How do cartoons or similar visual graphics offer discussions of cities Essay

How do cartoons or similar visual graphics offer discussions of cities and global worlds - Essay Example No matter how fantastical cartoons are, they always represent some version/representation of reality. Towns and cities are the perfect subjects for art fantasy. Diverse characters actions and situations come together so that they can be given expressions to portray creators’ ideas. Modern technology (computer graphics) contribute to this niche immensely. Distorting reality can be comprehensively achieved through graphics. Printing a cartoon strip, animated cartoons in movies and video games, all serve this purpose. Frank Millers cartoon such as Sin City portrays several terrains of the ‘city’; Projects, The Old Town and the Docks (Solesbury 94). The videogame Grand Theft Auto gives the players a chance to be criminal in ‘cities’ like New York, San Francisco, Las Vegas, Los Angeles and Miami (Solesbury 94). They are not exact copies of real cities but similarities are sufficient. Cartoons are usually created for humoristic purposes. They are specifically popular among children but they are equally popular among adults when they portray a distortion of reality like the ones in newspapers. Such cartoons deliver sarcasm poke fun at society. Comic strips in newspapers lighten up the mood. All humor, pranks and comic strips are eventually satire on common sense hierarchies of meanings (Oncu 98). Cartoon humor usually begins by considering the norms that feed the reality. They understand what is order and predictable. By juxtaposing the frames of references the humorist exposes the impurity. It gives the artist the leverage to blur the hierarchical impositions of order so laughter can ensue (Oncu 98). This is not specific to a specific city. From an anthropological perspective the study of cartoons as depicting social dynamics in a particular region is of high importance. For instance in Turkey the urbanization gives the cartoonists the leverage to poke fun at the situation when people start

Cooking Is My Hobby Essay Example for Free

Cooking Is My Hobby Essay I enjoy cooking because it keeps me happy in my life. Whenever I feel sad or upset, cooking ease that for me in a big way. I started cooking when I was 6, but it was as simple as putting ham and cheese between 2 slices of bread and used my favorite condiment of maynaise and let it heat up for about 30 seconds. When I grew older, my knowledge of food grew to new depths when I learned how to cook American food on the grill when I was 13 and my dad was the sole reason why I got better since he explained to me how to use temperature control. The 1st dish I made on my own without any kind of assistance was Alaskan Cod with Lemon Pepper which I enjoyed very much when it was baked in an oven. Now, in my college years, I evolved into making cursine in many cultures such as tacos from Mexico, crepes from France, peking duck from China, and pizza from Italy using my ingredients I purchased from HEB, Fiesta, or Chinatown in my hometown. Cooking is the only thing in which I know how to do best and I usually cook for my family, relatives, friends, or people whom I do not know. Sometimes, I cook multiple of one thing for homeless people and disturbute them across the city. My least favorite thing to cook is vegetables since I do not like them, but if someone requests them on their plate, I will not be unwilling to cook them. Instead, I would embrace their desires and make it for them. I have invested hours of my time per day to be more knowlegable about different cooking methods from various chefs instead of just one in order to be prepared for different styles of cooking and perferences from guests. My signature dish is pork and leek dumplings with either soy sauce or vinegar or my orange chicken with basil and coconut broth so if you are ever in my area, I will be willing to cook for you.

Fedex Competitors Analysis and Customer Retention Strategies

Fedex Competitors Analysis and Customer Retention Strategies Introduction It is apparent from FedEx Corporation’s (FedEx) track record of success; it is clearly a leader in the industry. Ranked the world’s #1 express transportation company with 3 million packages delivered daily, FedEx surely knows what it is doing to keep the business growing and prosperous (Williams 2005). However, like most businesses these days, there are always trials and tribulations. Important decisions must be made everyday, it is critical that quick thinking and a clearly defined method of operations management must be followed to keep things running smoothly. Of course, the true test to whether or not a solid operations management flow is in place is how the company is able to deal with the unexpected. This brief will examine who makes up FedEx’s complete customer base and how the company attempts to satisfy and retain its customers. As well, the risks taken in day to day business will be evaluated coupled with the manner FedEx is able to manage the chances it must often take. Another item for discussion is the impact of sudden demand for the industry and specifically for FedEx. Finally, FedEx’s top competitors will be studied, weighing strengths and weaknesses of each company. An evaluation will be presented as to how FedEx would fair if one of its main competitors would try to win a valued client based on the strength and weaknesses outlined. The Customers As with most successful businesses, FedEx is aware that it has a variety of different customers, including internal and external. Both external and internal customers need to be satisfied with the performance of the company to keep things on track. Reviewing the importance of both external and internal customers is critical. The internal customer for FedEx is obviously its own employees. 250,000 strong in 2005 with a 27 percent growth rate from 2004 shows that FedEx is growing quickly (Williams, 2005) and that type of growth needs to be managed appropriately. To maintain employee satisfaction, FedEx offers a competitive salary, fair working conditions, and the ability to â€Å"climb the corporate ladder† if desired. Employees boast of their success at FedEx and their true delight at working for this company throughout the company website (Fed Ex Company Website 2005). Externally, there a few more customers to consider including corporate, consumer, shareholders and stakeholders. Corporate clients, including Dell and Hewlett Packard, expect their products to be delivered on time and in good condition. As well, consumer clients expect to receive their products on time and in good condition. Shareholders, since FedEx is a public company, expect profits to be up and costs to be down. Finally, stakeholders are those people affected by the corporate actions of FedEx. Are its operations interfering with something in the community? Are its airplanes breaking noise ordinances? The bottom line is that the customers for FedEx are many and their needs are different so FedEx must consider the management of its operations from many angles. The risks There are many risks that one of FedEx’s packages not to arrive at its intended destination on time including unexpected volumes, weather, misrouting, and bottlenecks at customs. Luckily, FedEx has put into place the appropriate controls to prevent a delay of any package. As mentioned earlier, in efforts to prevent the loss of clients, FedEx has adopted policies and practices that have proven successful. To address the issue of unexpected volumes and weather problems, FedEx has built in quite a bit of redundancy into its systems. Its contingency planning is superior with proactive monitoring of weather and air traffic. As well, managers stay in close communication each day to plan, always staying one step ahead of the game. Additionally, FedEx actually has multiple hubs across the world in the case that packages need to be redirected. The automation of the sorting process keeps packages that are misrouted to a bare minimum. Packages that need special customs attention are also proactively reported to local authorities so there is minimal opportunity for those packages to slow the process. Even with these modern forms of automation in place, FedEx still prides itself on providing a human touch and treating each package as a â€Å"golden package†(FedEx Company Website 2005). Of course, if packages are delayed or do not ship to the accurate address, the company runs the risk of losing clients. Corporate clients can decide to take their contracts elsewhere and consumers will lose their feelings of loyalty if FedEx does not deliver the service it promised. FedEx’s philosophy of â€Å"Absolutely, Positively, Whatever it takes† (FedEx Company Website 2005) as discussed on its website is a direct reflection of what FedEx is willing to do to get the job done. In the unfortunate case where something goes awry with a package, FedEx also wants it customers to know there is a place to go for help and someone available at the end of the line to help work through issues. Indeed, FedEx offers many online tools to track packages as well as a phone number with live support staff 24 hours a day, 7 days a week, 365 days a year (FedEx Company Website 2005). The effects of sudden demand The effects of an unexpected and sudden demand increase can be challenging for any company. In not managed correctly, a myriad of problems can result in the express service industry. This is a direct result of the company not being able to inventory products when the demand arises (Melnyk Denzler 1996 p.447). Specific issues that can arise when sudden demand occurs include late shipments, incorrect shipments, bottlenecks, scheduling difficulties, cost increases, and capacity issues. Externally, late or incorrect shipments affect the customer relationship and have a negative impact on future business. Internally, bottlenecks can cause major issues in making shipment deadlines. In addition, without appropriate notice, staffing can be off and there can be inadequate human resources available to meet the unexpected demand. Directly, if staff needs to be scheduled at the last minute, there is a good chance that overtime wages will be required and costs can skyrocket. Finally, capacity issues are created by the unexpected demand and lack of equipment to actually transport the additional packages. Overall, to regulate unexpected demand, the operations manager needs to focus on mastery of forecasting coupled with having a flexible base of resources (Melnyk Denzler 1996 p.448). Luckily, FedEx is well positioned with its contingency plans. Like David Rebholz, executive vice-president of FedEx’s US operations and systems states â€Å"Ninety percent of the package flow is predictable – but that other 10 percent can really throw you†. All FedEx, like any other company, can do is have the procedures in place to manage that 90 percent perfectly and have the contingency plans to deal with the other 10 percent when it happens. The Competition According to a recent article in the World Trade publication (The Big Three: UPS, FEDEX and DHL 2005 p.20), FedEx, UPS, and DHL are referred to as â€Å"the big three† in the express service industry. Another formidable competitor in this market space is TNT Logistics. To consider what type of threat each one of these competitors may pose to FedEx, it is important to review each of its competitor’s strengths and weaknesses as well as their market positions. Specifically, it is important to analyze each company’s history, leadership, market presence, and potential for future growth. UPS History The United Parcel Service (UPS) began in 1907 as the American Messenger Company and has continued to grow and flourish every since (UPS Company Website 2005). The company’s ability to continually reinvent themselves to fit the markets needs has kept them at the top of its game. Leadership Michael Eskew, the current Chairman and CEO for UPS, has been at the helm in his current post since 2003. Although relatively new in this leadership role, he has served with the company since 1972 as a faithful and forward thinking employee. Ninety percent of the company is owned by managers, employees, founders, and families. This ensures that those with a vested interested in the company are represented from the front lines to upper management (UPS Company Website 2005). Market Presence UPS has established itself as the largest package delivery company in the world. To grow its express delivery services, it recently purchased Overnight and is also committed to provide its customers a full line of supply chain management services. Potential for future growth As mentioned, UPS has a strong history of positioning itself for growth during times of change and shifts in the marketplace. Last year, employee growth was 8.2% and Net Sales Growth was 9.2% (Williams, 2005). DHL History Thirty Five years ago in 1969, DHL Worldwide Network took shape as the â€Å"low cost delivery service† as it entered the marketplace and attempted to carve a niche for itself as the low cost provider. Since then, the company has been working hard to gain new customers and convince them that with lower costs, quality need not be sacrificed (Hannon 2005). From the start, DHL has committed itself to providing what it customers need. As early as the 1970s, the company realized that the globalization of trade was playing a key factor in the current business climate and adapted itself to be able to provide the services required for success in the international arena. Leadership Dr. Klaus Zumwinkel, current Chairman of the Board, is leading the way to establish DHL as a premier service with the highest quality at competitive prices (DHL Company Website 2005). Market Presence Ranked as the world leader in cross border express deliveries, DHL is spreading its wings to capture even more of the delivery services market. Setting its sights on winning more of the ground delivery business, it recently acquired Airborne. In addition, DHL seems to be stepping it up a notch in focusing on its human touch for customers as Karen Johns reports, â€Å"customers say we are much more responsive, flexible and human to deal with (Hein 2005).† Potential for future growth Another company that seems positioned as ready for growth, DHLs net sales grew by 21.6 percent last year while the employee count grew by 7% (Williams 2005). TNT History Thomas Nationwide Transport (TNT) began back in 1946 as the first express delivery service. In the 80s, the company began to offer more logistical services as they understood the market demand for it. In the 90s, the company also began to offer supply chain solutions and looked to establish themselves as innovators in the total supply chain arena (TNT Company Website 2005). Leadership Dave Kulik, Group Managing Director, is at the forefront of leading the company with new ideas in the supply chain and express delivery services industry. Leadership in the company seems to embrace advancement from within and reflects a true commitment to employee growth through many initiatives, including â€Å"Investors in People† ( TNT Company Website 2005). Market Presence Although TNT offers only about 1/6 the sales numbers of its major competitors like DHL, UPS, and Fed Ex, their customer list is impressive. A key to TNTs focused success is the targeting of specific industries. Their client list includes big users such as BMW, GM, and Proctor and Gamble (TNT Company Website 2005). Potential for future growth Although TNT appears to be flexible in adding new products and services to offer its client base, it does not seem to be as aggressive in earning additional market segments as some of its competitors. However, for the last six years, the company has recorded 22% revenue growth each year (TNT Company Website 2005). In addition, back in 2004, TNT launched a $115 billion, six-year improvement program to keep its business up to speed (Keane 2004). FedEx History Frederick W Smith had the vision for FedEx while attending Yale back in 1965. His dream became a reality in 1973 when the company first became incorporated (Journal of Business Strategy 1988, pp.15-21). Leadership FedEx’s original founder is still the CEO, Chairman, and President of the company. Since the beginning, Smith has positioned FedEx as the industry standard setter and has given all others a bar to reach for in terms of overall performance. Market Presence FedEx is the #1 express transportation company in the world and continues to grow and diversify. Its recent purchase of Kinko’s has helped to expand its retail presence as well as the supply chain management services it can provide to its customers. Potential for future growth FedEx has enjoyed exponential growth each year since the beginning and has always been able to manage the growth with ease. Last year alone, FedEx supported an 18.8% boost in sales and a jump in employees of 27.7% (Williams 2005). How does FedEx measure against the Competition? After review of FedEx and its main competitors, it is interesting to consider what may happen if one of its competitors would try to win clients from its customer base. Cleary, FedEx is a strong player in its field but the competition is fierce. In a competitive bid against its foes, FedEx would need to go on the offense, highlighting all of its attributes that make it stand out above and beyond. The best sales pitch is always a positive one, focusing on your company’s strengths rather than bad mouthing the competition. In an effort to keep important client relationships, FedEx could highlight the following: It’s original visionary and founder is still at the helm and directing the company that is still considered the industry standard setter. FedEx is the #1 express transportation company with sales revenue growth of 18.8% over last year, and net income growth 72.9% over last year (Williams 2005). FedEx’s commitment to do â€Å"Absolutely, Positively Whatever it takes† to keep the customer satisfied. It’s positive track record in the industry and ability to adapt to meet the growing needs of its client base (i.e. the purchase of Kinko’s). The commitment FedEx has to not only deliver on time but to treat each package like a â€Å"golden package†. In the case that questions arise regarding a delivery, there is always live support staff ready and available to field phone calls from consumers. Of course, packages can always be tracked on line. A competitive price offered for a competitive service with high quality standards. It appears that FedEx and UPS are both making plays to meet the end customer’s needs from both ends of the spectrum. FedEx got its start with the idea to guarantee delivery of overnight packages anywhere in the US. UPS, however, ramped up as a company focusing on ground deliveries. Both now are trying to get a piece of the other’s pie, and both are attempting to do it through acquisitions (DNS Retailing Today 2005, pp35-37). Many analysts and recent articles have placed FedEx and UPS in a direct competition for each others market space. In the article â€Å"Can FedEx Deliver More Than UPS?†, it is reported that both companies are projected to do very well but there is a belief that FedEx will do better (Tsao 2005). Specifically, the more positive outlook for FedEx has much to do with their expansion into ground deliveries where margins are higher. Conversely for UPS, it is looking to expand into a market with lower margins. Conclusion After review of FedEx’s specific customer base, the risks that it takes, the problems of sudden demand, its rivals, and a possible scenario of stolen customers, it is evident that FedEx is well positioned for success in the future. Existing competition in the marketplace will continue to put pressure on FedEx to provide high levels of service at a competitive rate. Overall, Fed Ex is well positioned to serve as an industry leader. References DHL Company Website 2005, http://www.dhl.com. ‘Federal Express Spreads its Wings’ 1988, Journal of Business Strategy, vol.9, issue 4, pp.15-21. Retrieved on October 28, 2005 from Business Source Premier Database. ‘FedEx and UPS deliver much more than mail’ 2005, DSN Retailing Today, vol.44, issue 10, pp.35-37. Retrieved on October 28, 2005 from Business Source Premier Database. FedEx Company Website 2005, http://www.fedex.com. Hannon, D 2005, ‘DHL to focus on quality, not low-cost in US market’, Purchasing, vol.134, issue 12, p.113. Retrieved October 28, 2005 from Business Source Premier Database. Hein, K 2005, ‘DHL Delivers Message: We’ll Serve You Better’, Brandweek, vol. 46, issue 32, p.4. Retrieved on October 28, 2005 from Business Source Premier Database. Keane, A 2004 ‘TNT Express Growing Plans’, Traffic World, vol. 268, issue 26, p.30. Retrieved on October 28, 2005 from Business Source Premier Database. Melnyk, S Denzler, D 1996, Operations Management; A Value-Driven Approach, William Schoof. Slack, N Chamber, S Johnston, R 2004, Operations Management, 4th Edition, Prentice Hall. Terrill, C Middlebrooks, A 2000, Market Leadership Strategies for Service Companies, NTC Business Books, Lincolnwood, IL. ‘The Big Three:UPS, FEDEX and DHL’ 2005, World Trade, vol.18, issue 8, p.20. Retrieved October 28, 2005 from Business Source Premier Database. TNT Company website 2005, http://www.tntlogistics.nl. Tsao, A 2004 ‘Can FedEx Deliver More Than UPS?’, Business Week Online, 9/10/2004. Retrieved October 28, 2005 from Business Source Premier Database. UPS Company Website 2005, http://www.ups.com. Williams, R 2005, ‘Hoovers DHL Worldwide Network S.A./N.V Corporation Overview’. Retrieved October 28, 2005 from http://www.hoovers.com/dhl. Williams, R 2005, ‘Hoovers Fed Ex Corporation Overview’. Retrieved October 28, 2005 from http://www.hoovers.com/fedex. Williams, R 2005, ‘Hoovers TNT Logistics Holdings B.V. Overview’. Retrieved October 28, 2005 from http://www.hoovers.com/tnt-logistics. Williams, R 2005, ‘Hoovers United Parcel Service, Inc. Overview’. Retrieved October 28, 2005 from http://www.hoovers.com/ups.

Immigrants Escaping from Poverty :: Immigration Illegal Essays Papers

For a long time, illegal immigrants have been entering the United States, and it has been a big issue concerning the world today. Hispanics today form the fastest growing ethnic minority in the United States. An example of how many illegal immigrants migrate to the U.S. is found in the book Voyages by Cathy Small; she explains that many Tongan immigrants migrated in the year 1976. Out of 1,993 Tongan’s, Olunga had grown approximately 2%, so by all means that at least 40% of its population had migrated between the years 1956 and 1976. By 1970 the inhabitants’ population growth was already dropping. This means that there were 200 people less than the past years. Many immigrants want to migrate to the United States to gain a better life for their families, for economic opportunity, and to escape political persecution. Many immigrants are working illegally and the government is not aware of how many of them are actually getting away with it, and others of course are being detained and isolated from their work force. Now so many illegal immigrants are being evicted easily from their work force or even from off the streets. In the book Disposable Domestics, Grace Chang explains that there had been sixty law enforcement agents from Virginia’s sheriff’s office who joined the federal agents. They were joined together by the Immigration and Naturalization Service to rummage around a construction site where workers were building a court jail. Later, agents had gathered one hundred employees together in an array against the wall, searching for undocumented employees. Soon after the whole fiasco, a deputy secretary of Virginia Healt h and Human Resources department was informed that fourteen people were detained and removed from their work force for not having documents. Grace Chang also discusses a case of a nominee for United States Attorney general. Zoà « Baird admitted that she employed two undocumented Peruvian immigrants. We also learn that employers hire illegal immigrants for the benefit of saving money. If employers wanted legal workers they would be able to get them, but it would cost them more. Putting some thought in this subject, illegal immigrants have some of the hardest jobs, that require so much labor, and don’t get paid as well, while a legal person would think it is not worth getting exhausted over.

Industrial attachment report Essay

CHAPTER 1 INTRODUCTION Students Industrial work experience scheme (SIWES) was established by ITF (Industrial Training Fund) in 1973 to solve the problem of lack of adequate practical skills required for employment in industries by Nigerian graduates of tertiary institutions. SIWES is an exercise created for students of higher education to enable them practice those things they have learnt theoretically in class. It also helps to expose students to the use of certain industrial equipment. The exercise reveals students skills as well as inspiring students’ ambition to become useful citizens in the future. It also helps them to interact with the highly respected and educated personalities. These students are willing and eager to prepare themselves to attain certain higher positions after graduation. This is a report of the SIWES experience I had at the national root crops research institute, Umudike, abia state. CHAPTER 2 COMPANY DESCRIPTION The National root crops research institute (NRCRI), Umudike is one of the 17 Agricultural research institutes in Nigeria. The institute started as a provincial experimental farm under the national department of agriculture with headquarters at Moor plantation. It assumed a federal status to become Federal Agricultural Research and Training Station (FARTS) in April 1, 1972. By April 1, 1976 it became known as national root crops research institute by the Agricultural research institutes decree of 1973. In line with its national and zonal mandate, the institute has the responsibility of conducting research into: Genetic improvement of root & tuber crops of economic importance in Nigeria Agronomy of root and tuber crop production including farming systems development for the southeast agro ecology Design and fabrication of simple agricultural farm tools and equipment Storage, processing, utilization of root & tuber crop production. NRCRI has taken giant strides with commendable results. These have earned the institute one of the best research institutes in Nigeria having contributed immensely to the economic development. The research findings of the institute have made Nigeria to become the world’s leading producer of cassava and yam with annual production of 33.1 and 19 million metric tons. The track record has also placed the institute in the top position for two years consecutively in the annual world food day. ACHIEVEMENTS: Effective control of major pests and diseases in cassava, yam, irish potato & sweet potato Development of sweet potato starch & media for biological uses Development of true potato seed for irish potato production Development of cassava, yam, sweet potato & cocoyam flour for baking, odorless fufu, cocoyam chips as snacks. Development of low cyanide cassava varieties for the savanna agro ecological zones CHAPTER 3 JOBS DONE/EXPERIENCE GAINED INTRODUCTION TO THE WORKSHOP: On arrival to the workshop, the first thing I was introduced to was the safety rules of the workshop which included the use of personal protective equipment (PPE) at all times. After this, I was given a full orientation to the workshop staff and tools. MODIFICATION OF A GINGER CUTTING & WASHING MACHINE: When I arrived at the workshop, the ongoing project was the modification of a ginger cutting machine and a ginger washing machine. A ginger washing machine is a machine used for washing freshly harvested ginger from dirt while a ginger cutting machine is a device used for cutting freshly harvested matured ginger into two equal parts. For this the following jobs were needed. USE OF HAND CUTTING/HAND GRINDING: The hand grinding machine which is also called an angle grinder is one of the very useful tools in the workshop. It is used for cutting, grinding and polishing. They can be powered by an electric motor, petrol engine or compressed air. In the workshop, the angle grinder was powered by an electric motor. The motor drives the geared head at a right angle on which is mounted an abrasive disk (used for grinding) or a thinner cut-off disc (used for cutting). It was used for cutting into metal sheets to a specified measurement, removing excess material and smoothing rough edges off the material. PRECAUTIONS: -In the workshop, we were required to replace worn discs because the continuous use of already worn discs could cause parts or the whole disc to fly out thereby causing serious damage to body or machine. -The cutting disc should never be used in place of the grinding disc and vice versa -Never stay in an enclosed place and always use the right posture when cutting/grinding. A HAND CUTTING/GRINDING MACHINE USE OF THE HAND DRILLING MACHINE: A drill is a tool fitted with a cutting tool attachment or driving tool attachment usually a drill bit or driver bit which is used for drilling holes in various materials. The drill bit is gripped by a chuck at one end and rotated while pressed against the material. A centre punch is usually used to indicate the spot where the drill is about to perforate so as to prevent the drill bit from slipping of the mark. PRECAUTIONS -Apply just the right amount of pressure to the drill during use as too much can end up breaking the drill bit and too little would not do anything. USE OF JOINING PROCESSES: During the work on the ginger cutting and ginger washing machine, metals also needed to be joined together. We used processes such as welding, riveting and also bolts & nuts. PRECAUTIONS -When welding, make sure the eyes are protected by a facemask -When riveting ensure staying on a flat surface. MEASUREMENT & MARKING: Before any work is carried out, it has to be put into measurements so as to avoid waste. Some of the instruments used were the vernier calipers, steel rule, measuring tape. THE USE OF THE RADIAL DRILLING MACHINE: A radial drilling machine is a large gear headed drill press in which the head moves along the arm that radiates from the column of the machine. The arm of the machine can swing in relation to the base of the machine. This swing operation helps the drill head to move out of the way so a large crane can place the heavy work piece on the base of the radial drilling machine. This also helps in drilling holes at different locations of the workpiece without actually moving the workpiece. Common features of the radial drilling machine are the power feed of the spindle and the coolant system. We also discussed problems when looking for solutions and also acquainted ourselves with the relationship between pulleys and the speed of a crankshaft. At the end of all these, the ginger cutting machine and ginger washing machine were tested and modified where necessary with good results. CHAPTER 4 RELATION OF EXPERIENCE TO FIELD OF STUDY The relevance of my experience to my field of study is the fact that most of the problems and tools encountered in the workshop were those which have been solved theoretically in class and hence a better understanding of the course was achieved. The relevance of this industrial training to Mechanical Engineering is the fact that it helps students to be more compatible with what they have been taught. Mechanical Engineering is more understood when combined with practice. The Industrial training helps to achieve this part. It makes the students not only knowledgeable but also quick with their hands and minds. This, at the end of all these, will result in better trained members of the mechanical engineering society. Mechanical Engineering, in fact, is a practical course. Considering the situation of our country with respect to education, I would say that without SIWES, graduates of mechanical engineering would really be lacking when it comes to practicing the course in the real world. CHAPTER 5 CONCLUSION/RECOMMENDATION All in all, the experience was a very wonderful one. I developed a good working relationship with the staff and my supervisor as I had learned from my 200 level industrial training and I also had a wonderful time putting what is learned in the classrooms into practice. Safety is a very important issue in any environment but it can never be over emphasized in a workshop.

Gender Issues in the Workplace Essay

Introduction Believe it or not women have had rights in the work force for over two hundred years. Women should be treated as equals with men in the work place, but that is not always the case. Companies need to be careful with gender issues; they could lead to law suits and cost millions of dollars. People whether it is men or women should be hired, promoted, or given raises based on their experience not their gender. Dealing with gender issues in the work place can create many problems that can be solved by treating all employees equally. Women have been denied rights in the work place for many years. There are many laws in place to protect women in the workplace. Not all employers follow these laws; women still on an average make less than men. This is why women should prepare themselves with knowing the current laws that deal with gender issues in the work place. Purpose and Scope To prove that women are just as valuable in the workplace as men are. Women can do the same job as men without complications. A woman working the same job as a man usually makes less money than the man. Women are sexually harassed in the work place. They are not treated as equals. Women should be treated as equals in the workplace. They should get the same pay and benefits as a man does and not be harassed because of their gender, yet this is not always the case. In explaining a little history about women’s rights, these sub-problems will also be answered: 1. Do women know that there are laws in place to protect them in the workplace? 2. How are women discriminated against in the workplace? Why? 3. What steps should women take to solve these problems? 4. What steps should employers take make sure they do not discriminate against women in the workplace? Data Graph 1: This is a graph showing the statistics on women’s human rights issues. (Source:Second Report on the Plan for Gender Equality, 2000) Graph 2: These next few quotes go with the graph. â€Å"But in the last few months, the trend has turned around: since December, job  growth has been significantly stronger for women than men. The number of employed men rose by only 83,000 in the last two months, the Bureau of Labor Statistics reported Friday(March 12, 2012). The number of employed women rose by 192,000† (Leonhardt, D.2012). â€Å"The recent job growth in white-collar sectors that employ large numbers of women, including education, health care, restaurants and hotels, is a major reason. The fact that new jobs continue to go disproportionately to college graduates — and women make up a majority of new college graduates — also plays a role† (Leonhardt, D.2012). Findings Past: In the past gender issues in the workplace were a major problem. Women were assigned to the temporary, part-time, or low responsibility positions because employers believed that their first priority was taking care of their families. When women got married they were likely to quit, and women who were already married would usually quit as soon as they got pregnant. Women who already had children were perceived as caring more about their children then about work. When people thought of women in the workforce they believed a man was more qualified to do the job. What the people in the past did not see; was the strong, highly motivated, and driven women that were right there to work just as hard as a man could. How women came up in the workforce: Women have rapidly climbed up the ladder in the workplace. â€Å"Back in the late 1800’s only about 18% of women were in the labor force. Then the 1900’s it jumped to about 30%.In the early 2000’s it grew to about 60%† (Blau, Ferber, & Winkler, 2006 as cited in Carr 2009). Women have come a long way in the work force, people are beginning to see women as equally qualified as a man in the workforce. In many situations today, after the economy went down, the wife is the bread winner and the husband stays home with the children. Many businesses are slowly adjusting to the new changes, and learning to treat women as equals to men. This is because of the high increase in women in the workforce. With this increase the old attitudes and behaviors had to change. How women are discriminated against in the workforce: When women are discriminated against in the workforce, such as: sexual harassment, promotions, pay, race, and hiring matters are now against the law. â€Å"Maternal and care-giving discrimination comes in all flavors: outright termination because a mother cares for her sick or disabled child; derailing an employee on track for a promotion after she gets married or creating a hostile workplace environment for pregnant employees† (Pacenti, 2008). These are just a few of the many ways that women are discriminated against in the workplace. A few more ways discrimination takes place are based on fairness among employees, race, and sexual orientation. Women should be given the same opportunities as everyone else. Our laws have changed over the past few centuries and there has been many changes in the workforce since women have entered it. Women have the determination to overcome discrimination. Laws: Over the past few decades, people have overcome and adjusted to the new definitions of gender roles. People are now more aware of the laws in effect for these issues. Over the years, many laws have went it to effect. Such as: â€Å" Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination; The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qua lified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment  discrimination† (The U.S. Equal Opportunity Commission). â€Å"The most current The Lilly Ledbetter Fair Pay Act of 2009 law adds a provision to Title VII, which provides: unlawful employment practice occurs, with respect to discrimination in compensation in violation of this title, when a discriminatory compensation decision or other practice is adopted, when an individual becomes subject to a discriminatory compensation decision or other practice, or when an individual is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, or other compensation is paid, resulting in whole or in part from such a decision or other practice† (Grossman 2009). All of these laws have helped women progress in the workplace. Women have continued climbing to the top of the ladder. Many employers should keep in mind when conducting interviews and in hiring, they cannot discriminate against the sex of gender of a person, their marital status, their family status, their sexual orientation, their religious beliefs, their age, any disabilities, their race, or their associations. Following these rules when interviewing or hiring will save a company from many law suites and a bad reputation. Conclusion In conclusion women should not be discriminated against because they can perform the job at hand just as well as a man could. In recent years women holding jobs has increased and they have begun to receive equal pay. With all of the new laws and previous laws that are in place women will no longer be discriminated against because there are too many consequences for employers. Hopefully all employers will begin to follow these laws, because there are still employers who do not. In closing all women should make sure they are aware of the laws in place to protect them in the workforce. References Carr, D. (2009). Gender Discrimination. Encyclopedia of the Life Course and Human Development. Retrieved from http://go.galegroup.com.bakerzproxy.planet.info/ps/retrieve Grossman, J. (2009). The Lilly Ledbetter Fair Pay Act of 2009. Find law. Retrieved from http://writ.news.findlaw.com/grossman/20090213.html Leonhardt, D. (2012). Has the He-covery Become a She-covery? (6 month change in employment chart). The New York Times. http://economix.blogs.nytimes.com/tag/women-in-the-workforce/ Pacenti, J. (2008). Workplace Discrimination: Hitting the Maternal Wall. Corporate Counsel. Retrieved from http://www.law.com/jsp/cc/PubArticleCC.jsp?id=1201255554661 The U.S. Equal Employment Opportunity Commission. Laws Enforced by EEOC. Retrieved from http://www.eeoc.gov/laws/statutes/index.cfm The U.S. Equal Employment Opportunity Commission. Federal laws prohibiting job Discrimination Questions and Answers. Retrieved from http://www.eeoc.gov/facts/qanda.html Second Report on the Plan for Gender Equality 2000 (Graph on women’s human rights issues). (2000). Women Watch. Retrieved from http://www.un.org/womenwatch/confer/beijing/national/japan98.htm