Gay marriage legalization

Traditionally in the contemporary society, a relationship between a male and female was seen as both religious and legal way of relating (Mello 17). On the other hand, Homosexual relationships have always been at the receiving end of criticism and individuals who engaged in it were lambasted. Critics argue that a gay marriage is a social evil that ought to be condemned at all levels. However, the society is slowly finding gay relationships acceptable. In this essay, I am looking keenly at the evolution of gay marriages and the shaping of its legalization through public opinion.

Gay marriage is a love commitment between individuals of the same sex i.e. in this case, a man and a man (Mello 97). Most countries are skeptical about the legalization of gay marriage. In the United States of America, these relationships are illegal. However, individual states have the freedom to legalize these marriages. The United States constitution advances that states are mandated to recognize the laws of other states. This implies that, given the acceptance of gay marriage in a state and the couples move to a different state, the other state is under obligation to accept and recognize the marriage (Craig and Clyde 165). From the aforementioned, the legalization of gay marriage in a state legitimizes the marriage in an entire country.

Civil society and other movements who were is support of gay rights and marriages went public in the 1970s. However, 21^st century marked the climax of gay marriages crusades. During the first decade of 21^st century, public opinion was in favor of legalization of these marriages. However, policy makers were not keen to make readjustments to factor in the opinions of the majority (Craig and Clyde 267). The federal law for example fails to give a definition of marriage. In addition, despite the same law postulating that gay marriages are illegal, it has a provision that the country is obliged to recognize any marriage accepted by individual states.

The rights of gay individuals have always been jeopardized by ungrounded believes and arguments. Before rubbishing the fears of the opponents of the legalizations on these marriages, it is important to analyze their assertions before refuting their arguments as baseless. Of importance to note is that most opponents base their arguments in moral grounds other than the constitution. This is evident in their assertion that gay marriages are in violation of religious freedoms. However, demonizing gay marriage as sin does not remove individual rights off the constitution. The constitution in defends of individual rights asserts that every view or lack of it ought to be accorded much respect by parties (Craig and Clyde 153). Government is mandated to formulate legislation on behalf of all its citizens and allowing being arm twisted on religious grounding is unacceptable.

In my opinion, gay marriages need to be legalized and spouses allowed to enjoy all benefits that comes with it. Gay marriages is a lifestyle which is gaining popularity in the modern society and curtailing some privileges i.e. critical medical decisions is being insensitive to the plight of the civil couples. In addition, formulating laws to guide the establishments of gay institutions is being sensitive to the plight of minority in the society. In most countries, constitutions are devised in a manner that empowers the majority, however in light of democracy and to avoid discrimination of a mild grouping, protection of minority rights is important. In accordance to the discussion, I advocate for the legalization of gay marriages, as it poses no harm to either the society or individuals.

 

Works Cited

Craig, Rimmerman and Clyde Wilcox. The politics of same-sex marriage. Sassen, Saskia: University of Chicago Press, 2007.

Mello, Michael. Legalizing gay marriage. New York, NY: Temple University Press, 2004.

Generation Y Employee : The Demand for Innovative HRM?

The business society is rapidly changing. The evolution of the workforce is imminent. Generation Y is a group of individuals who have come into existence after generation X. Organizations have been forced to restructure their systems to enable them attract and retain the generation Y employee. The generation is characterized by familiarity with modern technologies i.e. social media and telecommunication technologies. . This group of individuals born between early 1980 to mid-1990 has a great number of demands. Their demands depend on a range of aspects i.e. growth environment and its socio-economic state. To satisfy their demands, innovative human resource management is paramount. The alignment of firm human resource management, top company management and resources are important in ensuring that companies realize their set goals (Roy 2008).in addition, internal company communication is a vital tool in ensuring generation Y employee is kept motivated toward achievement of company growth. Generation y employees have a universal believe that their work efforts ought to be measured by how it influences the society. The unpredictable nature of these individuals poses a management challenge to human resource managers. Their behavior is often shaped by events and life developments. Peer influence is evident in generation Y because of technology influence where individuals are able to maintain frequent communication with their mates through social networking sites i.e. Facebook and twitter (Kaufman 2011). The essay seeks to evaluate the innovative ways to be adopted by human resource managers to attract and retain this 21^st century employee.

While Woodruffe (2009) believes that significant changes are required in attracting, developing and retaining the millennial generation, Kyles (2005) believes companies should focus on finding strategies that appeal to all generations. However, the world is moving towards internet business. Social business advances a forum where consumers, employees and companies interact and ensure that each group needs are addressed fully. The swiftness of human resource in addressing the demands of firms’ employees will relatively lead to company gains on losses. The traditional methods of attracting and retaining employees are too formal and outdated. The changing business environment demands the adaptation of new dynamics that merge well with the modern demands. The productive capability of the generation y employees cannot allow firms to adopt a neutral ground to satisfy all employees. These individuals have access to real time developments in the business world and failure to address their issues in real time will lead to frustrations and subsequent resignations. Therefore, the traditional management structures of companies need to be restructured to ensure employees feel empowered. Moreover, several generation y employees are entering the job market annually and firms need to be well strategist to address their demands and harness their knowledge to enhance growth and increase revenue.

According to Cone (2007), despite entering the market with hyped self-worth, many generation y employees are well educated and well versed with modern technology. Existing employees find it hard to cope with their sense of personality. However, to address these challenges, existing leaders need to advance prudent management practices that ensure the recruited employees are trained and relatively retained by firms (McLean 2008). The existing job market is employees driven. This curtails cordial working relationship between employers and employees. Firms that are keen in nurturing their relationship with their employees ought to adopt a criterion that works well with generation y. Traditional human resource code of conduct and processes differ to a large extend with the believes and characteristics of generation y. From the aforementioned, it is apparent that generation y employees are rewriting the human resource norms and rules. Generation y is the sole individuals who will agitate and change the traditional ways of running firms. To survive in this rapid transforming environment, adopting new technology is a mild option. Adjusting company culture and aligning it with the latest market developments nurtures motivation. In addition, adopting modern processes and a culture that is in accordance to the new dispensation will attract and retain these smart productive employees.

While workforce planning has long been a function for many organizations, it has become of increased importance because of the emergence of globalization, changing demographics, and other factors (Gerry 2009). The world labor market is open to individuals who are willing and able to deliver. The generation y grew in an environment with acute changes in technology. They are well versed with the modern technology. This gives them an edge over generation x and past generations. They are able to work in any part of the world and still meet expectations of their employers. Information technology has enhanced globalization making the world a global village. In addition, generation y employees are keen in the final output. Their presence in the office is not a primary objective as they are able to achieve set company goals at their comfort. Workforce planning is important in ensuring firms have enough employees at a particular time. Competition for smart employees is rampant in the 21^st century. Therefore, to attract and retain employees while ensuring company growth goals are on course, prudent planning is important. Revolution of technology has opened up many employment avenues for generation y. This together with lenient labor laws between countries has enhanced access to new job opportunities. The developments drive employees to quit employment and seek for greener pasture in companies that offer better compensation. The demand for generation y employees in the labor market is in the rise, resting compensation bargains solely in their hands (Kehrli 2006). Thriving in such an environment call for sound workforce planning that will ensure right employees are recruited.

According to Kaufman (2011), while agitating for a good working environment, generation y employees are sensitive to social matters. Offering challenging tasks not only does it enhance their creativity but also create a sense of satisfaction. Generation y employees are attracted to employers who have a well-outlined corporate social responsibility plan (Kehrli 2006). Firms that have displayed their commitment toward various social aspects have been able to attract and retain these employees. The world is going green and most countries are agitating for reduction in greenhouse emissions. This implies that in the near future, most employees will be going green. Therefore, to attract highly qualified staff in the future, most firms will adopt green building environment.

Frequent feedback and freedom at work has been identified as important aspects that nurture cordial relationship between top management and generation y (Roy 2008). Many scholars have identified past generations to be lenient to authoritarian authorities and management style. However, generation y employees are intolerant to weak leaders. They demand timely clear communication from company management. The type of feedback is not limited to face-to-face communications. Emails and other social networking messaging may be used to transfer positive information. Traditional ways of running companies have always been associated with higher productivity. Existing employees always referred as generation x have devised ways of meeting company objectives despite insensitive leadership. Apart from constant communication from the top company management, generation y employees also like freedom. This implies that upon delegation of duties, they should be given personal space to work on the task at their own schedules. Taking breaks at their own ours and reporting to duty at their own hours. These requirements are huge for companies to bear. It is a big headache to firms’ management and calls for guidance and mentorship from senior management (Roy 2008).

While Eckle (2009) suggests that social networking sites are good recruitment sources, Solove (2008) believes that information gathered from such sites is unreliable, and therefore they are not a reputable source. Despite holding different view in relation to information reliability, the scholars agree that most of generation y information is found in social networking sites. According to Roy (2008), a company that seeks to recruit generation y employees ought to be well versed with the technology world. Furthermore, the scholar argues that any recruiting body that is not aware of the existence of social networking sites i.e. LinkedIn, my space and other sites are failing in their quest to recruit generation y employees. From the scholar, it is apparent that a good number of these 21^st century employees are found in networking sites. In addition, recruiting from social networking sites will give managers a wider pool of employees to select. Generation y employees are fully networked individuals. Harnessing talent from a networked pool cuts down recruitment costs while employing qualified individuals.

According to Jorgensen (2011), firms that break away from their traditional mode of operations and embrace a flexible attitude toward its employees thrive in maintaining its workforce. Maintaining a company culture that is insensitive to bonding and networking will gag generation y employee. Due to the influence of social networking sites, generation y employees seek companionship with workmates (Smith 2003). They relate well when their colleagues treat them as friends. With a networked workplace environment, where employees are allowed to work with the guidance of a qualified network, employees will complete their assignments timely. It is therefore apparent that to advance in such a working environment, managers need to establish teams that can relate efficiently to deliver allocated tasks at minimal costs.

Generation y employees are unique in a number of aspects. First, they prefer knowledge to job titles (Kim 2009). They subscribe to a common believe that upon harnessing additional knowledge and job skills, moving up the management ladder is an automatic constant aspect. This is contrary to the traditional structure where individual promotions are guided by the level of experience and the amount of time spent in a company. Rigidity by companies to adjust their structures to reflect the changing times and subsequent needs of generation y leads to mass job exit by this 21^st century employees. It is estimated that an average generation y employee quits employment in a span of two years. This implies that at age 40, the employee will have worked with nearly 16 companies (Kim 2009). This exposes companies to many risks as information may easily be transferred to their competitors. In addition, the statistic poses a challenge to companies looking to retain their employees for longer periods.

According to Smith (2003) in order for Australian organizations to attract and retain talent, as well as become globally competitive, investing in Training and development is crucial and requires developing a strategic, measurable and long-term Human Resource approach. Generation y is attracted to companies that value personal development. Australian companies that have been able to stay ahead in competition are those that have formulated measures to attract and retain employees. Additional training and room to advance academically are key aspects looked by the generation y employee. Understaffed companies are unable to meet their consumer target, relatively losing the market share to competing companies. Appropriate training keeps companies prospects on course. The company is able to budget well for the future and adjust its set strategies with a more stable employee base. However, with the behavior of these generation y employees, it is not certain that after training and development they will be loyal to the company for long periods (Kim 2009). It is therefore prudent to review human resource approach regularly to ensure companies policies are kept on course.

According to Jorgensen (2011), a good number of companies subscribe to the assertion that active social networking sites are a waste of company production time. Traditional companies have hired information technology specialists to block off social networks i.e. Facebook, twitter and YouTube from company machines. However, the drastic measures are a blow to comp-any development. Despite the social networking sites being a zone to refresh after mind-boggling tasks, it provides an avenue for information. Harnessing social network information benefits the firm in a large margin. Generation y employees use social networks to keep track of their friends and future activities. Sharing this information with company management implies that the company will be well poised to prepare well for future expectations. Human resource departments are able to acquire vital information about their employees if they are allowed to use social networks. Work frustrations, estate relocations and need to change jobs are some information that a company strategic organ can obtain from social sites (Eckle 2009). Therefore, from the aforementioned, it is apparent that to be well versed with information about the generation y employee it is important to encourage the use of social media.

Technology has changed the dynamics of traditionally managed companies. Company targets are important in gauging all employees. Most companies still confine workers in company premises. However, according to Roy (2008), generation y employees are able to meet the company targets without necessarily being present in the workplace. ‘Why confine me in a place when I can deliver and keep a production targets at a coffee shop’ are the words of a few interviewed generation y (Roy 2008, p. 9). Understanding the behavior of this generation is a big headache to human resource managers. However, according to MCGINNIS (2011), vital information about generation y employees can be obtained from their immediate family and peers. Generation y employee growth environment and experiences are likely to shape their way of operation. A good salary drives this most skillful generation of the century and they will not hesitate to look for firms that are keen in satisfying their desires. Generation y communication is limited to their friends at the social media. Most of them are unable to open up to company management. To be versed with their thoughts on various aspects, human resource managers need to befriend them at the social sites. Generation y employees share some attitude with their parents. Parents have been able to take them through the education system, ‘saving’ their children from ‘unfair’ tutors and circumstances. They share their feeling about every aspect of their life with their parents. It is therefore paramount that the parents contribute to a large extend their character traits. Providing mentorship and spending more time with them helps managers, understand their reaction towards a number of aspects.

In conclusion, companies that have successfully related well with generation y employees have been able to thrive in their respective industry (Andy 2008). Being able to multitask together with their unmatched stamina helps generation y increase their performance in the work place. Their speed of accessing and grasping information is remarkable. Generation y ability to focus on company results and their drive to change the world enable a firm increase its turnover. To attract and retain generation y employees, firms need to adopt sound policies i.e. the training and development programs. In addition, company traditional culture of promotions need to be shelved to ensure that promotions and rewards are triggered by merit. Generation y employees will continue to pose challenges to human resource managers. However, keeping pace with their demands will drive firm vision. Aligning companies to environmental and other social responsibilities will tend to interest these employees (Damian 2011). Moreover, allocating some time for mentorship and bonding enables firm managers understand their character. In addition, help in molding them to align with company values. In summary, this emerging workforce demands innovation in the human resource department.

List of references

Cone, E 2007, ‘Bridging the Generation Gap’, CIO Insight, no. 88, pp.18-27, 7.

Solove, D 2008, ‘The end of privacy?’, Scientific American.

Kaufman, BE 2011, ‘THE FIRM'S CHOICE OF HRM PRACTICES: ECONOMICS MEETS STRATEGIC HUMAN RESOURCE MANAGEMENT’, Industrial & Labor Relations Review, Vol. 64,no. 3, pp. 526-557.

Eckle, J 2009, ‘Get social, get a job’, ComputerWorld.

Kim, H 2009, ‘Generation Y employees' retail work experience: The mediating effect of job characteristics’, Journal of Business Research, Vol. 62, no. 5, pp. 548-556.

Damian, H 2011,’GENERATION Y IN THE WORKPLACE’, Estates Gazette, Vol. 1136, pp. 105-106.

Woodruffe, C 2009, ‘Generation Y’, Training Journal.

Gerry, H 2009, ‘Here They Come-Generation Y. Are You Ready?’, Journal of Financial Service Professionals, Vol. 63, no. 3, pp. 33-34.

Jorgensen, F 2011, ‘The HRM practices of innovative knowledge-intensive firms, International Journal of Technology Management, Vol. 56, no. 2, pp. 123-137.

Kehrli, S 2006, ‘Managing Generation Y’, HRMagazine, Vol. 51, no. 5, pp. 113-119.

McLean, R 2008, ‘ Recruiting and retaining the best of Gen Y’, Employee Benefit News, Vol. 22, no. 2, pp. 20-22.

Smith, A 2003, ‘Recent trends in Australian training and development’, Asia Pacific Journal of Human Resource Management, vol. 41, no. 2, pp231-244.

Roy, JG 2008, ‘Ten tips for retaining the next generation’, Utility Automation & Engineering T&D, Vol. 13, no.12, pp. 8-11.

MCGINNIS, J 2011, ‘THE YOUNG AND RESTLESS: GENERATION Y IN THE NONPROFIT WORKFORCE’,Public Administration Quarterly, Vol. 35, no. 3, pp. 342-362.

Andy,A 2008, ‘ Young, gifted and hired’, People Management, Vol. 14, no. 21, pp. 12-17.

Define productive efficiency. Does productive efficiency imply allocative effiency Explain.

According to Rasmussen (2011), productive efficiency is the ability of firms to maximize the utilization of their inputs at the minimal cost to realize maximum output. Productive efficiency is often realized by considering the minimal point Average cost (AC) that brings forth maximum output. From the aforementioned, firms that produce at the lower region in the long run are considered productive efficient and enjoy the economies of scale (Rasmussen 2011).

To a large extent, Yes. Allocative efficiency is a situation where individuals realize a better economic state by worsening off the economic state of other individuals (Mankiw 2011). This implies that for a positive impact in someone life, another person is paying the price i.e. is in a worst state. On the other hand, productive efficiency implies an economic state whereby to increase output of a product by a unit means a decrease or reduction of the production level of another good (Rasmussen 2011).

To realize allocative efficiency, the price that the consumers are willing and able to pay equals the unit cost of production i.e. Consumer price=Marginal Cost (Mankiw 2011). Given the aforementioned condition is realized, customer welfare is maximized. According to Rasmussen (2011), Productive efficiency entails the production of a given unit of output at the lowest unit per cost.

The lower unit per cost is realized when, MC=AC. Moreover, in the long run, Price = Marginal cost = Average cost (Mankiw 2011). This implies that, when a consumer is maximizing the state of their economic welfare i.e. at the point where Price = Marginal cost, firms are also producing efficiently at the same level where Marginal cost= Average cost. The illustration above clearly depicts that production efficiency imply allocative efficiency.

References

Rasmussen, S. (2011). Production Economics: The Basic Theory of Production Optimisation. New Mexico: Springer.

Mankiw,G.N.(2011). Principles of Economics. Michigan: Cengage Learning.

Financial Markets

1. How can economies of scale help explain the existence of financial intermediaries? Does mutual fund lower transaction costs? How? Explain

Economies of scale bring with it high transaction costs. High transaction costs have a relative effect in the level of individual investment. Most individuals and business startups have insufficient funds to enlarge their investment fund. However, financial intermediaries provide a platform for cheap investment. Mutual fund does not lower transaction cost. This is so because these costs are dependent on turnover ratio. High ratio and non-liquid investments drive up transaction costs.

2. How does collateral help reduce the adverse selection problem in credit market? Explain

Most lenders consider the amount of collateral before giving out a loan. With increased level of collateral, a lender is left in an advantageous position to extend a given loan as he has less to lose in case of default and vice versa. Therefore, a sufficient level of collateral helps reduce the allocation and allocation problem in a credit market.

3. Rich people often worry that other will seek to marry them only for their money. Do you agree or disagree? Give reasons for your answer.

Largely, I agree. With the tough economic times most individuals enter in a relationship with a financially stable partner with an expectation of financial fortune in case of an uncertainty i.e. divorce or death.

4. What is a free-rider problem? How does this problem occur in the debt market? Explain

A free rider problem is a situation where a client of a business establishment benefits from the use of a given product without necessarily using his/her income/capital. Without stringent measures to guide the debt market, clients may access securities without a pay and later selling the share for a profit. This immoral act of making a fortune by free riding on securities is a threat to fair competition in the debt market.

5. What is conflict of interest? Describe three examples of conflict of interest in financial markets.

A conflict of interest is a situation that occurs when a firm undertaking a number of interests where one of the undertakings may limit or derail the execution of an act in the other interest. Conflict of interest in a financial market leads to a situation where information disseminated to other parties is incorrect or largely biased. The aforementioned can be experienced in a case where a financial firm is dealing with Underwriting and investment banking, Auditing and doing credit assessment. In accordance to its operations, a financial institution might alter crucial information in favor of issuing companies to avoid losses in cases where an underwriting exceeds banks expectation.

Advantages and Disadvantages of Modern World Forager Societies

Foraging societies depend passively on what the environment will provide. They hunt and gather their food and unlike agricultural societies, they do not rear animals for food or plant crops; dogs are the only domesticated animals (O’Neil para. 1-3). Contrary to popular opinion about societies that existed before civilization being primitive, foraging societies are not primitive and demonstrate a high degree of efficiency. This essay shows the advantages that foraging societies possess over agricultural societies.

Advantages

Foraging societies are not attached permanently to the places they live; in fact they only construct encampments and simple easily to dismantle huts. This is because they mainly move away from an area when the climate changes and resources dwindle. Movement allows them to increase their food reserves and support a larger population than otherwise. Their social setup emphasizes the need for small bands of people in a given area so as to avoid conflict, therefore when the band population grows beyond the optimum, the band splits up and each goes a different way. Splitting up of large population densities becomes less stressful to the carrying capacity of the environment and allows them to care for their aged, senile and disabled. Foragers have minimal possessions and this gives them flexibility to migrate when there are unfavourable environmental changes (Haviland et.al. p. 158). Modern supposedly evolved societies are less stable than forager societies (Fernandez-Armesto p.264) because they encourage high population densities which intensify competition as discussed by Diamond (Jared Diamond). Much of other causes that Diamond identifies as the causes of the fall of societies are avoided in forage communities as has been shown above. For example, he notes that when the elite isolate themselves, they cannot see the urgency to solve environmental problem caused mainly by pollution because they do not feel the impact. Secondly, he points out depletion of resources, climate change and dependence on other communities as other causes of collapse of a society (Jared Diamond).

Forager societies do not have full time leaders, and are considered very democratic. They survive the problems identified by Diamond because their lack of hierarchy allows for fast sharing of information and thus respond faster to changes in environment. Secondly while foragers respect their environment as the source of livelihood, civilisations are “radically modifying the environment” (Fernandez-Armesto p.39) and even with their advanced technology, are less efficient. The lack efficiency explains why in the United States now, only 1% of the population produces food while the rest of the working class work 40-50 hours a week, while in the San community, adults who make up 60% of the population work only 15 hours per week to provide for the whole community. Adults must be 20 to work, yet in modern U.S. young people of 16 years old work. Ethnographer Richard Lee has described foragers as the most leisured of all societies. Their life expectancy is 60 while that of the U.S. prior to modern medicine was 50 (O’Neil para.20).

Disadvantage and Conclusion

Unfortunately foraging societies are unable to defend their hunting sources in the case of epidemics wiping out animals they hunt. The encroachment of industrial societies and agricultural societies in traditional hunting area has also reduced the sources of food for foragers especially calories (O’Neil para.6).

The disadvantages of foraging are only caused by the encroachment of other societies. It should be noted that the simple technology used by foraging societies does not make their life grim. Ethnography has found no reliable evidence to show that foragers have to struggle to survive. Settlements favour rapid increase in population and result to a hierarchy structure of governance that is characterised by elitism, a major source of isolation in communities and a cause for their fall. Mobility and flexibility of foraging communities absolves them from this fall.

Works cited

Diamond, Jared. Jared Diamond. YouTube Video. 2008. Retrieved 24, February 2011 from http://www.youtube.com/watch?v=bc4bXIg8JDk

Fernandez-Armesto, Felipe.  The World: A Brief History. Upper Saddle River, N.J.: Pearson/Prentice Hall, 2008.

Haviland, William A., Harald E.L. Prins Dana Walrath and Bunny McBride. Cultural Anthropology: the human challenge. 12^th ed. Belmont, CA: Thomson Wadsworth, 2005

O’Neil, Dennis. Foragers. 2006. Retrieved 24, February 2011 from http://anthro.palomar.edu/subsistence/sub_2.htm

AVOIDING AND REDUCING HARMFUL HABITS

Higgins, S. J. W., Lauzon L. L., Yew A. C., Bratseth C. D. and McLeod N. Wellness 101: health education for the university student. Health Education, 110(4):309-327 DOI: 10.1108/09654281011052655

Summary of the article

The paper reports findings of a mixed-method study of Canadian university students. In the first phase, findings bring out the need for redevelopment of the educational course for first years. Then in the second phase, the re-development of the health education course is assessed based on its impact in the wellness and learning of students. The authors explain the methodology of their experiment and provide the findings of their experiment. The findings demonstrate the effectiveness of a health education that responds to needs identified by students. The study uses practicality to deliver both quantitative and qualitative in-depth findings. The article finds out that the decision individuals make regarding their health and wellness reflect their circumstances and the chances they have had in life. Further it shows that students really want to feel they belong to campus and prefer activities that create the bond in campus. They recognize that abandoning their health and wellness so as to pursue their academics is a sacrifice they make so as to get into their dream careers. The study finds out that Canadian students understand and willingly adopt good nutrition and dietary habits to a far greater extent than their other North American counterparts.

Assessment of the article

This article provides comprehensive analysis of the factors that affect the recognition of good health habits for university students. By delivering qualitative findings the authors are able to put the quantitative findings in context and conclusively offer a verdict on the question of student wellness and their health. Its answers the question of why students fail to avoid harmful eating habits even after being introduced to wellness and proper health through introductory courses based on what the authors call “topic-based” health information. The article further shows that effectiveness of the health information courses is limited by the resources deployed and policies implemented in the student setting. The authors advocate for the facilitation of a good environment for students so that they can practice healthy habits like proper dieting and nutrition. This study is appropriate because it handles demographic most prone to harmful habits of substance addiction and alcohol indulgence among others.

Reflection of the article use for nursing

It is important to provide the environment which easily allows individuals to adopt good habits. Therefore just like health education examined in this article, nursing should adopt a holistic approach in delivering healthcare. Nurses should recognize that individuals are influenced by their circumstances as to whether they adopt new behaviour. Secondly it is important to understand that different communities have different beliefs and reasons for practicing those beliefs and customs. Nurses must involve their patients in the context of their communities to find out their specific needs and reasons for adoption or non-adoption of good habits that are important for their health and wellness. The greater importance attributed to the sense of belonging to the campus by students sampled in the study asks for a community wide outreach of implementing healthcare so that individual do not abandon healthy habits just because the group they wish to be identified with does is synonymous with harmful habits.

Impact of Race, Gender and Place/Location on the shape and course of the African American experience between 1860 and 1915

Several variables have shaped and influenced the course of the African American. This essay explores three of these variables namely race, class and location. Coming from slavery and being considered as equal to animals without rights made African American race to be frowned upon by whites (Washington p.8-9). African Americans had limited opportunities for work, study, political rights and free movement because of their race. Race has also created a form of stereotyping that recognizes the African American as ignorant, stupid and without civilization. Being black or colored meant that one could not access several privileges in the society, and this made the whites advance through education and enterprise while leaving the black to his uncivilized ways of existence (Dubois p.60).

African Americans even after the end of slavery had a difficult time of progressing economically as they lacked proper education. They became of a lower class in the majority of America, only able to do jobs that did not require education and therefore only able to secure very little in terms of pay. The lack of capital also restricted African Americans from developing their own institutions. The time to socially organize and deliberate on their future was limited because both adults and children were preoccupied with working for the white farmers and merchants who paid little coins at the end of a day’s toil. In the cotton fields it was evident that even meal times were not proper for discussions and signified the hard effect of the toil had on the African Americans. Class segregation also resulted to differences in the funding of institutions by blacks and white, for example white schools received about three times federal funding than black schools (Dubois p.112). There were fewer schools available for blacks, and those wishing to pursue education at first had to leave their towns for other towns (Washington p.42). Secondly the few schools that were in existence were mostly established as a result of pity for the African American, and were only meant to teach them basic of reading and writing without emphasizing on the application of that education to their life. As such, there were blacks studying French even though they could not use that anywhere, because their class meant that they were prohibited from the social places that French whites might frequent, and make their learning of French worthy (Dubois p.29). Differentiation by class became visible in the churches, which were mostly Baptist. The songs adopted mainly were promising of a later time when emancipation would happen to make them of equal class to other Americans. Movements calling for equality sprang from churches, since this were the only places to gather enough numbers of the African Americans while they were not working in the fields (Dubois p.120).

African Americans were mainly coming from the south of America, and the states in the south were advocating for the continuation of slavery, while those of the north were for its abolition (Washington p.7). Even after the emancipation of the African American from slavery, the whites in the south still considered them as slaves for some time. During the period of slavery, very little if any was provided for the development of the African American and therefore, most African Americans found themselves depending on the federal governments for everything. This matter was further complicated by the fact that the south lacked any infrastructure that would aid the African American to provide for them. This created a frustration depicted mostly by the youth who despaired at the thoughts of having no education and having to work for low wages to fend for themselves. Their ignorance also opened them to exploitation by the white owners who upon receiving full installments for the purchase of land, refused to hand over the deed to the purchasing African American and instead made the African American continue working as a laborer on a land their own land (Washington p.106).

It is without wonder that with the struggle after the emancipation, the African American mostly became interested in the education of their fellows. It was widely believed that with education, their race would be able to be full Americans. Education was the one way to make the African American embrace civilization and withdraw from ignorant ways of living like the practice of lynching that brought shame to the whole race (Johnson p.146). More institutions for African Americans were developed in the south because that is where many African Americans were (Washington p.137). Africans American in order to be recognized by other Americans had to perform exceptionally in their fields, to dispel the notion that nothing much might come out of African Americans even when educated. So the pioneers of progress in recognition by other Americans in their fields became heroes to the rest of the African Americans and accelerated the embracement of hard work and mastery as the ways of concurring the poverty and backwardness that covered the soul of the African American (Johnson p.147).

In conclusion, we can say that race acted as the main determent to the progress of the African American as it was something that couldn’t be hidden unless one was of a colored race. Being located at the south where slavery was practiced widely also provided no or very little chance of advancement of the African American. Lastly the two variables resulted in further discrimination economically into classes, with African Americans finding themselves in lower classes economically with little capital and a lot of debt that majority depended on the state to afford their expenses. Above all variables, race had the most significance and is largely the cause of the other variables namely class and location. To a lesser extend compared to race, the location of African Americans at the south contributed to the lowering of their class.

Works Cited

Johnson, Weldon James. The Autobiography of an ex-colored man. Filiquarian Publishing LLC, 2007

Dubois, William Edward Burghardt. The Souls of Black Folk. Forgotten Books, 2008.

Washington, Booker T. Up from Slavery; An Autobiography. Forgotten Books,