Comparing Maya Angelous Graduation and Liliana Hekers The Stolen Part

Comparing Maya Angelou's Graduation and Liliana Heker's The Stolen Party    Maya Angelou's "Graduation" and Liliana Heker's "The Stolen Party" share a common theme. Each author demonstrates through young girls that life's experiences, especially as a child, teach important lessons. Although Angelou's "Graduation" and Heker's "The Stolen Party" share a distinct resemblance, they also differ. The main similarity is that Margaret from "Graduation" and Rosaura from "The Stolen Party" are both excited about a day that they consider special or important. Margaret's big day revolves around her graduation from the eighth grade at the Lafayette County Training School. Margaret and her entire family are so proud of her accomplishments and achievements. Margaret felt high aspirations for the future and high hopes of all her goals being attainable. Margaret brags: My work alone had awarded me a top place and I was going to be one of the first called in the graduating ceremonies. On the classroom blackboard, as well as on the bulletin board in the auditorium, there were blue stars and white stars and red stars. No absences, no tardiness, and my academic work was among the best of the year. I could say the preamble to the Constitution even faster than Bailey. (572)    Rosaura's big day revolves around a birthday party she was invited to by Luciana. Luciana is the daughter of Senora Ines. Senora Ines is a lady Rosaura's mother cleans for in the afternoons. Despite her mother's initial wishes, Rosaura was determined to attend Luciana's birthday party. Heker writes, "She wanted to go to that party more than anything else in the world. 'I'll die if I don't go' she [Rosaura] whispered" (614). Margaret and Ro... ...ade this little girl come to life with words. Margaret was so natural, so life-like, so truthful. Heker's "The Stolen Party" is a work of fiction and is told in third person. Although Rosaura seems realistic and believable, her character was not as fully revealed as Margaret's.    Margaret and Rosaura were both young girls living in environments where certain things or people were not accepted. Through childhood experiences both girls have learned substantial lessons about themselves and the way others view them that should remain with them the rest of their lives.    Works Cited Angelou, Maya. "Graduation." Literature for Composition. 4th Ed.   Sylvan Barnet et al. New York HarperCollins, 1996. 570-578. Hecker, Liliana. "The Stolen Party." Literature for Composition. 4th Ed. Sylvan Barnet et al. New York HarperCollins, 1996. 613-616.

Hausser Food Products Company Сase Study

Summary: Due to demographical changes and competition growth Hausser Food Products Company (a leading infant food producer and marketer with a 60% market share) is currently facing a decrease in sales growth and profit together with unused capacities of its plant and warehouse. Hired by HFP researcher finds out from their Regional Sales Manager, Brenda Cooper, about the difficulties of motivating her team to come up with new ideas of selling to increase the sales.Reasons1. HFP target planning doesn’t involve â€Å"people from the field† while they are the ones who know the local markets, what is realistic, what their capabilities of selling are whereas they are the ones to finally meet the targets.2. Rewarding scheme is not adjusted to the constantly changing market and working environment. Neither does it motivate employees to achieve higher targets set year after year nor does it encourage them to share their creative ideas on selling methods and new market opportunit ies.3. HFP management puts too much pressure on paperwork. Such bureaucracy limits the time sales people spend on selling activities.4. The company seems to have a fixed boundary between the top managers and regular sales forces. It is divided into â€Å"us and them†. Sales forces don’t understand that achieving a general goal is to their own benefit too – they are only focused on their personal goal which is receiving yearly bonus.5. Sales meetings are held without Regional Sales Managers such as Brenda Cooper. How to resolve the problem:1. District Managers should be involved in drawing up sales plans together with Regional Sales Managers who should be then communicating those goals to the Sales and Market Planning Directors.2. Changes of rewarding system should be made so that extra sales are rewarded more i.e.: not only bonus should be increased but also base salary should be revised. Moreover, creative or innovative ideas of regular employees should be reco gnized and prized accordingly to company’s increase in profit so that sales forces don’t get the impression of being â€Å"used† to  the company’s general benefit.3. Limit the paperwork by involving Regional Sales Manager in sales team meetings which would naturally keep them updated without the necessity of producing numerous papers and reports by sales people.4. Introduce team bonding activities, social events which would be attended all kinds of levels of employees: directors, managers and sales people. This would on one hand result in information  exchange crucial to the directors and on the other hand – in building-up of sense of belonging to the company as a whole and understanding the role of an individual in a company.

Bringing Out the Best in Others

When I arrived home after being promoted as the CAD (Computer-aided design) Manager of our company, I had great difficulty going to sleep. It felt as though I was on top of the world and the exhilaration I felt was intensified as I looked back to the years when I first set foot in America. I was an eighteen-year-old lad then and I was very anxious to get assimilated into American society. My entire family and clan had high hopes that somehow I would make it good in a foreign land.Fear of failure probably gave me a head start as my drive and determination to climb the corporate ladder was so strong: I immersed myself in the study of American English and culture more than my other compatriots did. I worked and studied at the same time hoping that my academic credentials and relentless drive to succeed would open doors for me. Fortunately, I was not disappointed. One after the other, the doors of opportunity began to open. I found work to finance my schooling and when I was through with my schooling I immediately found work as CAD Drafter.Little by little, my superiors took notice of my technical and programming skills. Perhaps, over and above these skills, what really made my superiors realize that I was intent on moving up was my refusal to give up when the team seemed to have run into a blank wall. I always kept trying to figure a way out of the problem long after the others in the team had already given up. Indeed, there were a lot of instances when my plain stubbornness solved a difficult problem. Now, as a CAD Manager, I am determined that this same persistence could again one day give me another shot at a higher position.Besides, I am convinced that I have to be particularly quick to recognize the existence of the same trait in my subordinates. I know that a worker with a drive similar to mine would make a difference in the accomplishment of tasks. After literally burning the lines breaking the news back home through an overseas call, I sat in my apartment and asked myself, now what? I realized that having been promoted is not the end of the road. Instead, I was given another uncertain road to trek.This time, the rules are different; the expectations are higher and the demands are also certainly harder. That very night, my elation slowly gave way to apprehension. Even then, I congratulated myself for a job well done and steeled myself for another formidable challenge to be hurdled. I took stock of the team assigned to me and wondered if I could really be an effective leader considering that I have risen from the ranks. Immediately, Mr. Tom Higen came to mind. Like me, he rose from the ranks such that he knows virtually everything about CAD.I silently resolved that I would pattern my management style after his. Mr. Higen would be my role model and mentor. To lead the team effectively, I knew that I had to know the members of my team on a deeper level. John Maxwell (2001) writes that successful people-developers make the right assumptio ns about people, ask the right questions about people and gives the right assistance to people (p. 143). I felt that Mr. Tom Higen demonstrated this trait in his dealings with us. Indeed, he is a very focused worker and yet found time to bond with us, his subordinates.It is true that in my other jobs, I also had superiors who would ask how I was doing almost every time they met me in the lobby or elevator. Yet when one is not sincere, the phony nature of the question somehow gets through and I often had the feeling that they would ask what I was doing not because they really cared about what I was doing but because they could not find any other statement to break the ice. When Mr. Higen asked how I and my other colleagues were doing, I could immediately sense that he was not mouthing a perfunctory, one-liner as some sort of lip-service to what they call corporate bonding.I could feel that he was sincere in asking the question and without much reservation or hesitation, I and my coll eagues could discuss with him our personal problems and eventually we would move on to discussing with him work issues and difficulties. While the presence of other superiors would make us uneasy, Mr. Tom Higen’s presence would be a welcome treat as we found in him an ear that was ready to listen. Realizing that I should also try to establish a strong bond with subordinates, I made it a point that in our weekly meetings, I would ensure that I would arrive at the conference room 30 minutes ahead of schedule.While waiting for the other team members to arrive, I would ask how one’s child was doing or how one was coping with a new-found hobby or sports activity. In these sessions, I was able to gauge whether a subordinate’s performance is being affected by a domestic problem. Once, Matt Cavaness, a Senior CAD Specialist who is an exuberant guy suddenly became withdrawn and failed to meet a deadline twice. It is in one of these pre-conference talks that he disclosed that his 1-year-old daughter kept getting ill and the doctors could not give a final diagnosis. I remarked, â€Å"Now I see why you aren’t your usual self.I will pray that no serious illness has befallen your daughter. I think he was so touched and relieved by my statement that his concentration at work was restored. Now, when the two of us have one-on-one discussion about production issues, we would outdo each other in saying, you are not your usual self, when we are stuck with an impasse. I would say I started to gain the trust and loyalty of Matt by that thoughtful remark. It is indeed surprising how such a seemingly insignificant gesture could pave the way to a strong bond of professionalism and friendship.I think that in this instance, I took the step in making the right assumptions about people as John Maxwell suggested. I discovered what is valued by my team mate and knowing what he values, I use it as a means of connecting with his inner self. I began to see him in a different light and became more understanding of his previous lapses. Another positive result of my pre-conference talks with my subordinates was the fact that whenever I set a meeting or discussion, nobody would get late as what happens in other departments.Since they all know that I always arrive at the venue 30 minutes ahead of time, they either arrive at the venue 30 minutes ahead of schedule or be at the meeting place at least 10 minutes before the sessions. They surely find it embarrassing to keep me waiting. Since I want all meetings and all outputs to be delivered on time, I must ensure that I myself demonstrate this demand in my very own work ethic. This management practice bolstered my integrity, a quality which Maxwell regards as the most important ingredient of leadership (p. 49).Taking off from such a fruitful pre-conference talks with Matt, I also resolved to know the other members of the team in a deeper way: Gunilla and Miguel, the Senior CAD Specialists and Ramon a nd Olive, the Project Cad Specialists. By knowing a lot about their personal circumstances, I believe that I could sincerely engage them in conversations that would delve on both the personal and professional aspect of the employee. I familiarized myself with the personal background of my teammates. I even took pains to memorize the number of children that my subordinates had and ensured that I could at least remember their names.When an employee would come in to refer an issue, I would make it a point to begin with a small talk about the employees current personal undertakings. This went on for quite some time until one of them remarked, â€Å"You’re bent on becoming a Mr Higen, aren’t you? † I was dumbfounded by the man’s perspicacity. With that I suddenly came to realize that perhaps my aping Mr. Higen was being counterproductive. Instead of seeing me as a superior who is as caring and concerned as Tom, I was coming across as phony and a copy-cat. Surp risingly, when I ceased trying to become a clone of Mr.Higen, I suddenly became more relaxed in my conversations that the spontaneity and warmth of my concern as a superior showed through. My co-workers began to like me and began opening up to me as a person and as a professional. My inhibitions and my mental cues to be like Mr. Higen eventually gave way to a more relaxed and natural way of dealing with my subordinates. I began to have a very caring attitude towards my subordinates. I have begun to accept that I am who I am in my own unique way and not through the ideal of some other person.While I am resolved to pay forward the kindness of my superior, I am also obliged to remain true to my identity. This is the only way I could safeguard my identity as a unique individual. After having impressed my subordinates about my concern for their personal and professional welfare, I was dead-set on ensuring that they would throw in their unconditional support in the attainment of our goals . I believed that one sure way of motivating them towards this managerial objective of mine is to gather the input of each member in how to attain the goal in the best and fastest way possible.Again, meetings were in order. The first two projects that were finished in this manner truly went fine and ahead of schedule. However, when each team member became less inhibited in voicing his opinion, we eventually came to a point when we could no longer agree as to which is the best course of action to take. As the leader, I would moderate and resolve issues and made sure that the exchange of ideas did not become a clash of personalities. It came to a point when I could no longer reconcile opinions that in one project, we were at a gridlock and time was running out.I eventually realized that even when management principles require the input of subordinates, my role as the manager would have to be exercised with firmness and finality to avoid such impasse. Nonetheless, to soothe feelings th at might have been hurt by my choice of a course of action over another, I would announce that a particular course of action is what we ought to follow as an exercise of my management prerogative but once it would not turn out to be the best, we would resort to another suggestion later.I realized that even when inputs are sought from subordinates, I, the manager, still have the final say as to the direction that we would take. By doing this I take on accountability and responsibility if anything goes awry and not the subordinate who offered the suggestion. Indeed, decision-making remains my call in spite of the fact that suggestions from subordinates have been solicited. I am technically proficient in all the programs related to drafting and I keep abreast of all the modern software related to CAD.Thus, my co-workers could always count one me to give them the correct and updated technical advice. I relished being the perennial technical point person until I realized that my availabi lity and dependability on the technical side of our work has become counter-productive. I eventually sensed that as the CAD Manager, I should be focusing on other aspects of production. In fact, I should not bother myself too much with the technical work as an employee was already assigned to specifically attend to it.I must have made myself too available for consultation than I should that Olive kept coming to me for inputs for projects assigned to her. Her importuning consumed a considerable amount of time and having become aware of this I made sure that it somehow has to end. The next time that Olivia came for the usual technical consultation, I pretended that I was on my way out for a business lunch with a client. Throughout the day, I made sure that I could not be contacted by her. As the project was due at 5 pm on that day, Olivia was forced to study the technical material herself. In doing so, she was able to solve her problem.I believe that after two other unsuccessful attem pts to get my opinion on a project she was doing, Olivia finally resolved to finish the project all by herself. From then on, realizing that her attempts to consult me midway through a project was merely time-consuming, Olivia finally decided to do her work on her own as well. I realized that by making myself too available, I was not leading my team. I was in fact pitching in for the work that they should have been doing in the first place. Besides, the practice has not resulted in Olivia being able to do the project all by herself.I was teaching her but I did not intend the process to be a repeated activity as she had to be weaned from my constant supervision. I wanted her to be a self-directed or independent employee who is able to reach her goal with minimal or without supervision. This must be what Maxwell had in mind is his admonition to give the right assistance to people. The assistance I was giving Olivia at the start was not the right kind as it had the tendency to make her complacent and dependent. Looking back, I also became aware that my Transition Skill was inadequate.Catapulted to a managerial position, I realized that I would have to go beyond the technical and programming skills and instead hone my managerial skills. I have to make sure that my technical skills are as impeccable as my managerial skills. I needed to learn fast how I could best bring about the best in my five subordinates. Due to the fact that I sometimes had to go on business trips that would take at least a couple of days of absence, I had to delegate some of my tasks. In delegating selected tasks, I would see to it that the job that is delegated is the area where the employee excels.However, I rely on Matt to make the crucial decisions when decisions have to be made immediately. I once thought that delegating tasks is not liked by most subordinates as it would seem to be an additional burden. I learned that in delegating tasks, I have to make the other person realize that dele gation is an affirmation of my trust and confidence. I would begin my delegation spiel with the phrase, â€Å"This is a vital process which, I believe, is best done by you. † This statement makes the person warm up to the idea of the responsibility and he would gladly accept the task without much hesitation.Although I do delegate certain tasks, I still ensure that I am still on top of everything by periodic calls or when absolutely needed, I would have those with delegated tasks discuss matters with me via teleconference. Going back to the admonition of Maxwell about making the right assumptions about people, I found that I have unstated assumptions about people and no matter how I try hard not to make an assumption for fear of being prejudiced, the human mind is always classifying or making categories about things and about other people. For example, I treat my two Filipino subordinates, Miguel and Ramon, the way I treat myself.That is, as immigrants like me, I know that lik e me, they are in a make or break situation such that no matter how adverse the circumstances may be, they will gladly pitch in to help. With this in mind, I give them work that is at times higher or more demanding than that being done by the rest. These two Filipinos always deliver quality work on time. Indeed, people have a way of living up or down to your opinion of them (Maxwell, 147). While assigning work to these two individuals, I always ensure that I are to listen to what is going on with their families.Aware perhaps that I always seek the best for them and their families, I am amply rewarded by their efforts to always bring out the best in themselves. Maxwell says further, â€Å"People do not care how much you know until they know how much you care† (147). The same holds true for Matt and Gunilla. I found that even if they are hard-pressed for time, they would normally respond with enthusiasm to a new project once I had recognized their needs both on the professional and the personal level. For Matt, mere mention of his CD rock collection would send him rattling off album titles since he knows them by heart.I once bought a rock CD for him and he was beside himself with joy. That I should bother with my time to go looking for his type of music was such a profound joy for him. Gunilla on the other hand, loves gardening. Although I do not have much time for late night meetings, I gave her an unexpected visit. I found her busy puttering in the garden. She was ecstatic when I gave her a book about gardening. By the way she enthusiastically responded to my questions, I knew right there and then that I could count on her when it was time to get things done.While I was quite successful with the first four team members, I was a dismal failure when it came to Olivia. It was not because I couldn’t find anything that would make her respond with enthusiasm or anything that would be a common hobby at the stage of her life. Whenever her attention was c alled to certain lapses, she would accept it with a stony face, pout and then start working on a new task. At first I secretly resented it. However, I eventually confronted her about it and she had a litany of woes as an excuse. To ensure that she is able to produce as much as her fellow employees, I paired her off with Matt Cavaness.Nonetheless, she would not change her habits. Before I could think of another technique to make her more productive, she transferred to another company. My experiences with these people have so far been fruitful. In order to bring out the best in them, I need to show them my best side as well. I am a veritable role model in the department where I work. Aside from this, I must show them my utmost concern for them. By working together and at the same time valuing one another, synergy is achieved and more work is done or accomplished. REFERENCE Maxwell J. C (1971). Developing the leader within you. Nashville, Tennessee: Nelson Publishers

Example Essay

Example Essay Most Americans spend about three to four hours a day watching TV, according to Nielsen Numbers. During this time Americans encountered commercials with promising product that improve your life. When it comes to love, the media uses sex to lure in the customer. We see this form of advertising in recent products campaign such as the Dentine Ice â€Å"Practice Safe Breath† and the Axe â€Å"Apollo. † The campaign â€Å"Practice Safe Breath† had subliminal messages about sex. The first scene of the commercial was a couple in a car. The couple was about to kiss and a girl stops the guy and says â€Å"Wait, you have one right? The word â€Å"one† has a double meaning both refering to the gum and a condom. The guy puts his hand in his pocket and retrieves a packet of Dentine Ice. The girl smiles and grabs a piece of gum. The next scene of the commercial is about a Guy that is in a hurry. He goes into his friends room and says â€Å"Hey bud can you help me out. † The friend opens his night stand and pulls out a packet or Dentine Ice. For most guys night stands are the place where guys usually store their condoms. In both situations the gum was being used in context that could be confused with a condom.After the Guy gets the gum pack he rushes back to his girlfriend and begins to kiss her. The media knows that using sex as a â€Å"subliminal message† will produce an attention grabbing commercial. The audience then comes to the conclusion that if they buy Dentine Ice then maybe it will help them improve their love life. Some people might even want to be in the situations that are shown in the commercial. The body language shown by the characters in the commercial were very sexual. Most of the characters were eager to get intimate with each other, and needed the gum to for fill their needs.The commercial â€Å"Dentine Ice Practice Safe Breath† was named after a campaign called â€Å"Practice Safe Sex† that was supported by the non profit organization named Kush Kash Entertainment in 2011. The campaign promoted safe sex and sells condoms to prevent STD or teenage pregnancys. The commercial ends with the line â€Å"So you are prepared no matter how close you get† telling people to be ready with a pack of gum, in case of a close encounter with a partner. Another product that promotes improving your love life is â€Å"Axe Apollo. † In this commercial a girl is swimming in the ocean.She is about to get attacked by a shark, when a lifeguard jumped into the water to save her. The life guard was a handsome guy with enough strength to arm wrestle a shark to â€Å"save her. † He brought her to the shore; she woke up and took a deep breath. She inhaled the smell of the Axe body spray, and ran to a man in an astronaut suit. The astronaut takes of his helmet and reveals his face. He was a wimpy looking guy, nothing compared to the lifeguard that rescued her. The commercia ls main purpose was to tell men that if they wear Axe, they will be chosen over the hot guy.In society, the attractive girl will usually choose the strong, brave and handsome guy over a guy that isn't strong or attractive. The only words that are said in this commercial are â€Å"Wear new Axe Apollo for your chance to go to space. Leave a man, come back a hero. † This is implying men if they wear Axe these men will be able to help their love life with females. If men wear Axe Apollo, that will help them find a women to have sex with. This will become a hero even if they are not sexually attractive like the lifeguard. This gives men a boost in their self-esteem while wearing Axe.The commercial implies that by wearing Axe Apollo, women will find men more physically and sexually attractive. These are two examples of how commercials sponsor products to possibly help your love life. The media uses subliminal messages using sex to sell products. Promising results to help your self- esteem or get you one step closer to have a relationship with someone. Some commercials are more upfront on promoting sex products than others. But over all they all serve the same purpose to try â€Å"to help people† have an easier love life with no problem. Example Essay Jessica C. Apolinar 04. 15. 13 EN-202-02 Example Essay Dolphins are widely known as humans' close relatives from the sea or so the â€Å"other humans† who chose to live in the sea. They have human characteristics that most animals do not have. They are amazingly intelligent, friendly, and genetically similar. A research done by John Lilly concludes that dolphins are in fact intelligent as humans.Many other scientists have studied dolphin behaviors years ago and now have come to a possible result of dolphins being the closest relatives to humans. Their brains are larger than human brains, but they are able to think like humans. This is why most humans are more intrigued by their kind than any other animal and would easily train them to do tricks like waving good-bye or hello. Another characteristic would be their friendliness. Dolphins are popular for their friendliness toward humans.They are very playful and would mainly interact with humans more often than any other animal. T hey could be seen in dolphin shows like the show â€Å"Skipper†. They would also play around boats or ships putting a show for the people and are also famous for saving human lives either from drowning or being attacked by sharks. One last recent discovery was their genetic make-up are surprisingly similar to human genetics. Research has proven that humans and dolphins have more in common than they thought they have.An experiment from Texas A;M University tried to apply human chromosomes with the dolphin chromosomes, and they have discovered that out of the 22 dolphins 13 dolphin chromosomes were similar to human chromosomes. They have also found 3 other genes that was similar to human genes. There has been many studies of dolphins and up to this moment scientists still wonder how humans and cetaceans are alike. Although dolphins live on water while humans live on land, scientists still believe that there is still a connection between humans and dolphins that still needs to b e discovered.Dolphins' close interactions with humans and their similar characteristics are just evidence of how humans and dolphins relate. Work Cited Peterson, Paula, and Seema Kumar. â€Å"The Dolphin-Human Connection. †Ã‚  Earthcode InternationalNetwork. N. p. , n. d. Web. 14 Apr 2013. . Dudzinski, Kathleen, Frohoff, Toni, . Dolphin Mysteries : Unlocking the Secrets of Communication. NEW HAVEN AND LONDON: YALE UNIVERSITY PRESS, 2008. eBook.

Access to health care in France Research Paper Example | Topics and Well Written Essays - 1500 words

Access to health care in France - Research Paper Example The government through the Ministry of Health, the Ministry of Social Security and several other government agencies manage the insurance scheme; it is a combination of a national insurance recognized and managed by the state and financed by the employer and employee tax contributions. The employees are affiliated from three insurance schemes but all members of the population are covered systematically (Latry et al., 2010, p. 743), prompting the World Health Organization to recognize the French healthcare system as the world’s best in year 2000. The French healthcare system has been effective in providing the necessary healthcare for most of its citizens but the health services provided by the system need review and limitations so that the costs could be covered by government funds. The French health care system is known as the General Scheme which provides the Social Security, and is a mix of universal ideals and the French cultural values of â€Å"solidarity and fairness† (Roth, 2010, p. 330). It is a public-private collaboration of hospital and ambulatory care, reinforced by higher resources of care and services. The General Scheme encompassed other areas of health, such as the health insurance component. The latest step of this system was the Universal Medical Coverage (Couverture mà ©dicale universelle: CMU) which took effect in 2000. The current health insurance scheme encompasses about 80% of the French population, including illegal immigrants. Also covered are the individuals from special groups, like miners, seamen, and railroad laborers, who protested for additional benefits a few years back (Roth, 2010, p. 330). The history of the French healthcare system goes all the way back to 1945 with the creation of the Social Security System, Securite Sociale, whose power and responsibilities encompassed management of funds for medical care, including retirement

Security and Risk Managment Essay Example | Topics and Well Written Essays - 3500 words

Security and Risk Managment - Essay Example To add to this statement, a number of long speeches are delivered by the politicians in this regard alarming the people of various countries. In the UK, the government has, and is taking a number of measures to control the international terrorist activities. With management principles creeping into every aspect of the government’s strategies, these measures to control the activities of the terrorists are no exception. It is interesting to note that the government has adopted four core strategies for dealing with the management and control of risk. This essay aims at understanding these strategies used by the UK government in trying to deal with these possible risks. These four core strategies are then analysed and the relevance to the management of dealing with business risks is also discussed. In order to understand the government’s strategy, it is essential to completely understand the threat prevailing in the country, in terms of terrorist activities. Initially, there were a number of terrorist activities in the Northern Ireland. However, the current threat is from radicalized individuals who form the unrepresentative version of Islamist faith and indulge in terrorist activities. The Muslim community on the whole has created value for the entire United Kingdom in terms of knowledge, investments, etc.., Hence it does not pose threat to the UK. However, the terrorist groups have remained a serious threat to the country and its people for a few years now. These terrorists are based locally as well as internationally. These terrorist groups have wide networks and penetrate the societies by training the youth and teenagers to indulge in violence. They aim at mass destruction and their attitude is the same with all age groups. In short, they aim at the general, innocen t public. Hence they are a major threat to the UK people. There is a high risk involved in the lives of the people living in the UK due to the terrorist activities and this risk

Hudson River Dredging Essay Example | Topics and Well Written Essays - 3750 words

Hudson River Dredging - Essay Example GE, along with supporters from a portion of the public, strongly opposed dredging as a cleanup option, stating that it was unnecessary since the river was eliminating the PCBs through natural means. However, in 2002 EPA initiated the dredging of two million cubic meters of sediment to remove an estimated 68,000 kilograms of PCBs from a 250-kilometer stretch of the upper Hudson. For the design and implementation of the dredging project, active public involvement was ensured by EPA2. The fish caught from the upper Hudson River were found to be contaminated with the 209 different chemical compounds of PCBs which accumulate in its fat tissues. Humans who consume contaminated fish increase their risk of cancer. Currently, PCB pollution is such that fishing for the purpose of human consumption is prohibited in the upper Hudson River, and permitted only to a limited extent downstream, by health advisories3. While cleaning the Hudson River through dredging and remediation are essential, the technological feasibility, the overall environmental benefits, the adverse impacts caused by hazardous waste from the operations, and the problems caused to nearby communities need to be taken into consideration. Thesis statement: The purpose of this paper is to discuss Hudson River dredging and remediation to remove PCBs; and to examine the environmental benefits and disadvantages resulting from the operations. The Hudson River in New York State is one of the best known examples of a large river system with widespread sediment contamination with PCBs. The upper forty miles of river will undergo cleaning operations, with 2.65 million cubic yards of sediment proposed to be removed. Cleanup has yet to begin, although dredging of 265,000 cubic yards from 94 acres is planned for the first year of dredging operations4. The United States federal government is compelled to address the problem of polychlorinated