High Self-Esteem Results to High Job Performance Essays

High Self-Esteem Results to High Job Performance Essays High Self-Esteem Results to High Job Performance Essay High Self-Esteem Results to High Job Performance Essay Importance of the Topic Self-esteem reflects an individual’s overall appraisal of his or her own worth, which has a large influence on an individual’s behavior. Accurate prediction on job performance is critical to people in managerial positions, such as managers. Based on the theory of behavioral plasticity and self-monitoring, it is indicated that subordinates’ organization-based self-esteem, which reflects an employee’s self-perceived value as an organization member, moderates two important subordinate outcomes, namely task performance and innovative behavior (Rank, Nelson, Allen Xu,2009). Therefore, the question whether self-esteem is an useful indicator of an individual’s job performance is worth further discussion and research. In order to examine the relationship, self-esteem and job performance will be discussed systematically in this article and a hypothesis is made as below: Two Variables Hypothesis Hypothesis: Self-esteem is positively related to job performance (High self-esteem results to high job performance) Definition of Variables Tharenou defined self-esteem as â€Å"the evaluation which an individual make and customarily maintains with regard to the self. It expresses an attitude of approval or disapproval, and indicates the extent to which the individual believes the self to be capable, significant, successful and worthy† (Tharenou, 1979). In general, self-esteem can be categorized as implicit self-esteem and explicit self-esteem (Grumm, Nestler Collani, 2009). Implicit self-esteem is positively related to the magnitude of the evaluative conditioning effect, while explicit self-esteem shows no significant relationship with the evaluative conditioning effect (Zhang Chan, 2009). Additionally, self-esteem can also be recognized as high self-esteem and low self-esteem (Mruk, 1999). People with high self-esteem react positively active to unexpected challenges while people with low self-esteem under-evaluate their abilities and under-perform in activities. Self-efficacy is easily mistaken for self-esteem, and there are some similarities and differences between these two concepts. According to Natalie Branden, self-esteem relates to a person’s sense of self-worth, which is defined as â€Å"the disposition to experience oneself as being ompetent to cope with the basic challenges of life† (Branden, 1994). In contrast, self-efficacy is known as people’s beliefs about their ability to achieve a goal or perform necessary behaviors under prospective situations (Whyte, Saks Hook, 1986-1998). The similarities between self-esteem and self-efficacy are that they are both self-originated, and act as the essential driving force for one to achieve his or her goals. In addition, they both help to motivate an individual to stay positive. However, both can be detrimental and counter-productive. The difference among the two concepts is that self-esteem is a feeling of self-worth, whereas self-efficacy is the belief in one’s capacity to handle tasks. In other words, they differ in the sense that self-esteem is more subjective, whereas self-efficacy is more objective. (Banndura, 1994) Job performance is the other variable in the hypothesis. Job performance is depicted by the quantity and quality expectation of employees, and which in turn form the basis for performance reviews (BusinessDictionary. com). It can be categorized as an individual’s obligatory behavior and contextual behavior. More specifically, obligatory behaviors are behaviors required by a job while contextual behaviors are voluntary behaviors beyond the requirement of the job (Borman Motowidlo, 1993). Job performance is occasionally mistaken for job outcomes. Performance is presented as a bundle of behavior (Campbell, 1990), while outcomes can be numerical, which measures effectualness of the performance or behavior. The similarities between performance and outcome are that both of them are subsequent to some antecedents and they are recognized as an end or beginning. Moreover, they both are used as benchmarks for bonus or incentives. Evidence on Hypothesis As mentioned earlier, the proposed hypothesis is that self-esteem is positively related to job performance. Certain amounts of empirical studies have been done to prove the validity on the proposed relationship. In study conducted by Elite Hutman, the goal is to test the hypothesis of positive correlation between self-esteem and job performance within the context of the principles of psychometric meta-analysis. The database used in the analysis consisted of published articles from electronic sources such as INFO, Business Index and Academic Index. The meta-analysis included 49 studies, with the dependent variable being job performance, which encompassed aspects of the subjective and objective attributes of job performance. The explanatory variables were measures of self-esteem, one of which was organizational based self-esteem, which was narrowly defined, and appeared to have a strong correlation with job performance. Specifically, this variable had a correlation coefficient of 0. 37 with job performance, indicating a relatively strong relationship. Another variable, namely task specific self-esteem, had a correlation coefficient of 0. 3 with job performance, which indicated a very strong relationship. The results support the hypothesis that self-esteem and job performance are positively correlated in most situations. However, the study cautioned that lab studies produced inflated correlations, and that the true mean lay in the actual field, in an uncontrolled setting. The paper further made suggestions that each organization should tailor the intervention plans to the specific job, which would maximize self-esteem and consequently enhance the level of job performance. With respect to organizational based self-esteem, the study suggested organizations to adopt Schwalbe’s (1985) suggestion to incorporate the concept of autonomy in the workplace to enhance self-esteem. This is supported by the before mentioned high correlation between organizational self-esteem and job performance (Hutman, 1999). On the other hand, the counter hypothesis should be â€Å"Self-esteem is negatively moderating or not related to job performance†. There are also few empirical studies have been done to prove the counter correlation between the two variables. In the study conducted by Baumeister and Heatherton, 35 undergraduate students were divided into two groups based on their self-esteem levels. Specifically, they were divided into high self-esteem group (HSE) and low self-esteem group (LSE). During the test, they were asked to play a video game by setting goals and trying to achieve those goals. Monetary incentive would be given as a reward based on their performance level. Half of the participants were put into an ego-threat condition and they then made unrealistic goals. Results indicated that HSE group won significantly less money than LSE group under the ego-threat condition. In addition, more than 87. 5% of the HSE people failed to attain their goal under ego-threat condition, whereas only 12. 5% from the LSE failed. This is due the poor self-management of HSE people under ego-threat condition (Baumeister Heatherton, 1993). Both of the studies focused on a direct relationship between self-esteem and performance. However, due to the different assumptions and methods used to examine the relationship, inconsistency of the research results occurred. Relevance of Variables There are two features of high self-esteem that benefits performance, one is enhanced initiative and the other is pleasant feelings (Baumeister, Campbell, Krueger Vohs, 2003). People who exhibit enhanced initiative though may not necessarily be good leaders, those who exhibit low self-esteem are shown to be less likely to become good leaders. In addition, it was found that people with high self-esteem were more likely to take initiatives, which further supports the leadership argument. It is found that high performing leadership helps to 1. etter align employees with the company’s goal, 2. build and strengthen the team, 3. allocate tasks effectively and efficiently, 4. develop potential employees and foster growth, and 5. motivate. These five elements all lead to better job performance. Therefore, high self-esteem enables people to take initiatives and improve leadership, which ultimately leads to overall improves job performance (www. exploreHR. org). People who are happy in work settings are generally having more positive experiences than negative ones in connection with the work place and their job. It is shown that people who are happy in work environment tend to have a clear direction, finds that direction motivating, focus on priorities, more likely to engage in their work, have more positive experiences than negative experiences at work, are optimistic looking into the future, and are able to achieve agreed upon results (â€Å"Putting Performance and Happiness Together in the Workplace†, Charles D. Kerns). Accordingly, people who are happy tend to increase their productivity, which ultimately leads to improved job performance. On the contrary, many researchers have supported the idea that self-esteem is negatively related or not related to job performance. First of all, â€Å"correlation does not imply causation† (Irish Times, 2005) Even if the correlation between the two variables is proven to be strong, it does not necessary imply the cause-effect relationship as the proposed hypothesis. Otherwise stated, the cause-effect relationship could be reversed as â€Å"high job performance leads to higher self-esteem†. Additionally, people with igher self-esteem seem to be more prejudiced (Irish Times, 2005). For example, a person who is more prejudiced may have negative opinions towards their boss easily, which may in turn result in unsatisfactory job performance. Cause of Inconsistency As discussed earlier, different empirical sources have showed different results, which are mainly due to two reasons. Firstly, both of Hutman’ and Baumeister’s studies focus on a direct relationship b etween self-esteem and performance. However, the manipulated condition and research method under each study is different. Hutman conducts the study based on the context of the principles of psychometric meta-analysis, and four moderators are defined so as to test the positive correlation. On the other hand, Baumeister conducts the study under the ego-threat condition, which reinforces and limits performance of the participants. Therefore, due to the different assumptions and methods they use to examine the relationship, inconsistency of the research results occurs. Secondly, as mentioned above, the conditions and methods are different among different researches. Consequently, research results may not be applied to a wider group than those who took part in those studies. In other words, there may not be consistent results under different methods or researchers. In order to resolve the inconsistency, future research should be conducted under different targeted group or different methods by different researchers. Validity of Evidence In terms of definition, according to Hutman, performance is defined as job performance, which is â€Å"the effectiveness and value of work behavior and its outcomes†(Hutman, 1999). However, performance is measured in terms of goal achievements, which are not directly related to the actual job performance. Consequently, the definition in Hutman’s study is more suitable for the proposed hypothesis. Baumeister’s experiment was conducted in 1993, which was 6 years prior to the first one and is 17 years past from the present time. Hutman’s study is more reliable since the information used is more recent, which may not be available 6 years ago. In Hutman’s study, 49 studies are tested while only 35 people participated in B’s experiment. Regarding the sample size, Baumeister’s experiment is not as reliable as Hutman’s, since large sample size can reduce unsystematic errors of the experiment and unnecessary volatility of information from test subjects. To sum up, although both studies are creditable, Hutman’s study is of higher degree of validity for the proposed hypothesis which is mentioned at the beginning of this paper. Practical Implications Although different researchers share different opinions about the relation between self-esteem and job performance, managers can still delicately make use of self-esteem in order to improve subordinates’ job performance. As shown by the result of Hutman’s study, self-esteem is positively related to job performance. As a result, managers should enhance subordinates’ self-esteem in order to improve performance. For instance, after a subordinate finishes an assignment, the manager should comment on his or her excellent performance by recognizing the high degree of difficulty of the assignment. If done properly, the subordinate will be motivated to excel next time. However, according to the ego-threat condition introduced by Baumeister, unrealistic goals will decrease the subordinate’s performance. Research Implications In order to better examine the reason why self-esteem is related to performance, a new study should be considered by researchers. A new variable, job satisfaction, may be considered in the study to explain the relationship between the two variables. Job satisfaction is proven to influence job performance positively. People with higher job satisfaction are more dedicated to the organization, which leads to better job performance (Zhang Zheng, 2009). However, it is unknown whether self-esteem and job satisfaction is related. Is self-esteem an effective indicator of an individual’s job satisfaction, which then in turn affects the individual’s job performance? Does job satisfaction act as a moderator between self-esteem and job performance? Researchers are able to further examine and determine the relation between self-esteem and job performance by taking job satisfaction into account. Proposed Study In order to examine the relationship between self-esteem and job satisfaction, a sample of 500 people (250 in HSE, 250 in LSE) should be chosen from the same industry but different regions. The reason given is that participants who are in the same industry will be later assigned with industrial tasks. The intention of this experiment is to evaluate how job satisfaction is affected by people with HSE (high self-esteem) and LSE (low self-esteem). According to their self-esteem level, participants will be equally divided into groups of 50s (50 in HSE, 50 in LSE). Meanwhile, five levels of tasks are designed to influence an individual’s level of job satisfaction. Each group is assigned to one of the five tasks, and the tasks are to be done individually. In order to determine each participant’s job satisfaction level, surveys will be conducted after each task is done. After analyzing the level of job satisfaction between HSE and LSE groups under each task level, correlation between self-esteem and job satisfaction are then formulated. Conclusion After the discussion shown above, the relationship between self-esteem and job performance remains ambiguous. Further studies should be conducted and examined regarding the relationship, so that managers will be able to predict subordinates’ performance according to an individual’s self-esteem level. Abstract This article focuses on the relationship between self-esteem, the evaluation which an individual make and customarily maintains with regard to the self, and job performance, quantity and quality expectations of employees. The hypothesis is that self-esteem is positively related to job performance, which is supported by the study conducted by E. On the other hand, the counter-hypothesis is that self-esteem is not related or negatively related to job performance. The counter-hypothesis is also supported by another study, in which poor performance of the HSE people is shown under an ego-threat condition. In future research, additional variables, such as job satisfaction, should be considered to further examine the relationship. In practical implications, managers are able to delicately make use of self-esteem in order to improve subordinates’ job performance. In conclusion, this article contains limitations. Some evidence was shown approximately 10 years ago, which challenged its validity. Moreover, due to the different assumptions and methods being used, inconsistency of the research results follows.

History of Automatic Teller Machines or ATM

History of Automatic Teller Machines or ATM An automatic teller machine or ATM allows a bank customer to conduct their banking transactions from almost every other ATM machine in the world. As is often the case with inventions, many inventors contribute to the history of an invention, as is the case with the ATM. Keep reading to learn about the many inventors behind the automatic teller machine or ATM. Hole in the Wall Luther Simjian came up with the idea of creating a hole-in-the-wall machine that would allow customers to make financial transactions. In 1939, Luther Simjian applied for 20 patents related to his ATM invention and field tested his ATM machine in what is now Citicorp. After six months, the bank reported that there was little demand for the new invention and discontinued its use. Modern Prototypes Some experts have the opinion that James Goodfellow of Scotland holds the earliest patent date of 1966 for a modern ATM, and John D White (also of Docutel) in the US is often credited with inventing the first free-standing ATM design. In 1967, John Shepherd-Barron invented and installed an ATM in a Barclays Bank in London. Don Wetzel invented an American made ATM in 1968. However, it wasnt until the mid to late 1980s that ATMs became part of mainstream banking. Luther Simjian Luther Simjian is best known for his invention of the Bankmatic automatic teller machine or ATM. Born in Turkey on January 28, 1905, he studied medicine at school but had a life-long passion for photography. Simjians first big commercial invention was a self-posing and self-focusing portrait camera. The subject was able to look a mirror and see what the camera was seeing before the picture was taken. Simjian also invented a flight speed indicator for airplanes, an automatic postage metering machine, a colored x-ray machine, and a teleprompter. Combining his knowledge of medicine and photography, he invented a way to project images from microscopes and methods of photographing specimens under water. He moved to New York in 1934 started his own company called Reflectone to further develop his inventions. John  Shepherd Barron According to BBC News, the worlds first ATM was installed in a branch of Barclays in Enfield, North London. John  Shepherd Barron, who worked for the printing firm De La Rue was the chief inventor. In a Barclays press release, the bank stated that comedy actor Reg Varney, star of TV sitcom On the Buses, became the first person in the country to use a cash machine at Barclays Enfield on June  27, 1967. The ATMs were at that time called DACS for De La Rue Automatic Cash System. John  Shepherd Barron  was the managing director of De La Rue Instruments, the company which made the first ATMs. At that time plastic ATM cards did not exist. John Shepherd Barrons ATM machine took checks that were impregnated with carbon 14, a slightly radioactive substance. The ATM machine would detect the carbon 14 mark and match it against a personal identification number (PIN). The idea of a PIN was thought up by John  Shepherd Barron  and refined by his wife Caroline, who changed John’s six-digit number to four as it was easier to remember. John  Shepherd Barron  never patented his ATM invention instead he decided to try to keep his technology a trade secret. John  Shepherd Barron  stated that after consulting with Barclays lawyers, we were advised that applying for a patent would have involved disclosing the coding system, which in turn would have enabled criminals to work the code out. In 1967, a bankers conference was held in Miami with 2,000 members in attendance. John  Shepherd Barron  had just installed the first ATMs in  England and was invited to talk at the conference. As a result, the first American order for a John  Shepherd Barron  ATM was placed. Six ATMs were installed at the First Pennsylvania Bank in Philadelphia.   Don Wetzel Don Wetzel was the co-patentee and chief conceptualist of an automated teller machine, an idea he said he thought of while waiting in line at a Dallas bank. At the time (1968) Don Wetzel was the Vice President of Product Planning at Docutel, the company that developed automated baggage-handling equipment. The other two inventors listed on the Don Wetzel patent were Tom Barnes, the chief mechanical  engineer  and George Chastain, the electrical engineer. It took five million dollars to develop the ATM. The concept first began in 1968,  a working prototype  came about in 1969 and Docutel  was issued  a patent in 1973. The first Don Wetzel ATM was installed in a New  York-based  Chemical Bank. Note: There are different claims to which bank had the first Don Wetzel ATM, I have used Don Wetzels own reference. Don Wetzel on the first ATM installed at the Rockville Center, New York Chemical Bank from  a NMAH  interview: No, it wasnt in a lobby, it was actually in the wall of the bank, out on the street. They put a canopy over it to protect it from the rain and the weather of all sorts.  Unfortunately, they put the canopy too high and the rain came under it. One time we had water in the machine and we had to do some extensive repairs. It was a walkup on the outside of the bank. That was the first one. And it was a cash dispenser only, not a full ATM... We had a cash dispenser, and then the next version was going to be the total teller (created in 1971), which is the ATM we all know today takes deposits, transfers money from checking to savings, savings to checking, cash advances to your  credit card, takes payments; things like that. So they didnt want just a cash dispenser alone. ATM Cards The first ATMs were  off-line  machines, meaning money was not automatically withdrawn from an account, as bank accounts were not then connected by a computer network to the ATM. Banks were at first very exclusive about who they gave ATM privileges to. Giving them only to  credit card  holders with good banking records. Don Wetzel, Tom  Barnes, and George Chastain developed the first ATM cards to have a magnetic strip and a personal ID number to get cash. ATM cards had to be different from  credit cards  (then without magnetic strips) so account information could be included.

Classroom Management Project Essay Example | Topics and Well Written Essays - 2500 words

Classroom Management Project - Essay Example A proper communication system is established with the parents to inform them continuously about their ward's performance and conduct. A classroom should be designed in such a way, that it is enthralling and at the same time more informative to the students. The sense of comfort should be instilled into every student by the classroom atmosphere. The classroom should contain facilities which provide good comfort to the students and atmosphere should be made informative through charts and bulletin boards. A proper place to sit, a place to have fun and a place to do learning activities has to be specifically allocated. The class room should provide an atmosphere of learning. The students should be allowed to enjoy their learning. The educational system adapted should kindle their inquisitiveness to learn new things and at the same time allow them to come out with their own ideas. Equal importance should be given to non academic activity which identifies student's area of expertise and interests. From teachers perspective each and every corner of the room should be visible to the teacher's eyes. They must be able to provide equal attention to every student in the classroom without any consideration of where they sit. Considering the design of class room from a student's perspective, their average height should be taken into account and seating arrangements should be suitably planned. The light arrangement in the classroom should be in such a way that it provides a soothing sight of the board and other charts to the children's eyes. Classroom rules The rules in a classroom form the bridge between the student and the teacher. So, framing the rules of a classroom for third grade plays an important part in management planning. Rather than conventional rules, these rules should make students understand their mistakes and rectify them. Rather than punishing for not adhering to the rules the students should be taught the goodness that comes by following the rules. Rules have to be designed so as not to instruct children on not doing certain things but to create a positive environment. Based on this concept, several rules can be put forward. Some are, Maintain silence while teacher is teaching. Listen to the class. To be friendly with classmates. Follow properly the instructions the teacher gives. In this contest the teacher plays an important role in bringing these rules into practice. It cannot be brought in only by means of force as these students belong just to the third grade. It can only be done by student specific means which can be adapted only if the teacher starts understanding their students. At this young age, each child should be taught about the consequences of their action. This would help them lead a disciplined life later on. When a child misbehaves or disobeys any of these rules, he or she must be given minimal punishment and a lot of advice so as to correct himself. Further the teacher must take into account the intensity and the frequency of the mistake before deciding on the punishments. The teacher must also discriminate between common and uncommon mistakes. Common and high intensity mistakes can be punished in front of others so that those mistakes would not influence other students. In nut shell, the teachers play more important role in

Price Elasticity of Demand Essay Example | Topics and Well Written Essays - 1000 words

Price Elasticity of Demand - Essay Example With changes in market dynamics, burgeoning population, increasing competition in job markets, and rapid technological changes that out phase odd manual jobs, demand for formal education has skyrocketed over the last decade. This happens as people strive to better their competitiveness in securing formal employment. Placing the  high value on academic certificates as an essential aspect in securing any employment has led to an increased demand for further education across  the  board, which in turn creates high demand for colleges and universities, giving way to the proliferation of many institutions offering bachelor degrees and masters as well. A study on income levels among employees with different academic qualifications reveals that there are wide disparities in salaries of diploma, the  degree, and masters degree holders. Salaries increase with  the  increase in academic qualifications with master’s degree holders earning twice as much as degree holders who i n turn earn twice what high school diploma holders earn on average. Those with no formal education form the bulk of unemployed population across the country, often performing poorly paid manual jobs in homesteads, municipal councils and mining zones among other similar places. Office jobs are a preserve for the highly qualified in  the formal education, especially those with bachelor degrees and above. Management jobs are common with master’s degree holders and those with many certificates in support courses.... Other factors that affect the elasticity of demand include changes in income levels, persistence of price changes, and product demand patterns among others. With changes in market dynamics, burgeoning population, increasing competition in job markets, and rapid technological changes that out phase odd manual jobs, demand for formal education has skyrocketed over the last decade. This happens as people strive to better their competitiveness in securing formal employment. Placing high value on academic certificates as an essential aspect in securing any employment has led to an increased demand for further education across board, which in turn creates high demand for colleges and universities, giving way to the proliferation of many institutions offering bachelor degrees and masters as well. A study on income levels among employees with different academic qualifications reveals that there are wide disparities in salaries of diploma, degree and masters degree holders. Salaries increase with increase in academic qualifications with master’s degree holders earning twice as much as degree holders who in turn earn twice what high school diploma holders earn on average. Those with no formal education form the bulk of unemployed population across the country, often performing poorly paid manual jobs in homesteads, municipal councils and mining zones among other similar places. Office jobs are a preserve for the highly qualified in formal education, especially those with bachelor degrees and above. Management jobs are common with master’s degree holders and those with many certificates in support courses relevant to their field of occupation. This state of affairs places high value

Civil War Essay -- essays research papers

The Universe of Battles Episode Five   Ã‚  Ã‚  Ã‚  Ã‚  1863 a series of battles were fought between the Confederate army and the Union Army. Battles such as: Gettysburg, Viscksburg, Battery Wagner, Chickamauga Creek, and Chattanooga. Along with these battles the Gettysburg Address was presented, the role of women was noticed, and riots in New York broke out. Many say that these battles were the turning point of the U.S. Civil War. General Robert E. Lee, from the south and George G. Meade from the north lead their troops. On July 4th Robert E. Lee surrendered to the north, and the south was defeated. The Battle of Gettysburg is considered to be the turning point of the Civil War. Late in May the Confederate army marched toward Pennsylvania with shoes in mind. Their soar feet were aching and it was understood to be a large supply of shoes in the state of Pennsylvania. General Robert E. Lee’s 70,000 men were dived up into three different cores. The leaders of the three cores were James Longstreet, Stonewall Jackson, and A.P. Hill. As the Confederates traveled through Pennsylvania they had no respect for the civilians. The Confederate troops stole livestock, clothing and food from the civilians. They sent African Americans back into the south. The Union army followed the confederates through Maryland to see what they were up to. The commander in charge of the union army was George Mede.   Ã‚  Ã‚  Ã‚  Ã‚  The confederate army marched into Gettysberg, and overwhelmed General John Beufords union army. Eventually all of the soldiers in the area from both north and south were now on the battlefield. Toward the end of the first day, the unions were in the lead. The second day, 65,000 confederates were up against 85,000 federal troops. Four hills surrounded the area; Colps Hill, Cemetery Hill, and the Big and little Round top. General Lee wanted all of the hills to be covered, so Longstreet ordered his men to cover the four hills. Sickles disobeyed orders and marched his men past little round top and into a peach orchard. Kernel C. Oats saw that the little round top had no men covering it and saw the defeat. General sickles men were in trouble. Private Robert H. Carter quoted that this was a â€Å" perfect hell on earth†. The confederates and union men ran up to the top of the hill. This is where three hundred and sixty men hid behind large bou... ...nd did not have enough money to run projects like the sanitary commissions. The women in the south did get food together and help the wounded men.   Ã‚  Ã‚  Ã‚  Ã‚  During the Civil War, there was a draft put up in the north. During this time New York City wanted to break away and become an independent city. The New York draft riot consisted of mainly immigrant Irish men in NY. These men had low paying jobs and did not feel they should go to war. On July 12th a draft was posted, and a predominately Irish mob attacked and lashed out. This mob lynched blacks and set buildings on fire. This riot lasted three days, mainly in Manhattan. On the third day, troops from Gettysburg can and stopped this riot.   Ã‚  Ã‚  Ã‚  Ã‚   The Gettysberg Address is a famous speech by Abraham Lincoln. This speech was â€Å"healing words† that was addressed on November 19, 1863. This speech stated his feelings for the dead soldiers, and what they were fighting for. The Gettysberg Address was only 269 words, and this was said to be too short. Usually speeches during this age did not end until hours later. Speeches were a form of entertainment for the people and many were disappointed.

Trade Tariffs on China

Name:Â   Trade tariffs on china Source of article: The NEWYORK TIMES Publication date: 11th April 2018 A threat emerged from state house that president Donald trump would impose tariffs on imports from china in the months to come. The threat sparked mixed reactions across the economic circles; one faction saying that the laws would boost the countries negotiation power over the Chinese government as another says that the laws were detrimental to the economy and they were made in a rush for the purpose of threatening the Chinese government. Drawing conclusions from the effect of tariff imposition on steel and aluminum from china that was passed into law last year; that the economy has come down by 0.1 percentage points, the economists against the idea think they have a case to prove. Still, the tariff threat has been upheld despite the economic tantrums. Tariffs are meant to limit imports and create market for locally products but the adverse effect from this will result in prices going a little higher for business men that vend Chinese goods and ultimately the consumer will feel the pinch. If the tariffs are maintained over the years the living standards among the American people will go down. Skeptics have said that the tariffs have been designed to scare china but not raise the economic standards of American or the nation. Arrays of economists suggest that free trade be enacted for realization of economic growth.I agree with the faction that is against the increase of tariffs on Chinese imports as the results over time would be devastating. What is the need of imposing tariffs if they neither boost nor increase economic efficiency? Instead of pulling out of the Trans pacific partnership then using the tariff threat; the government would have considered rallying other countries behind it against china. A pact with other countries would have cowed the Chinese authorities. Reason behind this threat is that the Americas deficit in goods to china is worth $370 billion. I suggest the threat be dropped.Protectionism is the economic policy that revolves around tariffs. This policy suggests that countries should impose high tax on import if they want their local companies to thrive. In its dynamics, proponents suggested that the laws, taxes and quotas be formulated but they also stated that this will be killing competition and the end consumer will feel the pinch as the prices of the basic commodities will go up significantly over the years. Reference New york times websitehttps://mobile.nytimes.com/2018/04/11/business

The Current Organ Donation System - 1482 Words

Every ten minutes, another person is added to the active wait list for an organ donation. That is six people every hour, 144 every day, and 1008 every week. Approximately 120 thousand people need an organ transplant to survive. Of all of those people, only 79 thousand people are on an active wait list, while only 20 thousand transplantations have been completed this year. There are not enough donors to meet the current organ demand, and of those that do donate organs, the costs incurred by the donor do not equal the benefits. The current organ donation system operates under subpar economical standards, and should be revised to allow trade of organs on the free market. The best way to go about increasing the supply of organs able to be transplanted is to provide some sort of compensation. Tabarrok takes the stance that those who donate organs should be among the first to receive them, should the need arise. Tabarrok calls this a, â€Å"no-give no-take† rule. Organs should at the foremost be considered private property, owned by the prospective owner, not as a, â€Å"national resource,† (Tabarrok). Postrel suggests legal financial restitution for the organ donor. Such restitution could come by way of tax credit, or simply a sum of money. In today’s day and age, directed donations are refused, where it is viewed as, â€Å"unfair† for those still waiting (Postrel). Instead both patients should die because there were not enough organs on the market for everyone involved. A market where organsShow MoreRelatedThe Shortage Of Donated Organs And The Issues With The Current Donation System2115 Words   |  9 Pageswaiting for an organ that could save their lives. While on the other side of the world, thousands of people die a year, but from infection when an organ is forcefully taken from them to sell on the black market. There are two sides of the organ donation list, and both can end in death. This paper will discuss the shortage of donated organs and the issues with the current donation system. It will also discuss the black market for  transplant  organs and possible solutions to viable organ shortage. TheRead MoreAdvantages Of An Opt Out Organ Donation System1724 Words   |  7 PagesThe advantages and disadvantages of an opt-out organ donation system for 16 years and older in New Zealand. Introduction: Although anyone can donate their organs after death, New Zealand New Zealand’s organ donation rate is considerably lower compared to other courtiers in the world. According Organ Donation New Zealand (2017), there are approximately 550 people on current transplant waiting lists. In 2016 there were 61 donors resulting in approximately 200 transplant operations (ODNZ, 2017). AsRead MoreEssay on Increasing the Number of Organ Donors781 Words   |  4 Pagestwo words organ donation, we immediately let it slip our mind- as we simply don’t think it’s important enough. As this comes into play for many topics, we never truly recognise what others are put through on a daily basis. With 1,700 individuals on the Australian waiting list, we believe this number is very minor and can be benefitted easily. Truth is, while the numbers rise, many will have an unfortunate death having to wait up to 4 years or more at a time waiting for suitable organ transplantationRead MoreOrga n Procurement Process937 Words   |  4 PagesThe Association of Organ Procurement Organizations recommendation to the Office of the National Coordinator is a clear indicator of the impact that Electronic Health Records are having on current organ and tissue donation processes. Electronic Health Records are proven to be a very effective tool in better managing patient health information and improving patient outcomes. The federal push to standardize health care using technology is evident with the introduction if such provisions as the HITECHRead MoreProponents Of Financial Incentives For Organ Donation Essay775 Words   |  4 Pages Proponents of financial incentives for organ donation assert that a demonstration project is necessary to confirm or refute the types of concerns mentioned above. The American Medical Association, the United Network for Organ Sharing and the Ethics Committee of the American Society of Transplant Surgeons have called for pilot studies of financial ince ntives. Conversely, the National Kidney Foundation maintains that it would not be feasible to design a pilot project that would definitively demonstrateRead MoreThe Current State Of Organ Transplantation1503 Words   |  7 PagesIn 2009, there were 154,324 patients on the waiting list for an organ in the United States. Because of the lack of availability of organs, the grim reality is that only 18% received a transplant and 25 patients per day died while still on the waiting list. To alleviate this situation, a nationwide policy of compensation and incentives for organ donation will be implemented. The problems plaguing the current state of organ transplantation are more multidimensional than numbers. Issues are presentRead MoreFinancial Incentives on Organ Donation1582 Words   |  7 PagesMore than 100,000 men, women and children in need of life-saving organ transplants, every 10 minutes another person is added to the national organ transplant waiting list and averages of 18 people die each day from the lack of available organs. (donatelife.net) Organ transplants are very important because they replace the damaged organ and help the body function once again. There are still huge shortages of organs, even after awareness and other ways of educating the public. Some Americans are openRead MoreOrgan Donation And The United States1469 Words   |  6 Pageson a waiting list for an organ donation (Organ and Tissue Donations, 2015). Out of these individuals, nearly 10 die each day waiting for an organ (All About Donation, 2015). The need for organ donation has increased dramatic ally with the many advances in medicine (FAQ, 2011). To be considered an organ donor in the United States one must sign a Uniform Donor Card, however, once an individual has deceased, the family must provide consent to participate in organ donation (Korschun, 2013). This createsRead MoreThe Ultimate Gift: The Gift of life-Organ Donation1075 Words   |  5 Pagestakes you being an organ donor. Organ donation has negative connotation tied to its back. even though many people in todays society believe that no wrong can happen in their life but in reality we are not invincible and accidents do happen and your time will come to end sometime. The act of organ donation is a compassionate and the humane choice for a person to make. Transplantation is a modern medical marven. Despite continuing advances in medicine and technology, the need for organs and tissue is vastlyRead MoreOrgan Trafficking Is The Illegal Trade Of Human Organs For Transplantation1198 Words   |  5 PagesOrgan Traf ficking, also known as transplant tourism is the illegal trade of human organs for transplantation. (UNOFC,2016). On the other hand, organ donation is the act of transplanting healthy organs and tissues from one person to another (Medline Plus,2015). It is no secret that organ supply cannot meet the rising demand, and because of that a global organ transplant black market has grown and flourished(Glaser,2005). Although there has been some effort to establish a global organ transplant resolution