SPECIAL EDUCATION Essay Example | Topics and Well Written Essays - 500 words - 5

SPECIAL EDUCATION - Essay Example â€Å"We’ve known for a long time that students with MR (mental retardation) are better off educationally if they can spend at least part of the day in a typical classroom,† said James McLeskey, chair of special education in UF’s College of Education and an author of the study. â€Å"We’ve found that there are still lot of students who could be included in the general classroom, but aren’t included.† Before the mid-1970s, most children with mental retardation were completely segregated from other children in the school system, if they were formally educated at all. Society widely viewed these children as uneducable, and those who did attend school were sent to institutions solely for children with mental retardation. Both children and their parents often viewed these institutions as dehumanizing and ineffective – and by the late 1960s, educators had assembled a large body of research to show that children with mental retardation did indeed perform much better when schooled, at least part-time, among the general student population. That research led Congress to pass a 1975 law requiring a more inclusive environment for students with mental retardation. Surveys in the 1980s and early 1990s showed that schools had made little progress toward implementing that mandate. In an article published in the spring 2006 issue of the journal Exceptional Children, UF researchers – including doctoral candidates Pam Williamson, David Hoppey and Tarcha Rentz – revisited the question, taking a comprehensive look at placement rates for students with mental retardation in all 50 states and the District of Columbia during the 1990s. They found some very good news. â€Å"Inclusion seems to have genuinely caught on in the 1990s,† said Williamson, the lead author of the study. â€Å"By the end of the decade, a student with MR was almost twice as likely to be educated in the general

HBC Dollarama Article Example | Topics and Well Written Essays - 250 words

HBC Dollarama - Article Example Through product inspiration from other high-end stores, the owners of the chain store were never short of ideas. They would then develop new and better items that would be sold for a dollar, or less. Its main product manufacturers were Asian and Chinese who acted as the corporation’s direct sources. Direct sourcing, according to the owners, cut on costs that were incurred by importers (Perold 2). Another problem the chain store faced was the administrative expenses that were incurred per annum. The amount of capital used on labour costs was also variable to sales in most of the chain stores. Commodity prices affected the cost of production of most of the store’s items. Preserving margins was becoming an uphill task with the rise in prices. A rise in input costs also presents a challenge to the one-dollar chain store (Perold 3). The solution the owners of the store went for was to adjust some quantities for there to be a counteraction of inflation. So long as the consumer still got value for their money, there was the need to adapt to save the financial situation they were in during that period. As the input costs were on the rise, it was crucial for the chain store to source the item somewhere else, which was less expensive. The other alternative was to restructure an existing item in the store, and sell it at the same price (Perold 4). The only difference this might have is that; it might get to attract someone. In conclusion, the owners admit that it is not an easy task running a store that offers items at less than two dollars. This fixed price point has its limits, but they do manage to get customers, and boost their sales. They did see a rise in sales, and this is promising to them as they hope to open at least, 30 or 40 more stores per year (Perold 4). It may be a dream, but it is possible for the

Navy Uniform Regulations Essay Example for Free

Navy Uniform Regulations Essay In dress uniform, civilian bags will be hand carried only.  All bags worn with the working uniform must conceal its contents and be either solid black or navy blue. No personal ornamentation. No tattoos/body art/brands that are prejudicial to good order, discipline and morale or are of nature to bring discredit upon the Navy are prohibited. Do not wear skirts or dress shoes aboard ship. Do not wear corfam shoes for normal work aboard ship, only when immediately departing or returning to the ship. Same applies for V-Neck/Sleeveless shirts. SOPA – Senior Officer Present Afloat Hair cut for men – Hair above the ears and around the neck shall be tapered from the lower natural hairline upward at least  ¾ inch and outward not greater than  ¾ inch to blend with hairstyle. Hair shall be no longer than 4 inches and may not touch the ears, collar, extended below eyebrows when headgear is removed, show under front edge of headgear, or interfere with properly wearing military headgear. Bulk shall no proceed 2 inches. Color must look natural and compliment the individual. Sideburns shall not extend below a point level with the middle of the ear, shall be of even width (not flared) and shall end with a clean-shaven horizontal line. Hair for women – The hair may touch, but not fall below a horizontal line level with the lower edge of the back of the collar. With jumper uniforms, hair may extend a maximum of 1- ½ inches below the top of the jumper collar. Bulk shall not exceed 2 inches. A maximum of 2 small barrettes/combs/clips, similar to hair color, may be used un the hair. Hairnets shall not be worn. Hair ornaments shall not present a safety hazard.

Conflict Between Staff And Management Management Essay

Conflict Between Staff And Management Management Essay Within corporations one of the most common forms of conflict occurs between management and staff. This conflict arises when both groups are trying to fulfill the same desire, self-interest. If both parties are concerned with the overall result, it could be presumptuous to think that no conflict or controversy could arise in the given situation. However, for management to improve the company position and consequently, their own position, they need to maximize profit. Often the methods used by companies to undergo such a change would include: a lower distribution of wages, less benefits for the employee, and less funding towards safety training. These methods are in direct opposition to workers, who attempt to increase their own wages and benefits in a safe environment. Due to these incompatible ideals, conflict often occurs. As a result, negotiation is required. This report outlines the reasons behind the conflict within the Aliant company in 2004, as well as the costs, attempted solu tions, and the final result. The example of Aliant is provided to give a firsthand account of the origin of conflict, possible solutions to conflict as well as issues surrounding conflict. Aliant Inc, is the Atlantic sub division of Bell Aliant, which is the largest telecommunications company in Canada. Bell Aliant was forged when Ontario and Quebecs regional wire lines were connected (Our Focus, 2010). The company boasts its integrity in accordance with social, economic, and green issues that affect our globe on a daily basis, seeking new options, innovative programs and trying to define customer service with their impressive communication systems. (About us, 2010) A list of exceptional accomplishments of Bell Aliant includes the companys new status as of 2000, as the innovative local telephone company in North America (A history of Bell Aliant, 2010). As stated in Bell Aliants timeline of their history, in 2002, one of every five Canadians was choosing Aliant telecom call service. Bell Aliant is a socially responsible company, as well as an understanding company. It is also mentioned that in 2005, when devastating news broke of the tsunami, the company provided free long distance for calls made to the countries compromised. In 2006, Aliant announced that it would be a proud sponsor of the Vancouver Olympics Games in 2010. In the following year the company worked with the Barenaked Ladies to support and fund the Winter Games. In 2007, Aliant was the first to offer unlimited, unrestricted long distance calling across Atlantic Canada. In 2008 Aliant won the gold medal at the worldwide contact center competition. And finally in 2009 the company wo n the international award for marketing innovation (A History of Bell Aliant, 2010). Bell Aliant has been a successful company in supporting its customers and their needs. Up until 2004 the company had little dispute between executive administration and the labour force. However, in the late spring of 2004 a strike broke out. The Strike took place in Nova Scotia among the union and communication representatives. They worked and trudged through a four month long strike. The terms of the employees and executive members were negotiated and mostly resolved (A History of Bell Aliant, 2010). The terms of the conflict, and the process of resolution that Bell Aliant used to eradicate the strike will be discussed in the following section. Regardless of the chemistry of a workplace, there will always be conflicting issues. These issues can arise from clashing personalities, responsibility misunderstandings and limited resources (Rau- Roster, 2000). In the case of Aliant, limited resources were the cause of the conflict, as the Aliant employees wanted a more desirable pension (Ottawa Appoints Mediator in Aliant Strike, para. 7). Pension and the rate of pay have always been a significant factor in conflict as well as with the creation of strikes. Strikes encourage employers to listen to their subordinates and resolve conflict through negotiation. Communication problems are one of the top reasons why conflict occurs. As more employees are hired by an organization, communication weakens. This is because more employees are dependent on others, and not all employees have the same knowledge capital. Conflict can also occur when two employees with different personalities work together, this is the result of the employees not h aving the motivation or incentive to correlate ideas and information, as well as the possibility of the employees having conflicting views with regard to the task at hand. We can see both causes of conflict in the Conflict Process Model. The model shows how incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules and poor communication all lead to conflict in the workplace. To resolve conflict employers must choose a conflict handling style. These include using problem solving, and compromising to negotiate what the employees would like to see change in the workplace. It is recommended that employers avoid the forcing, avoiding or yielding styles. (McShane Steen, 2009) These styles could lead to further conflict because they do not resolve what the employees want. In order for conflict to be resolved in the workplace, employees must feel as if they have been acknowledged. They must also recognize their employers compromises made in negotiation. As see n with Aliant, there can be conflict in any workplace. Employees will not always get along or they may depend too much on each other. Employer and employee conflict is also very frequent, as employees always want more from their jobs. As supported by McShane and Steen (2009) the Model of Conflict Process includes sources of conflict, conflict perceptions and emotions, manifest conflict, conflict escalation and conflict outcomes (p. 261). According to CBC News Staff (2004) the employees source of conflict at Aliant was job security, pay, hours of work and benefits. They also want[ed] better health-care and pension benefits as well as limits on contracting out (Talks Resume in Contracting Out, para. 9). Evan Cronk, union negotiator, stated that he thought that they à ¢Ã¢â€š ¬Ã‚ ¦went over backwards this week to get a deal but the end result was the company tabled an offer this morning that took most of what we were prepared to do but offered nothing in return (As cited by CTV News Staff, 2004, Aliant Telecommunications Workers go on strike, para. 8). Evan Cronks statement reveals his conflict perception. According to McShane and Steen (2009), conflict perceptions and emotions manifest themselves in the decisions an d behaviours of one party toward the other (p. 261). This decision on behalf of Cronk to believe that the company was offering nothing to union workers further escalated the conflict and forced the strike to carry on for months longer than (Aliant)was prepared for. McShane and Steen (2009) call these visible changes in behaviour conflict episodes (p. 261). The perception that Aliant was not willing to provide their employees with what they wanted seemed to start a visible conflict as seen through the conflict style of both Aliant and their employees. Both parties seem to have been using what McShane and Steen describe as the win-lose orientation [which is] the belief that conflicting parties are drawing from a fixed pie, so the more one party receives, the less the other party will receive (p. 264). With both parties using this style of conflict it was extremely hard for them to reach an agreement that would end the strike and save the company from losing millions of dollars. There were many negative outcomes as a result of the conflicting styles of negotiation used by both parties. The service of Aliant deteriorated greatly over the length of the strike. CTV News Staff (2004) found that Over the course of the dispute, the Canadian Radio-television and Telecommunications Commission (CRTC) which regulates Canadas phone industry received an increasing number of complaints over the deteriorating quality of service (Taking a Toll section, para. 5). The situation of Aliant employees deteriorated so much that one employee had been à ¢Ã¢â€š ¬Ã‚ ¦evicted from his home, and othersà ¢Ã¢â€š ¬Ã‚ ¦found themselves having to use community food banks (CTV news staff, 2004, Taking a Toll section, para. 6). Whilst union workers were on strike About 2,200 managers did the workOne manager in New Brunswick was injured after falling while working on a power pole. However, Aliant wouldnt provide any details on such incidents (CTV news staff, 2004, Taking a Toll Section, para. 7 ). As reported by CBC news staff (2004), The strike also caused numerous problems for people needing phone service and there were also allegations of union sabotage in June when vandals knocked out service to 250,000 people in Newfoundland and 5,000 in Nova Scotia (Deal Reached in Aliant Strike, para. 8). The low performance of workers, high stress and low morale of the company are all categorized as conflict outcomes in the Model of the Conflict Process (McShane Steen, 2009). According to the CTV News Staff (2004) the four month long Aliant strike was unsuccessful for both parties. When the employees went on strike in late April their hopes, as with most strikes, were to increase wages and benefits as well as job security(1). CBC News Staff (2004) reported that employer loses were significant. In the affected quarters over a 20 million dollar decrease in revenue was reported when compared to the same period of time in the previous year. (Ottawa Appoints Mediator in Aliant Strike, para. 2). As reported by CTV News Staff (2004) this is due, no doubt, to the fact that the companys customers thoroughly felt the impact of the strike. The customers were affected by the quality of service they received. {1} To satisfy company needs, the company was forced to train over 2000 managers to do basic duties that were usually performed by employees. This training cost the company money. The managers, who are paid higher wages, caused higher wage costs allocated to basi c customer service. Many of the employees were not ready for a strike, especially one that would last five months. They began to notice dramatic lifestyle changes as they had not seen a pay cheque for months. The union also reported that some employees were in such financial trouble because of the strike that their houses had been foreclosed on. (Ottawa Appoints Mediator in Aliant Strike, para. 2) It is clear that both management and employees view this strike as a severe failure. http://autos.ctv.ca/servlet/ArticleNews/story/CTVNews/20040423/aliant_strike040423?s_name=Autosno_ads http://www.cbc.ca/canada/story/2004/08/27/aliant_040827.html McShane and Steen (2009) name communication problems as one of the main sources of conflict within organizations (p. 262). They state that conflict often occurs due to the lack of opportunity, ability, or motivation to communicate effectively (McShane Steen, 2009, p. 264). Ellen Malcolmson, Senior Vice-President- Operations, Bell Canada stated that their à ¢Ã¢â€š ¬Ã‚ ¦industry has changed significantly and permanently and the union must recognize thisà ¢Ã¢â€š ¬Ã‚ ¦In such an environment, there are limits to how far the company can go and remain competitive (As cited by France Poulin, 2004, Bell Receives 72 Hours Strike Notice, para. 5). These limits, however, are somewhat ambiguous. The striking union members did not seem to know how far the company was able to go in regards to negotiations while they were à ¢Ã¢â€š ¬Ã‚ ¦demanding greater job security and better pension and benefit packages (CBC News Staff, 2004, Deal Reached in Aliant Strike, para. 7) Had these limits been define d earlier in the negotiation process, it is possible that the strike would not have escalated to the magnitude it reached. Negotiation is defined as the process whereby two or more conflicting parties attempt to resolve their divergent goals by redefining the terms of their interdependence (McShane Steen, 2009, p. 269). In the case of Aliant, Federal Labour Minister Joe Fontanaà ¢Ã¢â€š ¬Ã‚ ¦appointed a mediator in the four-month-old strike (CBC News Staff, 2004, Ottawa Appoints Mediator in Aliant Strike, para. 1) A mediators à ¢Ã¢â€š ¬Ã‚ ¦main purpose is to manage the process and context of interaction between the disputing partiesà ¢Ã¢â€š ¬Ã‚ ¦[they] have little or no control over the conflict resolution decision (McShane Steen, 2009, p. 272). This intervention worked and à ¢Ã¢â€š ¬Ã‚ ¦agreement [came] after five days of negotiations conducted by two federally appointed mediators (CBC News Staff, 2004, Deal Reached in Aliant Strike, para. 4) As mentioned earlier, the conflict handling style used by Aliant and union workers during the à ¢Ã¢â€š ¬Ã‚ ¦four-monthà ¢Ã¢â€š ¬Ã‚ ¦strike by 4,300 workers at Aliantà ¢Ã¢â€š ¬Ã‚ ¦ (CBC News Staff, 2004, Deal Reached in Aliant Strike, para. 1) can be compared to McShane and Steens (2004) win-lose orientation (p. 264). The win-lose orientation is affiliated with the forcing style which occurs when one side of the bargaining process tries to gain something at the expense of their opposition (McShane Steen, 2009, p. 264). Forcing is the conflict handling style with the highest risk of relationship conflict (McShane Steen, 2009, p. 266). From comparing the five conflict handling styles it can be seen that compromising may have been a better tactic during the negotiations between Aliant and their unionized workers. Aliant needed their unionized workers in order to maintain the same profit level that they had been used to, and the unionized workers needed the cooperation of Aliant in o rder to gain the à ¢Ã¢â€š ¬Ã‚ ¦greater job security and better pension and benefit packages (CBC News Cast, 2004, Deal Reached in Aliant Strike, para. 8) that they were seeking. Thus, it would be fair to say that both parties had fairly equal bargaining power. Compromising [is the] preferred style when parties have equal power, time pressure to solve the conflict [and when] parties lack trust/ openness for problem solving (McShane Steen, 2009, p. 266). From July 30 [alone]: the strike has cost [Aliant] $21M (CBC News Staff, 2004, Ottawa Appoints Mediator in Aliant Strike, para. 2). The time pressure component was certainly present throughout the Aliant strike as seen through the continually decreasing profits and poor living conditions of unionized workers. We rarely know for certain that mutual gains are not available, so entering into a conflict with the compromising style may cause the parties to overlook better solutions. (McShane Steen, 2009, p. 267) Even if the forcing styl e seemed most appropriate during the beginning of the conflict, due to thoughts that the other party would take advantage of more cooperative strategies (McShane Steen, 2009, p 267), it should have been noted sooner than four months that forcing was inappropriate. One of the oldest recommendations for resolving conflict is to seek out and find common goals (McShane Steen, 2009, p. 267). How could Aliant and their union workers possibly have common goals when The company and the unions are trying to reach their first contract since the phone companies of Atlantic Canada merged to form Aliant in 1999 [?]. Thats meant trying to transform nine collective agreements into one (CTV News Staff, 2004, Aliant Telecommunication Workers go on Strike, para. 13). Common goals generally increase employees commitment to the organization and reduce conflicting goals within different segments of the company, which in turn could make employees happier and reduce the risk of strikes while increasing the ability to compromise effectively (McShane Steen, 2009, p. 267). Aliant should have made a more concerted effort to establish common goals within the organization so that employees would feel a sense of unity with the company. This may have decreased aggressiven ess between management and their subordinates. Time Passage and Deadlines are mentioned as being an important situational influence on negotiations. (McShane Steen, 2009, p. 271) One problem is that time pressure inhibits a problem-solving conflict management style, because the parties have less time to exchange information or present flexible offers (McShane Steen, 2009, p.271). Both parties in the Aliant dispute felt a great pressure to settle the negotiations in a timely fashion. This pressure may have resulted in less concessions being made during the offering process. McShane and Steen (2009) believe that parties taking place in negotiations under time constraints usually do not have the ability to process information as well as they would under other circumstances (p. 271). The union leaders had a strict notion that the company was going to take advantage of them. This may have had an impact on the way that they viewed offers made by Aliant. The time constraint would have further enabled this conception by forcing them to think quickly and rely on their initial perceptions (McShane Steen, 2009, p. 271). Aliant could have started negotiations of a contract much earlier when they were formed in 1999, thus reducing the time constraint and the chance of a strike. As shown in the Aliant case, conflicts which arise within companies often have a much greater effect than would be thought initially. In this case, not only did the company lose money but the staff suffered financially, mentally and emotionally as they were required to rely on others such as food banks despite having a job. Management also suffered because of Aliants financial loss because of the physical and mental strain they undertook as they tried to do both their own job as well as that of their subordinates. Customers suffered because the overall quality of service dropped. Finally, all parties suffered a significant loss of trust. In order to resolve this problem the two parties were forced to enter into binding arbitration. Binding arbitration was used because other avenues of negotiation failed. These included talks with and without a mediator. The final solution was one that satisfied no one and left the chance of future conflict. Conflict exists now as it always has and it will continue to do so. People will always search for different ways to resolve conflict. Negotiation is a tool commonly used today. However, negotiation has evolved and will continue to do so. Nevertheless negotiation will always be reliant on communication. Conversation, barter, mediation, arbitration are all tools which can prevent and solve conflicts by allowing people to surpass differences in order to reach understanding.

Free Hamlet Essays: Finding Fault :: Shakespeare Hamlet Essays

Finding Fault in Hamlet The old English is difficult enough to understand when it is clearly spoken in a direct manner, but it is even more difficult when Hamlet, Prince of Denmark speaks so sarcastically and indirectly. Throughout Shakespeare' play, Hamlet is very indirect and speaks in a way that is not easily interpreted by the other characters. It seems as though he never speaks in an honest manner, never disclosing his true thought to anyone. Even if Hamlet ever says something that sound sincere, the audience is not sure of whether it is yet another of Hamlet's games, or if he is really telling the truth. The ambiguous way that he speaks is however, not the cause of his downfall; the actions of all those involved is what causes everyone to either kill or be killed. In numerous scenes throughout the play, Hamlet uses sharp wit and sarcasm to speak in a way, that confuses the other characters. For example, in Act 2 and Scene 2, with Polonius and Hamlet, Hamlet is speaking in a very sarcastic and confusing manner to Polonius, but he in turn doesn't notice the meaning of Hamlet's words because he just assumes that Hamlet has gone crazy, resulting in his awkward speech. In a scene with Hamlet and Ophelia, Hamlet tells her that he never really loved her and that she should "get to a nunnery". She believes him, because Hamlet speaks in an honest way; however, later at Ophelia's funeral we discover that he had lied to her, and that he did really love her. In his famous "to be or not to be" silioque, Hamlet is, again, very ambiguous. In this speech, he seeks as though he is contemplating suicide or weather to just keep living. He makes himself look like a confused and crazy young man; however, he tells Horatio that he is truly not crazy. No one knows what to believe from whom. Hamlet always says two things at once, and he then acts in a way, that is completely unpredictable. I think he played crazy to confuse Claudius and Polonius in order to avenge for his father's death. At the same time that he is playing the mad man, to Claudius, Polonius and his mother, he plays the untruthful and confused boyfriend to Ophelia. No one ever knows what Hamlet's true intentions are. Free Hamlet Essays: Finding Fault :: Shakespeare Hamlet Essays Finding Fault in Hamlet The old English is difficult enough to understand when it is clearly spoken in a direct manner, but it is even more difficult when Hamlet, Prince of Denmark speaks so sarcastically and indirectly. Throughout Shakespeare' play, Hamlet is very indirect and speaks in a way that is not easily interpreted by the other characters. It seems as though he never speaks in an honest manner, never disclosing his true thought to anyone. Even if Hamlet ever says something that sound sincere, the audience is not sure of whether it is yet another of Hamlet's games, or if he is really telling the truth. The ambiguous way that he speaks is however, not the cause of his downfall; the actions of all those involved is what causes everyone to either kill or be killed. In numerous scenes throughout the play, Hamlet uses sharp wit and sarcasm to speak in a way, that confuses the other characters. For example, in Act 2 and Scene 2, with Polonius and Hamlet, Hamlet is speaking in a very sarcastic and confusing manner to Polonius, but he in turn doesn't notice the meaning of Hamlet's words because he just assumes that Hamlet has gone crazy, resulting in his awkward speech. In a scene with Hamlet and Ophelia, Hamlet tells her that he never really loved her and that she should "get to a nunnery". She believes him, because Hamlet speaks in an honest way; however, later at Ophelia's funeral we discover that he had lied to her, and that he did really love her. In his famous "to be or not to be" silioque, Hamlet is, again, very ambiguous. In this speech, he seeks as though he is contemplating suicide or weather to just keep living. He makes himself look like a confused and crazy young man; however, he tells Horatio that he is truly not crazy. No one knows what to believe from whom. Hamlet always says two things at once, and he then acts in a way, that is completely unpredictable. I think he played crazy to confuse Claudius and Polonius in order to avenge for his father's death. At the same time that he is playing the mad man, to Claudius, Polonius and his mother, he plays the untruthful and confused boyfriend to Ophelia. No one ever knows what Hamlet's true intentions are.

My Future in The Intelligence Community of the U.S. Navy Essay

Introduction As a student and a midshipman at University, my college life has been divided into two responsibilities; one, being a student majoring in Mathematics and two, a midshipman training to become an officer in the U.S. Navy. During my freshman year here in University, having these two roles put me in a very difficult situation. It was difficult, in the beginning, because I was torn between wanting to become a Mathematics teacher someday and wanting to be a part of the military. However, after three years of training and learning more about the military, it became easier for me to decide as to where I want to be; and that is, to serve in the military. The more I learn about the U.S. Navy, the more I want to become a part of it. There are many different communities in the Navy, and the community that I am hoping to become a part of is the intelligence community. Technology and Intelligence Community of the U.S. Navy Technology plays a big role in the military. One of the primary reasons technology changed and became so advanced in the military, nowadays, is because of the role that the wars played in the past and the tragic events that have occurred recently such as the attacks in 2001. Wars in the past changed the military’s technology because the military had to adapt and learn from the mistakes from the past to find better ways to protect the nation’s and everyone’s safety. For instance, during the War of 1812, the U.S. Navy used certain technological advances that made it difficult for the Royal Navy to attack. ("War of 1812:," ). â€Å"In the 200 years since the war of 1812, technological innovation has been an essential component in the ships, aircraft, sensors, and weapons that have contributed to victories by America... ...sourcing affect workforce stability. Retrieved from http://www.afcea.org/signal/articles/templates/Signal_Article_Template.asp?articleid=1440&zoneid=222 Pappas, A., & Simon, J. (June). Central intelligence agency. Retrieved from https://www.cia.gov/library/center-for-the-study-of-intelligence/csi-publications/csi-studies/studies/vol46no1/article05.html Stanovov, A. (2010, May 05). [Web log message]. Retrieved from http://en.rian.ru/analysis/20100505/158882709.html War of 1812: The navy & technology. (n.d.). Retrieved from http://ourflagwasstillthere.org/why-commemorate/the-navy-a-technology.html Image/Video (2010). Navy reserve intelligence officer. (2010). [Web Video]. Retrieved from http://www.youtube.com/watch?v=WEW2EVFrtec (n.d.). WWII: The war that changed the world. [Web Photo]. Retrieved from http://en.rian.ru/images/15888/28/158882814.jpg

Primary Causes of Obesity in Memphis Essay

The Primary Cause of Obesity in Memphis: Poor Nutrition, Lack of Exercise, and Poverty It is no question that America’s obesity rates are among the highest in the world. Obesity rates are high in almost all U. S. cities but, which city is the fattest? Newsweek magazine named Memphis, Tennessee to be the fattest city in 2012 (Lollar). There is no argument Memphis’ obesity rates are ridiculously high but, there is controversy about why Memphis is the fattest city and what people can do to change. Some think that lack of exercise and poor diet is the problem. Some say that lack of education is the issue. Others even think that the government is causing obesity rates to skyrocket. I believe that poor diet and the lack of physical activity are causing Memphis to be one of the fattest cities in the world. This is only one opinion on a topic that is stirring up controversy but is also giving a bad reputation to Memphis, â€Å"The Home of The Blues. † Obesity rates in Memphis are high; that’s a fact. The controversy around this topic is based on the arguments of why obesity rates are high. There are many arguments made on this topic that will be introduced and analyzed. But first, there are many key terms that the average person might not fully understand. The first term examined is body mass index or â€Å"BMI. † BMI is a measurement that is used to deem someone as being underweight or overweight. To calculate someone’s BMI you divide a person’s mass(kg) by their height(m2) (Wikipedia. com). The BMI chart lists as follows: very severely underweight less than 15, severely underweight from 15. 0 to 16. 0, underweight from 16. 0 to 18. 5, normal (healthy weight)from 18. to 25, overweight from 25 to 30, obese class I (moderately obese)from 30 to 35, obese class II (severely bese)from 35 to 40, obese class Ill (very severely obese)over 40 (Wikipedia. com). The next term is one that is often used is â€Å"overweight. † This is a term used to designate the area between normal weight and obese. Overweight means having a BMI from 25 to 30. The next term is â€Å"obese†, which means a person has a BMI over 30. In 2012, 29. 7 percent of people in Memphis were considered obese. When a person is obese they have enough excess body fat to cause health risks such as heart disease and type II diabetes. The next key term is â€Å"food desert. † A food desert is defined as â€Å"an rea where affordable healthy food is difficult to obtain, particularly for those without access to an automobile. † (Wikipedia. com). Memphis is a prime example of a food desert being that it is fourth in the country for food deserts. A large number of various fast food chains are all around Memphis, while healthy and more natural foods are much more difficult to attain. The last key term is â€Å"saturated fat. † Saturated fats are made of triglycerides and have only saturated fatty acids. These types of fats are found in many animal fats including butter, ice cream, chocolate, and cheese. Saturated fats have been associated with many diseases in the past including cancer and heart disease (Wikipedia). Obesity is an epidemic that continues to grow among the U. S. , as well as many other countries around the world. Many ask how and when obesity first started to become such a huge problem in America. One main reason obesity has become so But, why has our society become more and more sedentary over the years? One reason that has been studied by Alabama Cooperative Extension Nutritionist Dr. Robert Keith is the electronic home media that became extremely popular during the arly 1980’s (Wile). Instead of getting physical activity from outdoor activities, children started to stay inside more and play video games or watching television (Wile). As home video game systems emerged along with newer technology in television over the past few decades, obesity rates have exponentially increases. It is also believed that high fructose corn syrup that was introduced to foods in the 1970’s. High fructose corn syrup is currently found in many foods and drinks such as soda, cookies, Juices, and candy (Wile).