Understanding Fatigue and the Implications for Worker Safety

Understanding jade and the Implications for Worker preventativeIntroduction blend preventive requires a bodyatic approach that accommodates an chthonicstanding of risk factors and identification of hazards. Worker get into has been identified as a risk factor for almost(prenominal) acute and cumulative injuries. bear and incomplete recovery scum bag lead to decreased capacity that potty vector sum in an increased risk of impairment and a decline in make up efficiency (Kumar 2001, de Looze, Bosch, and van Dien 2009, Visser and van Dien 2006). In addition, degenerate contributes to accidents, injuries and death (Williamson et al. 2011). everyplace $300 million in lost productivity term in US workplaces ordure be tied to degenerate. Significantly reducing the incidence of fatigue-induced workplace injuries and lost productivity depends on the accurate and timely catching of fatigue to all(prenominal)ow for appropriate intervention.Although the condition fatigue is commonly utilize, it has come to refer to many a(prenominal) concepts in occupational safety and health. In order to manage and mitigate fatigue and the associated risks, it is essential to understand the different types and comp sensationnts. Fatigue is generally accepted as resulting in the impairment of capacity or performance as a result of work. However, fatigue is dimensional, either acute or chronic, whole tree trunk or muscle level, physical or amiable, central or peripheral. In addition, it includes a decline in objective performance, as well as perceptions of fatigue. Of added importance are the roles of sleep and circadian function. Each of these aspects of fatigue do not occur in isolation, but interact to modify worker capacity and wounding risk. both(prenominal) amiable and physical fatigue can result in poor decision making, which may result in an acute injury (Williamson et al. 2011). The risk of injury is dependent on both the injury mechanism and the characteristics of the work being performed. Parameters of importance in the culture of fatigue, and subsequent risk, include the length of time-on-task amid breaks, work pace, and the timing of rest breaks (Williamson et al. 2011).Researchers have postulated that through delineation of the quantitative details of relevant variables, appropriate interventions and injury control can be developed (Kumar 2001). How to beaver quantify workplace conditions, particularly physical exposures experienced by the worker, remains an open research question (Kim and Nussbaum 2012). Current approaches to fatigue monitoring and detection often rely either on fitness-for-duty tests to determine whether the worker has sufficient capacity prior to start work, monitoring of sleep habits, or intrusive monitoring of virtuoso activation (using electroencephalography (EEG)) (Balkin et al. 2011) or changes in local muscle fatigue (using electromyography (EMG)) (Dong, Ugaldey, and El Saddik 2014). man there is no single standard measurement of fatigue, there are numerous inhering measurement scales and objective measurement techniques that can be adapted for workplace use. Recent advances in wearable technologies excessively present an hazard for real-time and in-the-field assessment of fatigue development.Why should we care about fatigue?Fatigue in the workplace is often described as a multidimensional process, which results in a diminishing of worker performance. It results from elongate activity, and is associated with psychological, socioeconomic and environmental factors (Barker and Nussbaum 2011, Yung 2016). From an occupational health and safety perspective, fatigue must be managed and controlled since it has significant short and long-term implications. In the short-term, fatigue can result in discomfort, small(a) motor control, and reduced strength capacity (Bjrklund et al. 2000, Ct et al. 2005, Huysmans et al. 2010). These effects cogency lead to reduced performa nce, lowered productivity, deficits in work quality, and increased incidence of accidents and human errors (Yung 2016). Fatigue can also result in longer term adverse health outcomes, including, e.g., chronic fatigue syndrome (Yung 2016) and reduced immune function (Kajimoto 2008). It can be seen as a precursor to work-related musculoskeletal disorders (WMSDs) (Iridiastadi and Nussbaum 2006). These outcomes have been associated with emerging morbidity and mortality, work disability, occupational accidents, increased absenteeism, increased presenteeism, unemployment, reduced quality of life, and disruptive effects on social relationships and activities (Yung 2016).The safety impacts of fatigue are best(p) evidenced in the transportation domain. In the U.S., an estimated 32,675 people died in motor vehicle break downes in 2014 (2015a). In 2013 there were 342,000 reported motortruck crashes that resulted in 3,964 fatalities and 95,000 injuries (2015b). While these crashes often res ult from several factors, it is estimated that driver-related factors are the leading cause for 75-90% of fatal/injury-inducing crashes (Craye et al. 2015, Stanton and Salmon 2009, Medina et al. 2004, Lal and Craig 2001). The National Highway work natural rubber Administration (NHTSA) estimates that about 20% of all crashes are fatigue-related (Strohl et al. 1998) and 60% of fatal truck crashes can be attributed to the driver falling asleep while ride (Craye et al. 2015). Drowsy driving increases crash risk by 600% over normal driving (Klauer et al. 2006).For many years, a succinct definition of fatigue has been sought after (Aaronson et al. 1999). In our estimation, there is no simple and standard definition for fatigue. For example, our republicment above Fatigue in the workplace is often described as a multidimensional process, which results in a diminishing of worker performance, while true, is not sufficient to describe fatigue, since there are many another(prenominal) con ditions that may result in a diminished workers performance (e.g., motivation). Perhaps, more chief(prenominal)ly, there are several other factors that impact our ability to determine one standard definitionWorkplace fatigue development mechanisms differ significantly according to the occupation type. For example, in manufacturing, the focus is typically on physical/muscle fatigue or related to the shift schedule, and in transportation drowsiness and sleepiness are often the root-causes for driver fatigue.Given the complexity of the human body, a single mechanism unlikely explains fatigue under all conditions, even for a single task and fatigue type (i.e. muscle fatigue) (Weir et al. 2006).No one definition can explain the complex interactions between biological processes, behavior, and psychological phenomena (Aaronson et al. 1999).It is unlikely that a single theory can be used to explain all observations of performance deterioration (Weir et al. 2006).Thus, we cannot provide a s ingle definition of fatigue in this paper. Instead we refer the reader to Yung (2016, p.14) for a summary of multiple example fatigue definitions from various domains.Measuring and Quantifying FatigueIn this section, we divide how fatigue is measured according to cognitive and physical functions respectively.Talk about PVT and reaction time as the main standards for sleep-related fatigue there are several important cognitive characteristics that are typically assed in the context of fatigue. These include a) arousal, b) alertness/ aid, c) cognitive control, d) motivation, and e) stress. Arousal is commonly measured in transportation safety studies since it aims at assessing sleep deprivation, an important root-cause for trucking crashes (especially at night) (Philip et al. 2005, Strohl et al. 1998). Measures of arousal include heart rate, electrodermal response (EDR), pupil dilation and self-report questionnaires (Yung 2016). Alertness and attention are important in translating se nsory and work-related inputs into actionable items. They can be measured using gaze direction, EEG, validated scales, and questionnaires. The third characteristic, cognitive control, has to do with the time taken to process information, and thus, reaction time is perhaps the most commonly used measure for evaluating it. The fourth characteristic is perhaps the hardest to measure since motivation cannot be assessed except through questionnaires and validated scales. Stress can be assessed through a number of measures which include heart rate variance, blood pressure and body postures (Yung 2016). The reader should note that the measures for quantifying mental fatigue include intrusive monitoring administrations (e.g. EEG and blood pressure monitoring systems), non-intrusive measures (camera systems to detect gaze direction), and slimly subjective measures (questionnaires and scales). Table 1 provides a summary of physiological and physical indicators of fatigue.Table 1 Typical Ph ysiological and Physical Indicators of Fatigue DevelopmentMeasurement military commission of Change with FatigueHeart rateIncreases with physical fatigueHeart rate variabilityDecreases with mental fatigue (for root-mean foursquare of the successive differences (RMSSD))Increased piteous Frequency / High Frequency (LF/HF) power ratioElectromyographyDecrease in mean power frequencyIncrease in root mean square amplitudeStrengthDecrease in maximum exertionTremorIncrease in physiological and postural tremorPupil dilationIncreases with mental fatigue and drowsinessBlink rateIncreased percentage eyelid closure over the pupil, over time (PERCLOS)Reaction timeIncreased reaction time and lapses (using psychomotor vigilance task (PVT))PerformanceIncrease in errors and task completion timeForce variabilityIncrease in variability with physical fatigueSubjective assessmentIncrease in ratings of discomfort and fatigueOn the physical side, electromyography is one of the most commonly used paygrade tools for muscle fatigue in a laboratory setting. The gold standard is to detect cellular and metabolic changes through blood sampling techniques (Garde, Hansen, and Jensen 2003). Since these approaches are intrusive, both(prenominal) researchers attempt to detect symptoms of physical fatigue. These symptoms include an impairment in postural control (Davidson, Madigan, and Nussbaum 2004), increased influence (Davidson, Madigan, and Nussbaum 2004), and joint angle variability (Madigan, Davidson, and Nussbaum 2006). Additional symptoms include an increase in exerted force variability (Svendson et al. 2010) and increased tremor (Lippold 1981). Note that these symptoms can be observed through the use of check sheets, visual review (manual and/or through cameras), and self-reported questionnaires among other tools.In our estimation, most methods described above are of limited use in practice since they are either invasive (and will be resisted by individuals/unions) or rely on visua l inspection performed by an observer. Perhaps, more importantly, each observational and measurement technique also focuses primarily on one main risk factor, such as posture or force, or a combined set of factors but for a repetitive task, such as the NIOSH work practices guide (Waters et al. 1993). This fails to capture the interactive nature of many fatigue precursors as well as the variability of the work performed. In addition, these methods do not take into account the characteristics of the individual, beyond general anthropometric and demographic attributes, such as height and age. One important attachment is that the application of these methods in field studies and practice have also been limited by the question can we detect if fatigue (or its symptoms) has occurred? Note that this question is binary program with a yes/no answer. However, it is well understood that fatigue is a process that occurs as a function of loading, time and exertion and is not an end point.From a safety perspective, a more interesting question is Can we predict when fatigue will occur for a given worker based on their schedule, environment and job tasks? If this can be done, then fatigue management will progress from a reactive state (equivalent of the personal protective equipment state in traditional hazard control theory) to higher/safer levels of engineering controls, substitution and/or perhaps elimination through modeling and scheduling. The increasing availability of pervasive sensing technologies, including wearable devices, combined with the digitization of health information has the potential to provide the necessary monitoring, recording, and communication of individuals physical and environmental exposures to address this question (Kim and Nussbaum 2012, Vignais et al. 2013). In the following section, we describe some of the research and commercially available products that are used for predicting/monitoring fatigue development.Predicting Fatigue DevelopmentMo dels for fatigue development are not new, but the existing models are often incomplete. Models for predicting/understanding how humans fatigue have received significant attention over the past some decades in the fields of melody, driving, mining, and professional athletics.In the transportation areas (i.e. aviation and driving), the models originated from efforts to model the underlying relationships between sleep regulation and circadian dynamics (Dinges 2004). Dinges (2004) present a survey of the biomathematical models used in this area. thither are also some surveys on driver fatigue detection models, see e.g. Wang et al. (2006). However, based on our interactions with one of the larger trucking companies in the U.S., these models do not offer answers to the following question Given the massive data collected on each truck that include indirect indicators of fatigue, e.g. lane departures and hard brakes, and individual characteristics of each driver, can we predict how each d river will fatigue for a given assignment, trade condition and weather profile? With the advent of big data, this is the direction that is needed for fatigue development in the trucking industry. One can make parallels for aviation and military applications.In mining, there are commercially available products that claim to predict fatigue among mine workers. The authors did not have the chance to test these products and thus, we cannot tramp/validate these claims. However, if true, this system will be a significant contribution to mining safety.Based on the above discussion, there are several important observations to be made. First, there has not been much independent research verifying the claims made for any commercial products. Thus, practitioners should use them with caution and in tandem with their true safety methods. Second, there have been only limited attempts to perform inter-disciplinary research in fatigue development. Thus, the current approaches are domain-dependen t and are often incomplete since they require only a few precursors. thither needs to be a systematic move towards utilizing big data analytics as a mechanism to predominate the massive amounts of data that is being captured on our equipment, workers, etc. The research challenge is to ensure that we are asking the right questions prior to considering what the technology can (or cannot) provide. Third, it is somewhat inexplicable that the manufacturing safety community is significantly behind other safety domains. We believe that there is a significant opportunity for both researchers and practitioners in examining how other disciplines are managing fatigue.General Strategies for Fatigue Management and MitigationThere are several somewhat recent publications that detail how to manage physical and/or mental fatigue indicators (Hartley and Commission 2000, Caldwell, Caldwell, and Schmidt 2008, Williamson et al. 2011, Williamson and Friswell 2013). These studies have presented the typ ical hazard control recommendations, which include administrative and engineering controls that can reduce/mitigate the development of fatigue. Practitioners should also enquire the documentation from move Canada on Developing and Implementing a Fatigue Risk Management System (https//www.tc.gc.ca/media/documents/ca-standards/14575e.pdf). Typical interventions include rest (for physical fatigue), sleep (for alertness), modify work-rest schedules, and limits on the cumulative hours worked in a week (or shift changes). While these strategies are effective for population averages/overall, they do not address the weakest link in the workforce (i.e. those most likely to fatigue and/or get injured). We see much work needed in this area.Concluding RemarksIn this paper, we have provided an overview of some of the current issues in fatigue detection/ management research and practice. Based on our review of the literature, we offer the following advice to safety professionalsTransportation Safety Professionals There is a significant body of research that highlights the impact of lack of sleep (e.g. from sleep apnea and/or scheduling), night driving, weather (e.g. cloudy or rainy), and work-rest schedules on fatigue development. In general, less sleep, night driving, bad weather and frequent changes in the work-rest schedule are more detrimental to transportation safety. To mitigate these risks, the routing/scheduling can be modified to alleviate some of these precursors. In addition, wearable sensors and on-vehicle systems (e.g. lane departure and hard brake detection sensors) can provide real-time indicators of fatigue development in driving. The data from these sensors can be used through simple dashboards that provide the fledgeling with information on which drivers are at risk. The dispatcher can then force these drivers to rest if fatigued (and sleep in-cabin at a truck stop if necessary) since a short break/nap can help mitigate these effects.Manufacturing Safe ty Professionals Fatigue has been shown to be a precursor to risky behaviors and long-term injuries. It is also associated with a diminished performance and, therefore, can result in significant quality problems. Based on our discussion with several safety managers from large automotive companies, we have learned that it is often easier to sell safety projects to upper management when it is combined with quality improvement initiatives. The rationale is simple to management since they can see a return on investment (ROI) on these projects when compared to a softer objective (reducing/eliminating the probability of a safety problem that has not occurred before). In addition, we challenge practitioners to categorize their at-risk populations (e.g. unexperienced workers, obese and/or elder workers, etc.). These workers cannot be graven by existing ergonomics and safety models that consider an average worker. Thus, a dashboard and sensors that monitor their absenteeism, quality of thei r work and/or complaints can be used to trigger appropriate interventions.Mining Safety Researchers The technology with fatigue monitoring (and more general safety) in mining has evolved significantly over the past decade. There are several commercial products that allow for active monitoring, scheduling, and equipment safety checks. To our knowledge, at least one major equipment manufacturer has released a safety systems suite that incorporates all these data sources to present a clear picture of a workers fatigue and distraction risk. We did not test the validity of these claims and therefore, we ask safety practitioners to ask for system demos and ensure that this particular system meets their needs.A word of caution fatigue detection systems do not mitigate and/or eliminate fatigue. In addition, we whim safety professionals to embrace the role of technology and its potential to redefine safety from a one system fits all to an individualized approach.For researchers and educator s, we believe that there is a sufficient body of literature that suggests that our community is headed to individualized safety models. To develop these models, there needs to be an emphasis on managing large amounts of data, revisiting our old models and ensuring that we can offer data-driven interventions for safety/ergonomics problems. In essence, our field is moving towards individualized models and evidence-based interventions.AcknowledgmentsThis research was partially supported by the American Society for Safety Engineers (ASSE) home grant titled ASSIST Advancing Safety Surveillance using Individualized Sensor Technology.Bibliography2015a. Crash Stats Early Estimate of Motor Vehicle Traffic Fatalities in 2014. edited by U.S. Department of Transportation National Highway Traffic Safety Adminstration. Washington, DC NHTSAs National Center for Statistics and compend.2015b. Large Trucks 2013 Data (Traffic Safety Facts. DOT HS 812 150). 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Social and Political Discrimination Against Women

Social and Political Discrimination Against Wo workforceThe world is facing many problems that are demolishing its unity, forcing the process of making a better world harder to achieve. One of the most devastating problems yet to be solved is the wo workforces rights against discrimination. Discrimination, according to Cambridge Universitys dictionary is the act of treating a person or particular group of people differently, especi on the wholey in a worse way from the way in which you treat other people, because of their skin colour, religion, sex. Discrimination against wo men is a type of sex discrimination. According to the Australian Office of Anti-Discrimination Commissioner (OADC) sexuality discrimination occurs when someone is treated less favourably than a nonher person because of his or her gender (Justice, 2009). Womens discrimination is a series problem, it is just not a discrimination against a minority (with all do respect to all minorities). It is impossible to exec ute our goals while discriminating against half the human race Kofi Annan1. Annan described discriminating against women discriminating against half of the human race which rely on how important the case of women in the progressing of the human race. The problem of discrimination against women was officially addressed to the world through the first couple of years of the establishing of the United Nations (UN). Women inscribed their identity as corroborateers of rights in the founding documents of the UN-the UN Charter (1945) and the Universal Declaration of Human Rights (1948) the Convention of Civil Rights to Women (1948) and the Convention on the Political Rights of Women (1952) (Jain Sen, 2005, pp. 12-13). Many countries and nations have issued legislations against discrimination, and specifically against gender or sex discrimination. One of the most notified acts against discrimination is the Sex Discrimination Act 1975 by the British Parliament. Many countries and nations have acts against discriminating women however, women are muted being discriminated before the law (Franciscans). Discriminating against women is not just discriminating against a person it is discriminating against families as well who would want the mother, the sister or the wife to be discriminated at work, at school or at club under no reason but solely because of the gender. The purpose of this turn out is to examine the act of discrimination against women and demonstrate on how women suffer in the social life, the political arena and the workplace, and the education. Moreover this essay will adjudge the introductory solutions to overcome the problem of discriminating women due to their gender held previously decades ago by countries or nations, and why they did not reap what they have sown. Ultimately, it will put forward a solution on how to surmount the problem of discriminating women, because women should not be discriminated due to the prejudice against their gender. Women play the part of half the human race if they were less competent or reliable than men and do not deserve equality God would not let them share e real authority with men.Womens discrimination is much far from being a local issue in a certain part of the world. Women suffer from discrimination, violence and sexual worrying because women most of the times are thought to be less competent than men because of their physical structure. Women are not only discriminated in the evolution countries because of the wishing of sophistication, women are also being discriminated in the developed countries. Discrimination against women in the UK is deeply ingrained, a government report concludes as cited in (Barriers still in womens way, 2005). The UK, one of the most important and developed countries that plays a major role in the world issues, has a discrimination problem against women which is described by a governmental report to be deeply ingrained or firmly held that it is not likel y to be changed. Thus it is a problem that needs more that attention to be solved. According to the United Nations Development investment firm for Women (UNIFEM), Data shows that discriminatory practices against women exists and dominates in almost all parts of the world (2008). Therefore, we do not need each developed country telling a one that is not that the developed country is free from discrimination or it is in very small ratio that discrimination hardly can be found. Statistically according to figure 12, the ratio between the Middle East and North Africa (MENA) and the developing countries does not gap critically life expectancy is more in MENA than in the developing countries while it decreases in the other areas. The world needs all countries and nations help because it is not a one nation problem it is a problem that we all command.Women social life is covered by many kinds of discrimination. Women in social life suffer from many daily-life appellations, especially in t he Middle-East other than the West. In the Middle-East women are classified by their relationship status other than by her contribution to the community. While searching for life partner men deliver repelled from divorced women. In the process of searching, most of the men search for virgin girls whether those men have previous relation or not. Divorced women are treated different than married women. Whereas single-mothers most of the time do not marry later their first marriage because men do not want extra burden or responsibility. On the other hand single-fathers easily can get married most of the time as there is no social norm against them to re-marry. Single mothers do not refuse to marry, however, they are refuted by the men how are seeking marriage. Divorce is more costly for women than men. The most common impact of divorce on women is the financial insecurity it creates, increasing the possibility of privation for them and their churlren. Data show that after divorce, women experience a 73 percent loss in their former standard of living and men experience a 42 percent rise (Headlee Elfin, 1996, p. p.52). Not only divorce leave women socially downgraded it also leaves her in economical insecurity, and if a women is supporting a child the disaster will be doubled. According to Clarke-Stewart Brentano, divorced women make only five new friends in the first year of divorce due to the ablaze damage of divorce (2006, p. 70). Women are more likely to have blighted social life than men after divorce. Nevertheless, society does not welcome divorcees go forth women in a dark corner of the society.Politically, women suffer from a great impact from discrimination. Women have been discriminated in the political arena, as the society gives the women politicians less creditability than men due to some ideas stuck in the minds that women are more likely to be secretaries other than being the boss. The media has a huge impact on such ostracize ideas, giving the women always as the soft secretary that has a model body shape and a voice that rhymes with music. According to Abdel-Wahabs film, he sketched a wife being a CEO in a governmental institution, while the employees of that institution do not believe that a woman can hold such a sophisticated position (1966). In that film the female CEO proves to her husband and to her employees at the end of the film that she is as competent as any male CEO that has ever held this position. This is the kind of media that needed to be seen today, not the ones that weaken the image of women and strengthens the stereotyping of them in politics and in workplace. According to Constance B. Morella a US Republican Congresswoman, who represents the S level offth District in Maryland, in politics (once elected) there is equity in basis of salary, but not in terms of leadership. Women are excluded from many issue areas and commissions where they might serve as cited in (Headlee Elfin, 1996). In the US con gress the government cannot give smaller salary to women, of public life or it would be contradicting its own policies out in the public, nonetheless, they do not give women the right of leadership as they might provide help to their country, the US- her country- defy the womens help in leadership. Unlike men, women pursue politics for the sake of issues and morals not for career advancement. The rejection of women being in the political arena gave them the opportunity to be more active volunteers than men, which gave them more than enough experience to successfully enter the political arena (Headlee Elfin, 1996, p. 26). Men do not have an extra encephalon that makes them excel in politics and likely women do not, hence, they are equal and should have equal political opportunities. Women went to work thus, affecting the mens jobs and the economy mainly because of money. Women worked because they did not have husbands as unmarried or divorced, or they had husbands who were in low -pay jobs. In 1994, 59 percent of married women were working for pay which increased by 19 percent from 1970 (Headlee Elfin, 1996, p. 3). As of discrimination in the work place, statistically, pregnant women suffer widespread discrimination at work, figures show, with almost one in 14 mums-to-be denied opportunities for promotion and one in 50 demoted (Pregnant Women Discrimination at work, 2006). Pregnant women takes the largest piece in the pie chart according to discrimination, some of the pregnant women do not even get paid for maternity leave, while, some of them do not get promoted and some get demoted.BibliographyAbdel-Wahab, F. (Director). (1966). My Wife is CEO Motion Picture.Barriers still in womens way. (2005). Evening conduct (South Wales) , p. 5.Clarke-Stewart, A., Brentano, C. (2006). Divorce Causes and Consequences. New Haven Yale University Press .Franciscans, I. (n.d.). Discrimination Against Women. Retrieved December 21, 2009, from Franciscans International ht tp//www.franciscansinternational.org/issues/women/discriminationHeadlee, S., Elfin, M. (1996). Cost of Being Female. Westport Greenwood Publishing Group, Incorporated.Jain, D., Sen, A. K. (2005). Women, Development, and the UN A Sixty-Year Quest for Equality and Justice. Bloomington inch University Press.Justice, T. D. (2009, September 4). Anti-Discrimination Commissioner Gender Discrimination. Retrieved December 21, 2009, from Tasmania Online Your gateway to Tasmania http//www.antidiscrimination.tas.gov.au/publications/gender_discriminationPregnant Women Discrimination at work. (2006). Advertiser, The (Adelaide) , 15.UNIFEM. (2008). Justice / Field Stories / Discrimination Against Women UNIFEM Progress Of The Worlds Women 2008/2009. Retrieved December 21, 2009, from United Nations Development Fund for Women http//www.unifem.org/progress/2008/media/POWW08_Report_Full_Text.pdf

Death Penalty Essay -- essays research papers fc

I.After spending ten long years on closing row, he is escorted today by the warden down the dimly lit white hallway to the room in which judgement day will in conclusion arrive. As he moves closer, he begins to regret having led a violent life-time of crime and murder that had caused him to be sentenced to closing so long ago. The door finally opens, and there he stands face to face with old sparky, a.k.a. the electric chair. He is strapped in and a leather helmet containing a wet sponge is placed everyplace his head along with a judicature liner that functions as an entry electrode through which nearly 2500 volts of electricity will pass. The exit electrode- a band of brass also with a soaked sponge- is attached to the pris unmatchedrs shaved calf. As a final preparation, a leather hood is placed oer his face.The switch is then pulled and 2,350 volts strike though the inmates body for eight seconds, followed by 22 seconds of one thousand volts. The cycle is repeated immediate ly. This high-voltage electrocution raises the temperature of his brain to 140 degrees Fahrenheit, and fries his internal organs (Freedberg 2).The passage above describes a typical criminal execution by the electric chair, one of the various methods of capital punishment, otherwise known as the death penalty. The sentence of death has long been an accepted form of justice, yet today, capital punishment has remained a hotly debated issue. Some believe this punishment to be cruel and unusual and therefore violating the United States Constitution, while in reality the death penalty is unobjectionable and just punishment for murder and other extremely violent crimes. With these clashing viewpoints, there are also differences in the policies of various states, with some states supporting the death penalty, and others not. This serves as an injustice because murderers convicted in states such as Texas or Florida, which support the death penalty, will truly be brought to justice, while m urderers in states such as North Dakota or Wisconsin will not (Staletovich 5-6). It is with this reasoning that the death penalty should undoubtedly be implemented in all fifty United States and the zone of Columbia.II.In the United States today, capital punishment is an integral part of the criminal justice system, and has... ...red of paying for their care. In addition, the cost of executing versus jailing a prisoner for life natesnot be measured exclusively in dollars. Capital punishment has moral value for society and emotional value for families of victims- both unquantifiable (Smith 11). VI.The death penalty, as you can see, should not be viewed as an run of killing people who kill people just to show that killing people is wrong, but as an act of safeguarding our society from potential or previous murderers and delivering justice to those who kill.Works CitedBarry, John. Is the Death Penalty Cruel and Unusual? 4 Dec. 2000 Brown, David L. The Bibles Teaching on Capital Pun ishment. 5 Dec. 2000 Freedberg, Sydney. Bloody Execution Leads to Stay for 2nd Inmate. St. Petersburg Times. 9 Jul. 1999, Newsbank. CD-ROM.Smith, Sharon C. Capital Punishment in the United States. 6 Dec. 2000 Staletovich, Jenny. The Electric Chair ability Struggle. Palm Beach Post. 2 Jan. 2000, SIRS Researcher. CD-ROM. Winter 2000.

Language In My Home :: essays research papers

People say that parents are teachers of good and bad English. People also judge people on how they speak, whether the language is in reverse or just simply inappropriate. I think I had the best of both worlds with my parents.First of in all, my mother is very articulate and has a very large vocabulary. ever so since I feces remember she was correcting me on how I spoke and how I wrote. I always would get so mad at her for doing that, but I realize now that my vocabulary and English skills are better than that of many people I associate with. I feel much more footsure with my writing and speeches because of my mothers influence on my grammar. I know I can speak publicly and people will take me bad and understand what I have to say because of my background in good English.Secondly, my male parent is from Jersey City and never graduated college so his way of oratory is different than my mothers. He speaks more of the vernacular he grew up with and he isnt worried about what peop le think when he talks. He says he is more interested in getting his point across than worrying about whether or not people think he is brilliant. My father taught me that in situations of everyday life, you do not have to be articulate all the time. He teaches me everyday that speaking in my own way makes me who I am. He is not instilling upon me to talk bad but different situations call for different languages. I do feel that my parents encourage me to use correct English whenever I can. They know that with my future plans in life, correct English usage is imperative. They also understand that sometimes I am just passing play to speak however I want in order to get my point across. I have noticed that even when I have conversations with friends, we all seem to sound so much more intelligent because we are finally using everything we have always been taught to use when speaking.Because of everything I have intentional from my parents, I do feel adequately trained in English. I kn ow, depending on my surroundings, how I am suppose to talk and I feel that if I am just hanging outside my house with my friends or giving a presentation to the CEO of a major corporation I can do it.

Fairness In The Workplace Essays -- Workplace Essays

Fairness In the WorkplaceAmerican beau monde is slowly, but surely, moving towards equality in the workplace. In the past decade laws provoke been passed that prohibit discrimination in hiring, retaining and promoting employees based on race, gender, disability and religious beliefs. Although not all groups have been included yet, the movement towards a more skilful workplace is evident. Nowadays, almost every single employer will have the sign Equal Opportunity Employer under the name of the company, especially when recruiting. However, even though companies have adopted these standards as a part of their corporate culture, not all people are able to fully appreciate and accept revolution in the workplace. Although at that place are humannessy different issues to be considered, I believe that the most prominent issue is that of socialization - the way people were taught and learned to interact with the society at large and its members. This issue has many various aspects that can help understand the difficulty of accepting diversity. These issues include unfair and outdated expectations of others, fixed views on certain issues, and involuntaryness to admit that problems exist and that they need to be dealt with.The concepts of expectations and fixed views intersect in a few places. Fixed views are not what unmatched expects of someone, but how the person relates and perceives that someone. Strong views are often followed by expectations. For example if one judges that someone else is a violent person, he/she will expect to reassure outbursts of violence. If one has been ?conditioned?, by which I mean that through interaction with society on has learned a particular view or behavior, to think that homosexual relationships are ?disgusting? or at least that they are not ?normal?, one will probably find difficulty with traffic with such instances in the workplace. Williamson, in his article ?Is this the Right Time to Come Out, discusses a situation tha t a young homosexual employee faced at work. His hirer was unable or maybe unwilling to understand the parallels of homo- and heterosexual relationships. In this particular instance, the employee had a chance to tell his employer how he feels. Unfortunately, there are man situations where homosexual employees are afraid of being ridiculed or made uncomfortable about their sexual preference. As the article me... ...nt. However, the most difficult obstacle in removing the above two issues is the unwillingness to admit that those issues exist and deal with them. Some people might be afraid of lawsuits it is understandable that nobody comes out shouting, ?I hate women, what are we going to do now. However, if such problems exist, they will not be removed until they are confronted. McIntosh mentions in her article that men are unwilling to admit that they are privileged and that white people are unwilling to admit that as well. This can be difficult for those who did not have as many or any privileges. I believe that such behavior is the biggest obstacle to solving problems in the workplace.Corporations should actively participate in the quest to moderate the working environment a better, less intimidating place. I believe that this goal can be accomplished through further development of diversity in corporations. Ellen won respect from men in Bahrain only after they started working closely with them. Hopefully, through closer interaction we can start addressing and changing certain views and expectations that will make the new improved corporations feel almost like Aristotle?s ?polis?.

Theme of Love in Joyce’s Dubliners, A Portrait of the Artist as a Young

Theme of Love in Joyces Dubliners, A Portrait of the artisan as a Young Man, and UlyssesA central understructure in James Joyces works is that of love what is it, and how can we discuss it? Joyce could not bring himself to use the word love when Nora asked him if he loved her he could only say that he was very fond of her, desired her, admired and honored her, and wished to secure her happiness in every way and if these elements were what is called love and then perhaps his affection for her was a kind of love (Ellmann 6). One can read Molly Blooms Oh, rocks. Tell us in seemingly words as Noras answer to Joyces intellectual, complicated answer (Joyce, Ulysses 64). Perhaps as a result of Joyces own concern and questions virtually love, many of his characters are also confused and looking for a definition of love. There are many kinds of love discussed in Joyces works, including love for ideals, family, friends, God, and almost importantly, husband and wife. This paper will explo re the theme of love in Joyces work and show that love is a basic concept in life characters unsure of this concept need to find a concrete definition before they can be comfortable. To do this I will take characters from Dubliners, A Portrait of the Artist as a Young Man, and Ulysses, using the Greek ideals of agape spiritual love, storge familial love, philia the love between friends, and eros cozy love.Godlike Love AgapeUlysses opens with Buck Mulligan calling Stephen a fearful jesuit and mocking church rituals as he shaves (Joyce, Ulysses 3). The two of import characters of this novel, Stephen Dedalus and Leopold Bloom have each fallen from their respective faiths. They both suffer for their religious affiliations Bloom is excluded and h... ...me to terms with the part of love that is comprised of forgiveness. Stephen is yet doomed to lift in search of the meaning of love, but Bloom has found an incomplete definition, at least of eros. Works CitedBurton, John. ClassicNote. GradeSaver. http//www.gradesaver.com/ClassicNotes/Titles/ulysses/. July 5th, 2000. Dibattista, Maria. First Love. University of Chicago Press. Chicago, 1991.Ellmann, Richard. Joyce in Love. Cornell University Library. Ithaca, NY. 1959.Joyce, James. Dubliners. Portrait of the Artist as a Young Man. The Portable James Joyce. Harry Levin, ed. Penguin. 1976, New York. Ulysses. Vintage, New York. 1961.Lockett, Joseph. Four Loves, No Loves. http//www.io.com/jlockett/Grist/English/ulysses.html Valente, Francesca. Joyces Dubliners as Epiphanies. The Modern Word. http//www.themodernword.com/joyce/paper_valente.htmls

Personal Narrative - Slumber Party :: Personal Narrative Essays

Personal Narrative -Slumber PartyThump-thump, breathe thump-thump, breath. My heart beat as if it was pounding out by means of my brain I tried to catch my breath. I heard footsteps coming up behind me like an elephant chasing at my heels. A scream pierced my ears and echoed more times in my mind. My thoughts raced from one thing to an different. After locking the door, the four of us clinched in a corner for nearly an hour.My day had begun normal. I remember I woke up, went to school and found myself with my friends that afternoon. My company was five of my closest pals Becky, Alex, Meredith, Lee, and my boyfriend Cody. We all had hung out many times before and knew each other well. For most of the evening, we sat around telling horror stories and gossiping about classmates. Time passed quickly and soon, it was time to head home.The girls were all planning a nap party at Beckys. Her parents had gone out of town for the weekend, and she was not willing to stay alone. We began our evening of leisure by getting into our P.J s, and returning to our scary stories. in advance realizing it, another hour had passed. All the stories must have gotten to us because before we went upstairs we made sure every light was on in the house.The whisker on the back of my neck began to rise as we listened to the cold aching silence. In the distance we listened to three loud car horns and a door slam. We, then, jumped extraneous from the window and started down the stairs. Half way down the stairs, we stopped dead in our tracks. The roof began to rattle as if someone was climbing across it.Our pulses raced as we flew down the remainder of the stairs. Thump-thump, breath. We huddled together in the kitchen. For our safety, we gathered a sharp knife and a phone. We came up with explanations to relieve our minds deciding that the horn was a neighbor and the thump on the roof was the cat. Calming our thoughts down, we relaxed into a group, sitting on the counter.We laughed at the fools we had been, and grew quiet as we heard several car doors slamming, again. taciturnly staring at one another our eyes grew wide as we hesitated to jump. Alex tried to explain Its just the neighbors.