Category: Uncategorized

Abigail Adams and John Adams letters

Student’s Name

Institution

Abigail Adams and John Adams lettersAbigail Adams is requesting her husband, John Adams, and other continental members of Congress, to remember the women of the nation during the revolution period as America was fighting for independence from Great Britain. She pleads that John Adams be more generous and favorable to women than the case of ancestors’ rule where the female was not venerable as well as setting limited power to the harsh men. She urges that failure of the leader not taking into consideration women recommended attention and care, they were prepared to form inciting rebellion groups that will not hold on laws that do not give the priority of voice as well as presentation.

John Adams replies to his wife Abigail telling her that the letter was the first intimation of the feminine gender that is sensitive than any other tribe in the nation and that he will not forsake her request. He states that men are wise as they know more than what to appeal to their masculine systems and that he had an expectation that General Washington and all heroes would fight America’s revolution.

Abigail Adams has the power of speaking out her mind to the husband even with matters regarding leadership and politics, this signifying mutual esteem, and fondness between the couples as well as the concern and care of the other partners and public wellbeing.



Student Assessment Cover Sheet

Course: DIPLOMA OF BUSINESS

Unit Code:BSBHRM513A

Unit Title: MANAGE WORKFORCE PLANNING

Student Name: _______________________________

Student Number: _______________________________

Assessment:

PART A – REVIEW QUESTIONS

PART B – CASE STUDY

PART C – PROJECT

PART A – REVIEW

Question 1 –TERMINOLOGY

Research the following TERMS and PHRASES these are linked with your assessment. Attach your definition or explanation to each word. Please remember to Reference.

Scenario Planning

scenario planning is a business management concept that provides leaders with a better understanding of the world and the macro drivers of change that are at work, which assist leaders to achieve better decision making at the operational level (Kahane,2012).

workforce analysis

This is a human resource management concept that provides information regarding the current workforce across mission critical occupations, including demographic and background characteristics of the current workforce, retirement eligibility, turnover, and various workforce management issues (Rothwell & Kazana, 2003).

PEST analysis

It is a concept in marketing principles which is used as a tool by companies to track the environment in they are operating in or are planning to launch a new product or service (Henry, 2011).

SWOT analysis

A SWOT analysis consists of evaluating a firm’s internal strengths and weaknesses and its external opportunities and threats. It is a valuable strategic planning tool, because it focuses on the key elements of a firm’s position within a market (Pahl & University of Applied Science Berlin. 2007).

Workforce planning (WP)

This is a core process of human resource management strategy which ensures the right numbers of people with the right skills are in the right place at the right time to deliver short- and long-term organisational objectives (Bechet, 2008).

Trend analysis

It is an aspect of technical analysis that attempts to predict the future movement of a stock based on past data (Kim, Fiore & Kim, 2011).

Porters Five Forces Model

It is a model which identifies and analyses 5 competitive forces that shape every industry, and helps determine an industry’s weaknesses and strengths (Hill & Jones, 2010).

The Delphi Technique

A forecasting method based on the results of questionnaires sent to a panel of experts who are not necessarily physically brought face to face (Sims, 2002).

The Nominal group Technique

This is a decision making approach in which constitute is a structured method for group brainstorming that encourages contributions from everyone (Borkowski, 2011).

Quantitative Techniques

This is a statistical and operation research techniques that are used in the decision making process in the business industry (Lucey,2003).

Qualitative Techniques

It is a research technique that uses observation as the data collection method. This include the selection and recording of behaviours of people in their environment which is useful for generation of in-depth descriptions of organizations or events, for obtaining information that is otherwise inaccessible, and for conducting research when other methods are inadequate(Tolley, Ulin, & Robinson, 2013).

Workforce Diversity

It is a set of policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency (Lesca, 2011).

environmental scanning

This is a method that enables decision makers both to understand the external environment and the interconnections of its various sectors and to translate this understanding into the organization’s planning and decision making processes (Abrams, 2003).

business plans

This is a formal set of goals and strategies of achieving them as laid down by the organization. It also includes the background information of the organization, workers culture and their collective objective.

Demographics

This is the characteristic statistic of a portion of the population for instance consumers (Murdock,2006).

Initiatives

This is an individual effort towards achieving specified predetermined goals in any social organization (Jackson, et al.1992).

Assess supply and demand

What are the basic steps in workforce analysis

– Context and Environment

– Current Workforce Profile

– Future Workforce Profile

– Gap Analysis and Closing Strategies

– Conclusion, review, evaluation strategy and next steps

Identify where we can locate sources of external labour, demographic and economic data within Australia

Australian Bureau of Statistics is Australia’s official statistical organisation. It offers a range of resources dedicated to assisting small businesses with market research, profiling customers and a range of other issues (Murdock,2006).

As any HR manager is aware situations arise that cause concern, we must behave in a pro active way (Plan B) Research six online employment sites.

-The specialist employment websites include travel agent, doctor, under 18 staff, wine specialist, Japanese speaking tour guide, Webrecruit.

Apart from recruitment websites , name four other methods of sourcing skilled labour describe the advantages and disadvantages for each

-Training existing staff; it is a valuable strategy in which to training existing staff to meet future needs and succession plans is carried out. It has the advantage of working with familiar persons who have mastered the organization culture. It prevents the firm from selecting new skills that may be more competent.

– Recruiting; it brings new blood into the organization but has the disadvantage of financial burden in logistics.

– Advertising; it has the advantage of offering a competitive selection process that attracts the best candidates. However, it is demanding in terms of financial input for the advertising firms and media.

– Outsourcing; it relieves the organization from carrying out the process itself hence concentrating in production activities. The greatest disadvantage is that it promotes anonymity that may attract people testing waters and may disappoint by failing to report after being selected.

Develop workforce objectives and strategies and Implement initiatives

How can an organisation address high staff turnovers, what tools are required to monitor the issue and how can we evaluate and act on the feedback?

The rate of staff turnover can be regulated by setting a minimum contract period that will ensure the workers stay and deliver to firm as agreed. It is also important to assess factors explaining the increasing rate of turnover like working conditions among others and seek resolution (Bechet, 2008). This can be achieved through using a structured questionnaire to be filled by the staff and the feedback collected for administrative evaluation and better decisions towards the same.

What are the benefits to a well designed rewards program in an organisation, how will this retain staff?

It considers the overall social environment in which the employees originate. It is consistent with the work done and equal among people who have done same magnitude and nature irrespective of gender, race among others. The program must be structured in a way that all the employees are eligible and on level ground to give their best (Bechet, 2008). It must not necessarily in monetary form but even in kind. All these factors motivate employees and impart confidence and a sense of belonging hence giving their best to the organization.

Identify the benefits of communicating WP information and objectives to the organisations` stakeholders.

Information to the stakeholders creates awareness on the various issues taking place in the organization. It evokes the spirit of enquiry and sound decision making by the stakeholders as far as the management and performance of the organization is concerned (Bechet, 2008). It also promotes participatory decision making for a better performance of the organization.

To support workforce planning objectives

Develop and implement a strategy management plan to assist your workforce to deal with change in the organisation.

The workers are encouraged to take further and advanced training in diverse fields with emphasis on periodic updates on the changing job market environment. Organizing seminars and in-service training sessions with workers will keep the workers current on the dynamic management demand within the company (Rothwell & Kazana, 2003). It would also be important to promote mentorship programs to deal with social challenges affecting workers.

Identify key strategies implemented in a succession plan process, to be used in your organisation to ensure desirable workers are recognised, developed and retained.

Appraisal program need to be set up that includes semi-annual performance data capture. This can be measured alongside the academic background, competitive decision making in critical situations and team player (Rothwell & Kazana, 2003). It is also important to promote internal recruitment of persons who have mastered organization culture and sound creative and critical managerial skills. The outstanding workers should be offered more opportunities and assigned more responsibilities to strengthen their potential.

Monitor and evaluate workforce trends

How can we monitor labour supply trends in areas of over or under supply in the external environment? Name two sources of LMI.(Labour Market Information)

It is possible to monitor labour supply through doing some research into various career sectors and to keep updated on trends in the aggregate graduate labour market (International Labour Office, 2006). Such labour market information can be obtained from; Primary LMI sources of information include censuses and surveys. Secondary LMI sources are institutions or organizations that produce statistics on the labour market trend.

Design a survey to assess the organisational climate within the staff work environment to determine satisfaction levels by asking 10 questions

Survey Question Response

What is your relationship with the management? How do you relate with co-workers? How do you rate the commitment of the organization in terms of your safety? What is your take on the organization’s performance? Do you like team work? Are you contented with your current salary? Are you satisfied with the work policies of the organization? Do you think there is enough time after work to take up additional classes? Are you satisfied with the organization work culture? Do you think you are doing what you like in your assigned department? How as the HR department can we stay updated with changes to global trends and changes?

The effect of globalization compels firms to adopt frequent workforce training and performance evaluation. This will help in improving their overall performance and have them updated on the socio-economic dynamics that is emerging in their workplace and job market (Rothwell & Kazana, 2003).

How in the workplace can HR department evaluate and monitor changes that have been implemented within the organisation?

The HR department have the authority and sufficient administrative resources to evaluate and monitor the changes being implemented in the company (Rothwell & Kazana, 2003). One critical aspect of this duty is through measuring the efficiency of the individual workers in terms of their contribution on the overall output and performance of the firm. Setting standards for performance and goals to be attained after a specified period of time will give a true picture of what is expected.

PART B CASE STUDY

Read the following case study on Workforce Planning. Answer the following questions.Ensure you reference all of your information

Case Study Workforce planning in practice at NHS (National Health Service) London

In September 2008, NHS London published Workforce for London: A Strategic Framework, outlining the way in which the organisation was to address a number of key challenges facing healthcare in the capital over the coming decade. These include a rapidly growing population (predicted to equate to 600,000 additional users of health services over the next ten years) and highly-variable quality of healthcare provision, resulting in the highest rates of ‘consumer’ dissatisfaction in England. These challenges along with a stated strategic objective to provide world-class healthcare for every Londoner have significant implications for the size, shape and distribution of London’s healthcare workforce.

The current workforce

London’s complex healthcare system has the highest number of constituent NHS organisations in the UK, and employs over 205,000 staff, 15.4% of the total NHS workforce. It has some of the world’s leading medical centres of excellence which form a national and international hub for innovation in clinical care, research, and education. However, the report also outlines a number of key staffing issues faced by NHS London, including:

In London hospitals, the ratio of clinical staff to occupied beds varies from 0.9 to over 2.0

The lowest staffing levels are often in the areas with the greatest need – more GPs are in the south and west of London than in the more deprived east and north

London has more doctors (30.8 doctors per 10,000 population compared to an England average of 21.2) but fewer nurses (62.5 nurses per 10,000 population against an England average of 67.5) when compared with the rest of England.

As a result of historic recruitment patterns and more staff delaying retirement there are now a higher proportion of older staff in the workforce than ever before.

Healthcare has always attracted a large proportion of female workers, and there continue to be growing numbers of women in the medical workforce. It is anticipated that the working hours per week in the medical workforce will reduce over the next ten years reflecting a greater demand for flexible working arrangements by both men and women and the need for compliance with European Working Time Directive by 2009, which imposes a maximum of 48 working hours per week. Advances in technology will also have a significant impact on the shape of London’s workforce through the creation of more centres with the technology and expertise to deliver highly specialised, complex care, and through the development of assisted technology enabling care to be delivered closer to home. This will require the redesign of working patterns, the development of new skills and expertise and the opportunity to create new roles. London plays an important role both nationally and internationally in training and developing future healthcare professionals but suffers from high labour turnover and loss of key staff to other parts of the country. For example, London trains 29% of UK medical undergraduates but over a third of these students do not work there after graduation. For nursing and midwifery, London’s share of students (18.3%) is in proportion to the number of staff employed (17.7%). However, it is believed that London exports qualified and experienced staff to the rest of England, as demonstrated by consistently higher vacancy rates.

Workforce for London: A Strategic Framework

The purpose of the review which lead to the strategic framework was to assess the impact of anticipated changes in healthcare needs, demographic trends, technology and patient and public expectations on the future size, shape and composition of London’s healthcare workforce and the changes required to how the organisation plans, trains, develops and deploys its employees. To assist in the workforce planning process, NHS London employed scenario modelling to provide insight into the strategic challenges ahead, and how these will affect the overall shape and size of London’s workforce.

Scenario modelling approach taken in Workforce for London

The resulting strategic framework identified a number of both quantitative and qualitative changes in the NHS workforce needed to meet the challenges of the coming decade. In broad terms, the strategic framework acknowledged the central role played by the workforce in high quality service delivery but identified that staff were not fully utilised (productivity levels of staff in London were lower than elsewhere in England). The review suggested that London’s NHS workforce will need to grow by between 4% and 23% over the next ten years dependent on the level of productivity delivered. The framework outlined three broad strands in how NHS London should respond to the demand and supply forecasting process.

The first focuses on the quantitative dimensions of the required workforce needed to increase productivity, improve service quality and to address wider initiatives in the NHS regarding the delivery of care. The review indicated a need to develop new roles and new skills through increased targeted workforce development and investment, For example, the review advocates the development of broader sets of skills across the workforce. The review also suggests changes to where and how practitioners work, particularly through providing care closer to people’s homes. The review also suggested enhancing employment opportunities for Londoners to reduce turnover, and to develop a workforce more representative of the community it serves.

The second element focuses on the systems required to support this ‘new’ workforce. In particular, it stresses the importance of the effective integration of workforce planning, and educational investment, with service needs, particularly through the localisation (as far as possible) of workforce planning, tailored to meet the diverse needs of patients.

Finally, the framework proposes a number of changes to leadership processes, with a particular focus on fostering a climate of worker engagement and empowering front-line staff to ‘improve and develop the services they provide, creating new freedoms to innovate and provide the leadership for local change’. In response to recent staff surveys, NHS staff indicated that a positive relationship with staff tends to relate to improved performance and the framework indicates a desire to engender team working and ‘partnership’ across the organisation. The framework also indicates a need to develop excellent leaders at all levels of the organisation and to develop a pipeline of talent for Chief Executive and Director roles across the capital.

Questions

What are the relevant factors which are shaping the supply and demand for medical practitioners in London over the coming decade? To what extent are these factors reasonably predictable?

Some of the factors responsible for shaping the supply and demand for manpower in this regard include the delayed retirement by many healthcare organizations. This means that most of the graduates lack job placements and opportunities thereby piling up in numbers or seeking opportunities outside the town. Advances in technology are increasingly reorganizing the number of people to be employed and overall efficiency of the healthcare sector (Kahane, 2012). The EU proposal of 2009 on flexible work arrangements will significantly redefine the workforce shape of healthcare personnel in London. The increasing globalization and campaign for better healthcare promotes use of modern technology, flexible working policy and prolonged working tenure indicates precise prediction of the currently observed trend.

What responses to the workforce planning process are outlined in the case?

Training the personnel to conform to the increasing need for expertise in using modern technology in service delivery in the healthcare sector is a critical aspect of workforce planning process as indicated in the case study. Flexible work policy also provides an incentive to the workforce in healthcare sector which is headed for better quality of service delivery and overall performance.

Why might the formal approach to workforce planning used by NHS London not necessarily be appropriate in many private sector organisations?

Most private organizations are run by few individuals who dictate several workforce related issues. This is a different case with public healthcare sector which is accountable to a larger body of stakeholders (Bechet, 2008). The workforce planning by the private sector organization is not bound by several rules and regulations that apply in the case of public sector.

How can HR planning contribute to the achievement of organisational objective in all organisations?

HR planning is critical in mobilizing human capital to different and relevant departments so that their diverse specialized contribution makes the overall efficiency and performance desirable. It is important to note that physical capital like machinery may not operate without human expertise hence the centrality of the HR department in any organization (Bechet, 2008). Sound planning strategies in which the right personnel are assigned the right work and allocated reasonable time with resources help the organization to achieve its objectives.

PART C –PROJECT

Please read the following scenario answer the questions below and then complete the Workforce Plan

Tourism operators on the Gold Coast have traditionally turned to the use of contingent labour to address the peaks and troughs of seasonal workflow. While the use of contingent labour has merits, which include reduced labour costs and benefits, companies may also face limited control over employee quality, performance, and commitment as well as complex employment laws surrounding the rights of contingent workers.

Further, organisations sometimes overlook their most immediate resources when searching for ways to address seasonal workload fluctuations. The predictability of seasonal fluctuations offers employers a chance to rethink their workforce infrastructure and consider ways to reallocate labour and resources for the purposes of meeting seasonal business needs.

AS HR manager you have been requested to implement a workforce plan for the long term to ensure your organisation has a continually high standard of customer service.

Please complete the following Workforce Plan Template

-442595175895For Years 20XX-XX

Workforce Plan

(Template)

Organisation Name

WORKFORCE PLANNING TEAM

Aggrey Onea General manager

For Years 20XX-XX

Workforce Plan

(Template)

Organisation Name

WORKFORCE PLANNING TEAM

Aggrey Onea General manager

Workforce Plan Template

WORKFORCE GOAL (S), OUTCOMES AND OBJECTIVES

Restate your organisation’s workforce goal(s), outcomes, objectives, environmental scan factors, success factors and inhibitors as reported in the strategic plan.

To invest in high skilled personnel that is specialized in specific fields of value creation activity in the organization

This will lead to a more efficient worforce that will ensure quality for customers, more wealth maximization for shareholders, improved image of the organization and overall performance of firm.

Putting emphasis on competitive recruitment that will offer equal opportunity for all the potential workers.

Workforce

Goal:

Outcomes:

Objectives:

ENVIRONMENTAL SCAN FACTORS (Optional – organisations are encouraged to continue the environmental scanning process)

List the key internal and external environmental factors related to this workforce goal.

Organization culture

Management structure

Rules and regulations that govern internal administrative processes

External factors include government rules and regulations

Labour laws i.e. minimum wage.

CRITICAL SUCCESS FACTORS

List critical success factors related to this workforce goal:

Foresighted leadership

Sound human resource management team

Training facilities for new recruits

Financial allocation

SUCCESS INHIBITORS

List critical success inhibitors related to this workforce goal:

Restrictive government rules and regulations

Limited skilled human resource experts

Limited experience among the jobseekers

Higher financial requirements for outsourcing agencies.

CRITICAL POSITIONS

List positions, groups of positions, job classes, roles that are considered critical to achieving mission success and have been targeted for workforce planning purposes.

-Human resource manager

-Financial controller

-Operations manager

These positions are critical in the overall execution of the planned mission of improving the personnel recruitment, training and management.

NOTE: In addition to any other critical positions targeted by other HR strategies, organisations are encourage to target leadership, management and supervisory positions as part of succession-planning strategies.

STAFFING, COMPETENCY, AND DIVERSITY GAPS

For all critical positions described above, list all currently identified Staffing, Competency and Diversity Gaps.

Staffing: A high skilled staff with good interpersonal relations

Competency: A minimum post-high school education with excellent academic competency.

Diversity: Gender balance is critical in achieving the specified goals due to skills and potential diversity

HUMAN RESOURCE STRATEGIES

For all critical positions described above, list acquisition (e.g., recruitment and selection) development (e.g., succession planning, knowledge management) and/or retention strategies that will be used to close the identified gaps. Include information about which concerns the strategies will address.

NOTE: In addition to any other HR strategies, organisations should include succession-planning strategies as part of their response to workforce planning.

Before submitting your assessment please check it against the points listed below to be satisfied that all factors have been considered in creating a plan which will deliver the desired workforce outcomes

2. Checklist for Evaluating the Workforce Planning Effort

Is the workforce plan based on the organisation’s strategic plan, and does it support the mission, future vision, core values, and goals?

Does top management support it?

Has data analysis been conducted that analyses demographic and environmental impacts on the workforce plan?

Has relevant information been extracted from the organisation’s human resource information systems and does it include indicators such as distribution of employees by classification, age, attrition rates; retirement rates; and ratios of managers to supervisors etc?

Has the organisation determined the number and type of employees that will be needed to address the challenges of the next three to five years?

Has the number and types of competencies been defined for employees in each occupational group?

Have skill levels for each competency been determined and listed?

Are there clear indications that the organisation has identified the roles and core competencies needed to support its goals and service delivery strategies?

Has an analysis been performed that assesses the gap between current competencies and those needed for the future?

Does the analysis also address workforce size, demographics, occupations, and geographical locations?

Have strategies been developed to address the gaps between the project supply and demand?

Have action plans to execute the strategies been clearly laid out, including responsible parties, due dates, and resources needed?

As needed, are there specific strategies to address leadership succession planning, compensation, performance management, an employee-friendly workplace, recruitment & hiring, training & professional development?

Has the plan been communicated to employees and stakeholders?

Has the trust of the workforce been earned by involving employees in the strategic and workforce planning processes?

Is integrated workforce planning support provided by human resources staff?

Are the workforce plan and strategies continually monitored and refined to ensure their ongoing effectiveness and continuous improvement, taking into account resource changes, and other conditions impacting the organisation?

3. Work Planning, Performance Review & Career Development

DETAILS: fill in the below document with detail of what type of staff member (achievements,skills,aspirations) you would look at and require for your workforce goals as part of the organisation`s succession plan

STAFF

MEMBER Name: James Ohara

Position title: Human resource manager Level of appointment: Management

LINE

MANAGER Name: Alice O’Neil

Position title: Operation manager

Date of review:18/02/2014 Period covered by performance review:3 weeks

PERFORMANCE REVIEW

Staff member’s reflection on the year

Objective 1:To improve personal efficiency

Achievements / reflections /skills developed/ future directions: Personal initiative has been the force behind excellent performance.

Other achievements / comments: improved quality of service through more part-time training

CAREER DEVELOPMENT

Line manager’s comments

Manager’s outline of the strategic direction of the organisation and opportunities for progression/advancement over 1 to 3 year timeframe: The organization plans to campaign for further training and periodic job appraisal for better performance of workforce

Staff member’s comments

Staff member’s preferences for professional development/promotion/advancement and proposed action plan:

Improving the welfare of workers through increased funding by the organization.

References

Abrams, R. M. (2003). The successful business plan: Secrets & strategies. Palo Alto, CA: Plannignshop.

Bechet, T. P. (2008). Strategic staffing: A comprehensive system for effective workforce planning. New York: American Management Association.

Borkowski, N. (2011). Organizational behavior in health care. Sudbury, Mass: Jones and Bartlett Publishers.

Henry, A. (2011). Understanding strategic management. Oxford: Oxford University Press.

Name:

Course:

Professor:

Date:

Michelin Tires

The use of technology in business is essential to any company if it hopes to increase efficiency, make more profits, and become a market leader. Michelin is well aware of this fact and plans to introduce high-tech tires to rise to the top of the industry over its closet competitors; Bridgestone and Good-year. The move by Michelin to come up with a high-tech tire filled with a gel that allows motorists to drive even with a flat tire is a revolutionary one. However, the case study indicates that this tire will only be used on high-end vehicles such as the Cadillac and Audi A8. One of the reasons why Michelin will use the high-tech tire on upscale vehicles is to cover the cost of production. It is evident that the production of the gel-filled tire will cost more due to its durability; hence, the tire company will want to sell it at a price proportional to its costs. Buying upscale cars is quite costly; thus, buyers will not fret much over cost but will look at the benefit of driving even with a flat tire.

However, Michelin should not restrict the high-tech tire only to upscale cars. Every motorist has had to deal with the inconvenience of a flat tire even in the most challenging situations such as a lonely road or the middle of the night. The gel-filled tire would come in handy in such scenarios. Michelin should come up with a plan to roll out the tire to other types of cars as well because as production volume increases, economies of scale apply. Production costs will reduce allowing the company to reduce the price of the tires so that customers with cheaper cars can also afford the tire. The high-tech tire would bring such relief to people as they would never have to stop just because of a flat tire.

Michelle Gomez

Noah Garcia

Magaly Mireles

Joanna Sierra

Yarezi Perez

Brian Palacios

Dennie Johnson

31 October 2018

An Annotated Bibliography: When I’m Gone Eminem

Macleod, Duncan “Eminem at Recovery Meeting in When I’m Gone.” The Inspiration Room, 7 Jan. 2015, theinspirationroom.com/daily/2006/Eminem-when-im-gone/.

This article looks at the meaning of Eminem song as part of his recovery journey after suffering from addiction. The author points out that the music video of the song was released just a few days after Eminem had been hospitalized and then entered rehab for use of drugs. The video points out Eminem in a Narcotics Anonymous meeting. The first person in the video explains how he has been attending the meetings for six years but he was happy that he had become a different person. When the moderator asks who else wants to share, Eminem step up and that is when he begins singing the lyrics to the song. The article goes to point out that the estrangement Eminem is going through including a drift from his family was because of his drug use and rapping careers.

This article is useful as it links the music video with the lyrics to the video explaining what Eminem meant in his song. This article helps me get a deeper understanding of the Eminem’s song because of its link with the music video in trying to explain the lyrics to the video. This article however focuses more on the music video and not the lyrics. It may be a little useful when talking of how the lyrics are linked to Eminem’s drug addiction

“When I’m gone by Eminem – Song facts.” Song Meanings at Song facts, www.songfacts.com/facts/eminem/when-im-gone.

This article begins by acknowledging that this is the second most personal song aside from mocking bird. The author then proceeds to point out that in this song, Eminem was telling his fans his final goodbyes in tithe music industry as the song was taking a toll on his life. He states that his daughter Hailie needs him and he wants to lead a normal life with his daughter’s involvement in it. He is stating that he should not be sad as he exits because he is thinking of his family.

This article is important as it gives another meaning to the lyrics that most article do not see. It states the lyrics are dedicated to the audience as Eminem is trying to create time for himself and the family. This article will be important in helping me understand how this song may also be a dedication to the audience as he points out his struggles with addiction

Dawkins, Marcia Alesan. Eminem: The Real Slim Shady: The Real Slim Shady. ABC-CLIO, 2013.

This article explores how Eminem keeps referring himself as the real slim shady. In the song when I’m one he uses these exact same line several time. The author points out that Eminem uses this words. He talks of how Eminem has been sacksful in the music industry that was predominantly dominated by African Americans. The author points out that Eminem’s song when I’m gone talks of two key things: the first is his struggle with addiction and the second is how the music industry was messing up with his family,

This article will be important in my writing as it looks at Eminem’s way of rapping and where he gets his inspiration. By understand the different lyrics Eminem has constantly used in different lyrics will help me broaden my understanding on what Eminem was trying to imply.

“Take a Smile.” Take a Smile, you.stonybrook.edu/elainethebest/2015/02/16/storyteller-reflection-when-im-gone-by-eminem/.

The article states that Eminem’s When I’ gone was a song addressed to his daughter. He was explaining the love that he had for his daughter and how his career was messing up with his family relationship. The author points out that Hailie who is Eminem’s daughter is the center of the story and he felt bad that he was not able to be there for his daughter. The author also points out that Eminem may also be attributing his absence from his family may be due to his celebrity status. The author also points out the constant questions that Eminem keep posing as if directed to the audience as if he is trying to make them understand what he is going through

This article will help me expound on the meaning of Eminem’s song. It critically analyses the various lines and metaphors that have been used in the verse to understand what message Eminem was trying to pass in the song. This paper will be of great help in building the body of my paragraph as it provides the necessary content needed to expound on my paper. The paper however does not expound on other ongoing versus especially where he talks about his drug use.

Simbolon, Patar. “Family Life Portrayal Viewed from Eminem’s Selected Lyrics.” Family Life Portrayal Viewed from Eminem’s Selected Lyrics. 2009

This article explores the various worlds that Eminem uses in his songs including mocking bird. The author begins by acknowledging the fact that Eminem has whom himself several Grammy awards and this could be due to his word play. The author looks at polysemy, hyponymy, denotation, synonymy, message and autonomy in his music. In the song I’m gone, the author observes. The author points out that Eminem uses his lyrics to express what he believes in and that it cannot help him solve the problems he is going through. For example when sings I followed you daddy/ you told me that you weren’t leaving’/ you lied to me dad, and now you made mommy sad” In this statement he is stating of the pain his daughter felt for breaking the promise he would not leave. The author is also quick to point out how Eminem’s song “When I’m gone” is one of his songs that talks of his personal life

This article helps me have a better understanding of Eminem’s lyrics and what he means when using certain words. The use of semantics in analysis of Eminem’s songs gives a better understanding of the wordplay that Eminem utilizes in his music to bring out certain messages. This paper will be important in developing a conceptual framework in both my introduction and the body and it is a great resource I can use to expound my paper.

Works Cited

Dawkins, Marcia Alesan. Eminem: The Real Slim Shady: The Real Slim Shady. ABC-CLIO, 2013.Macleod, Duncan “Eminem at Recovery Meeting in When I’m Gone.” The Inspiration Room, 7 Jan. 2015, theinspirationroom.com/daily/2006/Eminem-when-im-gone/.

Simbolon, Patar. “Family Life Portrayal Viewed from Eminem’s Selected Lyrics.” Family Life Portrayal Viewed from Eminem’s Selected Lyrics. 2009

“Take a Smile.” Take a Smile, you.stonybrook.edu/elainethebest/2015/02/16/storyteller-reflection-when-im-gone-by-eminem

When I’m gone by Eminem – Song facts.” Song Meanings at Song facts, www.songfacts.com/facts/eminem/when-im-gone.

Managed Healthcare

A healthy care system that controls cost of services, manages the use of services and measures the performance of health care providers is called managed care. This system is both health care financing and health care delivery. There exists many types of managed care plans but the most common ones are health maintenance organizations (HMOs) and preferred provider organizations (PPOs) (Chowallur, 2008).

Managed care has tried to change the way health care is financed by changing the incentives in health care system. By so doing, managed care has affected health care negatively. Revenue resources under free-for-care service become costs under managed care. More so, managed care discouraged use of care except extremely necessary. This affects in patients hospital care and mental health care. Managed care affects health administrator’s revenue for they only make profits by providing health services which are only absolutely necessary to patients unlike, free- for -service providers which profits them when people get sick and make use of the health services (Todd, 2009). Managed care programs have affected significantly the employment of nurses since HMO has resulted in reduced number of discharges.

Managed care and prospective payments have tried to cause hospital staffing changes so as to cut the costs and expenses incurred in paying health administrator’s salaries. This reduction of medical staff has been associated with the poor quality of health care observed in hospitals (Chowallur, 2008).

Managed care denies the patient freedom o f choosing a health care provider as well it limits the healthcare provider’s ability to order diagnostic tests and therapeutic procedures. In this system, administrators rather than medical and health personnel make decisions about patient’s future health. This results into too few services being provided to patients especially for those patients who require long-term inpatient or out patient care.

The future of health care can be improved only if all the patients even those who odes not have insurance covers are allowed to access managed care services. Also quality of services offered may be improved by increasing employment of registered medical experts and by reimbursing them in time (Todd, 2009).

References

Chowallur Dev Chacko, M.D. (2008), Let’s reject managed care: “Managed Care: Can’t We DoBetter?” February 2008, p. 11, International Medical News Group Gale, CengageLearning.

Todd, Maria K. (2009) The managed care contracting handbook; planning and negotiating themanaged care relationship, 2nd E.d .Book News, Inc., Portland CRC / Taylor & Francis

Brian Palacios

Argumentative/Persuasive Essay

Dennie Johnson

17 October 2018

Why Baby- Boomers and Generation X Managers Should Hire Generation Z

Millennial and Generation Z workers are known to espouse different attitudes and values about work from other generations. These generational gaps, different values, and work ethics may bring about negative perceptions about these generations especially now since many of them are eligible for employment. In today’s corporate world, the HR and talent management department strives to include multiple generations in the workplace to increase diversity and to meet inclusion requirements. A multigenerational workplace faces unique challenges and opportunities for both employers and employees since they are forced to work together despite the differences in work values. There might be reluctances from the managerial staff and hiring departments to hire generation Z workers due to negative perceptions, fear of the challenges a multigenerational workplace faces, and little understanding of this generation. However, most Baby Boomers are facing retirement and exiting the workforce in large numbers, and there will be numerous gaps in employment. The corporate world should, therefore, be keen to attract and retain these young workers. All employers and firms should pay attention to this young generation since there is a shortage of skilled workers in the nation due to low birth rates and an aging workforce, generation Z workers have higher levels of education than others, and that they are more ethnoculturally diverse. This generation also has different values, attitudes, and expectations about work from other generations and report a greater amount of job and organization changes.

Who are the Millennial and Generation Z Generations? There are no precise dates for when these cohorts start or end, but many define the millennial generation as the people born between 1980 and 1995 (David Foot). The Millennials are also referred to by demographers as “Baby Boom Echo” since most of them are Baby Boomers (1946-1965) children. “Generation Z is the generation born from the mid-1990s to the mid-2000s”. Their parents are primarily in generation X. Every cohort shares a common place in historical time and is therefore influenced by the same events. The conceptualization of the term ‘generation’ is established in the theory of sociology of generations by Mannheim (1952) that states that members of a generation share more than just birth years, but an environment. This environment and occurrence shape their behaviors, attitudes, and norms of political, sociocultural, and economic issues.

Many managers and employers happen to be baby-boomers and/or Generation Xers, and these generations tend to have negative perceptions of the Generation Z workers. However, “the U.S. and other first world countries have been characterized by low birth rates due to lifestyle choices that are linked to economic affluence” (Nargund, 191). The aging workforce is also increasing since many Baby Boomers are retiring from their working positions. Moreover, the government is stepping up their stringent immigration policies and therefore increasing the problem of shortage of labor. Many organizations will be faced by labor shortages, and thus workforce renewal efforts should be directed to the Generation Z generation.

The generation Z have been “profoundly shaped by factors that affected their generation X parents” and guardians (Ozkan and Solmaz, 476). Due to the significance of education and its effects on quality of life being heavily pressed on the Baby Boomers and generation Xers, they have ensured that their children (generation Z) attain higher levels of education. Due to this, many persons in the generation Z are either enrolled in or plan to enroll in higher-learning institutions. These generations are also characterized by a high number of women in institutions of higher learning than other institutions. They, therefore, have higher expectations of themselves and better technical know-how than previous generations. Hiring them will, therefore, be beneficial to an organization since they do not take a long orientation system as they are equipped to work. Moreover, the generation Z cohort highly favors creativity and innovation. Due to this, they can come up with new and helpful ideas for the organization.

According to robust studies on different generations and their work ethics, generation Z workers have “different attitudes, beliefs, and perceptions of work” (Cristina, 47). These two generations have been known to report high degrees of preference for extrinsic rewards. They also prefer leisure over work and also indicate a strong preference for work-life balance (Cristina, 51). Therefore, the current human resource practices to attract new employees may not necessarily attract these generations. It is consequently easier to motivate a generation Z worker since they prefer materialistic rewards to intrinsic rewards such as career growth, personal achievement, and sense of accomplishment. This group prefers tangible and specific rewards such as recognition, awards, money, or contributions to team endeavors. It is thus easier for a manager to achieve this type of rewards to an employee rather than for other generations who prefer intrinsic motivation.

The generation Z cohort also reports to wanting more exciting work and organizational changes. These groups search for working opportunities that fully engage them and that are ‘meaningful.’ They are therefore willing to cross boundaries to work in non-profit organizations and the public sectors since these organizations, through public service tasks, offer attractive opportunities for them. A study on U.S. students who expressed altruism, wanted to “do good,” and were compassionate were seen to be more interested in non-profit work. According to a study by Dr. Singh (2016), “generation Z workers may find working for the government cumbersome since the hiring process is associated with bureaucracy and inefficiency” (Singh, 1). Government agencies are also perceived to “lag behind the times” in terms of innovation and are thus unattractive. The negative attitudes on government jobs may drive the generation Z to shy away from such opportunities to the private sector and to non-profit organizations that provide a platform to work for social change to deliver public service. Therefore, Baby Boomers or generation Xers who own small firms or non-profit firms should find these generations as competent personnel.

The generation Z cohort is very ethnoculturally diverse as from the 1980s, all fifty U.S. states became more racially and ethnically diverse, although at different rates. Therefore, this generation is more likely to have gone to school with persons who are culturally, ethnically, and/or racially different from them. This cohort has therefore been more exposed to messages of inclusivity and promotion of diversity. Therefore, “individuals in generation Z are more likely to hold egalitarian views on minority groups and women” (Uche, 41). This translates to fewer workplace problems since they are more likely to respect diversity leading to better teamwork and workplace harmony.

Many employers may label the Generation Z workforce as “spoiled and entitled” since most of them have been raised in middle-class environments as the baby boomers and the generation Xers (their parents) were successful (Knapp, Weber and Moellenkamp, 138). The generation Z workforce is also more likely to change careers from the non-profit sector to more profitable sectors such as the private sector. Many baby boomers and generation Xers link this to the fact that Generation Z desires more extrinsic motivations such as better pay that may not be available in not-for-profit organizations. However, research has shown that due to many of the generation Z attaining high levels of education, then they are better suited to work across many sectors. This offers them job flexibility, and whenever a better opportunity opens up, they go for it. These generations are “sector-agonistic” reinforcing the transferability of their skills across numerous interrelated sectors.

Works Cited

BIBLIOGRAPHY Cristina, Maria. “Generation Z and its Perception of Work.” Cross-Cultural Management Journal 3.1 (2016): 47-55.

Knapp, Curtis A., Christine Weber and Sarah Moellenkamp. “Challenges and strategies for incorporating Generation Z into the workplace.” Corporate Real Estate Journal 7.2 (2018): 137-148.

Nargund, G. “Declining birth rate in Developed Countries: A radical policy re-think is required.” Facts, Views & Vision: Issues in Obstetrics, Gynaecology, and Reproductive Health (2017): 191–193.

Ozkan, Mustafa and Betul Solmaz. “The Changing Face Of TheEmployees- Generation Z And Their Perceptions Of Work (A Study Applied To University Students).” Procedia Economics and Finance 2.1 (2015): 476-483.

Singh, A.P. “Understanding the generation Z: The Future Workforce.” Journal of Multidisciplinary Studies 3.3 (2016): 2-46.

Uche, Sharon. “Generation Z and Corporate Social Responsibility.” Digital Commons (2017): 1-95.

Abigail Adams And Mercy Otis Warren

Introduction

Abigail Adams and Mercy Otis Warren are two women who can be identified as the founding mothers of the United States. Abigail Adams was married to the former president of United States John Adams. She was actively involved in the political life of her husband. She pushed her husband to recognize the legal rights of women. Mercy Otis on the other hand, vehemently opposed the British colonization in Massachusetts. Her work as an artist is often considered to be her way for presenting her political opinions. As a political writer she gave her voice when many other women maintained their silence. The two women were both born at Massachusetts, and both actively engaged in politics as feminist pushing not just their husband agendas, but the voice of women. These papers excavate into the lives of these two great women in American history.

Abigail Adams

She was born on November 11, 1744. Her parents were William Smith and Elizabeth Quincy. She was born at Weymouth, Massachusetts. She did not have formal education, but instead learnt at home. She learned writing, reading, and mathematics. She also studied dance, music, and Irish. She had access to her father and grandfather’s libraries. Her father was someone who loved to learn and read and often encouraged his children to look at his extensive library. Her special interest was on theology, philosophy, Shakespeare, ancient theory, the classics, and government law.

She met her husband and a lawyer John Adams when she was only 15, they later married on October 25 1764 and moved to Boston with him. They bought a huge track of land in 1787, known as Peacefield, and John Adams was then a minister for Great Britain. Their marriage conceived three children among them the Sixth president of United States, John Quincy Adams. Her first child came into their lives almost immediately after marriage. Therefore, her first role as a wife was to raise these children. Her other roles in the family included helping her husband in managing finances for their household, and producing crops. In 1774, Abigail, was left behind by her husband as he went to serve the British government as a delegate of the colony in the First Continental Congress. This period led to a correspondence between the two that forms the basis of much of the public debates regarding her. In these letters she passed various advices to her husband political questions. She also reflected her own observations as well as the unfolding events during the revolution. Abigail in 1776, when the Second Continental Congress came close, began to write letters to her husband telling him that there was need for new government to uplift the legal status of women to the level of men. Though she did not succeed in pushing him to admit the need to do this, her writing are the first known attempts to have women enjoy the same rights as men. She remained separated with her husband as he moved between countries in official duties, but she kept him informed of what was taking place locally.

She took an active role in her husband political life. Following her husband election to the presidency of United States between March 179 7 and March 1801 as the second president, she rose to the status of First Lady. She stayed with him in Philadelphia and later on at Washington, D.C for a period of eighteen months in both places. Often, she openly criticized those she considered to be against her husband Federal Party. The anti-Federalist inclined to Thomas Jefferson like Albert Gallatin became her immortal enemies and openly criticized her in press. He called her names and nicknamed her “Mrs. President not of the United States but a faction”. Although such statements hurt her a lot, she was not intimidated. She did not fear to give her personal opinion. She was not liked for her opinions, but was highly valued by her husband. Her influence on presidential appointments made her a number one enemy of the opposition. In addition, she consistently campaigned for freedom of African-American slaves and equality in education for girls.

Just about the time the continental Congress gave the independence declaration in 1776, she had written a letter to her husband requesting him to put ladies into consideration while drafting new code of laws she argued that ladies were going to rebel if they were not going to be represented or given a voice. It is known that her husband refused to harkens to her statement, and Holton writes how she went ahead to revolt against these laws within her household. As one of her letter in 1782, revealed, she took issue with the law degradation of women by giving husbands undue rights to control and even disposal of the properties of their wives. She went ahead to defy these laws and created her own wealth. In 1816, convinced she was in the edge of death she sat down and wrote down a will. Legally she did not have a right to own properties while her husband was alive and the mere act of drafting this will was an a act of rebellion. Even more intriguing is the fact that she decide to live her properties not to her sons, but to other married women.

She is therefore, known to have initiated a revolution for personal property rights. Like many other patriots in the revolutionary period her husband abandoned his family for a very long period. As a result, he was not able to manage their properties. Abigail was therefore responsible for managing the financial aspects of the family and she was very good at it. She was very good at investing these fiancés because she was open to risks. She invested her husband money in government securities and other ventures. Out of this money she stashed away some, which she referred to as her own pocket money. In her will she gave out most of her wealth to her granddaughters as compared to what she left for her male relatives. Holton argues that the main reason for doing this was not because she hated them, but because she wanted to cut her life as one of advocating for women rights to own property. Her will did not have any weight in the court of law, but it was honored by her husband.

Mercy Otis Warren (1728-1814)

She was born in Barnstable, Massachusetts as the daughter of Colonel James Otis and Mary Allyne. Her parents did not take her to school, but she was allowed to attend her brother’s lesson, with his tutor Reverend Russell. Therefore, like Abigail Adams she also received exceptional training unlike other women of 18th century. Her brother, James Otis had great influence on the direction of her life. Besides, his influence in convincing their parents to allow her attend his lessons, his political life also shaped the path of her life. James Otis was brutally attacked as he walked towards British Coffee House in Occupied Boston by the British officers. This incident had a great impact on Mercy Otis life.

Mercy had a talent for writing and she was urged on by her brother. He also took over her tutoring and was the first to read her initial poems. Her first writing was mainly influenced by her religious background. However, her writing was transformed and she became a political playwright, satirist, and historian. She married James Warren, in 1754. Her brother continued to influence her even in marriage life. It was time for the American Revolution and James Otis forged the phrase that “taxation without representation is tyranny” to oppose the British government oppressive taxes. In the 1750s and 60 her husband John Warren and others joined her brother to form the Sons of Liberty. Her home hosted many political meetings and she was involved in deliberating liberty and independence issues. She played a key role in facilitating the growth of this movement by starting to write political satire through pamphlets, poems, and plays.

Mercy Ortiz in particular took offense with certain individuals. She considered Governor Hutchinson’s actions as one of the reasons for her father political disappointments. She also associated the British attack on her brother to what later befell him, which is mental incapacitation. Following attack of James Otis in 1769, she decided to carry his mantle. She was determined to keep the mantle of liberty that his brother initiated with her writing. She also kept close friendship with Abigail Adams and John Adams. Together with her husband, these friends helped her to carry on her new role. John Adams in particular, helped her to publish her first play “the Adulateur” in 1772. It was published in the Massachusetts Spy and acted in Upper Servia. She used this play to criticize the governor of Massachusetts, Thomas Hutchinson. She portrayed his leadership as being wicked. She criticized him and his allies for what she considered to be monopolization of public offices. This play also depicted the people she considered to be the patriots of the nation including James Warren, Sam Adams, and James Otis. Her other plays like The Defeat (1773) as well as the Group (1779) also praised the patriots and rebuked the British troops and tyrannical leaders. They represent her filial emotions and patriotism.

Conclusion

These are two exception women involved in their own unique ways in shaping American future in the revolution period. Abigail comes out as a strong champion of women right to education and in property ownership. Her role as a political leader can also not be undermined, as she not only shaped her husband political direction prior to his presidency, but also during his tenure. On the other hand, Mercy Otis Warren comes out as an exceptional writer who uses her literary work to influence the public perception of patriotism and traitors. These two women depicts the strengths of women in the prehistoric time, despite not being well empowered by the society. They both did not get formal education, but they did great with the opportunity given to them by those who loved them.

References

Primary Sources

“First Lady Biography: Abigail Adams”. National First Ladies’ Library. Web

Black, Allida. “Abigail Smith Adams”. theWhite House. (2009). Web.

Hamlin, Joanne. Mercy Otis Warren: Patriot with a Pen. Helion Nine, Vol.8, (1983): 84-90.

Secondary Sources

Donnelly, M. A. Mercy Otis warren (1728-1814): Satirist of the American Revolution. ProQuest Dissertations and Theses. (1988).

Holton, Woody. Abigail Adams’ Last Act of Defiance. American History. 45.1, (2010). 56-61.

Wheeler, Jill C. Abigail Adams. Edina, Minn: ABDO. (2010).

Final Writing Project

Breece D’J Pancake’s “First Day of Winter”

Breece D’J Pancake’s stories are set in the harsh backdrop of rural West Virginia. Pancake often uses the environment to help reveal the burdens and inner-conflicts of his most hardened characters. In “First Day of Winter,” Pancake introduces us to Hollis, a farm boy confronting the ever-present reality of the approaching season and what it means for his fate. Hollis’ endless struggle with his own desires, family guilt, and his inner failings are juxtaposed against the fierce, unrelenting environment (both outside and inside of the farmhouse). This haunting, bare-bones account of Hollis closing down the family farm before the hardest season hits is sure to leave you with a deeper sense of his inner-strife born from a dark sense of “place”.

Format: MLA typed Reader Response paper; 5 paragraphs

Exact quotes from the text to support your claims

 

Analysis Prompt: At the end of the story, Pancake crafts a final image of Hollis succumbing to the reality of his dire situation. Pancake uses funeral imagery to describe Hollis as he takes his nap, and we can assume Pancake wants to convey how dead and hopeless Hollis feels. But why?  Now, look back at the story and develop a thesis explaining which elements from the story help to understand/reveal/prove why Hollis feels like he is attending his own funeral. 

Provide support for your claims; Use quotes from the text

Develop your analysis in each body paragraph but only one point per paragraph

Discuss his main conflict within the story/why he would feel so dead

You may want to analyze symbols/symbolism which help to reveal his feelings

 You may want to describe and/or use examples from the text /Pancake’s descriptions of the setting to support your understanding of Hollis’ feelings

 Maybe discuss family relationships, guilt and neglect–are these factors? 

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Bridgeport City

Bridgeport is a seaport city in the state of Connecticut. It is located in Fair County and bordered by other towns which are Fairfield, Trumbull, and Stratford. It is the largest city in the state with a population of roughly 146000 people. The city has a rich history dating back to before colonization by the English. The earliest inhabitants of the town were a native tribe called the Paugusett. The tribe had several scared sites one of which was the Golden Hill which was the source of water for their planting fields. The natives were mainly fishermen and farmers, growing crops such as squash, com and beans. When the colonialists arrived, they set up camp in Stratfield district. They began to take part in activities such as farming and the town began to grow as a trading center. The shipbuilding and whaling industries were also established at the time (Forrant). The Housatonic Railway boosted the economy of the town especially after it was connected to the rails of New York and new haven. Manufacturing became the backbone of the city’s economy until the 1970s.

Before and during the First World War, the city continued to expand mainly due to industrial growth. Heavy industry restructuring in the 1970s saw the decline of the city’s economy. Many people lost their jobs and many more moved out of the city into the rapidly developing suburban neighborhoods. The city was further mismanaged and several officials were convicted of this. The city filed for bankruptcy but was declared solvent by a federal court in 1991. In recent years the city has revamped itself by coming up with mixed development projects and proposed shopping areas that will create jobs for its economy.

The city has a population of about 146000 people making it a small city with a relatively low population. It is mainly suburban as most people live outside the city itself. This is because of the collapse of heavy industries in the 1980s that led to the economic and social decline of the city. The city is divided into five geographic neighborhoods which are Downtown, East Side, North End, South End and the West Side. These neighborhoods are mostly middle class and upper middle-class. The city can this be termed as being middle class although there are a few poor neighborhoods in the geographic areas around. The median income per person in the city is about $43000 which is lower than other cities in the state.

The main economic activities of the town are centered on the service industry. The main employers are the fields of education, health and finance. The major employer is the health sector with the largest hospitals being St. Vincent’s medical centre, Bridgeport Hospital and Bridgeport Healthcare Centre. These hospitals combined employ about 6000 people. Other employers are the People’s United Bank, the University of Bridgeport and Housatonic Community College. The rate of unemployment is relatively low with some people being employed and others running small scale businesses within the city. The city has one of the most unequal income distributions in the city with fifty seven percent of going to the wealthiest people.

The governance structure of the city is the mayor-council system. Each district in the county elects two members into the city council. The mayor is elected by all the residents of the city at large. The public schools system takes up most of the budget of the city, about half of the total budget amounting to nearly $260 million. The Property taxes in the city are quite high, about 4.2%. The mill rate reached an all time high in 2017 at 54.37.

Some of the major problems that the city of Bridgeport faces include the high rate of taxes. One resident of the city even proposed that the city be given the Guinness world record for highest raise in property taxes in a year in 2017. Aside from this, the other major challenge is how the city spends its revenues. A lot of it goes into retirement benefits that have escalated in the recent past. The medical covers of the retired people also weigh heavily on the city’s budget. Other concerns include employment levels and poverty levels. During the economic crunch faced by the city, many people lost their jobs and this has affected the quality of services available. The city has also faced crimes common in others pats other country. To combat these crimes and other concerns of residents, the mayor launched a platform for them to report any issues (Barraza). A major challenge in the city is that there may not be enough resources to address them because of the fiscal inflexibility that is part of cities in Connecticut.

I would say that my city is a good place to live. There is a vibrant entertainment scene, waterfront park and beaches. For theater and music, there are several venues for events. These venues include Cabaret Downtown Theatre, Playhouse on the Green, Webster Bank Arena nod Playhouse on the Green (Hersh 103). These arenas can host both large and small events such as children’s plays and concerts, sports events and theaters. One of the most famous events that are hosted by the city is the Gathering of the Vibes. The event takes place every year and showcases music, arts and camping events through an entire weekend. The event attracts thousands of people from all over the country. The Greater Bridgeport Symphony is one of Bridgeport’ prestigious orchestras that has been existence since 1945.

For history and nature lovers, the city is home to museums, parks and zoos. The Discovery Museum and Planetarium shows science-focused exhibits. The Housatonic museum of Art has an impressive art collection of art considering it is only two years old. The Barnum museum concentrates more on the history of the city while the Beardsley Zoo is the only zoo in the wider Connecticut region. The city is also home to a number of parks, earning it the nickname ‘the Park City’. The first park was created in 1806 and as the population of the city grew, residents recognized the need for public spaces. This led to the creation of Seaside Park, Beardsley Park, Beechword Park, and Pleasure Beach (Olmsted).

In conclusion the city of Bridgeport has a rich history that spans through many decades. The city has grown through times of social and economic decline due to bad leadership but in recent times it has risen again. It is now home to tens of thousands of residents and the current leadership has come up with plans to earn the city even more revenue by creating employment and attracting tourists. The city is home to people of diverse backgrounds making it cosmopolitan and welcoming to visitors. Its public parks are also a major attraction and source of pleasure for its residents. The vibrant music and art scene provides entertainment for the residents by hosting sporting events, concerts, plays and camping activities. Living in the city gives a person many options to choose from in terms of entertainment and exploration. Challenges are an inevitable part of growth but Bridgeport City is a wonderful place to live in.

Works Cited

Forrant, Robert. “The Rise and Demise of the Connecticut River Valley’s Industrial Economy.” Historical Journal of Massachusetts 46.1 (2018).

Olmsted, Frederick Law. Frederick Law Olmsted: Plans and Views of Public Parks. Vol. 2. JHU Press, 2015.

Hersh, Barry. “Parks, open space, arts and culture.” Urban Redevelopment. Routledge, 2017. 101-108.

Barraza, Brisa, et al. “Design Thinking for Better Community in the City of Bridgeport.” (2018).

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AA Meetings for Alcoholics and Families

One of the challenges many people struggle with is alcoholism and misuse of substances of abuse. The struggles such people go through make it mandatory for organizations like Alcoholics Anonymous to exist to deal with people facing problems stopping to abuse alcohol. There are different kinds of alcoholism meetings that can be found everywhere ranging from families for alcoholics to meetings for families of the alcoholic to closed meetings to open meetings. Individuals affected by alcoholism in one way or the other are free to choose which meeting or organization meets their needs the best. This paper will analyze two kinds of meetings, which include the meetings for alcoholics and the meetings for the family members of the alcoholic. The paper will highlight what happens in both these meetings and pinpoint some of the differences between the two meetings.

The first meeting I attended was an AA meeting, which was being held at a community centre in Brooklyn. The name of the group was Alcoholics Anonymous Band it consisted of a number of members. It was on a Tuesday afternoon and I was surprised at the number because I did not expect so many people would attend. It was my assumption that AA meetings are not usually well attended because of the stigma the society associates them with, so it was difficult for me not to be caught off guard by the number. I was a bit hesitant at attending the meeting because I was afraid of the reception I would get and the reaction of the members of the group if they found out that I was not one of them.

All in all, I managed to attend this meeting despite my fears and reservations. Once I entered, a few people noticed my presence but they did not seem to mind it so I picked my way carefully to a nearby seat and sat down quietly. I was wondering what the leader of the group would say if he discovered that I had just come to listen to the proceedings so I was quite nervous and I was sure he noticed it. However, I was relieved when he turned to me with a friendly face and smiled at me then he welcomed me to the meeting saying that he hoped the meeting could be of help to me. The gesture relived by the gesture, and it was only then that I was able to look around more closely to the members of the meeting.

I noticed that there were almost as many men as the women in the room and they all seemed comfortable. They did not show any anxiety at all and I soon found out why. The meeting was operating in a peculiar protocol. The leader had chosen the open meeting criteria and did not expect or force anyone to talk if they did not feel ready. As it follows, I guessed these members felt at home in the presence of each other because they all shared experiences they were familiar with. A member could speak of their experience without the need for the leader to force them. I felt like this was a friendly meeting were everyone was welcome whether they were ready to share their experiences or not. In addition to the twelve steps, I felt that this strategy could be extremely helpful for the alcoholics.

The next meeting I attended was in the same location but at a different time. This time the meeting was held for the families and friends of the alcoholic people, and it was held in the evening. I realized that this meeting had fewer members than the other meeting with more women in attendance than the men. They were also alert that a stranger had joined them when I entered and that shook me a little. There were not so friendly and smiling faces like those that I had seen in the other meeting. This got me to wonder whether this was the best way to admit and invite new members. To me it was a little bit scary and unwelcoming. However, with a slight nod from the leader I found a seat and sat down to listen to the proceedings. I realized another difference at once. The meeting was open and the alcoholic people could join their parents and friends in the meeting to get help on how to cope. However, the leader was the one asking questions and directing them to specific people.

I looked around and I could see some tense people wondering when their turn to speak up would come. This did not look so helpful to me when compared to the closed meeting with the alcoholics. This is because it made the surroundings and the environment unfriendly to share experiences, to ask questions and share concerns with the other members of the group and the leaders. This is extremely detrimental especially when an organization is planning to start a group like this one. An environment that is welcoming, warm and friendly is essential for better results.