles (6 x 6, 7 x 7, 8 x 8). Next, move to each of the fact families: 3s, 4,s, 6s, 7s, 8s, 9s, 11s, and 12s. Start by doing one sheet and see how long it takes you to complete it. Dont worry about how many right or wrong answers you get the first time you complete a worksheet. Youll get faster as you become better at multiplying.  Do not move to a different fact family without first mastering the previous one.   Play a Math Game Who said learning multiplication has to be boring? By turning math into a game, youre more likely to remember what youre doing. Try one of these  games  in addition to times tables worksheets. The 9 Times Quickie 1. Hold your hands in front of you with your fingers spread out.2. For 9 x 3 bend your third finger down. (9 x 4 would be the fourth finger)3. You have 2 fingers in front of the bent finger and 7 after the bent finger.4. Thus the answer must be 27.5. This technique works for the 9 times tables up to 10. The 4 Times Quickie 1. If you know how to double a number, this one is easy.2. Simply, double a number and then double it again! The 11 Times Rule #1 1. Take any number to 10 and multiply it by 11.2. Multiply 11 by 3 to get 33, multiply 11 by 4 to get 44. Each number  to  10 is just duplicated. The 11 Times Rule #2 1. Use this strategy for two-digit numbers.2. Multiply 11 by 18. Jot down 1 and 8 with a space between it. 1__8.3. Add the 8 and the 1 and put that number in the middle: 198 Deck Em! 1. Use a deck of playing cards for a game of multiplication war.2. Initially, children may need the grid to become quick at the answers.3. Flip over the cards as though you are playing Snap.4. The first one to say the fact based on the cards turned over (a 4 and a 5 Say 20) gets the cards.5. The person to get all of the cards wins!6. Children learn their facts much more quickly when playing this game on a regular basis. More Multiplication Tips Here are some easy ways to remember your times tables: Multiplying by 2: Simply double the number that youre multiplying. For example, 2 x 4 8. Thats the same as 4 4.Multiplying by 4: Double the number youre multiplying, then double it again. For example, 4 x 4 16. Thats the same as 4 4 4 4.Multiplying by 5: Count the number of 5s youre multiplying and add them up. Use your fingers to help count if you need to. For instance: 5 x 3 15. Thats the same as 5 5 5.Multiplying by 10: This is super-easy. Just take the number youre multiplying and add a 0 to the end of it. For instance, 10 x 7 70.   Want more practice? Try using some of these fun and easy  multiplication games  to reinforce the times tables.

The nature of general tortious liability comparing and contrasting to Essay

The nature of general tortious liability comparing and contrasting to contractual liability - Essay Example The paper tells that the similarity between general tortuous liability and contractual liability is that both give rise to actionable demands in a court of law, and both, if adequately proven, entitle the plaintiff to damages from the defendant. The main difference between general tortuous liability and contractual liability is that the latter is strictly voluntary, in that the parties by mutual consent, agree to bind themselves to certain obligations to each other, and be liable for damages in case of breach. These obligations are stipulated in a contract that shall be the law between the parties. For there to be a valid contract, there must be a meeting of the minds, i.e., an intent to create legal relations, an offer and acceptance, and mutual consideration and the parties must be capacitated to enter into the contract. One of the classical and enduring cases of contract law is the case of Carlill v. Carbolic Smoke Ball EWCA Civ 1. In this case, a company had come out with an adve rtisement challenging readers to use Carbolic Smoke Ball to prevent Influenza. It said that if used according to instructions, the user would not be susceptible to Influenza anymore, and if he still contracted the disease, the company would pay him 100 pounds. When a claimant came out, the company refused to pay, saying that there was no intent to create legal relations. In finding against the company, the court held that a valid and legally enforceable contract existed. In a situation where a valid contract existed, breach of it would constitute contractual liability. For example, in a contract of the sale of apples of a certain quality, if an inferior quality was delivered, it can be said that a contractual liability is created. In contrast, tortuous liability does not attach by reason of contract, but because of a breach of a duty of care. It is quite possible that the defendant may not have been aware of the extent of his liability or may not even know the person to whom he is l iable, quite unlike parties to a contract who are all known to each other. To quote the seminal case of Donoghue v. Stevenson 1932] UKHL 100 (26 May 1932) " You must take reasonable care to avoid acts or omissions which you can reasonably foresee would be likely to injure your neighbour. Who then is my neighbour? The answer seems to be - persons who are so directly affected by my act that I ought reasonably to have them in contemplation as being affected when I am directing my mind to the acts or omissions which are called in question." After Donoghue, the definition of what constitutes tortuous liability has been refined considerably and has crystallised into a three-way test: proximity (as held in the case of Donoghue), foreseeability, which means that the defendant should have been able to foresee the consequences of his or her actions (Caparo Industries Plc v Dickman and Others [1990] 2 AC 605.), and the test of â€Å"fair, just and reasonable†, recently upheld in the cas e of McFarlane and Another v Tayside Health Board [2000] 2 AC 59. To demonstrate causation in tort law – i.e., to show that the loss caused to the claimant was a result of a breach of duty of care by the defendant – the most simple test is the â€Å"but for† test. But for the defendant’s actions, would the claimant have incurred the loss? This was elucidated first in the case of Barnett v. Chelsea & Kensington Hospital ([1969] 1 QB 428) where a doctor was not held liable for a patient’s death even if he did not examine the latter, because the patient would have died anyway with or without the ministrations of the doctor. However, it must be remembered that one incident can give rise to several claims, and a claimant can elect between a breach of contract claim or a negligence claim involving duty of care1. (Jones, 2000, page 379). Explain the nature of liability in negligence and the concept of vicarious liability (P8 & P9) The nature of

History Essay Example | Topics and Well Written Essays - 500 words - 60

History - Essay Example after submitting to both William and Mary on 13Th February 1689, it later acted as a skeleton meant to draft the bill of rights though there was the elimination of some articles. This was American-Germany immigrant residing in New York between 1697 and 1746. During his career as a printer, Zenger found himself in a tussle with the then Governor, William Cosby after agreeing to print New York weekly Journal. The newspaper’s intention entailed to expose governor’s injustice and tyrannical conduct after disagreeing with Lewis Morris before eventually eliminating him from the bench of chief justices. Zenger due to his involvement in this mission though innocent, the governor ordered his arrest and eventually his case determined unjustly to silent him. However, his determination and defense by Andrew Hamilton led to the freedom of the press, which was a key contribution towards attaining of people’s privileges. This was offense punishable by English law due to the delinquent’s act of verbalizing, publishing or writing statements meant to arouse hatred against the Queen or her heirs, regime and the constitution. The three terms’ core intention encompassed paving way meant for the attainment of Bill of Rights. This is via pressurizing the then colonizing English power yield to the citizens’ demands. Mainly, this is via refuting dehumanizing laws that undermined the then people’s dignity. The terms also characterized varied events and issues that prompted people to agitate for their privileges, hence being essential in attainment of their liberty. The term refers to a global conflict era that existed during 18Th period involving the then two powerful states supported by their lesser allies. These influential states comprised of France and Britain, whereby the core aim was to safeguard colonial interests and augment their economic stability. This was via annexing other global states with the intent of ensuring a constant flow of raw materials for their

The entrepreneurship affect on the economy Essay

The entrepreneurship affect on the economy - Essay Example This paper discusses the effect of entrepreneurship on economic development. Background of Entrepreneurship An entrepreneur was described by Jean-Baptiste Say, a 19th century French economist, as an individual who moves economic resources from low productivity and yield areas to areas with increased yield and productivity (Bridge et al, 2009). Joseph Schumpeter expounded on this concept a century later by identifying the force needed to drive progress of the economy in entrepreneurs. In the absence of this force inherent in entrepreneurs, economies would become subject to decay, structurally immobilized, and static. The entrepreneurial spirit identifies an opportunity, be it a business, service, or product, and organizes a venture for its implementation. Schumpeter argued that successful entrepreneurship sets off a chain of events that encourages other entrepreneurs to work on innovation and propagate it to â€Å"creative destruction†, which involves rendering of existing busi ness models, services and products obsolete in favor of the innovation (World bank, 2011). Schumpeter cast the entrepreneur as both a generative and disruptive force (Steyaert & Hjorth, 2009). He cast the entrepreneur as an agent of economic change. ... However, theorists agree that entrepreneurship is tied to opportunity. Entrepreneurship plays a vital responsibility in the economic development of a country since the entrepreneur is the prime mover of innovation (Zhang, 2009). The Role of Entrepreneurship in Economic Development Entrepreneurship plays various roles in the development of a country’s economy. First, it allows for the effective use of resources (Audretsch et al, 2012). Entrepreneurship involves making use of resources considered to be, of low value, to earn an income. Entrepreneurs conceive ideas of how to utilize what others consider waste. This creates jobs and increases taxes, which, in turn, improves the beneficiaries’ standard of living. Since the measure of economic growth is an increase in income that is sustained over time, entrepreneurs increase the per capita income via identification and establishment of profitable ventures. Entrepreneurship also leads to development of infrastructural facilit ies such as factories, buildings, bridges, roads, and communication networks (Audretsch, 2010). These are the vital components of economic growth. When Steve Jobs and Wozniak came up with the PC, they created a completely new variant of computer infrastructure. They shattered the computer user’s mainframe dependence and shifted control to the desktop. Once the users saw the new technology, they embraced Apple, as well as the other competitors who also joined in. In a relatively short time, Steve Jobs had created a completely new ecosystem with numerous software, hardware and peripheral suppliers. Because of the new ecosystem, Apple might have exited the market after a couple of years without causing any destabilization. The new equilibrium was not dependent on the formation of one

High Compensation Pay Will Influence Employee Motivation

High Compensation Pay Will Influence Employee Motivation This article shows the relationship between high compensation pay and employees motivation in organization. Besides training, job satisfaction, and work environment, compensation pay is one of the factors that can influence employee motivation. Motivation has many theories that support employee will perform better in their job. Compensation pay aspects such as pay or reward package and promotion will lead or boost up employee motivation in order to perform in their work that contributes to organization. There are many theories that explain compensation effect on employee motivation. Many researchers had mentioned about the relationship between compensation pay aspects, pay or reward package and promotion and employee motivation in organization. Higher the compensation pay, employee motivation in organization will increase. Introduction Compensation is the total amount of the monetary and non-monetary pay provided by employer to an employee in return for work performed as required. Wayne. F. Cascio had stated that compensation which includes indirect cash payment and direct payments in the form of employee benefits and incentives that provide by employer in order to motivate employees to perform well for higher levels of productivity is an important component of the employment relationship between employer and employee. According to Milkovich, Newman Gerhart (2011), compensation refers to all forms of financial returns and tangible services and benefits that give by employer to employee as part of an employment relationship. For monetary pay, it as the return for employee that work or contribute in organization, while for non-monetary pay is provided by employer to an employee in order to motivate employee to perform in their work. Every stakeholder such as employer, manager, shareholder and others have their own perceptive regarding compensation and how compensation affects how they behave. Employee may define compensation as an exchange of service employee contribution or as a reward for a job well done. Employee see compensation as to some reflects the value for their personal skills and abilities, or the return for the education training they have learned or acquired. The pay individual receives for the work they perform in their work is usually the major source of personal income and financial security in their life and so it is very important determinants of an individual economic and social well being. For manager, compensation pay directly influences their success in two ways. Firstly, it is a major expense competitive pressure both internationally and domestically, forces employer to consider whether their compensation decisions is affordable or not. Other studies show that many organization labor cost s account for more than 50% of total costs. And for industries such as public employment or service, this figure is even higher. Compensation is one of the factors that influence employee motivation in organization. The good compensation pay is a good motivator for employee. Employee motivation and behavior influence by compensation by two ways (Milkovich, Newman Gerhart 2011). High compensation pay will lead employee to motivate in doing their job or perform well in their work and performance. If employee did not get compensation pay much as they should get, employee tend to not perform well and motivate to do their job. Compensation pay desired behavior which is motivated employee for better performance. This study would like to investigate the relationship between compensation pay aspects which are pay or reward package and promotion towards employee motivation in organization. The problem After bonuses are distributed, management teams may often be frustrated by the lack of employee motivation. If the employee does not see a direct correlation between performance and bonus, this may lead to a lack of motivation because employees see no reason to perform better. Shun Linda Wang, 2003 Nowadays organization whether small or large, people pay much more attention to their life style and the money they earn from the work than their senior. However, it still remains unclear whether many of employees would continue working if it were not for the money that they earn. Employee will expects their employer give a compensation plan are that it is fair and equitable, that it provides them with tangible rewards matched with their skills and, further, that it provides recognition and employee feel their employer appreciate them. Employer will face big challenge in order to motivate employees in organization. Motivation of employee is an important key to an organization that can lead to overall effectiveness of organization. Basically, employee will do or perform well in their work if their employer provides compensation pay to them. In other word, employee is not motivated in order give full commitment in their work because of compensation pay that they receive from employer is not enough or dissatisfied. Employee will perform better if they see the relationship between compensation pay and performance. Employee tends to motivate and perform better in their job if employer provides high compensation pay. Are wages attached to jobs and do promotions play an important role as a wage determinant? Do expected promotions affect motivation and, once the promotion has been realized, will this make the motivation disappear completely? These questions is the famous question that employer will ask in order perform well towards increase productivity or efficiency of organization. As Herzberg (1968) has argued, just because too little money can affect and demotivate employee, does not mean that more and more money will lead about increased satisfaction, much less increased motivation. But it is reasonable to assume that if employees take-home pay or salary was cut in half, employee morale would suffer enough to not perform well and undermine performance. It doesnt necessarily follow that doubling that employees pay would result in better work or employee will motivate to perform well. According to Schuler and MacMillan (1984), they stressed that Human resource management practices (including com pensation) may give a competitive advantages to one corporation over its rivals in order to retain and motivate their employee in organization. Literature review Motivation is the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be involved in a continuous striving for improvement. (Torrington, Hall, Taylor Atkinson, 2009, p. 276) Motivation, in the context of work, is a psychological process that results from the interaction or relationship between an employee and the work environment and it is characterized by a certain level of willingness to do something. Motivation also defined as the employees are willing to increase their work effort in order to desire that they hold or obtain a specific need (Beardwell Claydon, 2007). According to Arnold (1991), motivation consists of three components: Â · Direction what a person is trying to do? Â · Effort how hard a person is trying to do? Â · Persistence how long a person keeps on trying to do? Motivation of employee was set as the dependent variable in this study. Although the construct of motivation can be operationally defined with the help of similar to variables such as motives, dispositions, needs, and values (Hogan and Hogan, 1990), the field of psychology has not observed a single, crucial measure of employee motivation. Therefore, there is the study that measures motivation by a single straightforward item: How has the level of your work motivation level changed in the last three years? The responses of the study had range from decreased (1) to increased (5). (Takahashi, 2005) Moreover, in a way of accomplishment expected work productivity and job satisfaction motivation is the outmost element to be taken into account (Schultz Schultz, 1998). Mainly, the impacts of motivation on the work performance and productivity will attract attention towards employee motivation in the work environment (Huddleston Good, 1999). Employee with high level of motivation tends to work hard and perform better in their work as compared to the employees with low level of motivation. The understanding of the employees expectations and needs of employees at work signifies the base for their motivation. In order to increase employee satisfaction and motivation with their work, it is important to arrange employees work and the level of satisfaction with work. Motivational models are usually divided in to two between and those, which are process theories that focus on the individuals interactions with their environment and those content theories that which focus on an individuals internal attributes. Expectancy theory is one of the process motivation theory describes motivation as a function of individual or employees perception that they have about their surroundings and they will form the expectation based on these perceptions. The organizational psychology literature includes a number or many motivational theories, but based on Ghazanfar, Chuanim, Khan Bashir (2011) they have selected expectancy theory as their implementation mechanism for some reasons. Firstly, the theory has been subjected to rigorous academic testing that each of its components has been experiment and the result is there is a positive influence or relationship on employee motivation. Other researcher such as Klein (1991), Pritchard and Sanders (1973), and Arvy (1972) give support for the link or relationship between effort and E-P expectancy. Hope and Pate (1988) established that the link between instrumentality and effort is one of be the best supported of the components and measured by Lawler and Porter (1967), Snead and Harrell (1994), Klein (1991), Harrell and Stahl (1984). Pritchard and Sanders (1973) have confirmed the motivational link between effort and valence. Secondly, the theory is easily to understand and very straightforw ard. Developed by Vroom (1964), expectancy theory determines three factors that play an interactive role in motivation. Effort-performance expectancy refers to E-P expectancy that concerns the employees perception which effort is positively linked with level of performance in organization. Maslows theory shows that human needs as a role of the capacity in which the human needs have already been fulfilled. It means that human needs that are fulfilled have a low motivation value. Other than that, Herzberg explains that work satisfaction is based on the presence of intrinsic motivation, while the presence of extrinsic factors will lead to dissatisfaction of work. If there is hygienic factors, workers will be happy with their current work situation. In order to have motivated workforce in organization, the hygienic factors must be satisfied and when motivations are in place. This model is in the same type as the theories of Lewin and Vroom that it is concern with the influence of perception and expectancy on motivation. However, this model is a more comprehensive theory than the other theories. The model is based on the following propositions: The motivational force of an individual is based on how individual see the value of the goal, the power required achieving the goal and the probability that the goal will be achieved. Because of individuals past experience is similar of situation, it will enable to a better self-assessment of the required effort, ability perform well and achieve the goal Performance achievement can be achieved by individual efforts which mean individual understand the task requirement and know their self-assessment of ability. Individual sees performance as lead to both rewards which is extrinsic and intrinsic can give satisfaction if individual feel the rewards are fair. This model is most complete and has enough description of the process of motivation. Performance of employee is usually described as a joint function between both ability and motivation, and one of the primary tasks that employer have to face is motivating employee to perform to the best of their own skill or ability (Moorhead Griffin, 1998). Basically, when economists talk about incentives and motivation, it refers to type of motivation which is extrinsic motivation (Frey, 1997, Benabou and Tirole, 2003). Extrinsic motivation is a type of behavior influence by external interventions, examples your boss give reward in term of money, praise your work, or status (Frey, 1997). This type of incentives works same as quid pro quo: employee has the implicit contract that after perform well in a performance they will receive an external reward. This means that the view of monetary rewards, either in the form of incentive compensation or promotions automatically will increase employee motivation. According to Minner, Ebrahimi, and Watchel (1995), they explain that motivation consists of these three interdependent and interacting elements which are drives, needs, and incentives. As long as organizations have been operated, compensation had recognized as one of major motivator of employees in order to perform better as well as an important tool for organizations. To construct compensation systems, organization must have mutual understanding so that it can be to the organizations structure, strategies, and employees that has been an important area. To use compensation as a motivator to employee motivation, personnel employer must look at four major components of a pay structures in an organization (Popoola Ayeni 2007). These four major components are job rate, which is the importance the organization attaches to each job, payment, which employer give reward to encourage employee based on to their performance, personal or special allowances, like transport allowance and fringe b enefits such as holidays with pay and pensions. According to Akintoye (2000), he highlight that money is still be the most important motivational strategy. Early year 1911, Frederick Taylor and his scientific management associate defined money as the most important factor to motivate employee in order to achieve and improve better productivity. Taylor also defined compensation and performance based pay as one of the major tools management had to motivate employees and to improve their productivity hence reduce turnover. Money sees as an important motivating power in as much as it symbolizes intangible goals like security, prestige, power, and a feeling of accomplishment and success. Sinclair (2005) explained that the motivational power of money with the process of job choice. Sinclair explains that money has the power to attract, retain, and motivate employee in order to increase and improve performance. As example, if an employee gets another job offer, which offers best financial rewards and has same job characteristics with his current job, that employee would be motivated to leave current job and accept the new job offer. Banjoko (1996) states that employers which want to reward or punish their employees, they usually use money. This is can be done through the process of rewarding employees for increase productivity by give recognition to employee so that employee will feel fear of loss of job or other related issues such as no promotion because of not perform well in performance. The eagerness to be promoted and earn improved pay also will motivate employees. Compensation research is more focus on stressing the internal orientation to an individuals reaction to pay. This research orientation is always led by industrial organizational psychologists and has contributed to human resource management practice. The main force for this research has been the suggestion that pay will affects level of job satisfaction of employee and work behaviors or employee motivation (Oshagbemi, 2000). Generally, organizations offer their employees three types of opportunities which are (Ospina, 1996): Promotion. Pay. Challenges at work. According to Kwon (2004) there are two ways promotion provided incentives. First, wage increase upon promotion or promotion premium can be fixing by principal, and let the promotion probability depend on performance. Second, a principal also can fix the promotion probability and let the promotion premium depend on performance. Hence, both promotion probability and promotion premium will base on performance. However, the literature has only focused on the former, and mostly will ignore the final. Remind that when use for performance-based wages, in most previous models of promotion-based incentives, the principal do not have any reason to provide huge incentives, and sometimes promote employees without any reason. Our model highlights the final. Because employees in the model is same and usually makes an investment along the equilibrium path, the principal promotes them based on term unless they realized performance or wages. This is consistent based on seniority-rule in promote emplo yees. But, a wage increase with promotion based on performance in order to provide incentives for investments on job-specific human capital that does not for a new job level. In the extreme case, controlling for term, the promotion probability based whether on performance or on wages. According on a survey amongst all individual employees, Herpen, Cools Praag (2004) found a positive link that effect of promotions on intrinsic and extrinsic motivation, which leads to the effectiveness of promotion. They show that promotion will affect positively on extrinsic motivation that constant with one of the basic assumptions in the tournament model. Motivation is high in this type when employees think that they will get promotion in the future. Intrinsic motivation is not so much affected by an expected promotion but rather by a recently realized promotion. Without a realized or expected promotion in long period will lead to a decrease of intrinsic motivation (Herpen, Cools Praag, 2004). Promotions should elaborate motivation in many ways. Moreover, there often does not seem to be strong pay for performance within jobs, which only increases the clear importance of promotions for organizational incentives (Hedstrom, 1987). But for internal labor markets, the status of higher positions is more important rather than higher pay because employees tend to perform well to win the competition. Promotion defines an incentive mechanism that gives value to employees that in higher position (Takahashi, 2005). For organizations that want to motivate their employees, they must fully the incentive effects of promotion. Lazear Rosen (1981) stated that promotions have contributed a great deal in theoretical interest, especially in the tournament models. A promotion can be an indication of trust and lead to empowerment, which is correlated positively with intrinsic motivation (Deci and Ryan, 1985). In order to find out the full incentive that effect promotion, organization will analyze the relationship between perceived promotion opportunities and intrinsic motivation. Reward is the benefits that workers can get from perform well in a task, representation a service or discharging a responsibility. (Colin Pitts, 1995, p. 11.) Pay can be as the most important factor that will motivate employees and also can be motivating reward that is received when employees can perform better in a task and service. Individuals will motivate to go out and find a work in order to get pay. Pay is also can be seen as a way in order to value employees work that contributed to organization. Organization will face a problem such as hard to retain good employees in organization if employees feel reward package that they get is unfair and not satisfied. It is because pay can be a powerful demotivator towards employees (Colin Pitts, 1995). It shows that rewards absolutely can influence employee motivation. Inequity in the management of compensation such as performance that measure unfair may give negative impact to the objectives of the company, as employees will not work ha rd but want to get reward so it will lead to expense of contribution. But if the compensation pay is perceived as fair, satisfied and competitive, hence good employees are likely to stay in the organization (Schuler, 1998). Many employees think that reward package is only wages and salaries that employer give as a return of their contribution to organization. Actually the reward package is include bonuses, health insurance, pension schemes, car allowance, beneficial loans, meal allowance, profit sharing, share options and others. (Pitts, 1995, p.13). Efficient reward system can be a good motivator but an inefficient reward system can lead to demotivation of the employees. Reio and Callahon (2004) concludes that both intrinsic and extrinsic rewards motivates the employee resulted in higher productivity. Carraher et al (2006) stresses that there should be an effective reward system in organization in order to retain the quality employees and reward should provide based on their productivity. There many works has been done in order to evaluate the link between rewards and employee motivation and there are many researchers investigated and agreed that reward can give impact on employee motivation. Organization must make sure that policies and procedures to form reward system will increase employee motivation and satisfaction in order to maximize the performance of the employees. Performance-based pay (PBP) is one of the compensation schemes that have link between employee performances with pay. It can be defined as a system of remuneration in which an individuals increase in salary is solely or mainly dependent on his/her appraisal or merit rating (Swabe, 1989). Armstrong (2005) defines it more comprehensively as the process of providing a financial reward to an individual which is linked directly to individual, group or organizational performance. But Schuler (1998) maintains that PBP is not limited to financial rewards, and that non-financial rewards, such as recognition, can also constitute pay for performance. The basic reasons for PBP are performance enhancement for competitive advantage and equity (MIlkovich and Newman, 1996). In this regard, Beardwell and Holden (1995) identify several specific reasons for which managers may introduce PBP. These include: Help in recruitment and selection; Facilitate change in organizational culture; Weaken trade union power; increased role of the line manager; Greater financial control and value for money; Ability to reward and recognize performance; and Encouragement to flexibility. Proposition/ Recommendation Each researcher has their own recommendation regarding this study that investigated the relationship between compensation pay and employee motivation. Organization or employer should understand what influences individuals motivation which determines how they behave and why they behave in a certain way. Organization can use theories of motivation in order to determine level of motivation or factors that can influence employee motivation in organization. One of the theories that organization can be use is the basic one, Maslows theory. Maslows theory shows that human needs are a function of the capacity in which the needs have already been fulfilled. This means that a fulfilled need has a low motivation value. Bishop (1987) suggested that pay is directly related with productivity and reward system depends upon the size of an organization. Compensation pay such as pay or reward package and promotion will influence employee motivation in organization. For efficiency of compensation pay, organization can give compensation pay based on their size of organization. If the organization is big, employer should provided compensation pay that suitable to their employee such as high compensation pay in term of give employee high pay so that employee will motivate and tend to perform well. Consequently, it will increase employee motivation in organization and employee. Herzbergs theory explained that if employer give an opportunities for promotions and actual promotions are highly to motivate higher performance than regular pay structures. This is supported by Maslows earlier needs theory, which ranks self-esteem and self-actualization as higher-order needs compared with physiological needs, which would include pay, as lower-order needs. Promotions do usually increase pay, but the motivational influence stems from recognition, increased responsibility, more challenging work and a personal sense of accomplishment all of which are motivating factors, according to Herzberg. Herzberg even notes opportunities for advancement specifically as a motivator. If employer gives opportunity or promotion to employee, motivation of employee will increase towards to perform better in work because employee feels that employer appreciate their contribution to organization and get recognition from organization. Conclusion and Implication Human resources Compensation pay is one of the most important factors that influence employee motivation in organization. The findings of the present study adds a new perspective on the basis of a new environmental settings to the existing evidence signifying that the work motivation in the organizations is influenced by the satisfaction of the employees with their compensation, which is offered by the organization. The further analysis of the data pertaining to the satisfaction with compensation and work motivation suggest that benefits had a positive but weak relationship with the work motivation. Benefits include allowances and reimbursements for miscellaneous expenses, company housing and company conveyance. The previous researches in this regard refer benefits as not an ingredient, which motivates employees, Jacques and Roussel, (1999). Our findings relate with these findings because of the weaker relationship of benefits with work motivation. We might also find an explanation f or the inefficiency of benefits, in research by Hills, Bergmann and Scarpello (1994). Referring to surveys concerning employees, they formulate the proposition that benefits are generally perceived as a right in United States society, so they have no incentive character.

The 2000 Election :: essays research papers

The 2000 election started with many candidates. Of course there was the Democratic Party and the Republican Party, but there where also many third party candidates with ballot status. Their was a Constitution Party, Liberation Party, Natural Law Party, Prohibition Party, Reform Party and many others. The purpose of all these third parties was to influence the major parties on issues they may be ignoring or forgetting. These third parties usually focus their entire campaign on one issue. Usually a major party will take an idea from these small parties and the small parties have achieved their goal. There is usually one smaller party that will advance from the primaries and become a real candidate in the presidential election.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The primaries are used in over half of the state’s to choose the national party conventions. Each candidate who enters the election lists a slate of delegates who have promised to support the candidate at the convention. Party members show their choice for the presidential nomination by voting for the slate of delegates committed two that candidate. Primaries that select about two-thirds of the delegates are held the first six months of presidential election years† (Robert Agranoff, â€Å"Primary Elections†)   Ã‚  Ã‚  Ã‚  Ã‚  In the democratic primaries you need 2,170 delegates to win and 434 delegates left to be allocated. Bradley had 425 and Gore had 30,470. In the Republican Party primaries you need 1,034 delegates to win and at 542 the left to be allocated. Bush had 1,288, Keyes had 2, McCain had 233 and 1 was uncommitted. Once the primaries were over we knew it was all about Al Gore and George W. Bush, with Ralph Nader running independently.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"In the 1940’s about 85 percent of U.S voters reported a loyalty to one of the 2 major parties. Today only about half the voters described themselves as democrats all or republicans. Also, many people vote for candidates of more than one party. These changes show that many citizens vote on the basis of candidates and issues rather than for a party†. (Robert Agranoff â€Å"Election Campaign†)   Ã‚  Ã‚  Ã‚  Ã‚  There are many issues that go into running for president. The most important is the voter turnout. The way to get a voter turnout in your favor is to have good campaigns, good platforms, and do well in the debates. In the debates many issues came up and showed where the candidate stand on certain issues. One very important issue while running is campaign financing.

Assignment 4 Celta

Assignment 4 – Lessons from the Classroom The woods are lovely, dark and deep, But I have promises to keep, And miles to go before I sleep, And miles to go before I sleep. I decided to take the CELTA because it seemed like a fairly easy way to make some money while I traveling. However, a mere month's exposure to teaching has given me the confidence to pursue teaching English as a serious career alternative, should I ever get sick of political antics and swindlers' conspiracies. All through my life, people told me I would make a decent teacher. Now, I believe it. I believe it because I have braved the utterly nerve-racking schedule of assignment submissions and lesson planning and teaching without falling apart. Though I learned a lot from our wonderful trainers (full credits to Gabbi and Maureen) and my absolutely wonderful classmates, I really have miles to go before I sleep (literally). A month is a very short time to learn something but it is admirable that all of us have had such a tremendous growth curve. Personally, I know I have become much more confident about standing in front of a classroom full of students and talking about the finer points of the English language. Not many noticed it, but I avoided writing anything on the board the first afternoon we had Teaching Practice (TP) because my hands were shaking so vigorously. I have definitely come a long way since then. I have learned a lot from the critique and feedback by classmates and tutors, observation of peers and experienced teachers, and from self-reflection. I discovered the very first day that it was important to establish a good rapport with the students and be comfortable talking with them. Observing Darin during his first lesson taught me a very valuable lesson – I learned it was important to engage students in conversation rather than assume the role of a traditional teacher. Though Maureen commented on June 23, the first day of TP, that I established a good rapport with the students, I really feel that I felt more comfortable from the second lesson onwards. Observing Porter in the first week of the class was a big bonus. He was so much at   ease in class, so much at home. He made the students feel comfortable and involved his Advanced English students in the process of teaching and learning. I worked hard on planning from the beginning and mostly produced solid plans. On June 2, Maureen mentioned that I had a very detailed lesson plan and good language analysis. I adjusted well to the different levels of students within the class. When I was teaching elementary level classes, I made it a point to explain concepts to the weakier students and help them during the tasks if they had any difficulty. After Teaching Practice on June 26, my classmates who had observed me teaching commented that I had monitored weaker students like Carlos and Jessica well throughout the class. I think I did well in class management from the beginning. I made sure I kept all students on their toes and working hard. From the first week, when Maureen commented that I managed my classes well, till the third week, when Gabi as well as my classmates commented that I taught a good lesson to one truant students – I think my class management skills have only improved. From the beginning of Teaching Practice, both Maureen and Gabi commented that I successfully established a good rapport with the students. On the first day, Maureen wrote in my Teaching Practice Evaluation, â€Å"You established a nice rapport with the students, very friendly and confident. † When we switched levels, Gabi wrote in my Evaluation, â€Å"You built a good rapport with your new SS. † Even though I have switched to the Intermediate level, some of the Elementary level students often come up to me with doubts and questions. I have to mention that observing Darin while he taught was a fantastic experience because he has always establishes such a comfortable rapport with his students. I had a problem with excessive TTT from the very beginning. I think a major reason for this is that the Indian educational system tends to have very teacher-centered classrooms. from the beginning, the tutors and my classmates have pointed out that I need to reduce TTT and make the lessons more student-centered. Though I have tried hard to do this, I still have a long way to go before I become a minimalist talker. I do earnestly believe that student-centered learning is far more effective. It was great to observe Porter because it showed how minimalist TTT can be super effective in the classroom. Porter allowed the students to lead classroom discussion and complete his sentences. He elicited a lot of information without being verbose. I analyzed language items well before presenting them in class. On June 24, Maureen commented that I had a â€Å"detailed analysis of the grammar operation of the target language. † In the beginning, I had some trouble organizing the stages of clarification of meaning and grammar form. However, I think I improved significantly in latter classes. On July 2, when I taught relative classes, Maureen said that I used effective CCQs and did a â€Å"thorough analysis of the form and meaning. † I did help students with improving their pronunciation by doing both choral and individual oral drilling. However, I think this is one area in which I have a lot to improve. I have tried to correct students' pronunciation errors, especially at the intermediate level, but I think I should do more of this. Fernanda consistenly drills the students a lot and tells me that it is very important for them to repeat the sounds again and again before they can be comfortable with them. I think I did well in giving students practice in receptive skills of reading and listening during my lessons. On June 26 Maureen commented, â€Å"I think students received some useful reading comprehension practice, and you adapted the materials creatively. † I do have a problem with linking the stages during receptive skills lessons. As Gabi commented on July 8, I need to link tasks more clearly so students know why they are doing the activities you ar giving them. I haven't done a very good job at providing productive practice to students because I don't time my lessons too well. Most often, students don't have enough time for speaking or writing at the end of the lesson. Wilson did a fantastic job at timing his lesson on July 14 – the students had more than 15 minutes of freer speaking practice at the end of his lesson. My goals for the future are to make my lesson more student centered, to reduce TTT and to improve my timing. These have been my most significant weaknesses throughout the course. I need ot hold back and let go of my control over the class. This will help me reduce TTT while at the same time making the lesson more student-centered. To achieve this aim, I will let the students discuss everything before I step in with suggestions and clarifications. This will also make the lesson more interactive and fun for the students. I will work hard to be economical with my instructions and explanations by planning my lesson to the last detail. Timing the lesson is also a matter of careful planning. I also need to be very aware of the ticking clock. With this aim in mind, I will invest in a large clock placed strategically in the classroom so I can't miss it.

Amateurism in Ncaa Football

Paranny Aril Crawford Sandin English 101 13 October 2012 Amateurism In NCAA Football The National Collegiate Athletic Association is corrupted with sneakiness, unfairness and greediness, particularly in division one colleges. In North America, sports play a huge role, especially sports like football, hockey, basketball and baseball. Sometimes this causes us to become vanished of fairness, like are the players being treated right? A great example of injustice in sports is amateurism of football players in division one colleges.Division one and division two athletes must obtain amateurism, which is playing the sport as a hobby rather than for the money, many would define amateurism as worthy but it is really tainted and monopolized! Should NCAA athletes get paid? Numerous of people would easily answer no because college athletes are on scholarships and various athletic departments loses money even with a winning record. Also college athletes have advantages with free tuition, books, li ving expenses, food, clothing and health.Although all of these features appear wonderful but there are more cons than pros of amateurism. For example the NCAA is a business that are making money out of these athletes basically for free and yes they do receive tuition but that does not compare to the large amount of money the NCAA is making out of them. According the Stanford Review, college athletic is a multimillion-dollar industry with recruiting the best of the best in the nation. So why not pay the best of the best, if they put in all this hard work, then they should be rewarded.Instead the National Colligate Athletic Association is a monopoly because of its limitation of scholarships and other payments to boost its college sports program. Also not all of the athletes receive scholarships. College football players put in more work on the field than they do in the classrooms. For example when in season they have five-hour practices and that doesn’t include lifting for an h our and this is from Tuesday to Friday with game day on Saturday. After the season is over then they begin spring all which is just only practices and plus they don’t have a summer break because they have to stay for summer ball. We consider college athletes as student athletes but that is such an oxymoron because in realty their sport does come before their schoolwork. When playing in a big division one school, most athletes believe to make it in the big leagues but sadly only about 2% makes it. Colleges should stress more on education for so call student athletes but they don’t because of the athlete’s popularity and how the NCAA is making money out of them regardless if they have a future afterward or not.It’s horrible how the NCAA contract includes that when an athlete commits and decides to transfer to play for another school then they have to sit out a year. This rule is so unfair because coaches don’t have to do that. The NCAA is the biggest monopoly in America according to Bloomberg Businessweek Magazine. When selling college souvenirs and jerseys, videogames, etc and the athlete does not make any money from that, even if they are the main reason for those sales. It is amazing that most players receive a free education but does not compare to what the NCAA is making off of them.The players should receive a cut of these profits or gain a portion of this money after graduation so it can help them financially with their futures. Sadly the NCAA is too considerate of themselves and if an athlete is injure or not performing well then they have no problem wiping their name off the record books. The National Collegiate Athletic Association is a business that makes tons of money from college athletes. Another reason why the NCAA doesn’t pay their athletes is because they will be tax and they can lose a lot of money from that.Well, professional sports obviously pay their athletes and they are tax too but the professional leagues are doing well. College basketball and college football are highly talked about and televised just like the professional sports so it shouldn’t be a problem if college athletes get paid. With amateurism in college sports, athletic programs cheat. They secretly cheat by illegally over paying top players or handing them out free stuff. For instance Cam Newton who was an All-American quarterback playing for Auburn and Mississippi before was secretly offered 120,000 to 18,000 from Mississippi State.Playing in top division one colleges, â€Å"winning isn’t everything, it’s the only thing† and if athletic programs will cheat to have the best recruits and this is no surprise. If amateurism didn’t exist, there wouldn’t be any cheating scandals and every player will treated equally from their performance. Brown, Noah. â€Å"The NCAA Monopoly – The Toonari Post – News, Powered by the People! â€Å"

A Brief History Of Musical Theater essays

A Brief History Of Musical Theater essays Though it has its roots in European forms such as opera and operetta, what we know as musical theatre today is a form that developed in America during the 20th century. The birth of musical theatre can be traced to an 1866 production called The Black Crook, a far-fetched melodrama scheduled to open in New York City. At the same time a French ballet troupe was scheduled to appear but the theatre where the ballet was to take place burned to the ground. The producer of The Black Crook, having little faith in his show, hired the ballet troupe to be part of his production. The dances were performed in between scenes of the play, thus joining a play with music and dance. It was widely successful. Following this, most of the musicals that were seen came from the vaudeville type show. They were primarily revues with scenes and songs. Little vignettes that were separate entities, featuring very popular songs and usually a large chorus of pretty female dancers. The subject matter was light and frivolous. Popular composers of this time included Irving Berlin, Jerome Kern, George Gershwin, Cole Porter and Richard Rodgers. The lyrics were generally witty and clever, and they reflected a high order on intelligence. For example, in Youre the Top Cole Porter compares the singers beloved to a wide range of objects, stating that the person is the Colosseum and the Louvre Museum, a Bendel bonnet and a Shakespears sonnet, they rhyming the Tower of Pisa with the smile on the Mona Lisa. Another major milestone in the early development of musical theatre was the work of George M. Cohen. Cohen was a performer, writer and composer who wrote music with a very definite American strain, such as Yankee Doodle Dandy and Give My Regards to Broadway. He wrote dialogue for his shows that was more down-to-earth and was used to move the story forward. This was the birth of the book musical. A musical te...

Compare & Contrast Essay Example | Topics and Well Written Essays - 500 words

Compare & Contrast - Essay Example The word â€Å"Fall† on the other hand (need I say more), connotes perhaps a â€Å"Fall from Grace.† This season reminds one primarily of old age, rot and decay. The scent in the air is of aging pines and burning autumn leaves damp with the cold feeling of a tomb. That same cold rainy dampness often creates an ache in the body that hints at mortality. Yes, there is a time of vibrant colors, leaves turning crimson and gold, but they soon fall to the ground wither and brown. While it is true that the blooms of flowers in spring also fade, they do so in a much more graceful way. Petal by petal fall and decorate the landscape, and just as suddenly they simply vanish. Leaves, on the other hand, have to be gathered up or they simply decompose and decay where they are. For me it seems that the world waits for spring to arrive. Winter is a time of rest and as the spring thaws surfaces, life begins again. Spring is a season of renewal and rebirth, which never comes early enough and can never outstay its welcome. It has often been said that Spring comes in on the wings of robins. The appearance of robin redbreast is the announcement that winter is over and Spring has come to stay. All the birds follow suit after that, cardinals, blue jays, goldfinch and all seem to come out of nowhere and into the here and now. Spring itself seems to magically appear. One day there is only the hint of enclosed blossoms on the Cherry trees and the next day spring seems to be in full bloom. Fall seems to be the season of the crow. The loud â€Å"caw-caw-caw† of this ravenous raven seems to echo through the woods and streets and towns in falls. Cemeteries look appropriately adorned with brown fall leaves blowing about and leafless desolate trees whose empty branches whip in the wind. The crows perch on he limbs in an attempt to replace the missing leaves and dot the trees with their dower countenances. Fall, like the crow,

Riordan Corporate Compliance Plan Essay Example | Topics and Well Written Essays - 2500 words

Riordan Corporate Compliance Plan - Essay Example Nonetheless if one makes analysis of the organization from the legal point of view, one finds that the organization has a great deal of compliance issues that it needs to address. It is in this area that the Riordan Manufacturing organization is necessitated to revisit its corporate compliance policies in order to come up with a new compliance plan that will bring about legal compliance in all areas of its business operation. This paper thus draws up a compliance plan for Riordan Manufacturing. Mission Statement The focus of the Riordan Manufacturing can be simplified in manifold categories. Riordan Manufacturing has a belief that the organization is the main player in the plastics industry. The company thus focuses on six sigma and cutting edge research and development that exceed the industry standards. In addition, Riordan endeavors to offer solutions to its customers and create long-lasting relationships by providing, innovative solutions, good prices and focusing on customer nee ds. Goals and Objectives Riordan Manufacturing organization is known to apply the modern innovative manufacturing discipline (Six Sigma). In addition the organization has implemented the highest quality standards (ISO 9000) with the objective of maintaining their leadership in the plastics market and to keep a flexible position with respect to identifying the industry’s market trends. Regarding to the customer relationships of the organization, the Riordan Manufacturing organization is seeking to help its customers in all possible ways in order to add to their intentions of becoming a solution provider for the industry. With regard to the same, the company aims to ensure quality control among its products and remain innovative, while providing responsive solutions its customers. Regarding it customers, the objective is to create a long-term relationship, that are beneficial to the company and the customers. With respect to the organization’s internal environment, the o rganization intends to focus its attention mainly on its personnel through the establishment of a team-oriented environment. The reason behind all these is for maintenance of a clear path that heads for holistic innovativeness of the organization. In addition to providing training for its employees, the organization gives the necessary information needed as well as the support required for maintenance of culture that complements the intentions of the organization and the demands for the market. To sum up all, the organization does place highly the financial and human capital that guarantees the continuous growth of the Riordan Manufacturing. Purpose of the Compliance Program This corporate compliance program has been designed with the intention of giving Riordan Manufacturing a reasonable assurance, that the organization will remain in compliance with all applicable state, federal and international laws that apply to the business operations. A Riordan organization is facing very man y legal and ethical responsibilities that are viewed to have a great impact on the customer relationships, employees and ultimately the future of the organization. Therefore in line with the current economic challenges that prevail in the United States, it is crucial for organizations like Riordan Manufacturing to comply with the laid down corporate rules and regulations as specified by the existing regime on corporations.