Sweatshop Abuse and MIT’s Prospective Actions in Pursuit of Internation

Sweatshop Abuse and MIT’s Prospective Actions in Pursuit of International Labor Justice The term â€Å"sweatshop† refers to those factories relying on the exploitation and abuse of workers. Often (although not always) located in developing countries, these factories have been frequented by independent university researchers, who have published numerous accounts of worker imprisonment and physical abuse, as well as economic evidence revealing that many of these factories pay wages so small that their workers cannot live outside poverty. Several factories use horrific labor practices, and many factory workers have also been severely burned or mutilated in the workplace, while women among the labor population have often been forced to take birth control or abort their pregnancies (Given, 1997; Fernandez, 1997). The health burdens placed upon sweatshop workers have been extensively documented, and include exposure to noxious fumes, organophosphate compounds, and silica dust, resulting in record high cancer, asthma, bronchitis, pneumoconiosis, and leukemia rates in ma ny regions because workers aren’t provided with masks and gloves (Kim et al., 2000). These abuses are neither just nor irreconcilable, but many people believe that sweatshops are an economic necessity and will come to pass on their own with economic development. Closer examination of both the social and economic dimensions of sweatshop labor, however, reveals this presumption to be far from the truth. Most objections to anti-sweatshop action stem from the idea that sweatshop jobs are the best opportunities available to people living in poor conditions. â€Å"They keep coming back day after day, so they must want these jobs.† Trying to make the jobs better will simply me... ..., February). Sweat Shop Workers Struggle in New York’s Chinatown. Z Magazine. Kim, Jim Yong et al. (2000). Dying for Growth: Global Inequality and the Health of the Poor. Cambridge: Common Courage Press. Meyer, Karl (1997, June 28). Editorial Notebook. The New York Times. Mort, Jo-Ann. (1996, Fall). Immigrant Dreams: Sweatshop Workers Speak. Dissent. Richburg, Keith B. & Swardson, Anne. (1996, August 5-11). Sweatshops or Economic Development? Washington Post National Weekly Edition. Rosen, Sonia A., Jaffe, Maurren, & Perez-Lopez, Jorge. (1997). The Apparel Industry and Codes of Conduct: A Solution to the International Child Labor Problems. Upland, PA: Diane. Ross, Andrew. (1997). No Sweat: Fashion, Free Trade, and the Rights of Garment Workers. New York: Verso. Salomon, Larry. (1996, September/October). Sweatshops in the Spotlight. Third Force.

Cystic Fibrosis Essay

Cystic Fibrosis is one of the most widespread genetic disorders in the modern world. While only 30,000 members of the American population is affected by the disease, millions of Americans are carriers of the disease; the difference between carriers and sufferers of the disease lies in the autosomal recessive nature of Cystic fibrosis. A truly documented history of Cystic fibrosis did not exist until well into the 1930s, although people did have an idea of what it was, as shown by the old German saying that â€Å"A child whose forehead tastes like salt when kissed will soon die†. It was not until recently that scientists learned that the disease arises from a mutation in the CF gene located on chromosome 7. This is the gene that is responsible for the proper production of the protein CFTR, a protein that controls the movement of salt and water in and out of the cells in a person’s body. In a person with Cystic fibrosis, the lack of a properly functioning CFTR protein cau ses for the production of sticky mucus that is excessively thick and very salty sweat. This mucus can then either clog the airways, causing progressive damage and complications with the respiratory system, or can also block ducts in the pancreas, which basically causes vitamin deficiency and malnutrition. Cystic Fibrosis currently has no cure, but there are many treatment options to help minimize the effects of the disease to help people live well into their 40’s or 50’s. Nowadays there are a lot of organizations and charities aiming to raise awareness of the disease to provide researchers with enough money to hopefully find a cure, and with new aspects of the disease being learned with each project, the hope of a cure does not seem that far-fetched. Bibliography â€Å"Cystic Fibrosis Symptoms, Causes, Treatment – What Are Other Names for Cystic Fibrosis? – MedicineNet.† MedicineNet. N.p., n.d. Web. 27 Aug. 2013. â€Å"Cystic Fibrosis.† – Genetics Home Reference. N.p., n.d. Web. 27 Aug. 2013. â€Å"Discovery Health.† Discovery Fit and Health. N.p., n.d. Web. 27 Aug. 2013. Staff, Mayo Clinic. â€Å"Definition.† Mayo Clinic. Mayo Foundation for Medical Education and Research, 13 June 2012. Web. 27 Aug. 2013.

Issues in the Mock Negotiation Problem Essay

Being a member of the Local 5000 in this whole project I could point out numerous things that make the employees at Auto Products Corporation want things better. There seems to be issues at the Indianapolis plant concerning overtime, premium pay, and even subcontracting instead of using their own employees to do the work. What I have also gotten from this mock negotiation is that in the past, the union and management have been satisfactory. Different viewpoints: I have not had a very good experience with my teammates on this project. I agree that this should’ve been a fun project but it has been very stressful to me. As far as different viewpoints I feel again as though I’ve done this whole project by myself because everything I posted the only response I received most of the time is â€Å"sounds good†, â€Å"I agree†, â€Å"good idea†. I could go on and on about how my views differed from my teammates or how I feel like I had no help in the negotiation. I also feel as though I played the role of secretary and chairperson in this project but overall I am satisfied with the final results on our issues raised to management. Research Provided: Research was provided for my team by me concerning the current seniority clause, required overtime, and the issues concerning the company’s right to subcontract. The union wanted to stick to the current seniority clause, which management agreed, because it isn’t fair that junior employees can come in before a senior at the company to take the place of a job when a senior employee is qualified to fill the position. I provided the following research to my team from the textbook: In many contracts, seniority governs promotions when a senior employee is â€Å"qualified† to fill the position in question. Under others, seniority becomes the determining factor in promotions when the senior has the ability for the job in question equal to that of all other employees who may desire the better job.(Text page359) Sticking with the current seniority clause will ensure that positions are filled properly. Also, in the Mock Negotiation it states that the company has the right to require overtime in the existing contract but there was an issue raised by the employees that the supervisor isn’t fair and that they have been giving their friends the opportunity to earn the extra money and discriminating against the other employees. For this issue I provided the following research from the textbook: The Fair Labor Standards Act of 1938 places no restriction on employees to work more than 40 hours in a workweek, other than the employees who work more than 40 hours must be paid at least one and one-half times their regular rate of pay for all hours in excess of 40 hours. The textbook also states that when a supervisor makes an error in the regard of offering his/her friends to work overtime and discriminating others; the employer may be faced with a grievance filed by the employee and ask for the amount of money he/she would have earned if he/she would’ve worked. Also, the situation of paying for the same work twice at overtime rates.(text pages288-290) This could be a major disaster if the company doesn’t fix this and if it isn’t then many possible grievances can still be filed. On the issues concerning the company’s right to subcontract, in the negotiation it stated that for many years each skilled tradesperson has worked only within his or her trade and five months ago the company required a mechanic to do a job normally performed by a plumber. A grievance was filed and the arbitrator sustained the position of the union on the basis of the â€Å"past practice† principle. I provided the following research from the textbook for my team: The union should ask the the company add a subcontracting section in the labor agreement. The textbook gives an example of a subcontracting section in a labor agreement that states whenever the company contemplates contracting out any type of work normally performed by a maintenance employees, it shall inform the President, Chairman, and Grievance Committee and the affected Shop Steward of its intentions prior to making a decision to award the contract.(text page389)This would be great considering for many years the company had each skilled tradeperson working only within his or her trade. When the company required a mechanic for a job that normally was performed by a plumber the employee and union filed a grievance. The company should stick with â€Å"past practice† and continue to keep their tradepeople working only within his or her trade. If not then workrightspress.com states that stewards can do the following: Past practices grievances are well suited for group action. Unions can: †¢ Encourage numbers of workers to file grievances on the matter †¢ Distribute leaflets about the dispute †¢ Circulate petitions †¢ Hold meetings during breaks †¢ Picket before or after work or during breaks (being sure not to interfere with employees, suppliers, or shippers) Also in the textbook, the example also states that the union retains the right to examine any existing or new subcontracting agreement for the purposes of checking wage scales and the specific work contracted.(text page389) These are great things we could put in the subcontracting section of the labor agreement. Also in the subcontracting section in the labor agreement, I think the union should also ask that limitations be put in place such as: 1. Requiring the employer to have an agreement that subcontractors will be used only on special occasions ( where specialized equipment that isn’t on company premises is required or where special skills are needed ) 2. No-layoff guarantees to current employees (as in â€Å"no employee of any craft, which craft is being utilized by an outside contractor, shall be laid off as long as the outside contractor is in the plant doing work that employees in such craft are able to do.† 3. Provisions giving the union veto power over any or all subcontracting 4. Requirements that the management prove to the union that time, expense, or facility considerations prevent it from allowing current employees to perform the work. (text page388) The Local 5000 Union Demands: After reading the Mock Negotiation the union decided on the following demands mainly on the issues raised in the negotiation. The union has developed the following demands concerning the Mock Negotiation at Auto Products Corporation for the Indianapolis plant: 1. The union will not permit any change in the medical insurance program. The union wants to fight for better benefit packages, which would include a 401K and also better medical insurances. In the current contract, the medical insurance program does not cover employees that are laid off for more than 30 consecutive days and 80% of the employees laid off, have been laid off for longer than 30 consecutive days. We would like to ask that management remove this and also; still cover the employee’s on layoff, visits to physician offices, hospitals, and emergency rooms up to 60 days. 2. The union would also like to ask the company add a 401k, the union would ask that the company match dollar for dollar what the employees decide to put into their 401k.This will help employees’ retirement. We would also like to administer an Employee Stock Ownership Program which entitles employees’ 5 shares of company stock yearly. 3. The union would also like to stick with the current seniority clause that provides for promotions based on length of service and ability. If the company says that promotions are bid for on a departmental basis then the department that has the position open should be available to the candidate within the company that has seniority based on length of service and ability before a junior employee. 4. The union would also like to discuss the current contract about r equired overtime. The union insists on paying employees time-and-a-half while working these days and insisting that the company use a volunteer method when selecting the employees to work on these days. 5. I think that the union should also place a restriction on the company’s right to subcontract. No subcontracting can occur when skilled trades are available to do the work. When the company contemplates contracting out any type of work normally performed by a company employee, it shall inform the President, Chairman, and Grievance Committee and the affected Shop Steward of its intentions prior to making a decision to honor the contract; allowing the company to subcontract only if, all of their own personal resources have been exhausted. 6. As part of the union, I would also like recommend placing demands on management to allow for a supplementary unemployment benefit program to help dislocated workers. The first is supplementing the unemployment benefits of various state unemployment insurance systems. Second is allowing further income to still unemployed workers after state payments have been exhausted. Without sub pay, laid off workers will start looking for new employment and will most likely be unavailable to return to their original position when an opening occurs. We would also like to remind you that a sub pay clause can catch the attention of the most talented people looking for jobs, people like to work for companies that take care of their employees. Also asking management to supplement the union employee’s unemployment benefits (while laid off through no fault of their own) and allow for up to 90% of their original pay for a maximum of 52 weeks’. 7. I would like to recommend the union demand the removal of the no-strike clause because grievance procedures in some cases seem to not work like they should. I believe a strike or slowdown might help convince man agement that something needs to change. 8. The union would also like an annual wage increase for all workers along with adjusting the escalator clause in the current contract. The current contract provides for a $.03 increase in wages for each .4-point increase in the Consumer Price Index (CPI). We as the union ask that the company provides a $0.10 increase in wages for each 0.5-point increase in the CPI. I feel these demands were adequate for negotiations because these demands will benefit our employees and fix the problems that are going on at the plant. Although not all were agreed on the only demand that didn’t even get a second look would be adding a supplemental unemployment benefits for dislocated workers. Which I understand this is due to APC’s current costs due to the current loan the company has just borrowed. The Bargaining Zone: Going into this negotiation the union, in all, knew that APC would try and change the medical benefits for their employees. Our demand states that we weren’t going to accept any change to the medical benefits but our plan was to ask for this and negotiate in permitting the company to only pay 80% of medical costs throughout the new contract. Management and the union chairperson, Ziaria, agreed that the company pay for 65% of medical costs throughout the course of the new contract. Our final result was close to what we were original to in the first place so I’d say we accomplished what we wanted in the bargaining zone for this demand. Another demand in which we knew that management would counter on would be the current No-Strike Clause in the current contract. The union requested that this clause be removed and management wouldn’t accept this claiming â€Å"Auto Product Corporation is a production company. Feasibly, we are not able to produce the volumes of quality parts for our vendors when the company is being disrupted with strikes and work slowdowns. Our Local unions file grievances for their members and they go through the process. The contract contains a standard grievance procedure and provide for arbitration for all disputes arising under the contract. The company, with the help of its 3800 employees wants to remain vital to the community, vendors and families of our employees; we can only be effective, if we are producing quality parts.† But, the entire time, the union knew this wasn’t going to work and Paul had mentioned a No-Sue section to be added which management had no problem with. Our bargaining limits on this were accomplished with ease considering management said they had no problem adding this as long as the union was not directly involved or instigating a strike or slowdown. The Negotiation Process: Overall I would have to say that the negotiation process was somewhat difficult in the beginning because management was unsatisfied with our demands refusing pretty much all of them. I feel like the union was more willing to negotiate but that could be because our goal was the employees and the managements goal was reducing costs. For example, the union and management went back and forth on decreasing the amount of stewards to job families, trying to reduce stewards from having 60 to 20 and decreasing the amount of time they have to do grievance work daily. The union and management also went back and forth on non-productive time. Management wanted employees to clock out for lunch and then only have a 5 minute paid wash up at the end of their shift. The union agreed on clocking out for lunch but wanted to keep the 10 minute wash up and management wouldn’t accept this until the very end of negotiations. Besides these two matters, the negotiation process went rather smoothly. My personal thoughts: There are things that I wish would have went differently. For example, my teammates should’ve contributed more to discussions. I feel as though I was constantly waiting on a response from them and more than half the time I would only hear from Paul and as I discussed earlier he would respond mainly with â€Å"I agree† which gives me no other viewpoints or if I should have done things differently. Or, the would respond after deadlines to where I couldn’t change anything. Then, Ziaria, not being in hardly any of our discussions goes in the boardroom and conducts negotiations without even consulting with me or Paul. I understand though that you can’t always choose your teammates. Conclusion: Before conducting these negotiations I went into this thinking I wanted to be on a management team because I have always had this view of unions being dramatic. Instead, my views now are more pro-union because this negotiation has taught me that unions are there for your rights as an employee. When management tries to change the contract, you as an employee, should want the union there to try and get the best possible outcomes for all employees because management is just going to try and cut costs any way they can. Overall I found this project to be interesting and informative on the things that actual companies negotiate on. References: â€Å"The Mock Negotiation Problem.† Sloane, Arthur A., Witney, Fred. Labor Relations. Prentice Hall- Pearson Education, 2012. 435-440. Work Rights Press. How to Win Past Practice Grievances. n.d. 16 November 2012 .

Criteria for Judging a Research Study †International Business (300 Level Course)

Criteria for Judging a Research Study – International Business (300 Level Course) Free Online Research Papers Criteria for Judging a Research Study International Business (300 Level Course) The article â€Å"Investigating the impact of international cosmetics advertising in China† is written by Bradley R. Barnes, who researches and lectures in marketing at Leeds University Business School, Philip J. Kitchen, who holds the Chair in Strategic Marketing and founded and directed the Executive MBA programme, and Graham Spickett-Jones, who is a lecturer in Marketing at Hull University Business School, and Qionglei Yu, who is Lecturer in marketing at the Hangzhou University of Commerce, China. The article is described in the International Journal of Advertising, 23, pp. 361-387, 2004 Advertising Association and published by the World Advertising Research Center. 1.Review of previous research 44 references from 1970 to 2001 are used for this article. The authors review these references and describe where these data or words come from. They research many literatures not only the field of Marketing of China but also the culture and history of China. In addition, among the authors, the expert in Marketing of China is included. Therefore, I think that their information of the previous research is enough. 2.Statement of the research problem and the purpose of the study They describe clearly their statement of the problem. Their purpose is Chinese women’s perception of international advertising from a Chinese cultural context. Currently, there is a crossroad between old customs and modern thinking in China. Chinese women experience a mixture of traditional culture and modern-world tendencies. On the other hand, they obtain great pleasure form the new power to make decisions regarding their appearance and status quo. The author says that although many experts researched and described about Chinese women’s perception, the contexts are somewhat scant and little has been concluded. That is the reason why they decided to do more researches. Their study is explanatory style and I can not see any predictive style and hypotheses in the article. 3.Description of the research procedures They describe clearly how the study was conducted. Firstly, they describe the background of Chinese people. For example, according to the article â€Å"Chinese people have a strong belief in a certain stereotypical model of the typical woman, and this accepted by the public.† â€Å"They experience great anxiety and a pressure to maintain the status quo (Afshar 1991).† Next, they describe literature review: factors influencing cosmetic advertising decisions in China. In this section, they explain what kind of advertising is effective approach. For example, international advertising approach which is used for all markets, localized approach which is changed by the area, or combination approach. Company should translate their original brand name into Chinese name or not because according this article, â€Å"China has a distinctive language and easy-to-pronounce and meaningful names are important for the initial stage in generating customer attention.† For example, C oca-Cola was translated into a Chinese name to get the attention of Chinese customer, which had the meaning of â€Å"tasty and happy† even though there is a little different form the meaning of the origin name. Third, they research the effective of back music. Fourth, they research the range of age of customers who are interested in the cosmetic. They limit the range of age from 20 to 35. Fifth, they research by using a questionnaire and break down it to six parts: Table 1 ‘Demographic†, Table 2 â€Å"Reference of brand name†, Table 3 â€Å"Reference for music and model’s ethnic origin†, Table 4 â€Å"Individual and reference groups†, Table 5 â€Å"Relationship appeal in advertisement† and Table 6 â€Å"Levels of influence associate with various media source.† Finally, they describe the result from their researches. 4.Flaws in procedural design First, although their research is clear and enough the purpose and procedure, their conclusion is ambiguous because the result of their data is ambiguous. Most data locate neutral which means that the participants answered ambiguously. Ambiguous answer is not always accurate. If they want to dodge their answer or do not have any idea, they would answer neutral position. I think that although Chinese people desire to change, they can not change back stage. Therefore, they can not answer clearly by nature characteristic. Finally, in this research, they could not describe their results strongly. In addition, they do not research by predictive style. If potential companies create advertising to sell something, the most necessary data would be future’s trend. Second, why their research limited from the age 20 to 35? When I asked my Chinese friends, they answered that the Chinese women of high class, who are the age from 40 to 60, also make up and also the Chinese women of all ages are interested in the base cosmetic and take care their face. My opinion is that they should create a questionnaire which has just three categories: Unimportant, Very important or no idea to Chinese people. If they do, they would be able to get clearer result than this research. In addition, they should expand the range of age. Cosmetic products include base goods which are lotion, milky lotion, massage cream etc. There products would be used by wider range Chinese women than that of this research. 5.Analysis of data After they gathered their questionnaire, they organize to six tables and one graph. Then they describe the result of their research obediently. 6.Results and discussion Finally they describe six results. First, the target of the range of age is from 20 -35 because they researched that the women are affected by the cosmetic advertising. Second, level of importance with language and the brand results ‘neutral’ opinion 43%. Therefore, they conclude that none of the respondents had a strong preference for the translation of international brand names into mandarin. Third, according to the preference for music, the number of respondents with a preference for either Western or Oriental models in cosmetics advertisements also express a ‘neutral’ attitude 43%. As a result of the findings, music is not considered critically important to Chinese female consumers. That means that they do not need to change or compose a new piece of music adjusted to Chinese tastes. (P378) Fourth, Chinese women are very sensitive when they evaluate cosmetic products because cosmetic products related to the issue of health and beauty. Therefore, Chinese women need Friends or opinions of specialists when they select their cosmetic products. Fifth, the result of the relationship appeal in advertisements is that the boyfriend/girlfriend or sister/sister relationship is most positive. Next, according to Saywell’s research, Mother/daughter relationship or husband/wife relationship is less attractive because these relationships are traditional types of relationship. As Chinese women desire new something, this research strongly express the present Chinese women. 7.References Current China change greatly. So, even though these references are relatively new, I can not say the references are complete. In addition, even this article may not be competing because Chinese economy progress rapidly. Some of the most important reference sources in the field is 8.Researcher reputation 9.General comments about the report It is clearly written an understandable. The strength is that the researchers are experts in Marketing and they have much information and knowledge. In addition, a Chinese expert of this field is included as a writer of this article. The weaknesses of the research are the only one woman researcher and only she is Chinese. Other researchers who have authority are men and not Chinese. My opinion is that they should have described more detail background about the interest of Chinese women in the cosmetic products. In addition, As China culture is high-context culture; they should have devised their questionnaire style. Research Papers on Criteria for Judging a Research Study - International Business (300 Level Course)Analysis of Ebay Expanding into AsiaDefinition of Export QuotasInfluences of Socio-Economic Status of Married MalesResearch Process Part OneAnalysis Of A Cosmetics AdvertisementEffects of Television Violence on ChildrenMind TravelThe Relationship Between Delinquency and Drug UseWhere Wild and West MeetHip-Hop is Art

The History and Career of Smokey the Bear

The History and Career of Smokey the Bear Smokey Bear came to us by necessity. At the beginning of World War II, Americans feared that an enemy attack or sabotage could destroy our forest resources at a time when wood products were greatly needed. In the spring of 1942, a Japanese submarine fired shells onto an oil field in Southern California near Los Padres National Forest. Government officials were relieved that the shelling did not start a forest fire but were determined to provide protection. The USDA Forest Service organized the Cooperative Forest Fire Prevention (CFFP) Program in 1942. It encouraged citizens nationwide to make a personal effort to prevent forest fires. It was a mobilized civilian effort in support of the war effort to protect valuable trees. Timber was a primary commodity for battleships, gunstocks, and packing crates for military transport. Character Development Walt Disneys Bambi character was very popular and was used on an initial anti-fire poster. The success of this poster demonstrated that an animal of the forest was the best messenger to promote the prevention of accidental forest fires. On August 2, 1944, the Forest Service and the War Advertising Council introduced a bear as their campaign symbol.​ Albert Staehle, noted illustrator of animals, worked with this description to paint the forest fire prevention bear. His art appeared in the 1945 campaign, and the advertising symbol was given the name Smokey Bear. The bear was named Smokey after Smokey Joe Martin, who was Assistant Chief of the New York City Fire Department from 1919 to 1930. Rudy Wendelin, an artist for the Forest Service, began producing a tremendous quantity of Smokey Bear art in various media for special events, publications, and licensed products to promote the fire prevention symbol. Long after retiring, he created the art for the Smokey Bears 40th anniversary commemorative U.S. Postage stamp. Many within the Forest Service still acknowledge Wendelin as being the true Smokey Bear artist. The Ad Campaign After World War II, the War Advertising Council changed its name to The Advertising Council. In the years that followed, the focus of Smokeys campaign broadened to appeal to children as well as adults. But it was not until the 1965 campaign and the work of Smokey artist Chuck Kuderna that Smokeys image evolved into the one we know today. The Smokey Bear concept has matured into a cottage industry of collectibles and educational material on fire prevention. One of the most popular Smokey products is a set of posters known as his educational poster collection. The Real Smokey Bear Smokey Bears living history began early in 1950 when  a burned cub survived a fire in the Lincoln National Forest near Capitan, New Mexico. Because this bear survived a terrible forest fire and won the love and imagination of the American public, many people mistakenly believe the cub was the original Smokey Bear but, in reality, he did not come along until the advertising symbol was almost six years old. After being nursed back to health, Smokey came to live at the National Zoo in Washington, D.C. as a living counterpart to the CFFP Programs fire prevention symbol. Over the years, thousands of people from around the world came to see Smokey Bear at the National Zoo. A mate, Goldie, was introduced with the hope a young Smokey would continue the tradition of the famous living symbol. These efforts failed and an adopted son was sent to the zoo so the aged bear could retire on May 2, 1975. After many years of popularity, the original Smokey died in 1976. His remains were returned to Capitan and rest beneath a stone marker in Smokey Bear Historical State Park. For more than 15 years, the adopted Smokey carried on as the living symbol, but in 1990, when the second Smokey Bear died, the living symbol was laid to rest. Smokeys Detractors Smokey Bears task is becoming increasingly difficult. In years past, it was a challenge for his message to reach traditional visitors to the forest. Now we are faced with getting his wildfire prevention message to an increasing number of people who live in and around these areas. But Smokey the Bear may have done too good a job. There are some who suggest that we have eliminated fire to the point that it is hurting not only forest management but is building fuels for future fire disaster. They dont want Smokeys message out anymore. Charles Little, in an editorial called Smokeys Revenge, states that in many circles the bear is a pariah. Even at the National Zoo in Washington DC, which tends to be inclusive, the popular Smokey Bear exhibit was quietly dismantled in 1991 - after having featured since 1950 a bear going by this name (involving two separate animals). The point is, Smokeys ecological correctness quotient is low, as an increasing number of forest ecologists have been pointing out in recent years. We anthropomorphize at our peril. Another good essay was written by Jim Carrier for High Country News. It gives a humorous but somewhat cynical view of Smokey. He does not sugar-coat and offers a very entertaining piece called  An Agency Icon at 50. This is a must read! Adapted from USDA Forest Service Publication FS-551 The Real Smokey Bear Smokey Bears living history began early in 1950, when a burned cub survived a fire in the Lincoln National Forest near Capitan, New Mexico. Because this bear survived a terrible forest fire and won the love and imagination of the American public, many people mistakenly believe the cub was the original Smokey Bear, but in reality he did not come along until the advertising symbol was almost six years old. After being nursed back to health, Smokey came to live at the National Zoo in Washington, D.C., as a living counterpart to the CFFP Programs fire prevention symbol. Over the years, thousands of people from around the world came to see Smokey Bear at the National Zoo. A mate, Goldie, was introduced with the hope a young Smokey would continue the tradition of the famous living symbol. These efforts failed and an adopted son was sent to the zoo so the aged bear could retire on May 2, 1975. After many years of popularity, the original Smokey died in 1976. His remains were returned to Capitan and rest beneath a stone marker in Smokey Bear Historical State Park. For more than 15 years, the adopted Smokey carried on as the living symbol, but in 1990, when the second Smokey Bear died, the living symbol was laid to rest. Smokeys Detractors Smokey Bears task is becoming increasingly difficult. In years past, it was a challenge for his message to reach traditional visitors to the forest. Now we are faced with getting his wildfire prevention message to an increasing number of people who live in and around these areas. But Smokey the Bear may have done too good a job. There are some who suggest that we have eliminated fire to the point that it is hurting not only forest management but is building fuels for future fire disaster. They dont want Smokeys message out anymore. Charles Little, in an editorial called Smokeys Revenge, states that in many circles the bear is a pariah. Even at the National Zoo in Washington DC, which tends to be inclusive, the popular Smokey Bear exhibit was quietly dismantled in 1991 - after having featured since 1950 a bear going by this name (involving two separate animals). The point is, Smokeys ecological correctness quotient is low, as an increasing number of forest ecologists have been pointing out in recent years. We anthropomorphize at our peril. Another good essay was written by Jim Carrier for High Country News. It gives a humorous but somewhat cynical view of Smokey. He does not sugar-coat and offers a very entertaining piece called An Agency Icon at 50. This is a must read! Adapted from USDA Forest Service Publication FS-551

Difference Between an Immigrant Visa and Nonimmigrant Visa

Difference Between an Immigrant Visa and Nonimmigrant Visa What Is the difference between an immigrant visa and a nonimmigrant visa? Your choice of visa is determined by the purpose of your travel to the United States. If your stay will be temporary, then youll want to make an application for a nonimmigrant visa. This type of visa allows you to travel to a U.S. port-of-entry to request admittance from a Department of Homeland Security official. If you are a citizen of a country thats part of the Visa Waiver Program, you may come to the U.S. without a visa if you meet certain requirements. There are more than 20 visas available under the nonimmigrant classification, to cover the variety of reasons why someone may visit for a short time. These reasons include tourism, business, medical treatment and certain types of temporary work. Immigrant visas are granted to those who intend to live and work permanently in the U.S. There are 4 major categories within this visa classification, including immediate relatives, special immigrants, family-sponsored and employer-sponsored.

Reading response #10 Assignment Example | Topics and Well Written Essays - 500 words

Reading response #10 - Assignment Example Skehan clearly explains that it is not impossible for children to become native speakers of a language that they would have considered as foreign in their homeland. Provided the child arrives before the age of 12 in the new country, his brain is still young and flexible enough to absorb the new language to the point where he will be able to pass for a native speaker. However, unlike Skehan, I do not believe that language learning can be measured by variables and testing methods. The reason I disagree with him is because the tests being conducted in order to gain an understanding of the way a child learns a language is quite outdated and not truly applicable in the modern educational system of the 21st century. Unlike decades past, ESL learners now have more opportunities for exposure to a new language that is not limited to the school setting. In fact, these language learners, thanks to the advent of the internet and social media, oftentimes find themselves already exposed to and learning a new language long before they need to formally need to learn the new language. Ema Ushioda and Zoltan Dorneye actually built a solid case for motivation as being a primary reason behind second language acquisition. For most adult English language learners, they only push themselves to learn the new language and work towards a proficiency in the English language because their survival depends upon it. Migrating a new country and being unable to communicate their thoughts and needs to those beyond their immediate family or community members almost certainly ensures that they will fail to succeed in the new life that they have chosen for themselves. As such, I would have to say that my exposure to L2 learners has proven that survival is a great motivation for them to succeed in acquiring their new language skills. Succeeding in learning the second language almost always proves to have a positive social, psychological,