The Importance of Chapter Six in The Turn of the S Essay Example For Students

The Importance of Chapter Six in The Turn of the S Essay crew Turn ScrewThe Importance of Chapter Six in The Turn of the Screw Chapter Six is an important section of The Turn of the Screw, as it involves many of the themes of the story, as well as reflecting its general narrative structure. James novel is phenomenally complex; it has an incredible ambiguity to it, which allows for some very outlandish and far-fetched ideas to be formulated. A theme can almost be drawn from almost every other sentence, if one so desires. It is deciding which issues have a little more to them than there may seem at first and which are what they appear, nothing more, which is difficult. As with many books of its ilk, over-analysing is a serious essay writing hazard. To take things one aspect at a time, and to begin with the narrative structure. Whilst not exactly a ?key issue of the story, the narrative structure can often inYuence how those issues are revealed and detailed to readers, so still holds some relevance to the essay title. Chapter Six overall structure is very similar to that of the story as a whole. It begins quietly, after the climax at the end of the previous chapter (as with the main part of The Turn of the Screw after the prologue, which creates a great deal of anticipation) and begins to increase in tension slowly throughout, with a slight lull in the middle, where the narrative becomes very reYective and introspective, with the Governess writing her thoughts seemingly as they enter her head, creating a somewhat rambling, dense prose. Finally, when readers are least expecting it, the plot suddenly leaps into view once again, creating an exciting znale (Then I again shifted my eyes I faced what I had to face. ) which leaves many plot threads open to interpretation (as with the znal words of the znal chapter, ?and his little heart, dispossessed, had stopped.) Chapter Six is something of a microcosm of the rest of the story, at least in terms of the narrative structure. More important, however, is how the key issues of the story are represented in this chapter. These issues come in two distinct categories. The zrst involve the various themes of the story, involving the characters, the plot and reality itself. The second type consists of the various techniques James uses in the Governess language to depict her character and set the tone for the book. Taking the latter zrst; the Governess language is very distinctive. It is very verbose and detailed, examining events and people very closely, using as many words as possible to describe even the simplest of things. For example, towards the end of Chapter Six she is trying to think of rational alternatives for the presence of Miss Jessel on the opposite side of the lake. When she fails, she writes Nothing was more natural than that these things should be the other things they absolutely were not. This style of writing is extremely difficult to understand in places, making the book heavy reading in places, and creating a somewhat monotonous and depressing atmosphere at times. This may be due to James own writing style, or a deliberate attempt to dezne the Governess own writing traits; it is difficult to tell. Either way, it creates a very dark feel for the story. As for the themes, there are probably almost an inznite number of interpretations that could be theorised from the text. Readers have to determine how much they are willing to accept. There are some themes which are not explored in this particular chapter; nevertheless, there are still a surprising number of them squeezed into a mere seven pages. .uee00144bc119d67183063cec21a8c982 , .uee00144bc119d67183063cec21a8c982 .postImageUrl , .uee00144bc119d67183063cec21a8c982 .centered-text-area { min-height: 80px; position: relative; } .uee00144bc119d67183063cec21a8c982 , .uee00144bc119d67183063cec21a8c982:hover , .uee00144bc119d67183063cec21a8c982:visited , .uee00144bc119d67183063cec21a8c982:active { border:0!important; } .uee00144bc119d67183063cec21a8c982 .clearfix:after { content: ""; display: table; clear: both; } .uee00144bc119d67183063cec21a8c982 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uee00144bc119d67183063cec21a8c982:active , .uee00144bc119d67183063cec21a8c982:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uee00144bc119d67183063cec21a8c982 .centered-text-area { width: 100%; position: relative ; } .uee00144bc119d67183063cec21a8c982 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uee00144bc119d67183063cec21a8c982 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uee00144bc119d67183063cec21a8c982 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uee00144bc119d67183063cec21a8c982:hover .ctaButton { background-color: #34495E!important; } .uee00144bc119d67183063cec21a8c982 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uee00144bc119d67183063cec21a8c982 .uee00144bc119d67183063cec21a8c982-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uee00144bc119d67183063cec21a8c982:after { content: ""; display: block; clear: both; } READ: Cultural Diversity Essay One recurring theme is evident in the conversation between Mrs. Grose and the Governess. The two characters have a tendency to complete each others sentences, to speak almost as if they are of one mind. Two incidences here are particularly noticeable: ?It does strike me that my pupils have never mentioned -! She looked at me hard as I musingly pulled up. ?His having been here and the time they

Marketing Quiz Essay Example

Marketing Quiz Essay University of the Southern Caribbean School of Business Principles of Marketing Take Home Assignment on Chapter 13-16 Name: __________________________________ ID_______________________ DATE__________ We will write a custom essay sample on Marketing Quiz specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Marketing Quiz specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Marketing Quiz specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Refer to the scenario below to answer the following questions. Section  1. In the 1970s, Shipshewana was only a small town with a hardware store, a grain mill, a shoe store, a small restaurant, and a grocery store. Over the next two decades, the small town transformed into an international tourist attraction, attracting thousands of tourists who are intrigued with the lifestyle of Shipshewanas largest population the Amish. Ben and Mary Miller, having grown up within the Amish faith, decided to capitalize on their towns popularity and their woodworking skills. Their shop, Indiana Wood, began with a small display of handmade hickory rocking chairs, Ben Millers specialty. But within a few months, the display at Indiana Wood included picnic tables, flower boxes, and small handmade novelty items. No other shop offers the same. Mary Miller decorated the shops display room with authentic Amish decor and eventually hired three Amish friends to sew and embroider napkins and other textiles per customer request. In addition, two women from the Amish community sought permission from the Millers to display home-baked pastries and jellies on Tuesdays and Wednesdays, the towns busiest tourist days, when Shipshewana attracts swarms of visitors to its flea market on the south edge of town. Shipshewana is full of specialty shops, Mary Miller stated. People dont come here to buy things made in China or Taiwan. They want real, Amish-made goods. 1. Indiana Wood is best classified as a(n) ________ retailer. A) full-service B) self-service C) limited-service D) discount E) off-price 2. Which of the following is most critical to Indiana Woods success? A) place B) price C) differentiation D) store atmosphere E) services mix 3. The Amish decor and shop workers give customers an authentic impression of the pride and skill built into the shops products. These aspects also contribute to the stores ________. A) product assortment B) services mix C) atmosphere D) segmentations E) targeting 4. Which of the following would be the most logical way for Indiana Wood to expand? A) establishing an online presence B) pursuing retail convergence C) implementing RFID inventory tracking D) establishing a community-gathering environment in the store E) joining a producers cooperative Refer to the scenario below to answer the following questions. John Mayes opened Sparkle Janitorial in 1999. John began by acquiring two contracts for office cleaning services from two local manufacturing facilities. For two years, John and his wife, Barb, performed the cleaning services alone. After acquiring three additional cleaning contracts in 2001, John hired two employees. Up to that point, we had room to grow but we really had no advertising plan, John stated. We were relying mostly on word-of-mouth. By 2003, Barb hired another two full-time employees to begin Sparkles new endeavor: carpet cleaning in homes and offices. Competition was getting tough for both of our services at that point, Barb added. We ran a local radio spot three times each week. Then we had an advertiser print coupons on placemats. That gave us a little more exposure. John and Barb Mayes admit that they never realized the value of a sound promotional plan before now. We wish we would have put together so mething catchy with a jingle way before now, they said. 5. Which of the following would be the LEAST effective way for John and Barb to reach new potential customers? A) word-of-mouth influence B) buzz marketing C) public relations D) network television advertising E) direct marketing 6. In a recent radio spot, John and Barb gave a quick explanation of Sparkles cleaning process and a description of the value consumers receive for their money. This is an example of a(n) ________. A) emotional appeal B) standard appeal C) rational appeal D) moral appeal E) social appeal Most of the clientele at Second Avenue have learned about the store through word-of-mouth communication. This small retailer of quality second-hand childrens clothing thrives on the sale of a vast inventory of childrens clothing placed there on consignment. Because small children grow so quickly, Second Avenues owner commented, they often outgrow many of their clothes before theyve hardly been worn! Second Avenue provides a way for people to sell their childrens clothing, earn a few dollars, and buy the next larger size. Were extremely picky about the condition of the clothing we stock, the owner stated, but we sell most items at a 60 percent discount. 7. Which of the following media options would MOST benefit Second Avenues promotional efforts given the stores limited budget? A) periodic advertising in a local newspaper B) daily advertisements on a local radio station C) weekly commercials during the local evening news D) a billboard placed on the interstate E) a link on the citys Chamber of Commerce Web site 8. Second Avenue wants to create a postcard to be sent to local families with young children. The postcard will include information about the stores typical inventory, store hours, and directions. Which of the following format elements can make the biggest difference in the success or failure of the direct mailing? A) copy B) headline C) illustration D) font E) color 9. The owner of Second Avenue wants to establish a community clothing drive to collect clothes for a local childrens shelter. The owner will set up collection barrels outside Second Avenue. Which of the following public relations tools is the owner using? A) press relations B) product publicity C) lobbying D) development E) public affairs 10. At Finleys Fine Goods, members of the sales force and marketing epartment tend to have disagreements when things go wrong with a customer. The marketers blame the salespeople for poorly executing their strategies, while the salespeople blame the marketers for being out of touch with the customer. Which of the following steps should upper-level management at Finleys Fine Goods take to help bring the sales and marketing functions closer together? A) establish a customer sales force structure B) establish a complex sales force structure C) appoint a new sales force manager D) adopt a sales force automation system E) appoint a chief revenue officer 11. Ultra-Tech, Inc. as decided to switch to a customer sales force structure. Which of the following advantages is the company now LEAST likely to enjoy? A) The company can become more customer-focused. B) The company can better serve different industries. C) The company can build closer relationships with important customers. D) The company can better serve current customers and find new customers. E) The company can expect salespeople to develop in-depth knowledge of numerous and complex product lines. 12. Johnson Business Solutions, Inc. , maintains one sales force for its copy machines and a separate sales force for its computer systems. Johnson Business Solutions utilizes a ________ structure. A) product sales force B) customer sales force C) territorial sales force D) a combination of B and C E) complex sales force 13. Morrill Motors splits the United States into 10 sales regions. Within each of those regions, the company maintains two sales teams? one for existing customers and one for prospects. What type of sales force structure does Morrill Motors use? A) territorial B) product C) customer D) complex E) workload 14. An IBM sales representative is giving a product demonstration to a Best Buy representative. Assisting with the demonstration are an engineer, a financial analyst, and an information systems specialist. If IBM wins the Best Buy account, then all four IBM representatives will service the Best Buy account. This is an example of ________. A) team selling B) territorial selling C) inside selling D) prospecting E) sales promoting 15. Sales have been slow recently at B B Materials, so management has organized a training program to improve the performance of its sales force. Which of the following would most likely lead to improved sales for B B Materials? A) tests to measure the analytic and organizational skills of the sales force B) information about the marketing strategies used by competitors C) tests to identify the personality traits of sales force members D) a time-and-duty analysis for each salesperson E) instructions on completing expense reports 16. The CEO of Comfy Carpet, Rick Hadley, was skeptical about Web-based training until his sales manager explained that online training is ________. A) time consuming and difficult to use B) used by all small companies C) dynamic and interactive D) cost competitive and efficient E) useful to customers 17. At Deck Decor, a manufacturer of outdoor furniture and accessories, the marketing and sales force objectives are to grow relationships with existing customers and to acquire new business. Which of the following compensation plans should management establish to encourage the sales force to pursue both of these objectives? A) straight salary B) straight commission C) salary plus bonus for new accounts D) commission plus bonus for new accounts E) salary plus commission plus bonus for new accounts 18. Mary Conti is sales manager for National Computer Training. She wants to evaluate the performance of her sales force that is responsible for the New England territory. Mary will most likely review all of the following in her evaluation EXCEPT ________. A) call plans B) sales reports C) call reports D) expense reports E) territorial sales and profit reports 19. The sales force of Conway Pools has qualified a number of leads. Which of the following will most likely occur next? A) The outside sales force will call on all prospects. B) The outside sales force will close the deal with one of the prospects. C) The outside sales force will learn as much as possible about the prospects. D) The inside sales force will attend meetings with qualified prospects. E) The inside sales force will put together a presentation for the prospects. Section 2 1. The wheel-of-retailing concept deals mainly with wholesalers rolling out reduced service levels. 2. The life cycle of new retail forms is getting longer. 3. Unlike mass marketers, niche marketers expect to see continued growth in their online sales. 4. Retail convergence means greater competition for retailers and greater difficulty in differentiating offerings. 5. The number of retailers creating communities for their customers is declining. 6. Like retailers, a wholesaler must decide on segmentation and targeting, differentiation and positioning, and the marketing mix. 7. In an automated warehouse, orders are fed directly from the retailers information system to the wholesalers, and the items are picked up by mechanical devices and taken to a shipping platform 8. The distinction between large retailers and large wholesalers is becoming blurred. 9. Mass marketers can expect consumers to distinguish between commercial message sources to maintain a clear image of a company and its brands. 10. The integrated marketing concept ties together all of the companys messages and images. 11. Integrated marketing communications allows brand messages to be developed by different departments within an organization. 12. A marketing communications director has overall responsibility for the companys communications efforts. 13. The communications process should start with mass media advertising to reach many consumers. 14. The four major communication functions are encoding, decoding, response, and noise. 15. Encoding is the process by which the receiver assigns meaning to symbols. 16. Decoding is the process of putting thought into symbolic form. 17. Awareness, knowledge, and preparation are buyer-readiness stages. 18. Teaser advertising is most closely associated with the buyer-readiness stage of liking a product. 19. There are three types of appeal from which marketers may choose as they design their message content. These types are rational, emotional, and moral appeals. 20. The Stop. Think. Tylenol. ad is an example of a moral appeal. 21. Although television advertising is expensive for corporations, the cost per exposure is relatively low. 22. Direct mail is one of the least expensive media on a per exposure basis. 23. The communication effects of advertisements and ad campaigns are more difficult to measure than the sales and profit effects. 24. In small and large companies, advertising is typically handled by an individual or team in the sales department. 25. Todays advertising agencies are staffed with specialists who can often perform advertising tasks better than a producer or retailers own employees can. 26. Recently, the increased use of online social networks and video sharing has reduced the need for advertising standardization for global brands. 27. Since China has lifted many of its international trade restrictions, corporations such as McDonalds and Coca- Cola now have only limited censorship rules governing their TV and radio advertising. 28. In an attempt to change the perception that milk was unhealthy, the National Fluid Milk Processors Education Program established an advertising campaign featuring celebrities with milk mustaches and the tag line Got Milk? 29. A company typically spends comparable budgets on public relations and advertising. 30. A companys Web site can be an important public relations vehicle. 31. What types of products may be sold through category killers? 32. What types of products do specialty stores carry? Give an example of a specialty store. 34. Describe the differences between chain stores and franchises. 35. Describe public relations and three of its main functions. 36. Identify four of the major media types and identify some of the strengths and weaknesses of each type. 37. Why do many companies invest in ongoing training for their salespeople? 38. Compare the four types of compensation plans available to salespeople. 39. Name and define the four major communication functions. 40. Explain how advertising may change as a product moves from the introductory stage to the growth stage of the product life cycle.

List College (Jewish Theological Seminary) Admissions

List College (Jewish Theological Seminary) Admissions List College Admissions Overview: With an acceptance rate of 52%, List College (a part of the Jewish Theological Seminary of America) is a somewhat selective school. Students interested in List can apply using the Common Application, which can be submitted online. Other required materials include a personal essay, scores from the SAT or ACT, letters of recommendation, and high school transcripts. For complete application instructions and important deadlines, be sure to visit the schools website. Students are encouraged to visit the campus; contact the admissions office for more information about getting a tour and seeing if List College would be a good fit. Will You Get In? Calculate Your Chances of Getting In  with this free tool from Cappex Admissions Data (2016): List College Acceptance Rate: 57%Test Scores 25th / 75th PercentileSAT Critical Reading: 650 / 725SAT Math: 640 / 690SAT Writing: - / -What these SAT numbers meanACT Composite: 28  / 32ACT English: 29  / 33ACT Math: 30 / 33ACT Writing: - / -What these ACT numbers mean List College Description: The Albert A. List College of Jewish Studies (List College) is the undergraduate school of the Jewish Theological Seminary of America located in New York City. It is closely affiliated with  Columbia University, and almost all List College students are enrolled in a dual-degree program with either Columbia or  Barnard College. The college has a 4 to 1 student faculty ratio and offers 11 bachelor of arts degree programs within the field of Jewish studies, such as ancient Judaism, Jewish history and Jewish gender and women’s studies, with the option to construct an individual interdisciplinary major. Most students choose to pursue a second bachelor of arts or a bachelor of science degree at Columbia or Barnard. Outside of academics, students are active on and off campus, participating in a variety of social, leadership and service activities at List as well as over 500 student clubs and organizations offered by Columbia and Barnard. Enrollment (2016): Total Enrollment: 371 (157 undergraduates)Gender Breakdown: 47% Male / 53% Female100% Full-time Costs (2016  - 17): Tuition and Fees: $52,660Books: $500 (why so much?)Room and Board: $14,460Other Expenses: $4,500Total Cost: $72,120 List College Financial Aid (2015  - 16): Percentage of New Students Receiving Aid: 54%Percentage of New Students Receiving Types of AidGrants: 51%Loans: 28%Average Amount of AidGrants: $26,471Loans: $6,523 Graduation and Retention Rates: First Year Student Retention (full-time students): 97%Transfer-out Rate: 16%4-Year Graduation Rate: 66%6-Year Graduation Rate: 79% Data Source: National Center for Educational Statistics If You Like List College, You May Also Like These Schools: American Jewish University: Profile  New York University: Profile | GPA-SAT-ACT GraphBrandeis University: Profile | GPA-SAT-ACT GraphBarnard College: Profile | GPA-SAT-ACT GraphBinghamton University: Profile | GPA-SAT-ACT GraphUniversity of Michigan - Ann Arbor: Profile | GPA-SAT-ACT GraphJohns Hopkins University: Profile | GPA-SAT-ACT GraphOberlin College: Profile | GPA-SAT-ACT GraphCornell University: Profile | GPA-SAT-ACT Graph List and the Common Application List College uses the  Common Application. These articles can help guide you: Common Application essay tips and samplesShort answer tips and samplesSupplemental essay tips and samples

Commodity chains Essay Example | Topics and Well Written Essays - 1250 words

Commodity chains - Essay Example Production and demand of shoes by consumers are the two main elements focused by companies in the industry. The production factors that include land, capital and labor influence the manufacturing of these commodities. Before globalization, many companies were unable to take advantage of cheaper investment and labor costs in other countries. Luckily, it has now become a norm for shoe companies to invest in other countries due to trade agreements and economic integration. The materials utilized in making of shoes poses a threat to the environment as production is characterized by use of energy, chemical, greenhouse gas discharge, water and solid waste. In the past ten years, however, the company has strived at utilizing environmental friendly alternatives to various resources that are incorporated in the production of shoes, such as cotton, leather, polyester and rubber. This has significantly reduced environmental implications of the materials (Michie 268). The production of footwear is handled by contract factories situated in various countries notably in Asia due to the available raw materials and low production cost. The production of shoes is conducted in two stages as the primary level involves the extraction of raw materials vital in the production process. A pair of shoes incorporates various materials including rubber, leather, plastics, adhesives and conventional cotton. In the production process, some of the raw materials come from close proximity with the firm or from other countries. This is because the raw materials including cotton and rubber are often imported from counties oversees. Leather is a product of farm animals, as rawhide is purchased by companies from farmers and is eventually transformed into leather that is vital in the production of shoes (Michie 268). Many companies own facilities in Indonesia, Thailand and Netherlands where the production of leather is

Multi-user database Essay Example | Topics and Well Written Essays - 250 words

Multi-user database - Essay Example In addition, the concurrency control is significant for the reason that the concurrent execution of multi-user database transactions those are performed in a collective database arrangement can provide basis for some of the reliability and integrity issues. In this regard, for the proper establishment of the concurrency control the method of the locking is used that involves the assurance regarding private utilization of a data item to a database operation. Normally, let if database transaction A1 holds a lock on a database data item, after that another operation A2 does not have right to use that data item (WordPress, 2010), (Wikia, 201) and (Hoffer, Prescott, & McFadden, 2007). In case of the transaction management we need to ensure that multi-user database transactions or operations are clear, means that every transaction should have preserved database integrity all through multiple users’s operations trying to access the databases. In addition, transactions have to be as w ell divided into subordinate-transactions; since every subordinate-transaction can affect the single database system.

Ageism Employment Discrimination

Ageism Employment Discrimination AGEISM AND EMPLOYMENT Social and economic controversies surrounding age discrimination by employers in the workplace is becoming a major social problem. For baby boomers reaching age 55 and over, research implies significant generational issues in terms of attitudes of the employer and society in general (Palamore, Branch, Harris, 2005). Previous studies demonstrate that age discrimination is stereotypical among hiring managers in the workplace and is a leading social problem for the aging population (Gringart, Helmes, Speelman, 2005). According to (Marshall, 2007) ageism in the workplace relates to the employer’s impression and evaluation of capabilities. Judgmental attitudes based upon a person’s aging appearance, as opposed to their potential, is covert discrimination. Waller (2006) presents an interesting perspective of inequity and ageism the harassment by employers to persons over 55. Waller implies that employers face the same liabilities and legal consequences as that of discrimina tion by â€Å"race, sex, disability, sexual orientation, religion, or beliefs† (Waller, 2006 p. 33). Ageism as a psychosocial problem is detrimental to the emotional and mental well being of the persons experiencing discrimination in the workplace (Marshall, 2007). The population over the age of 50 faces significant vulnerability in the workplace where skilled workers are at a greater risk of termination than the unskilled younger worker (Roscigno et al., 2007). Ageism affects those approaching retirement age, persons 50 and over, who are not physically or mentally prepared for retirement. This premature event is demoralizing to persons who spent a lifetime committed to their no-longer-needed professional experience. It appears that policy makers lack consideration for the over 50-population and allow loopholes for the employers by unclear discrimination laws and regulations. MacGregor (2006) summarizes another factor of ageism in the workplace, the initiation, and enforcement of early retirement by offering incentives. If initiatives do not elicit early retirement, demoted status frequently leaves the persons with no alternative other than forced early retirement. Economic, social, financial, and stereotypical attitudes toward the aging workforce needs reevaluation by corporate America as the labor force of the aging population will soon exceed the younger labor force (Goldberg, 2000). The hypothesis of this study describes the profound affects of discrimination and displacement of person over 55 years of age in the workplace. Evidence finds that attitudes of ageism are a widespread dilemma, which is increasing the vulnerability of future generations in the workplace environment (Goldberg, 2000). The number of baby boomers reaching retirement age in the near future may change the attitudes about the graying workforce from a social and economic perspective (Wan, Sengupta, Velkoff, DeBArros, 2005). This study addresses unemployment and ageism issues of baby boomers in the state of New Hampshire, which compromises 30 percent of its population (Angiropolis, 2008). Hypotheses Review of current and past research provides empirical evidence, in conjunction with statistical trends presented by the New Hampshire Employment Security and Department of Labor (Angiropolis, 2008). This experimental study hopes to validate the presence of age discrimination, eliminating gender characteristics and hiring inequity, in New Hampshire. According to previous studies, age definitely played a role in hiring determination. Globalization of age discrimination affects society from a generational and economic viewpoint. Since the dilemma of increasing aging baby boomers area, a major economic portion of the workforce appears through previous literature as an ongoing social problem. Literature is a vital feature of this research study for the validation and emphasis of ageism as a growing social problem in the workplace. Therefore, a research survey identifying and validating the seriousness of ageism in the workplace, including New Hampshire is the hypotheses of this study. Review of Literature and Theories Rix, (2005) reports that â€Å"nearly 1.7 million workers aged 55 and older were displaced from their jobs between January 2001 and December 2003† (p. 4). Re-employment for many exceeds a period of 4-5 months. For example, the Employment Security Commission in Manchester, New Hampshire confirms the average unemployment compensation is between 20-26 weeks and unemployment benefits do not exceed a 26-week period (Asselin, A., personal communication, January 16, 2008). Ageism, reorganization, and lay-offs all displace employees. Often persons are over qualified, yet ageism appears to discourage hiring managers, although employers carefully avoid the topic of age due to discrimination laws and fears of lawsuits. Experienced workers in New Hampshire, include persons with academic degrees, years of vocational training, and life skills (Asselin, A., personal communication, January 16, 2008). In the past few years, statistics show an increase for persons over age 55 receiving unemploy ment in New Hampshire (Angiropolis, 2008). Ageism in the workplace is a global problem—one that exists in countries and states other than New Hampshire. Mandatory retirement, abolished in the United States in 1996 as part of the Age Discrimination in Employment Act (ADEA, 1996), is not part of employment policy for Canadians. They still struggle with legislation to end age discrimination of persons from age 60-65. MacGregor (2005/2006) reports mandatory retirement is an ongoing political and social problem for the aging Canadian population. Additional empirical studies of the Australian aging population suggest inequity and stereotypical attitudes of hiring older adults (MacGregor 2005/2006). From a global perspective, this does not appear to be a consideration for hiring managers—ageism seems to take precedence over knowledge in the hiring decision. Gringart et al. (2005, as cited by Bittman, Flick, Rice, 2001) refer to a study that sampled â€Å"1007 hiring decision- makers† (Gringart et al., p. 88) and found most hiring managers preferred younger employees. Managers preferred training younger employees as opposed to older employees since stereotypically younger persons are purportedly more capable of learning. A similar study conducted in the United States indicated similar results of stereotypical attitudes towards ageism by hiring managers (Bendick, Jackson, Wall, 1999, as cited by Gringart et al., 2005). Recent research focuses on interaction, stereotypical aspects, and corporate expenditures influencing age discrimination in the workplace (Rosecigno, Mong, Byron, Tester, 2007). Considering previous research findings the existence of ageism and discrimination, is it plausible that societal views about aging are generational in nature, and in turn, influence attitudes of employers? Are the growing cultural differences likely to affect future generations if attitudes do not change? Vincent (2005) summarizes generational society as being a culture that is no longer specific to the younger generations; it includes persons transitioning from work to retirement. Where the over-55 population is forced into early retirement by employers, it appears from a social, political, and legal viewpoint to validate and reinforce stereotypical attitudes about this population. These behaviors present a growing problem and require reevaluation if indeed this is an increasing social problem.   For pers ons aged 55 and older forced into early retirement, discouragement and emotional issues generally escalate healthcare costs due to lack of income potential and isolation from mainstream society. In addition, Gringart et al. (2005) suggests early or forced retirement is a significant loss to the younger generation since the older, more experienced, and knowledgeable employee is no longer present to share the wisdom of experience and influence. What example is society teaching the younger generation about biases prejudices of the older population, and their future in the workplace? The astronomical numbers of over 55 workers forced to retire in 1999, â€Å"5.4 million† (Palamore et al., 2005, p. 82), indicates ageism is a growing issue in our society. Such loss of resources affects the economy and society in general and presents a negative view of aging. Every citizen needs to be concerned on the topic of ageism and discrimination in the workplace since future predictions imply the number of baby boomers reaching full retirement age will double within the next decade (Nelson 2005). The population will shift to a â€Å"Graying America† (Nelson, 2005, p. 218). Undo ubtedly, this shift will dramatically influence all aspects of society, including the aging population in New Hampshire. The New Hampshire Employment Security and Department of Labor reports the aging population of unemployed workers is continually increasing (Angiropolis, 2008). In 2004, the Department of Labor in New Hampshire reported a total of 6,901 displaced workers 3,450 males, and 2,641 females. Totaling 18 percent unemployed between the ages of 45-54 and 14 percent between the ages of 55-64 total claims for both groups totaled 4,426 unemployed persons that filed claims, the total for that year 28,000 claims. Current data of unemployment claims indicate a continuum of increase in 2006 reported claims of 6,592, in 2007, 7,536 claims reported. In addition, to the overall increase from 27,612 in 2006 to 35,609 in 2007 an increase of 7,609 between 2004 and 2007 (Angiropolis, 2008). Data of age groups for 2007, yet published, the significance of percentages of unemployed between ages 45-64 in past years indicates 32% of citizens in New Hampshire (Angiropolis, 2008). Previous data-reflecting ageism i n of displaced workers in New Hampshire requires further research in order to determine if there is a relationship between qualities and characteristics of hiring managers to either eliminate or reinforce ageism discrimination. Methods Participants A research study is questionnaires in the form of a survey of 400 random businesses in New Hampshire area to measure the characteristics and capabilities of potential employees. The qualifying participants must be owners, and or hiring managers. Materials and Procedure The research experiment is a self-designed survey to be conducted by telephone to participants. Utilizing the method of a Likert scale the survey seeks to ask hiring manager to list the most significant qualities when deciding to hire persons in their organization or company. This survey asks the participants to rank in order of their comfort level in job applicant capacity; the survey hopes to indicate stereotypical preferences of hiring employees by decision-makers (see Appendix 1). Participating hiring managers will be told the survey is voluntary in nature. If they chose to respond to this study of various decision-making attributes of hiring personal. Participants will also be told of the purpose of this survey instrument (a) educating future generations on how to prepare for employment, (b) the significant qualities, and characteristics that hiring managers are seeking. In addition, this instrument serves and an educational process of teaching the younger generation how to prepare for retirement at an early age. Since ageism appears to be a global issue with emphasis influencing stereotypical attitudes and assumptions of the aging workforce. Future projections of ageism as a deterrent when persons reaching over age 55 become unemployed and are unable to re-enter the workforce. Implications Limitations of the survey are primarily time constraints for this research study. In addition, sample size of respondents may not provided the results this experiment hopes to conclude in terms of stereotypical characteristics of decision-making by hiring managers. Moreover, some of the questions regarding age and gender may not be accurately disclosed by responding participants. Validity of this research is dependent upon honest factual responses by hiring-managers and the designer of the survey. The possibility that the responses are questioned since the validity of responses relies solely on the designer applies to the ethical principles of this researcher and study. A further limitation of this experiment requires permission from the ethics committee of the State Board of Psychologist in New Hampshire prior to the survey’s completion. Discussion Past research implies the validity of discrimination for persons over age 55, including premature termination and difficulty with re-employment. Research exemplifies the existence of negative ageism, yet little research questions the opinions of over 50 persons experiencing the dilemma of forced retirement and the rejection associated with developmental milestones of aging. As a diverse society where prejudices and biases exist from a cultural viewpoint, ageism ranks as a minority group. Perhaps further research addressing methods of creating societal change regarding cultural biases and prejudices can influence negativity around aging and employment. Several articles from peer-review journals provide significant empirical evidence of stereotypical negativity from employers in the workforce. In addition, a conversation with an employee from Employment Security Commission in Manchester, New Hampshire, regarding displaced persons aged 50 and over. Ms. Asselin provided written consent to use specific portions of this conversation for the use of this study. Ms. Asselin, reported, â€Å"I see older client’s everyday, which are more than qualified for positions, and are not employed by the hiring managers.† Most report they are over qualified; several persons are 50 and over. When directly asked the question of age discrimination, she states, â€Å"Definitely, we see this all the time, even though the employers do not mention age† (Asselin, A., personal communication, January 16, 2008). The null hypothesis (Ho) of business owners in New Hampshire is dependent upon the results of the survey data. In terms of validating if ageism characteristics plays a significant role in employer decision-making during the interview process. Thus, validating previous research that ageism is a global social problem. The argument that New Hampshire’s unemployed persons between the ages of 45-60 having difficulties re-entering the workforce is the premises of this research. In addition, if the survey concludes hiring managers display covert discrimination then further research of all New Hampshire business managers may indicate change is needed regarding attitudes towards ageism in the workplace. New Hampshire’s workforce is a fraction of the problem considering past research of age discrimination, research provides data that ageism is a global problem, that will likely increase in the next decade if attitudes do not change (Nelson, 2005). The reality and beliefs of this society indicates the capacity of older workers over age 55 lacks the ability of adequately training capacity. Performance decreases, or often miss work because of illness categorizes a culture of persons (Goldberg, 2000). This assumption and attitude stereotypically tries to diminish a population of persons by stigmatizing ageism. Does this mean that after age 55 and over, the quality of life, experience that this generation of persons provided for many years forced into early retirement and becomes no longer useful to society? Considering the baby boomer population will be the majority of the workforce within the next decade what affect will this impose on society if diminished from the workforce? Directions for the future Although discrimination is illegal, further research of attitudes of hiring managers can predict the affects age discrimination on future generations, the economy, and the healthcare system in New Hampshire. Differentiating whether ageism and discrimination are stereotypical in New Hampshire, is dependent upon the results of the survey. Since this experiment includes a sample of 400 of the potentially 100 plus hiring managers in New Hampshire. Future studies of all business owners, and or hiring managers may provide data that are more significant. More importantly is examining the assumptions that persons over age 55 are incapable of adequate productivity by hiring managers; otherwise, future generations will face the same deterrent attitude if change does not occur. Ultimately, everyone ages, changes in employment policies, decreasing age discrimination, for future generations is imperative. Since research supports ageism in the workforce appears to be a neglected social problem requiring further research of a marginalized population. Appendix 1 Survey Questionnaire Participant’s response indicated by circling one of the selections below, by the designer of the survey. 1. Education level: (a) High school diploma, (b) Some college (c) College graduates (d) Education level does not matter 2. Experience: (a) 1-5 years (b) 6-10 years (c) 11-20 years (d) prefer to conduct your own training. 3. Gender: Males (a) age 21-30 (b) age 31-40 (c) age 41-51 (d) age 51-60 (e) over 60 (f)no preferences Gender: Females (a) age 21-30 (b) age 31-40 (c) age 41-51 (d) age 51-60 (e) over 60 (f)no preferences 4. Appearance: (a) significant (b) somewhat significant (c) little significances (d) no significance 5. Technical ability: (a) significant (b) somewhat significant (c) little significances (d) no significance 6. Assimilation into the team: (a) significant (b) somewhat significant (c) little significances (d) no significance 7. Ability to work independently: (a) significant (b) somewhat significant (c) little significances (d) no significance 8. Professional standards: (a) significant (b) somewhat significant (c) little significances (d) no significance 9. Energy levels: (a) significant (b) somewhat significant (c) little significances (d) no significance 10. Productive peer relationships: (a) significant (b) somewhat significant (c) little significances (d) no significance References Angiropolis, M. (2008). New Hampshire Employment Securitys Economic and Labor Market Information Bureau. New Hampshire Economic Conditions, 108 (1) Retrieved January 16, 2008, from http://64.233.169.104/search?q=cache:T7mkj4veHl0J:www.nh.gov/nhes/elmi/pdfzip/econanalys/Look_forward/looking%2520forward_measuringunemp.pdf+age+of+unemployed+in+NHhl=enct=clnkcd=1gl=us Bittman, M., Flick, M., Rice, J. (2001). A survey of employers in a high growth industry. Social Policy Research Center: the Recruitment of Older Austrailian Workers. Gringhart, F., Helmes, E., Speelman, C. P. (2005). [Exploring attitudes toward older workers among Austrailain employers. Journal of Aging and Social Policy, 17(3), 85-103. Goldberg, B. (2000). Age Works What Corporate America Must Do to Survive the Graying of the Workforce. New York: The Free Press. MacGregor, D. (2005/​2006). Yes, right to work is fundamental, even for people over 65. Monitor: Economic, Social, and Environmental Perspectives, 12(7), 1-24. Marshall, V. W. (2007). Advancing the sociology of ageism. Social Forces, 86(1), 257-264. Nelson, T. D. (2005). Ageism: Prejudice against our feared future self. Journal of Social Issues, 61(2), 207-221. Palamore, E. B., Branch, L., Harris, Diana. (2005). Cost of ageism. Encyclopedia of Ageism, 80-83. Reio, , Jr. T. G., Sanders-Reio, J. (1999). Combating workplace ageism. Adult Learning, 11(1), 10. References Rix, S. E. (2005). Update on the older worker: 2004 (Public Policy Institute, pp. 1-4). Washington, DC: U.S. Bureau of Labor Statistics Roscigno, V. J., Mong, S., Byron, R., Tester, G. (2007). Age discrimination, social closure, and employment. Social Forces, 86(1), 332-334. The U.S. Equal Employment Opportunitiy Commission. (1997). The Age Discrimination In Employment Act of 1967 (ADEA). In Title VII of The Civil Rights Act of 1967 (Section 621, pp. Pub.-L 101-433). Washington, DC: Department of Labor and the Department of Justice, U.S. Vincent, J. A. (2005). Understanding generations: Political economy and culture in an ageing society. The British Journal of Social Psychology, 50(4), 579-599 Waller, C. (2006). Outlawing age discrimination: 2006. Engineering Management, 16(4), 32-33. Wan, H., Sengupta, M., Velkoff, V. A., DeBArros, K. A. (2005). U.S. Census Bureau. In Current Population Report (65+ In the United States, pp. 23-209). Washington, DC: U.S. Government Printing Office.

Cause Effect Essay - The Causes of Teen Suicide :: Expository Cause Effect Essays Teenager

The purpose of this paper is to explain the causes of teen suicide. This paper will include statistics and some background information on suicide survivors. Also this report will discuss some warning signs of teen suicide. It is important to take the subject of suicide seriously. It doesn't seem right that a teenager, who has lived for such a short time, would choose to die, but those who can't get over their depression sometimes do. Teen suicide is the third leading cause of death for young people aged 15 to 24 and the fourth leading cause of death for persons between the ages of 10 and 14 and it seems to be on the rise. Only accidental deaths and homicide follow it. Some experts believe that many "accidental" deaths are actually suicides. According to a 1991 Center for Disease Control and Prevention study, 27% of high school students thought about suicide, 16% had a plan and 8% made an attempt. Suicide affects teens of all races and social standing. Boys commit suicide more often than girls do. It could be because it's easier to get the tools for suicide, boys usually use firearms and girls often use pills so since the gun is more deadly, boys complete suicide. Over the past 15 years, the rate among girls has scarcely changed, but the rate among boys has tripled. Also, the rate among non-white males, even though it's still lower than the white male rate, has been rising most quickly of all. Suicide remains the second leading cause of death among whites after accidents and the third among blacks after homicides and accidents. Teen suicide is now considered a national mental health problem. The main two causes for teen suicide is the mental disease of depression and family problems. 90% of teen suicide victims have at least one diagnosable, active psychiatric illness at the time of death, which is most often depression, substance abuse, or behavior disorders. Only 33-50% of victims was known by their doctors as having a mental illness at the time of their death, and only 15% were in treatment at the time of death. The pressures of modern life are greater these days and competition for good grades and college admission is difficult which are extra stresses on already unsure teens. Some even think it's because there is more violence in the media. Lack of parental interest may make them feel alone and anonymous.