John Whites drawing and Theodore De Bry engravings

Introduction In 1585, John White led the third Raleigh-financed voyage to Roanoke Island; in a venture planned by Sir Walter Raleigh known as the failed colony of Roanoke. The city of Raleigh located in Central North Carolina, is named after Sir Walter Raleigh, who actually never set his foot there. He however â€Å"encouraged the settlement of North Carolina, and played a great role in popularizing the New World’s potatoes and tobacco in England and Ireland† (Bry 1).Advertising We will write a custom essay sample on John White’s drawing and Theodore De Bry engravings specifically for you for only $16.05 $11/page Learn More John White documented his trip with watercolor images of the native people he encountered and some of the scenes and material goods of their lives so that when he returned to England he could show what he had seen. A publisher by the name Theodore De Bry later on made engravings of some of White’s pictures to be included in Harriot’s book. This paper will analyze the changes made on White’s work by Bry, underlying reasons and recommendations for the changes. Village Of Pomeiooc Description John white painted a â€Å"bird’s eye view of an Algonkian village, located between the present Lake Landing and Wyesocking Bay, on his 1585 visit to the Carolina coast,† (Hulton and Quinn 1964) however, Theodore De Bry, engraved a plate known as ‘The arrival of the Englishmen in Virginia’ which represents the map of North Carolina oriented to the west. Indeed, according to Hulton and Quinn (1964) the map shows â€Å"part of Pamlico Sound, Roanoke Island, the mouth of Albemarle Sound and the Alligator River, and part of Currituck Sound with the Carolina Outer Banks, divided into six islands.† Variations between Theodore De Bry Engraving and Drawing by John White The following are the important variations between Theodore de Bry engraving and drawing by john white. Primarily, work of Bry has some significant changes to what White had made, with the rear entrance to the palisade being omitted, enlarged poles and a hexagonal ground plan for the house that had cupola. In addition, although he did not quite make significant variations on occupation capacity, Bry found it proper to draw a trees background as well as drawing cornfield, and sunflower and a small pond to the left and right of the picture respectively. Moreover, the drawing of the Indians differ as Bry decided to present two of them drawing water â€Å"using hemispherical vessels with loop handles,† while the engravement also includes a ridge in the foreground with plants growing on it (Hulton and Quinn 1964) The Reasons De Bry Might Have Had for Making those Changes De Bry wanted to relate his engraving more closely to the lost variant from which White made his drawing. At the publishing time, De Bry could have made some changes by comparing B. Sloane copy plate 81 with that of John White. Before publication, De Bry could have read the history of Algonkian village, which may have influenced his choice of variations.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to the descriptions given by most of the people who wrote about Carolina Algonkians, the poles drawn by White were approximately correct but they were too widely spaced. According to a reference house at Roanoak with five rooms, white shows nothing comparable (Deak and Birmingham Public Library 1992). Indian Woman and Young Girl Description John White drew a picture of a woman standing to the front facing half right, and on her left there is a child facing half left. She is in an apron skirt of fringed skin, long hair caught at the nape of her neck, a headband, a bead necklace on her neck and on her waist where her right hand is thrust, some painted or tattooed decorations on her forehead, chi ck, chin, and upper arms, and a large bottle-guard shaped vessel on her left hand. Her height just at the woman’s waist, the girl dons a necklace, â€Å"a tongue like pendant on her right hand, a thong and a doll on her left hand† (Hulton and Quinn 1964). Variations between Theodore De Bry Engraving and Drawing by John White In De Bry engraving, certain variations made include presenting the woman with her right foot just in front of her left foot while the girl is running towards the left holding a doll on her left hand. The difference with White’s drawing is that the girl is stationary at the left side of the woman – not running (Hulton and Quinn 1964). Moreover, Bry made other changes by removing the headband from the woman and changing the location of tattoo marks from the chin to the calves in addition to adding an extra string to the girl’s necklace and removing a pendant from the same. The Reasons De Bry Might Have Had for Making those Chang es During his time of publishing, Theodore De Bry had at his exposure the narrative by Thomas Harriot and the drawing by John White thus he made some changes from the narrative through comparison. He might have made some changes from the history of the place from other sources or from its museums and archives. Implication of the Modifications The modifications made by De Bry in his engravings gives the reader a broader view of the history of Algonkian village in North Carolina. One tends to assume that De Bry had done enough research before he published Harriot’s book meaning that he was trying to perfect White’s drawings.Advertising We will write a custom essay sample on John White’s drawing and Theodore De Bry engravings specifically for you for only $16.05 $11/page Learn More Works Cited Bry, Theodore D. John White’s attempt to rescue the Roanoke colonists. N.d. 16 October 2010. http://nationalhumanitiescenter.org/pds/amer begin/exploration/text6/white.pdf Deak, Gloria-Gilda and Birmingham Public Library. Discovering America’s Southeast: a sixteenth century view based on the mannerist engravings of Theodore de Bry. Birmingham, Birmingham Public Library Press. 1992 Hulton, Paul and Quinn, David B. American Drawings of John White.1964.16 October 2010. http://www.virtualjamestown.org/images/white_debry_html/white.html#s34 This essay on John White’s drawing and Theodore De Bry engravings was written and submitted by user Lee Ellison to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Why Christmas Trees Smell So Good

Why Christmas Trees Smell So Good Is there anything more wonderful than the smell of a Christmas tree? Of course, Im talking about a real Christmas tree rather than an artificial tree. The fake tree may have an odor, but its not coming from a healthy mix of chemicals. Artificial trees release residues from flame retardants and plasticizers. Contrast this with the aroma of a freshly cut tree, which may not be all that healthy either, but certainly smells nice. Curious about the chemical composition of Christmas tree aroma? Here are some of the key molecules responsible for the smell: -Pinene and -Pinene Pinene (C10H16) occurs in two enantiomers, which are molecules that are mirror images of each other. Pinene belongs to a class of hydrocarbons known as terpenes. Terpenes are released by all trees, although conifers are particularly rich in pinene. ÃŽ ²-pinene has a fresh, woody fragrance, while ÃŽ ±-pinene smells a bit more like turpentine. Both forms of the molecule are flammable, which is part of why Christmas trees are incredibly easy to burn. These molecules are volatile liquids at room temperature, releasing most of the characteristic Christmas tree smell. An interesting side note about pinene and other terpenes is that plants partially control their environment using these chemicals. The compounds react with air to produce aerosols that act as nucleation points or seeds for water, promoting cloud formation and conferring a cooling effect. The aerosols are visible. Have you ever wondered why the Smoky Mountains actually appear smoky? Its from the living trees, not campfires! The presence of terpenes from trees also affects weather and cloud formation over other forests and around lakes and rivers. Bornyl Acetate Bornyl acetate (C12H20O2) is sometimes called heart of pine because it produces a rich odor, described as balsamic or camphorous. The compound is an ester found in pine and fir trees. Balsam firs and silver pines are two types of fragrant species rich in bornyl acetate that are often used for Christmas trees. Other Chemicals in Christmas Tree Smell The cocktail of chemicals that produces Christmas tree smell depends on the species of tree, but many conifers used for Christmas trees also waft odors from limonene (a citrus scent), myrcene (a terpene partly responsible for the aroma of hops, thyme, and cannabis), camphene (a camphor smell), and ÃŽ ±-phellandrene (peppermint and citrus-smelling monoterpene). Why Doesnt My Christmas Tree Smell? Just having a real tree doesnt guarantee your Christmas tree will smell Christmas-y! The fragrance of the tree depends primarily on two factors. The first is the health and hydration level of the tree. A freshly cut tree is typically more fragrant than one that was cut some time ago. If the tree isnt taking up water, its sap wont be moving, so very little scent will be released. Ambient temperature matters, too, so a tree outdoors in the cold wont be as fragrant as one at room temperature. The second factor is the species of tree. Different types of tree produce different scents, plus some kinds of tree retain their fragrance after being cut better than others. Pine, cedar, and hemlock all retain a strong, pleasing smell after they have been cut. A fir or spruce tree may not have as strong a smell or may lose its scent more quickly. In fact, some people strongly dislike the odor of spruce. Others are downright allergic to the oils from cedar trees. If youre able to select the species of your Christmas tree and the smell of the tree is important, you might want to review tree descriptions by the National Christmas Tree Association, which includes characteristics such as odor. If you have a living (potted) Christmas tree, it wont produce a strong smell. Less odor is released because the tree has an undamaged trunk and branches. You can spritz the room with Christmas tree fragrance if you want to add that special aroma to your holiday celebration.

The Educational Needs of Caregivers of Stroke Survivors Assignment

The Educational Needs of Caregivers of Stroke Survivors - Assignment Example In addition, the responsibility of health care professionals of informing patients and their family members meant the giving out of the right information to the right people at the right time. In essence, it is only through education that people can partake in the entire health care process, formulate clued-up decisions and eventually take on behavior and lifestyle changes. In short, patient-family education leads to improved health outcomes (American Academy of Family Practitioners 2000; Close 1988). Therefore, to cope with health problems and deal with health-related decision-making courses of action, people have to have knowledge coupled with pertinent objectives and therapeutic targets specific to Medication, Activity, Nutrition, Treatments, Risk factors and Aftercare or MANTRA (Pestonjee 2000). Family Education-Definition/Description Family education is a continuing and enduring progression of different processes and practices in instructing family members about the poor health or regarding the grave illness of a relative so as to enhance their abilities to handle the situation and their facility in assisting the affected family member (Fuller 2001). In the UK, the United States and likewise in other countries, countless individuals with unbearable physical illness, debilitating mental problems and extremely destructive behaviors reside with their relatives and immediate families and rely on them for monetary aid, housing, encouragement, and sincere collaboration. Because of this reality, it is imperative for families to obtain knowledge and skills so that they can assist their ill or emotionally distressed relative and evade deterioration, gain from the treatment and attain recovery.

Essay for maritime law Example | Topics and Well Written Essays - 1500 words

For maritime law - Essay Example First, let us consider the case of Barrack. Barrack was merely a buyer of vodka and it was meant for presidential election. He had accepted the offer made by Dimitry and had undertaken to bear the profit or loss as expected from the trading point of view. But since the good was not yet delivered to Barack, he can definitely claim compensation, but that is subject to the deal he had with Dimitry. Maritime law is actually an aspect of the international law and cannot be considered a municipal or domestic law. The international aspect of the maritime law can never be denied and it gives it a distinctive flavor. In the doubtful cases the court of one country will look into the examples or rulings of another country for the requirement of idea or assistance. Except to the degree that it is bound by the international conventions like Hague, each country can adapt to the maritime law that think is favorable. Hence, what maybe valid for Russia, may not be applicable for USA and vice versa. But since the bill of lading is considering the U.S. law hence, it can be considered that Barrack will have a definite advantage. In many cases the pilot effort has been made by the International Maritime Committee, which is more commonly known ass Comità © Maritime International (CMI). This contains the maritime law associations of about 30 nations. The work of the committee is to primarily draft the international conventions which relate to the subjects of maritime law. When these drafts are prepared it is then submitted to the government of Belgium which then holds a diplomatic conference and this draft is discussed and amended as per the requirement of the international maritime trade. These regulations are an international system of navigation. In extra fields a lot has been achieved in order to guarantee the international consistency through the confidential agreements willingly adhered to by the affected parties; the

Title IX Legislation Analysis

Title IX Legislation Analysis Title IX for South Suburban Bulldogs Athletic Department Introduction I. Brief History of Title IX A. Title IX Defined B. The Test C. Equal Pay Act II. Understanding Title IX Athletics Compliance Introduction A. Title IX Coordinator III. The Participation A. Athletics Team for Purposes of Title IX B. Athletics Participant for Title IX Purposes C. The Test IV. Athletic Benefits Opportunities A. The Laundry List Resources to Educate Athletic Staff to Advance Compliance with Title IX A. List of Resources Introduction Our goal is to commit to institutional control by establishing an organization that is operating in full compliance. Title IX law was passed on June 23, 1972 it was intended to end gender discrimination in education. Title IX offers women an equal athletic opportunity to participate in the sports and this law also applies to all educational programs that receive federal funding, and to all aspects of a schools educational system (Weight Zullo 2015, pg.84). An athletic director must make sure that the athletic department as a whole maintains compliance integrity with Title IX or the school may lose its federal funding as well as be brought up on legal allegations. I. Brief History of Title IX A. Title IX Defined No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance (Weight Zullo 2015, pg.84). B. The Test An athletic program can be considered gender equitable when the participants in both the men and women sports programs would accept as fair and equitable the overall program of the other gender. No individual should be discriminated against on the basis of gender, institutionally or nationally, in intercollegiate athletics(Weight Zullo 2015, pg.84). C. Equal Pay Act No covered employer shall discriminate between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort and responsibility, and which are performed under similar working conditions (www.ncaa.org). II. Understanding Title IX Athletics Compliance Introduction The conduct by a university that violates Title IX is sexual harassment, the failure to provide equal opportunity in athletics, and discrimination based on pregnancy. Title IX is enforced by the U.S. Department of Educations Office for Civil Rights along with several compliance enforcement offices throughout the United States. An Athletic Director must have full understanding of Title IX and the educational institutions role in implementing the law which will make the assessment phase meaningful. According to NCAA Title IX policy any educational intuition that receives federal funding must designate at least one employee to coordinate its efforts to comply and carry out the responsibilities under Title IX law and if an educational intuition does not appoint a Title IX coordinator they are failing to comply with Title IX and may face consequences of noncompliance which can include the possibility of losing federal funding for educational programs. (www.ncaa.org). The athletic director can maintain full control of the department when working with Title IX coordinator to stay updated on guidelines or new rule changes to the policy (www.ncaa.org). A. Title IX Coordinator Title IX Coordinator has a responsibility to fully understand Title IX, oversee compliance, development, and implementation of grievance procedures, and the intake, investigation, and resolutions of complaints of noncompliance. The information of Title IX Coordinator must be available to students and employees and this contact information is required on all recruiting materials published by the covered university (www.ncaa.org). III. Participation A. Athletics Team for Purposes of Title IX When assessing compliance in the area of athletics participation, it is first necessary to determine what teams count. The sport test is designed to determine whether programs or activities outside those sponsored by the NCAA such as mens rowing also qualify for inclusion when determining equity. B. Athletics Participant for Title IX Purposes A school must determine what the number of male and female athletics participants. The Policy Interpretation and 1996 Clarification defines a participant as one who receives the institutionally sponsored support normally provided to athletes competing at the institution involved. C. The Test 3Prong Test (1) provide participation proportionate to enrollment(2) show history and continuing practice of program expansion for underrepresented sex; or 3) fully accommodate underrepresented sex. Two-Part Test: 1) provide equivalent levels of competition (2) show upgrade of competitive levels (Mabry 2013, pg.503). IV. Athletic Benefits Opportunities A. The Laundry List Title IX regulations require that institutions provide equal athletics opportunities for members of both sexes. In order to determine whether or not a school provides equivalent athletics benefits and opportunities the Office for Civil Rights (OCR) will review the following laundry list of treatment issues (Weight Zullo 2015, pg.89). Provision and maintenance of equipment and supplies Scheduling of games and practice times Travel and per diem expenses Opportunity to receive tutoring and assignment and compensation of tutors Opportunity to receive coaching, and assignment and compensation of coaches Provision of locker rooms, practice and competitive facilities Provision of medical and training services and facilities Provision of housing and dining services and facilities Publicity Support services Recruiting Resources to Educate Athletic Staff to Advance Compliance with Title IX As an athletic director the first responsibility is to create a fully complied Title IX sports department. Our athletes as well as staff will be advised on all Title IX policies, procedures rules and regulations. Staff heads will keep updated checklist on all things that pertain to Title IX procedures, attend trainings workshops and weekly newsletters to stay current with all changes of Title IX. Each department head will get a copy of the resources listed below so that there is ongoing awareness about all subjects as it pertains to Title IX. The Title IX Coordinator in conjunction with Athletic Director will continue to measure each department on the merits of the 3 prong test. A. List of Resources 1979 Title IX Intercollegiate Athletics A policy interpretation by the Department of Educations Office of Civil Rights (OCR) on Title IX and intercollegiate athletics (feminist.org). 2010 Intercollegiate Athletics Policy Clarification The Three Part Test part three (PDF) A clarification letter from the OCR withdrawing the 2005 additional clarification on the three part test part three, and all related documents accompanying it (feminist.org). Equity Assistance Centers Funded by the U.S. Dept. of Education 2011-2014 http://www2.ed.gov/programs/equitycenters/contacts.htmlContact the Civil Rights Act Title IV Equity Assistance Center serving your state. These centers provide technical assistance, training and resources on education equity issues related to gender, race, and national origin to state departments of education, local educational agencies, and schools upon request (feminist.org). National Collegiate Athletic Association (NCAA) Gender Equity http://www.ncaa.org/gender_equity and http://www.ncaa.org/lgbt NCAA is a voluntary membership organization through which the nations colleges and universities govern their athletics programs (feminist.org). The Legislative Services Database (LSDBi) is a useful tool for looking up bylaws and bylaw interpretations, which are published responses to specific questions about NCAA guidelines. The LSDBi has the advantage of being updated continuously throughout the year (Weight Zullo 2015, pg.78). Conclusion The Department of Educations Office of Civil Rights created three paths to demonstrate compliance with Title IX. A university will not have to worry about any violations of Title IX when they continue to operate within the margins that the percentages of male and female athletes are about the same as the percentages of male and female students enrolled at the school , that the school has a history and a continuing practice of expanding athletic opportunities for female students, and finally even though it is not offering its female students substantially proportionate opportunities to play sports, the school is nonetheless fully meeting female athletes interests and abilities (Weight Zullo 2015, pg.89). The goal is not to create an atmosphere of tension but of compliance and awareness to all student athletes and staff members. References Ladda, S. (2012). Examining Title IX at 40: Historical Development, Legal Implications, and Governance Structures. Presidents Council on Physical Fitness Sports Research Digest, 13(2), 10-20. Mabry, A. M. (2013). Title IX: Proportionality and walk-ons. The University of Memphis Law Review, 44(2), 497-522. Retrieved from http://search.proquest.com.proxy1.ncu.edu/docview/1510497892?accountid=28180 Spengler, J., Anderson, P., Connaughton, D., Baker, T. (2010). Introduction to Sport Law. Champaign, IL: Human Kinetics Publishers. Retrieved on March 6, 2107, From http://www.gallup.com/poll/7663/what-americans-see-title-ixs-future.aspx Weight, E. A., Zullo, R. (2015). Administration of intercollegiate athletics. Champaign, IL Human Kinetics. Retrieved on 3/09/17 From http://www.feminist.org/sports/ATHLETICS%20AND%20TITLE%20IX%20RESOURCES_09202013.pdf Retrieved on 3/09/17 From https://www.ncaa.org/sites/default/files/Title_IX%2BCoordinators%2B%2BNCAA%2Bresource%2B2011.pdf Title IX Legislation Analysis Title IX Legislation Analysis ARGUMENT I. Deference should not extend to an opined unpublished agency letter because it does not carry the force of law. [WS1] The United States Department of Educations Office for Civil Rights (OCR) letter presented here should not be awarded deference because the regulation letter argues that the interpretation the language of Title IX is ambiguous. Title IX provides that, no person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program that receives Federal financial assistance. 20 U.S.C. ÂÂ § 1681(a); accord 34 C.F.R. ÂÂ §106.1 (emphasis added). OCR issued their letter challenging the interpretation of language on the basis of sex under Title IX, challenging it on the basis that it is not clear as it relates to gender identity. In support of OCRs letter, respondent proffers the legal standard accorded under Auer v. Robbins. There, the Court afforded controlling deference to an agency letter in form of a legal brief by the Secretary of Labor interpreting the language of regulations with regard to overtime pay under Federal legislation. Auer v. Robbins, 519 U.S. 452, 463 (1997). While Auer accords agencies the highest level of deference when interpreting their own regulations, such deference is only warranted in situations where regulatory language is ambiguous, unless the language is plainly erroneous or inconsistent with regulation. Id; see Chevron, U.S.A., Inc. v. Nat. Resources Def. Council, Inc., 467 U.S. 837, 843 (1984);Mission Group Kansas, Inc. v. Riley, 146 F.3d 775 (10th Cir. 1998; Stinson v. United States, 508 U.S. 36, 45, 113 S.Ct. 1913, 123 L.Ed.2d 598 (1993) (quoting Bowles v. Seminole Rock Sand Co., 325 U.S. 410, 414, 65 S.Ct. 1215, 89 L.Ed. 1700 (1945)). Here, the same level of deference to OCR would be inappropriate because OCR interprets language found under Title IX. Title IX is not an agency regulation, but rather federal law, and deference to an agencys interpretation of its regulation is warranted under Auer v. Robbins only when the regulations language is ambiguous, and that is not the case here. Christensen v. Harris County, 529 U.S. 576, 588 (2000) (emphasis added). As such, giving deference to an agencys interpretation of federal law is unwarranted. II. Language under Title IX is unambiguous and clear in its definition of sex. Title IX is clear as to its language, prohibiting discrimination of the basis of sex. When turning to past precedent, many courts have defined the term sex as the biological sex assigned to the person at birth. Johnston v. Univ. of Pittsburgh of Com. System, 97 F.Supp.3d 657, 670 (W.D.Pa. 2015); Frontiero v. Richardson, 411 U.S. 677, 686, 93 S.Ct. 1764, 36 L.Ed.2d 583 (1973). Here, Title IX is clear in its plain language that sex means to be construed as a persons biological sex rather than the gender they identify with. In fact, Title IX makes no mention at all of gender identity anywhere within its language as to be construed as anything but biological sex. We hold a narrow view of the statutory term sex due to its construction under legislative history. Johnston, 97 F.Supp.3d at 677. Because of prior precedent that holds a narrow meaning to the language under Title IX as it relates to sex, and the lack of reference to a persons perceived gender identity, we have to continue to construe on the basis of sex as meaning a persons biological sex and not gender identity. III. Respondent is not likely not to succeed on the merits because Petitioners restroom policy does not violate Title IX. The District Court did not abuse its discretion denying Petitioners preliminary injunction, because Petitioner had a discretionary right under Title IX to implement its bathroom policy. Schools are allowed to provide separate toilet, locker room, and shower facilities on the basis of sex. 34 C.F.R. ÂÂ §106.33 (emphasis added). They may do this so long as such facilities provided for students of one sex shall be comparable to such facilities provided for students of the other sex. Id. After adopting the restroom policy in dispute, Petitioner installed three single-stall restrooms throughout Gloucester High School. R.21. They also raised doors and walls around the bathroom stalls, and installed partitions between urinals, in an effort to minimize the exposure individuals may experience in restroom facilities. Id. While these new policy measures were put in place, it by no means restricted the very nature of using the restroom facilities, but rather imposed an adherence to using separate facilities that correspond with a persons sex at birth. As such, Respondent was by no means denied the right to use the bathroom, nor was he encouraged or mandated to hold it in, but rather designated a separate restroom facility for convenience. Id. Respondent chose to avoid using the restroom in its entirety while present at school and as a result developed painful urinary infections and discomfort because of that choice. Id. Petitioner had every right under the scope of Title IX to enact its restroom policy, and in doing so, provided all students with an alternative facility that may be used by anyone and everyone, at any time. Its purpose was designed to accommodate everyone, including those, such as Respondent, who suffer from gender identity issues, and therefore Petitioner did not act in violation of Title IX. IV. Petitioners policy does not discriminate because it is within its authority under Title IX. Petitioners policy does not discriminate against Respondent because the plain language of Title IX does not prohibit discrimination on the basis of gender identity. Johnston v. Univ. of Pittsburgh of Com. System, 97 F.Supp.3d 657, 673 (W.D.Pa. 2015). To establish a prima facie case of discrimination under Title IX, Respondent must allege (1) that he was subjected to discrimination in an educational program; (2) that the program receives federal assistance; and (3) that the discrimination was on the basis of sex. Id. at 674; accord Bougher v. Univ. of Pittsburgh, 713 F.Supp. 139, 143-44 (W.D.Pa.1989). Here, Respondent cannot demonstrate that he was discriminated against based on sex. In dissecting the language under Title IX, the phrase on the basis of sex is construed to refer to a persons biological and anatomical sex assigned at birth. Title IX does not prohibit discrimination based on gender identity, nor does it even refer to such language within the legislature. Here, however, there was no discrimination under either light. With regard to Respondents gender identity, Petitioner expressed immediate support when Respondent informed officials that he was transgender from the very beginning. R.11; R.16. Subsequently, school officials immediately changed Respondents name in the official school records and began referring to him using only male pronouns. R.16. Furthermore, Respondent was permitted to use the boys restroom for almost two months before community concerns became vocal. R.17. Here, not only was Petitioner sensitive to Respondents requests and needs, but they were more than accommodating to ensure that Respondent felt comfortable within his educational environment. Petitioners restroom policy took into consideration both community and Respondents concerns. Ultimately, the policys intent is to increase both safety and privacy of all students so everyone feels as comfortable as possible using the restroom facilities. By providing all students with the option of an alternative, private single-stall restroom, the school sought to address everyones concerns of privacy. As such, the policy is, in and of itself, inclusive, not discriminatory, and Respondent cannot state such a claim. V. The restroom policy is motivated by a substantial interest. Petitioners restroom policy is motivated by a substantial interest to increase privacy and safety of all students. Petitioner implemented said restroom policy with the scope of addressing the entire communitys concerns, including Respondents, and provide an alternative solution to the dispute set forth. In Johnston, a transgender university student brought suit against the University of Pittsburgh-Johnstown for his expulsion on the basis of discrimination, following failure to comply with the universitys bathroom policy. Johnston, 97 F.Supp.3d at 664. There, the university argued that the reasoning behind their policy of segregating its bathroom and locker room facilities on the basis of birth sex is substantially related to a sufficiently important government interest.' Johnston, 97 F.Supp.3d 657 at 669; accord Glenn v. Brumby, 663 F.3d 1312, 1316 (11th Cir.2011) (quoting Cleburne v. Cleburne Living Ctr., Inc., 473 U.S. 432, 446-47, 105 S.Ct. 3249, 87 L.Ed.2d 313 (1985)). Further, they reasoned that their policy was needed to ensure the privacy of its students to disrobe and shower outside of the presence of members of the opposite sex, which was widely upheld by courts for this reason. Johnston, 97 F.Supp.3d 657 at 669; see Etsitty v. Utah Transit Auth., 502 F.3d 1215, 1224 (10th Cir.2007). Similarly, here, Petitioner inherently undertakes the administrative duty to protect the safety and privacy interests of all their students as an educational body, particularly here because, the students are minors, rather than adults, as in Johnston. Linnon v. Commonwealth, 287 Va. 92, 752 S.E.2d 822, 826 (2014). For this reason, Petitioner has a substantial interest in protecting the safety and privacy of the minor children in its care. Moreover, all students have the right to privacy proscribed under the Constitution, and collectively, those rights outweigh the interests claimed by Respondent. Lee v. Downs, 641 F.2d 1117, 1119 (4th Cir. 1981). [WS1]Insert roadmap here under the first sub-issue and then continue with your argument

War Horse Movie Review

Macaulay I had the honor of watching War Horse' in my history class, this movie came out in December of 2011 This amazing film was directed by Steven Spielberg, the top three actors were Jeremy Irvine, Tom Hedonistic, and Benedict Cumberland.Darkroom,1 914: Even against if wife's Narrator who Is farmer, buys a thoroughbred horse rather than a work horse, when his teenaged son Albert trains the horse and calls him Joey, You couldn't break them apart, when his crops falls, the farmer sell Joey for the way and he Is shipped to France where, after escapes he Is featured by the Germans and changed hands twice before he Is found.When He runs he gets caught In the barbed wire In No Man's Land a few years later and Is freed, He gets brought back behind British lines where Albert, WHO has enlisted In the war and Is now a private, has been temporarily blinded by gas, but still somehow recognized Joey. However, as the war has ended they declared Joey Is set to be auctioned off, after he is soug ht be auctioned off, The Grandfather of a little girl who had Joey in the beginning of the movie buys Joey, But when he realized That Joey truly longs to Albert, he kindly returns Joey to him stating that â€Å"It is of course what my Granddaughter would've wanted, she IS the boss. I would highly Horse is not for everyone. I would recommend it to those who can take hard truth, and are interested by wars. Even though this book is an historical fiction, it is filled with facts. I wouldn't recommend this book to those who are easily upset and emotional. It shows some of most amazing stories of the life and death of the million horses who served in the Army between 1914- 1918. Over a million died, with fewer than 100,000 returning home.

Job dissatisfaction Essay

1.What symptom(s) in this case suggest that something has gone wrong? In this case, there are few symptoms clearly stated that something has gone wrong for this company. These symptoms can be classified into two main areas; one is the negative feedback from the customers and another one if from its own employee’s job dissatisfaction. As stated in this case, the customer services business has grown doubled in the past five years as the advancement of technology allowed employees to investigate most software and hardware system faults from the center through remote monitoring. However, as the business grows, there are possibility of increasing work load and pressure that causes the rise of those negative feedbacks from both customers and employees. First of all, the symptoms that suggested something had gone wrong includes the company was unable to live up through their customer’s expectation. This is shown by the increasing complaints regarding poor quality service by customers. Customers have commented that employees seem indifferent to the client’s problem, not enthusiastic in assisting and helping them. Besides, they also commented that they are receiving slow response to their problem where solving their issue requires the involvement of more than one department. This might due to poor procedure flow. Moreover, their customer also commented that employees are lacking of knowledge regarding client’s unique information technology system infrastructure. There are more symptoms being detected in employee side which include increased in employee resignations above industry average and employee referrals become rare. Employees are complaining about monotonous work where the work is lacking in variety and interest. Employees also commented that they are disconnected from the consequences of their work, where the outcome of their service is not made known to them. Conflicts that frequently occur among employees with different departments also a symptom that showing appropriate action must be taken by the management. Employees also complaining about the stress level are increasing when serving dissatisfied clients. It is clearly that the company is experiencing some growth; however, the management needs to find a solution to solve the arising issue where their employees are lacking of motivation in their job. However, the executive team’s decision to raise pay rates for its customer service staff and the vested profit-sharing plan does not improve the employees’ work performance or customers’ satisfaction. 2.What are the main causes of these symptoms? The main cause of these symptoms is the lack of motivation among customer service employees. As according to the results of employee survey and informal comments given by employees, we can conclude that most of the employees do not meet their job satisfaction. This is the main factor for the lack of engagement in doing their task, ended with poor performance in their customer service. The work effectiveness is strongly affected by employees’ work motivation and job satisfaction. The lack of motivation among customer service staff is caused by several factors which include the boredom from monotonous work, feels disconnected from the consequences of their work, conflicts with other departments and the stress serving unhappy clients. All of the above causes are leading to job dissatisfaction among employees which then driving poor quality service to their customers. They are lacking of common goal in their task. The relation between those factors and motivation level among employees can be explained by the Job Characteristic Model. According to Job Characteristic Model, five core job dimensions, skill variety, task identity, task significance, autonomy and feedback from job, produce three psychological states among employees and lead to higher level of internal work motivation, job satisfaction and work effectiveness. From the employee survey and informal comments, it is clear that the job is lack of variety and lacking of feedback from job. In addition, problem within the structure of the company causing conflicts between departments. This might due to lack of proper channel of communication from the time of query have been made by customer and the ticket is issued until the problem has been resolved. Besides, high quit  rate and lower productivity among new employees is another reason causing poor quality service to customers. The overall scenario does not improve but turned worst instead when the management takes the wrong approach in solving the problem by rising employees pay. The problem and causes of the poor quality service is not been analyzed and identified, thus there is no positive impact by just rising pay rates to customer service staff. This can be further discussed as ineffectiveness of reward. The reward given is not linked to the work performance; as the results, employees do not experience the positive emotions even when they receive higher pay or incentive from the vested profit-sharing plan. 3.What actions should Yakka Tech executives take to correct these problems? Yakka Tech executives should take few actions in order to correct these problems. These actions mainly focus on three parts, first is on boosting up employees job satisfaction to increase their job motivation. Secondly, the management should implement a better and more organize system for the flow of query between departments. Thirdly, the Yakka Tech executives should reconstruct the reward system in order to improve reward effectiveness. These problems must be properly addressed and analyzed before the company implements new solutions. Management shall gather more information regarding the factors causing employees job dissatisfaction which results in poor quality service. Productivity among employees is strongly related to their job engagement and job motivation. As in this case, the executives should establish a goal setting plan in order to help employees have a clear goal on their job which help in motivating the employees. By setting a precise goal can also help to motivate employees to stay in track. In addition, the executives can establish a feedback system to promote communication between management and staff. Set a regular employee survey, group meetings or other feedback system to enable employees to share their thoughts to the management. This is to allow the management to detect those areas that need improvement to have better employee engagement. An organized system is vital in any organization in order to promote smooth work flow. Yakka Tech should implement a better and more organize system to solve the communication problem between departments and the flow of query between departments. A clear procedure of work flow should be set and made known to all departments that involve in addressing customer’s problem. Moreover, adequate training for new employees and ongoing training for employee is important. This is to keep employees skills up-to-date and increase productivity. Reconstruct the reward system to promote reward effectiveness. The rates of pay do not increase productivity, but employee engagement does. The executives should come out a better incentive scheme to motivate their employees. For example, reward is given to employee who receives good comment from their customer or annual bonus is given to the team when the complaints rate is lower than the benchmark. The reward given should be always linked to the employee performance and the management should provide relevant reward the valued by their employee.