Techniques of Research in Health Essay Example for Free

Techniques of Research in Health Essay STATEMENT OF THE PROBLEM Immigrants to the United States represent a substantial and rapidly growing group that totaled more than forty-three million people or 13.5 percent of the U.S population in 2015 (Migration Policy institute (MPI), 2015). Since 1970, this percentage has almost tripled rising from 4.7% of the population to the current 13.5% in 2015 and shows no signs of decreasing (MPI Immigration over time 1850-2015). The inflow of immigrants even into smaller states is having a profound effect on a growing number of local communities as immigrants settle in non-traditional destinations like Minnesota and North Dakota. States that had relatively low percentages of immigrants are seeing these populations grow by big margins up to 90 percent in some cases  (Derose, K. et al, 2007). The make-up of this immigrant population is diverse, for instance, India was the leading country of origin for recent immigrants, with 179,800 arriving in 2015, followed by 143,200 from China, 139,400 from Mexico, 47,500 from the Philippines, and 46,800 from Canada. In 2013, India and China overtook Mexico as the top origin countries for recent arrivals. While Minnesota still has proportionally fewer immigrants than the U.S. as a whole with 8.3% of its population being immigrants compared to 13.5% nationally, the state’s foreign-born population is actually increasing faster than the national average. (Immigration Overview Minnesota Compass)In Minnesota, the number of immigrants has tripled since 1990, but nationally it only doubled. Immigrants are among the fastest growing populations in Minnesota, growing by 76 percent since 2000, compared with a 12 percent growth rate for the states population overall. This translates to around 457,000 Minnesota residents who are foreign-born by the end of 2015, including many refugees who fled their home countries. Over 80% of these immigrant groups are concentrated in the 7-county twin cities metro area. (Immigration Overview Minnesota Compass) Immigrants are often identified  as a vulnerable population, that is, a group at increased risk for poor physical, psychological, and social health outcomes and inadequate health care. The vulnerability is shaped by many factors, including political and social marginalization and a lack of socioeconomic and societal resources. Addressing the health care needs of immigrant populations is challenging both because of the heterogeneity of this group and because recent federal and state policies have restricted some immigrants’ access to health care. These policies have exacerbated existing differences in access, for example, legal residents versus undocumented and long-term residents versus recent arrivals. The stigma associated with some forms of immigration status; for example, undocumented versus refugee, can also contribute to vulnerability. (https://studymoose.com/issues-facing-latino-immigrants-in-todays-political-climate-essay). Given immigrant’s concentration in the 7-county twin cities metro area, a major public health concern is their access to health services. At present in the United States, health insurance is the best way to ensure access to health care. A key provision of the Affordable Care Act (ACA) is the requirement that private insurance plans cover recommended preventive services without any patient cost-sharing. This provision is important because it increases access to preventive healthcare by lowering costs and eliminating some costs. According to the Kaiser Commission on Medicaid and the Uninsured, uninsured individuals are less likely to receive preventive care or care for routine medical conditions and injuries. Lack of preventive health care and lack of treatment for medical conditions can lead to more serious illnesses and health problems. This, in turn, can result in hospitalizations and deaths that could have been prevented. (Health Key Measures Minnesota Compass). As these Immigrant groups assimilate and acclimatize into the system, the issue of Immigrant access to health care falls off as they begin to work and can gain access to health insurance through their employers. Existing literature suggests that there is a disparity in the utilization of healthcare in general and even preventive health care. Statement of the problem Preventive care includes health services like screenings, check-ups, and patient counseling that are used to prevent illnesses, disease, and other health problems, or to detect illness at an early stage when treatment is likely to work best. Getting recommended preventive services and making healthy lifestyle choices are key steps to good health and well-being. The existing literature on preventive care tends to focus on access to these procedures and even those few that are focused on utilization are mainly leaning towards individuals already diagnosed with specific disease states such as diabetes. However, since preventive care utilization recommendations are intended for all eligible individuals, it would seem more appropriate to apply a broader view on the use of preventive care services among healthy, disease-free individuals. (Prevention | Office of the Associate Director for Policy | CDC) The significance of the problem The purpose of this study is to analyze trends in the utilization of preventive care services among eligible immigrant groups in the twin cities area and comparing it to that of the non-immigrant population. Findings from this study will assist in identifying subpopulations that are not utilizing preventive care services adequately, thereby increasing their risk for developing chronic conditions. Taking a broad approach through predicting the use of preventive care services for all eligible individuals will draw the attention of policymakers towards individuals less likely to use health promotion and prevention services, and thus enable appropriate health care intervention recommendations. Research questions This study will seek to answer the following research questions: What are the rates of utilization of preventive health care among these different immigrant subgroups in the twin cities? What is the rate of utilization of preventive health care among the non-immigrant population in the twin cities? What are the differences or similarities in preventive healthcare utilization rates among the different subgroups and the non-immigrant population? Assumptions The study assumes that all participants will answer truthfully to all the questions, to this end, all participants are informed of their anonymity and confidentiality that will be preserved. The participants are informed about their right to withdraw from the study at any time and with no ramifications. Limitations This study depends on self-reports of participants, it is possible for participants to provide answers that they deem to be socially acceptable even if not true. The interviewer will prod for more accurate answers by trying to reformulate the question where they believe this to be the case. Access to these subgroups is dependent on social contacts information and although helpful, it may not be representative of the subgroups. A profile of each subgroup can help eliminate potential variations created by this limitation. This study also designates a geographical region, the 7-county twin cities metro area. The study assumes that the sample in the metro is representative of those in the greater Minnesota. Given the cultural heterogeneity of the participants, the researcher may not be culturally competent in the different cultures and may have to depend on a guidance from social contacts. The time needed to conduct this study is limited and therefore requires a limited sample size. Delimitations Focus on Immigrant groups in the twin cities metro area provide convenience in location of residence and the concentration of immigrants as opposed to those living in the greater Minnesota. Some immigrant groups originate from areas where healthy practices are automatically built into their lifestyles. For instance, if you cannot afford to buy a vehicle, then you will have to walk to and from the nearest means of public transportation. Likewise, some immigrant groups do not go to visit a doctor or a hospital unless they are unwell. These differences inspired the focus on gauging utilization of preventive health care services. The sample size will be determined by the subgroups population proportion to the population of Minnesota. This research will focus on adults with health insurance; this is so as to eliminate access to preventive health procedures as a variable in the study. Definition of terms Preventive healthcare: Health procedures including screenings, immunizations, and counseling. The study will select six overall procedures two from each category. Utilization: The measure of the populations use of the health care services available to them. The term immigrants also are known as the foreign born refers to people residing in the United States who were not U.S. citizens at birth. This population includes naturalized citizens, lawful permanent residents, certain legal nonimmigrants like persons on student or work visas, those admitted under refugee or asylee status.( U.S. Immigrant Population and Share over Time, 1850 ) References: Derose  KP,  Escarce  J,  Lurie  N.  Immigrants and health care: sources of vulnerability.  Health Aff.  2007;26(5):1258–1268. Migration Policy Institute (MPI) tabulation of data from U.S. Census Bureau, 2010-2015 American Community Surveys (ACS), and 1970, 1990, and 2000 Decennial Census. All other data are from Campbell J. Gibson and Emily Lennon, Historical Census Statistics on the Foreign-Born Population of the United States: 1850 to 1990 (Working Paper no. 29., U.S. Census Bureau, Washington, DC, 1999). U.S Census Bureau, Selected Characteristics of the Native and Foreign-Born Populations: 2016 American Community Survey 1-Year Estimates https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?pid=ACS_16_1YR_S0501prodType=table. L.J. Larsen, â€Å"The Foreign-Born Population in the United States: 2003,† Current Population Reports no. P20-551, August 2004, Fuseya, Y., Yamamoto, Y., Takahashi, T., Naito, D., Shima, K., Takahashi, K., Sakai, N. (2016). A62 CLINICAL ASPECTS OF CAP, HCAP, HAP, AND VAP: Social Factors On Hospitalization Period Of Elderly Patients With Pneumonia In Japan. American Journal of Respiratory and Critical Care Medicine, 193, 1.

Ethnic inequalities in the workplace

Ethnic inequalities in the workplace 3. Why, despite Race Discrimination, legislation do ethnic inequalities in the workplace persist? There are a large number of problems including discrimination, human capital and social isolation that mean that ethnic inequalities in the workplace continue. Pakistanis, Bangladeshis and Black Caribbeans suffer the most discrimination, have the least human capital and are most prone to social isolation. This can be seen in that these ethnic groups have the greatest unemployment rates and lowest incomes. Meanwhile the Chinese and Indians do better for themselves in comparison, however are still not on the same levels at Whites in Britain. Since the 1970s Black Caribbeans, Bangladeshis and Pakistanis have continued to have double the unemployed rates that whites do. This is shown in the fact that on average Black Caribbeans earn around 15% less than whites (Hall Carter, 2006). Meanwhile increasingly Indians and Chinese have managed to gain more or less the same levels of works at whites in Britain. Further more Indians, Chinese and Pakistanis have continued to have higher rates of s elf employment than whites or Black Caribbeans since the 1960s, meaning Black Caribbeans do the worst in employment (Clark Drinkwater, 1998). However there is some evidence to suggest the situation is improving in the workplace that will be explored nearer the end of the essay. Discrimination, whether it be conscious or subconscious, is seen as a major factor in ethnic inequalities in the workplace in Britain. The general definition of discrimination is that it is prejudice treatment of a person based on their membership of a group. Often this discrimination is against a religious group or race, even simply due to skin color. A vast amount of research suggests that discrimination against ethnic minorities continues to be a problem when it comes to employers hiring. (Deitch, Barsky, Butz, Chan, Brief Bradley, 2003). Further studies also suggest that prejudice against ethnic minorities has remained at a constant level over the past 40 years (Li Heath, 2008). It is defiantly a valid point that different ethnic minorities experience different levels of discrimination by whites within Britain. Research shows that the British population overall believe there to be similar levels of prejudice against Blacks and as there are with Pakistanis (Verkuyten Brug, 2002 ). There is a common underlying prejudice view with some employers that these ethnics groups are most prone to laziness and crime. The view that racial discrimination is greater in manual labour such as building than it is in the non-manual labour such as office work is certainly a valid one, as it can be argued there are more social boundaries with an office environment than on a building site (Fraser, 2009). The higher an individual goes in the workplace hierarchy, the greater the rules and regulations set in place that prevents discrimination within that environment. Hence this means discrimination is likely to be greatest at the lower end of the manual labour hierarchy. It is fair to say Black Caribbeans and Pakistanis are more likely to be discriminated against than Indians and Chinese as there is a clear education gap between them. Unfortunately due to the similarity in looks between Pakistanis and Indian they may well suffer equal discrimination. Black Caribbeans in particula r will feel obliged to apply for lower pay jobs (Verkuyten Brug, 2002). It is hence easy to see how once you are bracketed into a certain ethnic group, depending on which group that is, an individual is either in a cycle of advantage or disadvantage. Whites would on average be considered to be in a cycle of advantage with regards to ethnicity and work in Britain. The idea of human capital adds to the problem of ethnic inequality in the workplace. An employer will seek to asses how strong or weak an applicants human capital is (their value as worker). For example if you are a graduate from university experience you are far more likely to be employed than someone who dropped out of school at the age of 16. Ethnic discrimination in human capital can be seen clearly in that if a white individual has the same qualification as an individual from an ethnic minority, the white individual is more likely to get the job. This is a sad but true fact, although one would like to think it is becoming less common in this current age. However, ethnic groups are not discriminated against to the same degree as one another, with Indians and Chinese often coming close or surpassing whites in their human capitol. This is due to ethnic groups differing levels of human capital, subsequently created by differing education levels. On average Indians and Chinese have h igher educational levels than Black Caribbeans, Pakistanis and Bangladeshis (Ratcliffe, 2004). This would help explain the pay gaps between the ethnic groups, with Indians and Chinese on average earning more than other ethnic minorities (through better jobs due to their better standard of education). Language is another vital part of human capital. In the first generation of migrants, Pakistanis and Bangladeshis in particular lacked the English language one needs to work. This is less of an issue now, but unfortunately these prejudices carry on into the second generation. Education levels and language skills are therefore crucial to judging an individuals human capital. Unfortunately due to conscious or subconscious discrimination of an employer being white is often an addition to an individuals human capital while often being a member of an ethnic group is seen as a subtraction to human capital. Another reason for ethnic inequality within the workplace is social isolation. This is relevant in particular among Pakistanis and Bangladeshis, as they are the most socially isolated of all the ethnic groups within Britain (Ratcliffe, 2004). Compared to other ethnic groups, in particular whites, Pakistanis and Bangladeshis lack the bridging social skills that are needed to gain work contacts within a predominantly white British society, which is almost essential to finding the jobs. Their social isolation may continue with their lack of good education and English language, which is again essential to networking for jobs. Further more ethnic minorities are often highly concentrated in certain urban areas, with Bangladeshis and Pakistanis having the highest level of geographical segregation from the white population (Solomon, 2003). Due to this they are less likely to mix with the white population of Britain, and therefore less likely to network for jobs. As a result there are very fe w examples of Pakistanis or Bangladeshis marrying into white families. Again, location is essential as to rates of pay or qualities of jobs. The first generation of migrants arrived in Britain with little knowledge and little money, hence they moved into lower class and lower income areas of cities. This is where cycles of advantage and disadvantage are relevant once more. Ethnic groups who live in areas of deprivation are in cycles of disadvantage. Classic examples include areas of Slough, East London and Bradford. Areas of deprivation will entail a poor quality education and poor job opportunities and therefore will in turn create individuals of poor human capital that are likely to be discriminated against due to their geographical location and prejudice opinions that come with living in that area. On top of this, if an individual is of an ethnic minority there is even more discrimination likely to be consciously or subconsciously directed their way. Due to this, an area may beco me less desirable, and therefore only attract more migrants or unemployed due to the cheap standard of living, adding further to the problems of the area. While there is overwhelming evidence to suggest ethnic inequalities within the workplace persist, there is some evidence of the situation improving. Overall racial discrimination is becoming less common due to new rules and regulations, as well as it being frowned upon to the highest degree. In particular, Black Caribbean individuals are marrying white individuals hence bridging the gap between ethnic groups and creating more networking for employment (Hall Carter, 2006). The second generation of migrants are generally doing better with jobs than the first generation due to their greater integration into the education system and greater use of the English language. In particular Indians and Chinese are acceleration in the economy, gaining high earning jobs in law or medicine. In conclusion, there are a large number of problems including discrimination, human capital and social isolation that mean that ethnic inequalities in the workplace persist. Pakistanis, Bangladeshis and Black Caribbeans suffer the most inequality in the workplace, while the Chinese and Indians do better for themselves in comparison, however are still not on the same levels at whites in Britain On average the whites in Britain do better overall in the workplace than the other ethnic groups due to the above problems. Having said this, the second generation of migrants have done better in the workplace than the first generation of migrants.

Effects of Performance Appraisal System on Employees

Effects of Performance Appraisal System on Employees Chapter 1 Introduction: This chapter will discuss the critical importance and understanding of performance appraisal systems in the banking industry of Pakistan. Moreover, this chapter will highlight the need of the study, aims and objectives of the study and also introduction to the key terms that has significant importance throughout the research paper. 1.1. Understanding Performance Appraisal: In the past few decades, organizations were very concerned about the development and orientation of their employees and also pondering on performance management (Murphy Cleveland, 1991). Now, Organizations are following the new patterns of working and doing jobs to adhere the aims and mission of it. To fulfil this new modernized concept of fast and technological revolution, they are realizing the importance and implementation of new methods of performance management (Cardy Dobbins, 1994). Organizations have indentified the importance of performance appraisal and it has been found in the cases of all big multinational companies that they have implemented the performance appraisal systems to enhance the productivity of their employees. There are varieties of different perspectives that evident the importance of performance management and its measurement (Whitney, 1994). Organization should present true and fair views of performance appraisal to gain trust of the employees, their loyalty and job satisfaction are the main core of any organizational success (Robinson Rousseau, 1994). Through rational performance measurement, Organizations management can get the maximum reliance of employees. This research papers aims to explore the performance appraisal system within the banking sector of Pakistan and its comparative study with JS (Jahangir Siddqui) bank. This research study will also explore the effects of performance appraisal on the employees considering motivation, job satisfaction and employee loyalty as key factors in HR functions. 1.2. The Research Topic: To explore the role of performance appraisal system in HR function within the banking sector of Pakistan. 1.2.1. Aim: This research aims to investigate the role of performance appraisal system and its effect on employees considering motivation, job satisfaction and employee loyalty as the key factors in HR function within the banking sector of Pakistan and comparative study with JS Bank. 1.2.2. Objectives: What is performance appraisal? What are different performance appraisal systems? How appraisal system interlinked with motivation and employee loyalty within banking sector of Pakistan? What are different problems with performance appraisal system? What are different strategies in HR department to enhance productivity? 1.3. Rational of Study: The system that identifies the Performance evaluation and review is called Performance Appraisal system. Performance appraisal system highlights the individual and group performance over the period of time and reviews for the promotion and raise in monetary funds. To get the real meaning of performance appraisal system can be elaborated to the concept of performance management. Performance Management can be defined as: â€Å"An approach to create shared vision of the purpose and aims of the organization, helping each individual employee understand and recognise their in contribution to them, and in so doing manage and enhance the performance of both individuals and the organization.† (Fletcher, 1992) Performance management is a process where it describes the performance of individuals that shapes a group and become the collective success of the organization with the set of objectives, time period, reviewing the performance and recognition of the performance with rewards (Connock, 1991). The main objective of performance management is to show the real picture of the employees performance over a period of time and this can be achieved through framed standards (Beaumont, 1993). In the Performance management, the appraisal system is the most significant part where it defines a structural and formal system that helps the manager and subordinate to interact with each other to evaluate performance. This interaction usually comes into process annually of semi-annually in shape of some structured interview or questionnaire. In this process, supervisor examines the performance of subordinate where supervisor identifies strengths and weaknesses and also highlights the area of improvements (Connock, 1991). In different sectors of economy including banking sector, results of appraisal of employees are used for the future employee planning, their rewards management and promotion. These rewards are directly or indirectly linked with the recognition of employees milestones in the personal and professional skills. Thus this identifies the rise in pay, cash bonuses, promotions and job satisfaction majorly (Beaumont, 1993). 1.4. Importance of Performance Appraisal: The managers are aware of the importance and criticality of performance appraisal, and its ultimate affect on the motivation, loyalty, job satisfaction plus its has a big affect on the growth and success of the organization, so while documenting, communicating, and describing the job particulars, they are more concerned. It has been noticed that in the current time, job performance systems have improved a lot, but still the outcome shows that it has a negative impact on the job satisfaction and motivation of the employees if it is not appraised systematically (Robert, 2002). So, it results in counter of an organization that employees are demoralized and also lose their loyalty, which affects the organizational aims and objectives. Human resource officials use performance appraisal for decision making such as planning payments and salary scale of the employees, they also determine what professional developments are needed to equip their employees with a proper feedback. Performance ap praisal can also help the officers to decide what are the factors that can be employed to increase the productivity of employees (Natalie Ann 2005). As performance appraisal encourages the good performers, on the same hand performance appraisal also highlights the poor performers and tells about their weak areas and it helps the management to remove the leaning hurdles and makes them to achieve the set objectives and aims. This system also identifies the employee who needs guidance and counselling from management to improve their performance at work. Organization believes that performance appraisal is the best tool to see the level of employees and their performances and making the decision about their rise in salary, promotions, demotions and penalties (March, 1982). 1.4.1. Factors of Performance Appraisal: There are many factors influencing performance appraisals systems at work. Internal and external factors always play an important role in appraising the employees. Internal factors could be labour unions, managements attitude, the employees behaviour and their stance in the direction of work. External factors are legislations in relation to the employees. Labour union always get into the matters of employees well being at work and also in their personal lives so that they can give their full at work. But some time it has a negative impact on performance appraisal and the management to give promotion or rise in the salary on the bases of seniority (Isaac, 2001). Internal factors can also affect the performance appraisal in shape of bad corporate culture that can be a big hurdle in the performance management. The main objective is to set specific goals and make framework of getting those objectives. For all this, management should inform the employees that what is expected from their j obs and what should they do to make hundred percent out of it. At the end management sees and evaluates on the whole performance and also communicates these efforts to employees. This communication also develops relationship between employees and supervisors (Isaac, 2001). There are different techniques and methods used for the performance appraisal and it gives an outline to measure the performances that are in use of different organizational and it also varies from industry to industry. There is no hard and fast rule to use specific performance appraisal system, but it is always suggested to use the same performance criteria within one organizational and it applies to all of the employees. These models and techniques include, Six Sigma, Balance Scorecard, 360 degree feedback, etc. These models and techniques to measure the performance is widely in use of many MNCs and local organizations, in the banking industry of Pakistan and in JS bank. While designing performance appraisal, management should keep in view the nature and type of the business to conduct these performance management techniques. In the performance management, 360 Degree is common and Six sigma is the operational management technique; both leads to performance appraisal measurement whe re the HR function is able to appraise and it involves the motivational factors, employee loyalty, and job satisfaction aspects. Extensive and appropriate use of these techniques will make the appraisal much unbiased (Natalie Ann 2005). Employees motivation and job satisfaction can never push aside, as these are elementary aspects of any Job. In the process of appraisal system, an employee always expect some feedback from other employees which gives him motivation and the satisfaction from the job done, so these are the complementary part of any job. When any employee is appraised, then he always get the communication and feedback of that appraisal and it actually indicates the level of satisfaction of job the employee has plus the loyalty he has for the organization (Robert, 2002). In the banking industry, as the recession hits and many of the employees being fired, so at the time of performance appraisal, employees are so dissatisfied as they dont know when they are going to be p art of sacked list of employees, keeping in this view, the performance appraisal system plays role in the Hr department to indicate the key factors such as motivation, job satisfaction and loyalty (Caruth and John 2008). Chapter 2 Literature Review This chapter will look into the supporting literature of performance appraisal systems and its importance. As in the recent Times research, in the area of performance and its technical justice and fairness should be categorised as all the decisions and producers for employees in their working capacity and the management should highlight the importance of performance appraisal and its different tools. Furthermore, this part of research study will stick the significance of banking industry and usage of different performance appraisal systems and what are the linkage of motivation, job satisfaction and employee loyalty and strategic importance of performance appraisal systems. 2.1. Performance Appraisal: The process in which human resource management department obtains, analysis and makes decisions on the performance of an employee over a period of time is called Performance Appraisal Process and the methods which are used to appraise the employees are called Performance Appraisal Systems (Yee 2009). The main objective of performance appraisal system is to focus on the performance, key attributes of the job, what is the improvement in the performance and the proportion of the performance that the employee will make in future in the productivity of the organization. It aims towards the employee and its his performance over the period of time (Dobbins, 1994). In the field of human resource management a prominent name of Flippo (1999) says that Performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job. (Flippo, 1999) This systematic process allows the management to look into employees activities in last fiscal year or the performance time periods and analyse where it is falling, what improvement has he made and what is the future planning regarding job and activities. Management should educate the employees about their individual goals and share the aims and objectives with the organization. Employees should have the knowledge and freedom to participate in the decision making process. Here, if the management has the full corporation of the employees and on the same hand if employees coordinate with management then this performance and participation can actually helps in the appraisal for the next period. In all this, the right of expressing of opinion will certainly adds to their performance (Beach, 1995). Performance appraisal systems are the powerful tool to measure the performance of an employee and to issue or offer the rewards on that quality performed job. This process allows the management to evaluate the achievements and contribution to the success and productivity of the organization to get the overall organizational aims and objectives (Dobbins, 1994). Moreover these systems are standardising for all the employees. Performance appraisal is a system in which HR managers measures the performance of the employee, either he is performing his job rightly, is he achieving what organization wants from his job, what is his behaviour and attitude towards his job, either he is showing positivity towards his job, is he the right employee for the right job, as all this comes under the HR function of an organization (Randhawa 2007). The main objective of performance appraisal is to make sure that employee‘s performance is up to the mark, to communicate this job performance measurement makes the employee enable to enhance his productivity and cover his loopholes where he is lagging behind. The main idea behind performance appraisal is to insure that organizational goals are being met, because meeting organizational objective is an individual as well collective effort. Strategic objectives on banking sector and any financial institution are to multiply their profits by gaining the top performance from i ts employees. By monitoring employees performance, they actually see what the criticality of the importance is and the effect that job is making on the organizational objectives. An effective performance appraisal must have collaboration between the management and the subordinates. An employee should work according to the job description, which is decided by the immediate manager. By doing this, there will be no conflict between the management and the employees (Propper, Wilson, 2003). The objective of performance appraisal is to influence the employees job performance with a systematic process appraisal, what are the major impacts on the employees to get the certain level of motivation to improve the productivity of the organization as well as the job satisfaction (Natalie Ann 2005). In the past, the sole purpose of performance appraisal was just to calculate the financial position of the company, either it has made some progress in terms of monetary growth, what influence it has made on the department growth and what are the affects of performance on organizational objectives. But now, things have changed. Now researchers are seeing beyond the monetary terms, they are not discussing the financial aspect but they are measuring the job performance in terms of employees job satisfaction and his level of motivation, because ultimately the manpower of an organization is its labour force. If this labour force is getting what they want, then they will perform according to the job description they have with them within their departments. In the banking sector as credit crunch has been taken place all the investment and financing in Pakistan has stopped, it has very negative impact on the employees working in the banking industry, and the HR department of the banks are actually working on the moral and motivation of the employees. 2.2. History of Performance Appraisal: Performance appraisal has a brief history starting from earth 20th century where the need of performance appraisal was felt and some measures developed. This history shows that Taylor (1964) who is the revolutionary person in times and motion studies brought the real sense of performance appraisal and performance measurement. But in the modern human resource management it can be seen that the thread of performance measurement is linked with the Second World War. This tells the history that it is not more than sixty years ago. Yet the guru of human recourses says that the art and procedures of performance measurement and appraisal is very ancient art and people of old times had some tools to appraise their employees on the basis of activities and job they performed. On these historical felt notes it can be said that performance appraisal management is the worlds second oldest profession too. Here Dulewicz (1989) says that â€Å"It is a basic human tendency to make judgements about th ose one is working with, as well as about oneself. If the management has a concept that performance and its appraisal is inevitable then it will be wrong that performance of an employee cannot be judge in advance. In the absence of a structured appraisal system then it will ultimately affects the performance of employees, the productivity of the organization and moreover the reputation of the organization in the industry. It will de-motivate the employees, they will lose satisfaction from their jobs and loyalty with the organization will be most likely finished and labour turn over will increase. One serious offence can be seen in the absence of appraisal system that organization can go unlawful, harassing the employee and unfair judgement on their performance. Consequently, it helps the management and employees to go lawful, fair and accurate with the performance over the period of time (Murphy, 1989). 2.3. Benefits of Performance Appraisal: Where performance appraisal allows the employees to get the monetary and non monetary rewards from the management, here it also give the most significant benefit for employees that it gives the chance to get reasonable time for one to one discussion on the performance over the period of time. This discussion between employee and supervisor allows discussing the main issues that are hurdle in the performance and work concerns addressed. It can observe from all over the world organizations, the feedback of performance appraisal says that it creates a strong bond between subordinate and supervisor only if the appraisal is conducted properly and fairly. This process also gives the opportunity to employees to review their performances and discuss the issues and difficulties they are facing in the work and also it gives the path to gain the aims and objectives in the future time. This interaction of subordinates and supervisors give the opportunity to help the future goals. Therefore it en hances the productivity. So, this process gives the best time to employees to have chat with the supervisors without any hindrance and instruction (Orpen, 1997). The importance of this process should not be underestimated as this is the integral part of performance appraisal system. Moreover this process allows the supervisors and employees to discuss the future targets and, training and rotation need orientation and development, if needed. In this discussion, the supervisors and the subordinates discuss the various problems about the present as well as the absent working skills, career development and what is to be done in the future (DYCK, 1997). Here, supervisor highlights the key skills of the subordinate and makes or arranges for the future career inspirations. This discussion can be useful to measure the productivity of the organization, for the recruitment and orientation process. For example, the feedback can indentify how employees are performing those who hired in the past two years and so. Appraisal data can also tell how well the recruiting strategies are working, what developmental process are good enough and what the effectiveness of employees is. Performance appraisal process could be a data sheet highlighting the overall performance of all employees; telling has productivity improved, remains same or fall. Evaluation is the ongoing process and its run throughout the year but some clash can be noted in the evaluations and developmental process but in a nutshell its a process of evaluating, analysing and giving feedback of that process (THOMPSON DALTON, 1970). 2.4. Basic purpose of Performance Appraisal: Performance appraisal systems have the two main elements in it; one is evolution of the performance and the feedback of the evaluated performance. The main objective of performance evaluation is to define the gaps in the actual job and job performed. This gap creates when the employee is not working on the standard level and doesnt meet the expectation of the organization (ANTHONY, 1986). The main objective of feedback is to inform the employee about his performance and the quality work he is producing but this feedback doesnt flow in a one direction and the supervisor of the appraiser also gets the feedback from the employee to resolve the job issues, if have. To get the real sense of performance appraisal system is to look at the whole process on different angles so that it can create a meaningful difference in the organization. These different angles could be: from employees point of view and organizations point of view (ANTHONY, 1986). From employees point of view it can be unfold as: What does the organization want me to do? What are my loopholes? And what I have done remarkably well? What help will be given by the organization for my own improvements? What is the reward of my good performance? In the organizations point of view, it is mandatory to have an accountability and justice within organization so that all the employees get a fair compensation out of their performance and also to establish the repute of the organization. The research shows that organization fails when non-alignment of responsibility and accountability occurs. These failures occur when the employees are given tasks but there is no check on the responsibilities and duties and how they are performing their jobs. Sometimes it happens when the employees are working in shape of group and teams so they pass on the work to each other but ultimately no one held accountable of any task so the rule of accountability fails (TOWNLEY, 1997). Performance appraisal system has always an integral part of HRM and this research will highlight the main issues within the systems and the rating of employees. Rating the performance appraisal and giving the feedback is not an easy task for the HR department, as the criteria of apprising is a complex job. There are certain strategies underlying to make the traditional methods accurate than it had been in the past and therefore the likelihood of correct and affective appraisal will be increased (TOWNLEY, 1997). These strategies can be considered as a practical training to the HR officials. New learning techniques and methods should be true n fair for all set of employees, transparent and should be computerized so there are no chances on intermingled results which will remove the chances of favouritism. The main tactics and objective of the performance appraisal is that it should be conducted for the motivation of the employees with no negative aspect associated with it, as it will de crease the morale of the employees. There should be some reward or bonus announced so that this will be stimulation for other employees and they will try to excel their performance too. Proper communication and feedback session should be introduced so that the employees come to know their loopholes (Natalie Ann 2005). 2.5. Objective of Performance Appraisal: Followings are the main objectives of performance appraisal. To review the performance of employees over the period of time. This review of performance, evaluator judges the actual performance with the targeted performance standards and benchmarks. It also helps the management to control the organization targets depending upon the performance of employees. It also creates healthy environment between employees and supervisors. It indentifies the strengths and weaknesses of employees and also suggests the various improvement plans by the management after performance appraisal process. This process also allows the employees to get the proper training and orientation of skills where they are lacking. To communicate the feedback with the employees. Give all information regarding the tasks and job responsibilities and also clarifies all the tasks which are required from the employees. One of the objectives of performance appraisal is to judge the HR function within the organization for smooth running of business. It also tries to removes the complaints of employees about the function of organization, if have any. 2.6. Performance Appraisal Employee Motivation and loyalty: In the growing age of business and markets, human resource is the big asset of the organization; if the organization is not keeping well with its labour work force then it might get into trouble. As the employees are the main features of the progress of the organization. In order to have productivity, employee should be motivated and should be satisfied with their job and have loyalty with the organization (EPstein,1992). HR professionals are making it possible to motivate the employees with the performance appraisal systems by giving them fair appraisals as per their performance over a period of time. It has been noticed that there is a strong relationship between performance appraisal and motivation, job satisfaction and loyalty (bonnie, 2002). Keeping aside the main objectives of performance appraisal, it can be use as a mechanism to create a completion between employees to get the job done with all the linked targets and benchmarks (Robert, 1984). It is also mandatory that employees gets the accurate performance appraisal results to get motivate, if the feedback of appraisal is according to their performance over the period of time that will be a great source of motivation to them. Inaccurate performance can create dissatisfaction from job and ultimately can affect the loyalty with organization. One employee always expects that evaluator recognise his efforts and achievement in the professional life and also support him to overcome on his failure and allows the opportunity to make improvements in his performance in future (bonnie, 2002). If the performance appraisal has some shortcoming in it and is actually creating some discrepancy in the process, then it will affect the motivational level of the employees and ultimately it will affect their efforts and the risk taking ideas for the betterment of the organization. Also they will lose interest in the affairs of the organization (Robert Kim, 2007). Plus this de-motivation leads the employees to the lack of loyalty and they will look other options of good job and hikes in the rewards (bonnie, 2002). Accurate performance appraisal is always preferable but if there is any inaccuracy then employees always prefers to have accurate performance appraisal with no hikes in rewards but not an inaccurate system that never encourages or recognises their efforts. Employees who tend to receive accurate performance appraisal over the period of time and also have all the rewards associated with that appraisal is most motivated employee among all of them and similarly he tends to be more satisfied with job and more loyal to the organization. Therefore, the process should be fair as this is the ultimate system to motivate, satisfied with job and creates the loyalty (Storey Sisson, 1993). 2.7. Different performance appraisal systems: There are different systems and methods for measuring performance and appraising the employees. These methods and systems are categorised as the traditional methods and the modern methods. 2.7.1. Traditional Methods: In the traditional methods there are various systems to measure the performance employees. In the traditional method of measurement Behaviourally Anchored Rating Scale is widely used by many organizations across the globe. In this system it focuses on specific behaviours, either affective or ineffective performance is given by the employee. It involves critical incident technique (CIT) and different combinations of rating scale. However, in Graphic Rating Scale supervisor or evaluator simples checks the different blocks in the appraisal form to measure the performance. Though this a old technique to appraise the employees but broadly used method. Unlike scaling system, in Essay Evaluation Method asks the managers, supervisor and evaluators to write an essay or a descriptive narration about the strength and weakness of the employees and also the overall behaviour towards the job. This is a qualitative measure to appraise the employees. Another ranking system is Performance ranking Met hod in which evaluator or supervisor rank the performance of employee from best to worst. This method differs from other methods as it compares the employee to employee but not with the standards and benchmarks for performance measurement. In Critical Incident Method (CIT), evaluators appraise the performance depending upon the critical incident and the positives and negatives behaviours occur in the period of time to measure the performance (Dessler, 2000). Like other ranking and scaling methods in Weighted Checklist Method evaluator makes a checklist of all the job responsibilities and all the narrative statements about the effective and ineffective attitude or behaviour of job. As weighted method weights the narrative statements, in Paired Comparison Analysis, it weights the relative importance of the different options available and listed. Every option is compared with all the option listed (Mondy, 2008). After comparison of all option, the one with most weight is preferred opti on for the performance measurement. In the traditional methods qualitative methods and systems have more frequency of usage, here another method of Behavioural Observation Scale evaluates the performance with negatives and positives happens on workplace and also the critical incidence the employee has performed. In the tradition method there is a quantitative method called Forced Distribution or Forced Ranking, unlike other method it involves the percentages. In the top category it ranked from 10 to 20 percent, middle category ranges from 70 to 80 percent and it ranked employees with worst performance 10 percent in the bottom line (Mondy, 2008). 2.7.2. Modern Methods: There are different methods of performance measurement in the modern times, 360 Feedback System and Management By Objectives (MBO). 2.7.2.1. 360 degree feedback: 360 Feedback is a systematic technique which also known as the multi-rater feedback system. In this method evaluator or the appraiser takes feedback from all the people who are inter-linked with the person to be appraised. The 360 Feedback can be defined as: â€Å"The systematic collection and feedback of performance data on an individual or group derived from a number of the shareholders on their performance.† (Ward , 1997) This method of performance appraisal is detailed and comprehensive where evaluator asks from all sources about the performance of the employee. In this method all the sources are involved as: customers, suppliers/ vendors, team member and colleagues, superiors, juniors, subordinates and all the oth

Technology Available :: essays papers

Technology Available Given that the Fine Arts contain expression such as sculpting, painting, drawing, dance, theater, music, etc, there are countless opportunities for advancement within the curriculum. Having such a broad range of options enables different types of technological support to be introduced to both teachers and students. Theater students use technology constantly, whether it's accessing the computer catalog to find plays for study or on the Internet for reviews or to study about a particular playwright. Technology is a central part of technical theater as well. The lights used to illuminate the stage are computer driven and must be programmed correctly (Marshall, 1998). Visual arts students study laser discs, which are used in teaching and learning art history. They also use the CD-ROM drives in Macintosh-based computers to study color mixing, art forms, current trends in visual arts and art history (Marshall, 1998). There is a computer graphics lab at their disposal, which is used to teach animation and the creation of art. Images downloaded from the Internet are modified and adapted to create original works of art (Marshall, 1998). â€Å"The visual arts students are required to become handy with 35mm copy stand photography as they document everything they do for their portfolios. Working with computer animation and photography are important skills for visual artists in the field today† (Marshall, 1998). Music programs also include advancements, â€Å"for example†¦students learn about acoustics, lighting, seating arrangements, ergonomics, and personal programming in the context of how the built environment affects musical performance. The technology includes building models of spaces to incorporate specific acoustical properties and studying types and colors of lights† (Marshall, 1998). Those are just a few ways in which all Fine Arts categories use technology to improve their class content. The world will keep advancing; it’s up to the educators to take advantage of such learning enhancers. What Practices are Guiding Students in the Fine Arts Today Several educators express a need for a more vigorous and expanded arts curriculum. In schools today, the Fine Arts programs seem to be the underdogs of education. In fact, the arts are an incredibly important and integral part of a students learning and development.

Slaughterhouse Five :: essays research papers

Slaughter house 5   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"We had been foolish virgins in the war right at the end of childhood† Slaughterhouse Five-Kurt Vonnegut â€Å"The children’s crusade started in 1213 when two monks got the idea of raising armies of children in France and Germany, and selling them in North Africa as slaves. Thirty thousand children volunteered thinking they were going to Palestine. (p.16) The Children’s Crusade and the World Wars are similar because of the drafting of the innocent to do the duties of a nation.   Ã‚  Ã‚  Ã‚  Ã‚  The children who volunteered were the â€Å"idle and deserted children who generally swarm in great cities, nurtured on vice and daring,† they thought they were going to Palestine but really they were being sold as slaves. Children are naive and very gullible, trusting in the words of the adults around them. They also believe that they have a grasp on their lives and control of the obstacles in life one discovers through experience when, in reality they have exactly the opposite. The young who fought in Dresden went off to war without knowing what to expect, much like the Children’s Crusade volunteers. Good fortune might have been one of the promises sworn in boot camp but what they received was the complete scythe of silence. Left behind, untagged and forgotten on the battleground, their bodies disintegrated into the earth leaving the young’s’ potentials undone.   Ã‚  Ã‚  Ã‚  Ã‚  When Billy Pilgrim went to war â€Å"He didn’t look like a soldier at all, he looked like a filthy flamingo.† Not ready to go out the door like a child, Billy is unprepared to go to war. No helmet, no protective armor, weapon or proper footwear he is as ready as a child who has not woken yet. Billy is clearly a child in many ways: he is naà ¯ve, gullible, ignorant, and lacks historical judgment and experience. â€Å"The third bullet was for the filthy flamingo, who stopped dead center in the road when the lethal bee buzzed past his ear. Billy stood there politely, giving the marksman another chance.† This clearly illustrated the child-like person Billy is. Instead of duck and cover, Billy stands there as if he were playing a board game he didn’t want to play and in protest did not move his player. He doesn’t truly grasp the distraught situation he is in and he most certainly doesn’t comprehend it. By not looking out for his own interest he becomes an infantile creature depending on the civil duties of others.

Case Analysis_The University Art Museum Essay

Executive Summary This report was commissioned as a case analysis to examine why the last two directors of the University Art Museum were seemingly at odds with the university and failed in their mission to lead the museum into the future. Further it provides prospective on how to move the museum into the future through successful management. Case Analysis The University Art Museum was a generous gift donated by the son of the university’s first president, who was also a campus alumnus. The university took great pride in the museum and even highlighted the museum’s photo on campus brochures and catalogs for years. However, in recent years university was not exactly pleased with the direction the museum was headed under either of its most recent two directors. It became abundantly clear that the directors had a different vision for the museum than did the university faculty. There was so much tension amongst parties that the previous director had â€Å"sharply attacked the faculty as â€Å"elitist† and snobbish† and as believing that â€Å"art belongs to the rich,† (Daft, 2013). What we gather from the case for analysis is that university did not clearly outline the direction of the museum, provide a mission statement, or make any formal written policy about how to run the museum or move the museum into the future. We also gather that prior to 1998 the museum ran just fine without the university needing any formalities. This could partially equate to the fact that the original director and his successor were previous students of the university. As students of the university they may have already had a pretty good idea of how the university operated. Additionally, the original director was also the founder of the museum. Whatever the case may be it wasn’t until the university began hiring outside the university that there seemed to be a major disconnect. At this point it is clear that there are some design essentials that need to be incorporated before hiring another director. With that being said, organizations exist for a purpose and that purpose needs to be clearly defined. The university faculty should first decide the organization’s strategic intent which includes a clear and  specific mission, a vision, and the principles of the university. Additional aspects of strategic intent are competitive advantage and core competence. In knowing the competitive advantage of the museum and the core competence, the faculty will be better positioned to build a strategy. Once the mission and goals are established the university should be able to set clear operating goals. Additionally, the faculty members need to take a long look at what they consider the failures of the previous two directors and see how their attempts to move the university into the future can be adjusted to fit the needs of the university, the needs of the community and lastly, paint the university in a better light, one not viewed as â€Å"elitist† or â€Å"snobbish†. Simply returning the university to its previous state could prove to be detrimental. Lastly, the university needs to have some formal measure in place to assess effectiveness of the strategies set forth. Simply put, just because the faculty is happy with the direction the museum is headed, doesn’t make it a successful venture. Conclusion  In conclusion, it is clear why the previous two directors have failed to be successful in fulfilling the mission of the university. Quite simply, there was no mission defined, no goals, no formal policies or principles, and no vision. If any director is to be successful the university needs to take the appropriate measures in spearheading that success. First and foremost, a mission statement must be formulated. The organization needs to understand the competitive advantage and core competence of the museum and built a suitable strategy or strategies around these values. Lastly, there needs to be a formal measure in place to assess the effectiveness. Once the university has taken the necessary steps to lead the museum in the direction it wants for the future, they will be far more successful in finding the right director for the job. Most importantly, the director will do a much better job of meeting the goals of the university faculty. References Daft. R. L. (2013). Organization Theory & Design. Mason, OH: South-Western, Cengage Learning.

American Dream (Pointless)

â€Å"As time goes on we get closer to that American Dream of there being a pie cut up and shared. Usually greed and selfishness prevent that and there is always one bad apple in every barrel. † While Rick Danko’s quote about the American Dream does not quite relate to the essay at hand, you can’t obviate how right that is. So, yes, the American Dream. It’s become a widely accepted sociocultural, aesthetic, and philosophical set of fake ideals that makes America the proud of country of what the world is.It is a fine antonomasia (officially used nickname) for the metaethics America follows, a world of legend and where everyone else that is not an America is subhuman. Apple pie, rolling hills of green and yellow, baseball, cloudless and sunny skies, lawyer haters, coffee inhalers, pharmacies, drive-through banks, Diet Coke, hypocrites, rich folk who are still lawyers, Green Berets, and the world’s second highest incarceration rate. Now that – t hat’s a damn fine country. Okay, all jokes aside, The United States of America really is one of the best countries in the world, if not the.The rumors are true and having always been true, ever since its inception in 1776, on that faithful day. I’m sure that every American and his or her dog have heard about the so-called American Dream, an accepted nickname for the ‘Dream’ that all Americans follow, what immigrants want and expect when they set sail into our country, where age is just a number. The set of ethics we follow to become true and proud members of America, bout doing what you want to be successful in. It is about going for your dream(s) no matter what anyone says. It focuses a great deal on individuality and power that one could hold.It is about freedom to think, say, and do what one wants to do. †¦So why again are there so many unemployed? Okay, no, that’s certainly not the point of this essay. It’s to actually delve into whe ther modern day society actually follows these ideals or not. Do they? Most of the time. But not all, and certainly not where it entirely matters. There’s not an exceptional amount of Americans who actually follow both the stereotypical and factual American Dream, but there’s certainly not a low amount. A hundred years ago, you would be caught dead before breaking the rules or going outside what the Dream expected you to†¦ well, dream.So what’s changed? Lack of Desire to Work Let’s get this straight – greed is a thing. People keep posting about greed and money as if it is the most evil thing in the world, but Greed is good as it is evolution in a nutshell. A good amount of the American Dream’s ethics is that it encourages all people to work in a middle-class Capitalist society: where it is the exploitation of man by man and communism is the reverse. We only called it the American Dream because we are Americans, but the truth is every hu man being has dreams and goals; the dream in itself is extensive and infinite, just like your ideas.But certainly one of the main things the Dream pushes people to do is just this: to work. The American dream is something each generation should work harder to attain. So why is it that our society is going downhill? The answer is simple: nobody is trying to work hard anymore. You see your friends not caring and so you stop caring for fear of persecution, but if you stopped caring and your friends followed, it would be a chain reaction, would it not? US Unemployment Rate is at 7. 90%, compared to 7. 80% last month and 8. 90% last year. This is higher than the long term average of 5. 80%.It’s a very common topic in politics, as evidenced by the exciting-as-watching-dirt-talk debates of recent times, that there should be more jobs because it’s an endless competition. (We can stop blaming the Recession eventually) From a critical perspective, that makes a certain amount of sense. And yet, it’s a pointless topic to talk about, because even with more jobs, there will still be enough people that do not get by. Half the time it’s because of not having the funds or resources to actually obtain a job, and the other half because of a lack of desire to actually work towards living an ndependent, self-made life. It would appear to some that now the â€Å"American Dream† has become a rather materialistic one in which individuals seek to barely work, but possess many things. It’s difficult to accurately blame it on consumerism, and impossible to blame it on capitalism, largely because if you don’t want to work, that’s your problem. America is a country where you can support your loved ones actively and also your family or culture, even; but for the most part, you’re on your own in such a competitive world where people fight to obtain an actual career.From a brutally pragmatic perspective, that’s not the Ame rican Dream, but only in the brutally pragmatic sense. It’s a long way of basically saying the process of actually becoming a true American is†¦ well, it’s difficult. The American Dream is the hope that every one of us has the chance to be all we can be, and the way we can do that is, amongst other things, by working and earning money. But money does not make the world go ’round, even though it certainly saves your pale white ass in many occasions. To have all the necessities of life, including opportunity to have the fruits of your labor.If people work and do not get ahead, do not better themselves, what is the point? Keep trying. Respect your Fellow Americans I rather resent the opinion of those that the American Dream can be achieved from working harder, but I sure as hell won’t say they’re wrong unless we do it purely for the sake of friendly debate (well in a way, they’re not wrong). Seriously, it means being kind, decent, and resp ectful of others no matter what the cost. I’m not talking about being a doormat either. Its about supporting your neighbors and helping someone in need if you can.Helping someone can be as simple as having a two-minute conversation with a complete stranger and just asking them how they are today. This is only one of many ways to show you care about others. (i. e. don’t say something like ‘just because I’m moody doesn’t mean you’re irritating) Well, it seems that with the rise of conservative and democratic tension, not to mention American youth and bullying, this feels just a bit invalidated. I’m not saying this in a cynical sense by any means, but it’s become a common fact that everyone is divided in the way we think, and that’s what makes us unique.It’s a common human emotion that they want people to think like them; okay, that’s fine. But with the rise of the election coming up, I might as well point this out: there are some fucking arrogant and mean people out there. I’d like to think that, in the street sense, if you don’t have haters you aren’t doing anything right, but a little hate goes a long way. Have you seen the presidential ads, for example: it’s almost emotional sadism the way that some people will dig so deep just to score a few votes.It’s completely okay to have a different opinion and have opponents, but there comes a point where you don’t have to be a semi-Nationalist about it, especially when you won’t make any difference to America. (Unless, of course, you’re the President or a candidate, but be realistic they’re a few in millions) But the bigger issue at hand is not political or even religious (I really don’t want to touch down on that one), but the status quo about how American youth treats one another. Cyberbullying, actual bullying, teen suicide, antisocial behaviors (that’s more of a p sychological issue), it’s all very prominent and very anti-American dream.I can understand that it’s hormones and blah blah blah, but if you don’t learn anything from that behavior, then where do you go in life, then? I’m not perfect, nobody is perfect (therefore, nobodies are perfect), but do try to be decent to your fellow American. Perfection is just not humanly possible. Since we all have failings, we will undoubtedly do imperfect things. Freedom Okay, last, everyone wants to be free. Now, I’m not talking anarchic, though if you do feel like that, it’s alright as long as you don’t actually do it.No society can have one hundred percent of liberty, equality, fairness, happiness etc available to all its citizens at all time. But United States, thanks to our wise founding fathers comes pretty close to it. Now see, here’s the thing: there are a lot of people who still feel imprisoned due to the fact that it’s just ‘ pretty close’. Just because the American Dream doesn’t happen for everybody — or doesn’t happen the way someone wants it — doesn’t mean that it doesn’t exist. America is the land of opportunity, and offers freedom and chances to those who aren’t able to acquire it elsewhere.That was what the American Dream originally was and, if you think about it, it’s still true today. Final, Personal Notes So there’s my own analysis of the American Dream. Jesus christ on a pogo stick, that took a bit of a while. America is still an incredible place, and it always will be; no amount of unemployment, Capitalism, or the idea that every morning is the dawn of a new error will change this. If it ain’t broke, don’t break it. Simple as that. I don’t want this to become longer than I originally intended, and I’m not going to obviate how intensely boring this probably is, so I’ll end here with a few no tes.I worry education has become too expensive. No education, no job opportunities other than self employment, which is risky and tough. K-12 costs $150,000 per student. A four year degree is $160,000 for private school and $80,000 for public with half subsidized by taxpayers. A $300,000 education is too expensive. I’m also slightly worried about racism and sexism maybe running through, but the American people have improved on that since the time we had to flex and improvise in the 1900? s and what not. God, I wanted this to be a bit funnier, I’m just not witty enough. Maybe that wasn’t the point of the essay, whatever. Goodbye and goodnight.