Learning About Dolphins for Homeschoolers

Limit Pricing and Oligopolies Free Essays

Limit pricing is the type of pricing wherein firms discourage entrants to the market by choosing a low price that is below short-run profit maximizing price but above the competitive level. Firms who engage in limit pricing are forfeiting current profits to earn future profits. The output is being maintained despite the presence of entrants. We will write a custom essay sample on Limit Pricing and Oligopolies or any similar topic only for you Order Now However, there are still issues whether the application of limit pricing models is profitable for firms (2002). A firm engages in limit pricing by choosing its price and output while an entrant cannot sufficiently cover the average total cost of the remaining market demand. An established firm that is threatened by an entry in a single-period could use limit price as the highest price. This will block the entry. As first explained by Modigliani in 1958, it was assumed that entrants would expect that incumbent firm will continue production at an entry-limiting output with an entry present. It is the same as the Cournot Competition wherein firms believe that its competitors will continue production at the current levels (McAuliffe, 1997). On the other hand, â€Å"classic limit pricing† is another pricing policy where limit pricing allows established firms to earn economic profits while they are preventing the occurrence of entry. It happens if there are economies of sale in production even if the entrants and the incumbent firms have the same costs (McAuliffe, 1997). Another model is explained by Gaskin in 1971, called the dynamic limit pricing. It happens if there are threats from potential competition to a firm for current and future periods. The firms would now depend the rate of entry from the difference between the current price and their marginal costs. If a firm would want to earn high profits at current period, it will set a high price. However, the number of entry will also increase while the price and profit are likely to decrease in the future. On the other hand, if an established firm decided for a lower price, both the entry and the profits will decrease. Moreover, if the firms do not have any cost over the entrants, it will lose its position then the market will be competitive. The competitive outcome of the market however is not astonishing at all since only the price is used by the firm (McAuliffe, 1997). Both in the classic and dynamic limit pricing, the market power of the established firms are restricted due to the potential competition. In the end, they have no choice but to set the price under monopoly level. However, the expectation from an entrant that a firm would always maintain its output is not always true. After the entry period, both firms would earn high profits through high prices and restricted output. An established firm therefore with maintained output after the existence of an entry is not always a threat for an entrant. Otherwise, the established firm should bind for the current period   in order to obtain high profits with high output for the next periods (McAuliffe, 1997). Successful limit pricing could affect the market structure however few firms do set prices equal to or below the monopoly level to discourage entry. Major American companies use different strategies such as advertising and product proliferation  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   to discourage entry (McAuliffe, 1997). Competition is important in the American economy system but what if there is only a small number of competing companies? This condition falls under the oligopoly market. Unlike the monopoly where there is only one seller and many buyers, in oligopoly there is more than one seller (Schenk). In oligopoly, there may be homogenous or heterogeneous products; however entry is deterred by legal restrictions such as banking, minimum efficient scale such as overnight mail service , or strategic behavior (2008). Oligopoly has different models such as the Cournot-Nash Equilibrium of Duopoly and the Collusive Oligopoly. Cournot focused only on duopoly where there are only two firms competing assuming that both sell the same products produced at zero marginal cost. Both firm engage in output that is profit-maximizing expecting that the output of the other firms is maintained or held constant (Lipsey and Crystal, 2007). Under Cournot-Nash equilibrium, duopolists are competing for the quantities where each produces less than a monopoly. However, the sum of the production of both duopolists is more than the monopoly but their economic profits are less than the monopoly. The price is always less than monopoly level but not more than the competitive price (2008). Under Cournot equilibrium, firms would earn less than a monopoly because the duopolists’ outputs are more then the monopoly output. They would earn however more than the perfectly competitive firms since they could decrease the price upon increasing output (Lipsey and Crystal, 2007). Each competing firm is expected to adjust their outputs. However, if they cannot make any more adjustments then equilibrium is reached (Hobbs, 2001). Unlike Cournot-Nash equilibrium with doupolists as competing firms, in collusive oligopoly the firms cooperate in order to have a monopoly power. They may agree in setting price and dividing the output therefore gaining the quantity a monopoly produces and earning the economic profits a monopoly can. The firms are now earning more than doupoly profits (2008). There are many factors for collusion such as the number of sellers, personalities, equality of shares, costs of each firm, and others. There is a possibly that a collusion might disintegrate especially if the firm begin competing and cheating with the other firms (Schenk). Monopolies in the U.S. are most likely to be regulated by the government unlike the oligopolies. Price-fixing by the collusive oligopolies however is not allowed unless for agricultural cooperatives and professional sports league (2006). Collusion oligopolies, just like the doupoly, could turn into competition as well. Firms begin violating the production limits and producing more than they have to. Besides, the price tends to be lower. In the end, the collusion becomes unsuccessful. Bibliography OECD 2002, Limit Pricing, viewed 6 May 2007, http://stats.oecd.org/glossary/detail.asp?ID=3246. NC State University 2006, Collusive Oligopolies, viewed 6 May 2008, http://www.ncsu.edu/project/calscommblogs/economic/archives/2006/11/collusive_oligo.html. 2008 Oligopoly, viewed 6 May 2008, http://209.85.175.104/search?q=cache:MKoUqwpjeZEJ:instruct1.cit.cornell.edu/Courses/econ301jpw/helps/oligopoly.ppt+collusive+oligopoly+versus+cournot+competitionhl=tlct=clnkcd=2gl=ph. Hobb, B.K. 2001, Cournot Equilibrium, viewed 6 may 2008, http://itech.fgcu.edu/faculty/bhobbs/bds7/index.htm. Lipsey, R. G. Crystal, A. 2007, Doupoly. Oxford University Press, viewed 6 May 2008, http://www.oup.com/uk/orc/bin/9780199286416/01student/interactive/lipsey_extra_ch09/page_02.htm. McAuliffe, R. E. 1997, Encyclopedic Dcitionary of Managerial Economics, Blackwell Punlishing, viewed 6 May 2008, http://books.google.com.ph/books?id=OWmaOlvT9XEC. Schenk, R. The Theory of Few Sellers, viewed 6 May 2008, http://ingrimayne.com/econ/Monopoly/Oligopoly.html. How to cite Limit Pricing and Oligopolies, Essay examples

Walmart Diversity Essay Example

Walmart Diversity Paper | Wal-Mart’s Diversity| Course Research Paper| | Alicia B. Clennan| 647 Pilgrim Dr. San Antonio, [emailprotected] com210-912-4537GM 591: Leadership and Organizational BehaviorProfessor Marco  Faggione| 12/12/2010 | Wal-Mart’s Diversity Introduction The organizational that will be the topic of discussion in my final project paper is Wal-Mart Corporate. Wal-Mart was founded in 1962, with the opening of the first Wal-Mart discount store in Rogers, Ark. The company incorporated as Wal-Mart Stores, Inc on Oct 31, 1969. The company grew to 276 stores in all states by the end of the decade. In 1983, the company opened its first Sam’s Club membership warehouse and in 1988 opened the first supercenter. Wal-Mart became international company in 1991 when it opened its first Sam’s club. Wal-Mart serves customers and members more than 200 million times per week at more than 8,692 retail units under 55 different banners in 15 countries. With fiscal year 2010 sales of $ 405 billion, Wal-Mart employs 2. 1 million associates worldwide. I am a sales associate at Wal-Mart in the jewelry department. I was hired in June of 2010 and I was not familiar with the corporation yet. However, I recognize how well the organization performs. Wal-Mart believes that business wins, when everyone matters and the true strength of diversity is unleashed, when each associate is encouraged to reach their full potential. As for as with Wal-Mart’s Diversity, personally I am not so familiar and only experience in a not so much with their purpose due to being employed in a span of four months. Research shows other issues with Wal-Mart’s ethical diversity. Wal-Mart is always under the microscope when it comes to discrimination. We will write a custom essay sample on Walmart Diversity specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Walmart Diversity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Walmart Diversity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Evidence shows that there are complaints about favoritism, sexual harassment, and gender discrimination. These unethical issues are a problem in today’s occupation society. Problem Statement Wal-Mart has been a target of criticism for its employment practices and its effect on the larger economy and community. There are several incidents mentioned on the web and in court cases. At my Wal-Mart, I have noticed favoritism. Favoritism between managers and employees is a big problem in Wal-Mart. One way of thinking of favoritism is getting called to do the more responsibility type of work. This is like trying to be friends with the boss to get higher in the employment ladder. The managers seemed to have certain picks between subordinates about who gets the special attention. Like I said, I have noticed this act at my Wal-Mart. Most of the night shift girls are friends with one of the night managers at my Wal-Mart. I noticed them going out of their way to please this supervisor. There is an organization called Wal-Mart Watch which began a nationwide public education campaign to challenge the world’s largest retailer, Wal-Mart, to become a better employer, neighbor, and corporate citizen. This organization lets employees (former and present) leave blogs on â€Å"Wal-Mart Speaks Out† discussing issues they see in their Wal-Mart. One individual with the initial RR wrote writes: I was passed over at least five times for promotions because the only people that were getting promotions were the drinking buddies of a manager. She has since been fired; I was a union steward for 20 years in California and have never seen such disregard for labor laws. In this town, in retail if you are injured at work you are fired; this doesn’t only happen at Wal-Mart in [Colorado], it happens at all the grocery stores. I am outraged that they aren’t being forced to treat their employee’s better. With this information, it is unaccepted in the workforce. This can be considered unprofessional relationship in the workforce. It is almost as serious as a manager or a supervisor is having an affair with one of their workers. Favoritism also leads to other problems. These other problems have been reported of happening. Sexual harassment and discrimination for males vs. females have been reported about Wal-Mart. Several cases have been seen through the court systems. One example that will be mentioned later on in the report is of a sexual harassment case that took place in Crosby, TX. Another example that I will mention about in the discrimination of female workers, is about a gender discrimination lawsuit that was the largest in U. S. history. It happened to be about women not getting promoted and pay equally to men. Sexual harassment in the workforce is unacceptable. Wal-Mart has its share of complaints. In Crosby, TX, a former Wal-Mart employee had sued Wal-Mart for sexual harassment from her supervisor. Theil (2008) reported that a former employee named Jenna Aryain of Wal-Mart was sexually harassed by her supervisor. The incident happened on February 25, 2005 as a cashier. Aryain said that for four months her supervisor, Darrel Hays allegedly subjected her to appalling remarks every day. Her supervisor committed her about her looks and made sexual advances to her. Ms. Aryain allegedly complained to another supervisor and no action was taken by Wal-Mart. On June, 20, 2005, her supervisor allegedly yelled at her during work. She left work early that day and told her parents what had happened. Her father called the store manager, Gwendolyn Furr and Chelly Whiddon, an assistant manager, to arrange a meeting to discuss what was going on. Supervisors are much as guilty as the employee. Most supervisors have favorite employees that they count on with certain tasks. When an energetic employee is in your organization, most supervisors call upon them to do the task because they know that it will get done. Your other employees may have the same qualities as the energetic person so they felt left out. (Bielous, 1997) Literature Review Sexual Harassment Prevention Training Manual for Managers and Supervisors by Gibson (1998) guides the upper management on the importance of a sexually harassed free work environment. It lets managers know that the best defense for the sexually harassment subject is an offensive approach. There are actions that companies must take in order to eliminate sexual harassment. By creating a zero tolerance policy against sexual harassment and other inappropriate conduct by company managers and supervisors. Why is it important that managers and supervisors learn this subject? There is an automatic liability on the company if a manager or a supervisor is accused of sexual harassment or doesn’t stop it from happening. There is a law that makes it clear that prevention and elimination of sexual harassment is a must in the workplace. Gibson (1998) also writes that if a victim started the conversation of sex talk that they can claim sexual harassment at any time. A hostile work environment can be considered abusive if the behavior becomes severe or pervasive. Flirting or vulgar language is merely annoying and may not be hostile enough to take legal action, but it usually considered prohibited by company policy. Also a romantic relationship between management and subordinates is not against the law. If one does exist it cannot get out of hand. Getting out of hand may be determined as favoritism in the workforce. The relationship must be consensual between both parties in order to prevent harassment. A hostile environment in the workplace can consist of sexual play while on the clock. In the handbook that Gibson (1998) wrote, he mentions steps a company can take in preventing sexual harassment. First off, a company needs to have a strict written policy prohibiting sexual harassment. The policy should also define, provide examples, outline a procedure for reporting with several avenues to bypass his or her supervisor, mention assurance that all cases will be taken seriously, guarantee all cases have adverse consequences like discharge to the harasser, and all supervisory personnel to immediately report and sexual harassment. Along with a written policy, the company must train each employee on sexual harassment to avoid any pitfalls. The company needs establish an effective procedure for handling sexual harassment complaints. One good idea mentioned is to designate two individuals, one male and one female, in handling the complaints. Some individual feel more comfortable talking to someone of the same sex. Monitoring your management staff for anti-harassment behavior is a good idea or even including EEO preventive practices in daily routines. The organization should quickly investigate all claims and observed conduct. Feel free to give the victim time off to gather their thoughts to prevent them from quitting or suing the company. Separating the victim from the harasser may sound like a good idea, but be careful in where you put the victim. If the victim doesn’t like the area because of disadvantages of moving, it could be considered retaliation. The organizations should take all complaints seriously, even though it did happen five years ago. The employee can’t sue because of the time length; still the organization can make sure that the incident still needs to be controlled. The organization needs to have all sexually harassment cases documented for legal reasons. Valid documents may consist of statement from witnesses, complainant, and the alleged harasser. Other documents may include what the employer did to resolve the conflict. The company should make sure all confidentiality be taken to prevent further liability. Upper management should make sure that no retaliation takes place. In chapter eight, Gibson (1998) mentions an effective way to handle the complaint of sexual harassment. The organization needs to take the complaint seriously. Don’t be judgmental about the case even if the complaint comes from a chronic complainer. The company can be liable on how they handle the sexual harassment complaint. Try to put the victim at ease and assure with confidentiality. Assure the victim that non-retaliation is intolerable and should be reported. Handle all cases with action even though the victim asks that no action should take place to the harasser. The company can still be held reliable. Conducting an in-depth sexual harassment investigation can be difficult Gibson (1998) mentions. An immediate investigation by a neutral person should be handled as quickly as possible. This person is usually a member of the HRO or EEO. Other managers or supervisors should know what is going on in case they are asked to assist. Keep an investigation under general guidelines such as treating all cases separate, keep them valid until proven frivolous, protect the victim from further harm, document complete and accurate, keep all fact a â€Å"need to know† basis, limit the number of people who have access to the information, tell all parties to keep the case confidential, and never broadcast the facts as a training tool. If the case of the harassment to be found true, take prompt corrective action. Consider case by case on the severity of punishment to the harasser. If the victim doesn’t get discharge, warn them that next time a discharge will occur. Inform all results to effective parties in order to protect privacy. Make sure you follow up on all cases to make sure no one has been retaliated. Sometimes the investigator may come to some special circumstance when trying to resolve situations. If the accused wants a lawyer, assure them that there is no need for one and they are not required to have one. Also if there was no witness to the alleged claim, the investigator must take the credibility of the parties when determining the outcome. If the claim can’t be determined if it happened or not, then education to both parties must take place about sexual harassment. Further assure the victim that his or her employment conditions won’t be retaliated. Make sure the complaint is filed for legal reasons. If the claim turns out to be false, determine if the person deliberately lied or simply misread the conduct. Disciplining someone who misinterpreted the action may think they were retaliated, and the company could be held responsible. The law for gender discrimination makes it clear on what is expected in the workforce. Corporations are abided to follow laws and regulations in the United States. US Code Section 2000E-2: Unlawful employment practices (a) Employer practices It shall be an unlawful employment practice for an employer (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individuals race, color, religion,sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individuals race, color, religion, sex, or national origin. Analysis Ethical concept in the workforce keeps the organization is regarded as good character and conduct. We need to make ethical decisions based on focuses of moral dilemmas. Moral problems is that of an ethical consequences of a decision that was made. Ethical leadership is a responsibility that managers and supervisors must abide by. These responsibilities may include caring, honesty, principled, fairness, and balanced choices. Favoritism, does not match under those qualities. Favoritism is the soul issue that Wal-Mart faces today. I have seen favoritism in my workplace. Also favoritism is being viewed at all Wal-Marts around the world. With the other issues that Wal-Mart faces, sexual harassment and gender discrimination, favoritism is usually the root of the problems. Favoritism is more likely to be inevitable in any organization. Organizations should try to reduce them as much as possible. Emotional conflict is difficulties within oneself that arises because of anger, mistrust, dislike, fear, and resentment. Emotional conflict can the energy out of a person and can be distracting. You may see this emotional distress in teams, among co-workers, and in superior-subordinate relationship. There are certain levels of the conflict. One level of conflict you may have is interpersonal conflict. This is a conflict between two or more people. Sexual harassment may become an interpersonal conflict. When your supervisor makes sexual remarks or advances to an employee, conflict arises. When sexual harassment occurs it puts emotional stress on the victim. The victim feels anger toward the incident. Sexual harassment is intimidation, bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors. That person will start feeling resentment in that did she do something wrong to cause the harassment. Effects of sexual harassment can vary depending on the individual, and the severity and duration of the harassment. Often, sexual harassment incidents fall into the category of the merely annoying. However, many situations can, and do, have life-altering effects particularly when they involve severe/chronic abuses, and/or retaliation against a victim who does not submit to the harassment, or who complains about it openly. Indeed, psychologists and social workers report that severe/chronic sexual harassment can have the same psychological effects as rape or sexual assault. Stereotyping is a commonly held popular belief about specific social groups or types of individuals. The concepts of stereotype and prejudice are often confused with many other different meanings. Stereotypes are standardized and simplified conceptions of groups based on some prior assumptions. Gender diversity is the proportion of males to females in the workplace. Corporations may have more of an even distribution or the employee pool is composed of mostly males or mostly females. This can have an effect on how people interact and behave with one another in the workplace and would impact culture and social environment. Similarly other demographics such as population, racial characteristics and such all contribute to the work environment. Though gender discrimination and sexism refers to beliefs and attitudes in relation to the gender of a person, such beliefs and attitudes are of a social nature and do not, normally, carry any legal consequences. Sex discrimination, on the other hand, may have legal consequences. Though what constitutes sex discrimination varies between countries, the essence is that it is an adverse action taken by one person against another person that would not have occurred had the person been of another sex. Discrimination of that nature in certain enumerated circumstances is illegal in many countries. Currently, discrimination based on sex is defined as adverse action against another person that would not have occurred had the person been of another sex. This is considered a form of prejudice and is illegal in the United States. Wal-Mart’s reports on gender discrimination of women in their corporation are illegal and should be taken care of. Like every class-action ruling, the certification should not be construed in any manner as a ruling on the merits or the probable outcome of these cases. When these cases arose back in 2001, women were getting 79 cents to every dollar a man made. (Friedman, 2010) Solutions There are solutions that could be used in order to correct the problem Wal-Mart faces. Training, discipline, and monitoring of all employees of Wal-Mart are the best steps in the right direction. If done right, Wal-Mart can start becoming a more successful corporation that others can follow. The corporation needs to take steps in training everyone in the organization on the right and wrong things to do when it comes to diversity. Having quarterly training will give each employee an implant of the things that are wrong. Being an ethical corporation involves everyone. First, start with training your supervisors about the right and wrongfulness of favoritism in the workforce. Tell them that even the little things may be perceived as playing favoritism. Cautioned them about the negative reactions of an extra relationship between supervisor and a subordinate can lead in the wrong direction. Also keep reminding your employees the zero tolerance policy about sexual harassment. Assure people that there will be consequences if supervisors abuse their power. Wal-Mart needs to let their employees that there will be no retaliation if reports are being filed. Let your employees know that gender discrimination is all in the past. Your employees would like to know if they are being paid the same amount. Let you employees know what the pay scale is in your organization. Train your employees on the right and wrong of gender discrimination. Training has its pros and cons. The good thing about training the material is that it gets the information out there to the right people. A people need to here that there are rules and regulations that corporation has to abide by. The bad thing about training is that it can take up a lot of time while people are training. Discipline is another possible solution. Strict guidelines and closure of all cases will ensure everyone is treated equally. Make sure that if someone is sexually harassed that the supervisor or anyone in the organization will be punished. Make sure the punishment is fair and justified. Treat each case upon severity of the case. Like training, discipline also has its pros and cons. Discipline will let everyone in Wal-Mart know that the company is not playing around when it comes with sexual harassment. One thing bad about discipline is that one person may view the severity differently than another person in your organization. Then punishment may be differently and the victim may think that the harasser got off scot free. Frequent monitoring of all your employees is another way we can solve the problem at Wal-Mart. Managers should more frequently review those security cameras. Make rounds to your entire departments and ask questions about how everything is doing. Make sure you not just talk to the supervisors; also talk with all of your staff, even the janitor. The good thing about monitoring is that you can interact to your staff and it lets them know you care about them. Sam Walton would love this idea. The bad thing is that the manager will lose valuable time in his office handling paperwork. Reflection Viewing Wal-Mart after writing this report has a much more meaning to me when I go to work. I can start using my ideas to make a difference in the work place. I can spread my knowledge to my fellow workmates. I can let them know how important it is too seek help if there are any problems. Works Cited Alvarez, F. , Moser, A. (2010). Targeting Employers for Gender-Based Pay and promotion Discrimination: The Next Big Thing?. Employee Relations Law Journal, 36930, 46-53. Retrieved from Business Source Complete database. Bielous, G. (1997). Do you play favorites?. Supervision, 58(8), 9. Retrieved form MasterFILE Premier database. Friedman, E. (2010, April). Appeals Court Rules Wal-Mart Sex Discrimination Case Can Go to Trial. Retrieved from http://abcnews. go. om/WN/Business/wal-mart-sex-discrimination-case-trial/story? id=10480510 Gibson, P. , (1998). Sexual Harassment Prevention Training Manual for Managers ans Supervisors: How to Prevent and Resolve Sexual Harrassment complaints in the Workplace. Employment Human Resources management Professional Series. Chicago CCH Incorpated. Ozbilgin, M. Pringle, J. (2009). Equality, Diversity and Inclusion at Work: a Research Companion. Cheltenham,UK , Northampton, MA Edward Elgar Publishing, Inc. Thiel, J. (2008). Harassment Claim Advances. HRMagazine, 53(10),99. Retrieved from Business Source complete database.

ESL Shopping Vocabulary Exercise to Fill in the Gap

ESL Shopping Vocabulary Exercise to Fill in the Gap Put each of the following words or phrases in the correct gap. tag, label, cashier, bargain, receipt, exchange, take back, try on, fit, advice, shop assistant, credit card, check, select, cash, refund, size, sale If you want to go shopping there are a number of things you have to consider. If you would like to find a _____ you should make sure to go to a _____. The only problem with a sale is that it is sometimes hard to _____ something once you buy it. Many stores also refuse to give a _____ on anything you have bought. If you are looking for clothes, make sure to _____, check the _____ to make sure that it is a good _____. Another good idea is to look at the _____ and _____ to see instructions for washing, etc. Its always a good idea to also ask the _____ for _____. Finally, when you go to the _____ you can usually pay by _____ or _____ if you dont have the _____. Never forget to get the _____! Answers tag, label, cashier, bargain, receipt, exchange, take back, try on, fit, advice,  shop assistant, credit card, check, select, cash, refund, size, sale If you want to go shopping there are a number of things you have to consider. If you would like to find a  bargain  you should make sure to go to a  sale.  The only problem with a sale is that it is sometimes hard to  exchange  something once you buy it. Many stores also refuse to give a  refund  on anything you have bought. If you are looking for clothes, make sure to  try them on,  check the  size  to make sure that it is a good  fit.  Another good idea is to look at the  tag  and  label  to see instructions for washing, etc. Its always a good idea to also ask the  shop assistant  for  advice.  Finally, when you go to the  cashier  you can usually pay by  credit card  or  check  if you dont have the  cash. Never forget to get the  receipt!

Vengeance and Vindication

Vengeance and Vindication Vengeance and Vindication Vengeance and Vindication By Mark Nichol Vengeance, vindication, and a few related words are derived from a Latin word pertaining to punishment and retribution. These terms and their definitions are listed in this post. The forebear, the verb vindicare, means â€Å"avenge† and â€Å"claim,† though for each of its English descendants, the former sense holds almost exclusive sway. (Interestingly, vindicare may in turn stem from vim dicare, meaning â€Å"show authority†; the first word, meaning â€Å"force,† has been preserved in the first word in the phrase â€Å"vim and vigor,† while the second is the source of dictate, diction, and the like.) The verb avenge suggests righteous retribution (one who does so is an avenger), while the connotation of revenge suggests malicious retaliation. Revenge is more common as a noun than as a verb (though revenger is not employed to describe one who commits an act of revenge), while vengeance is employed as a noun in place of avenge; the adjectival form is vengeful. In a political context, revanche, adapted from the French verb revenchier, meaning â€Å"revenge,† refers to a policy of reasserting status or recovering territory; the practice is revanchism, and a revanchist is an adherent. Vindication is synonymous with vengeance, but usually it has the sense of â€Å"confirm,† â€Å"defend,† or â€Å"justify,† or â€Å"free from blame†; one who has been accused, then exonerated, is vindicated, and one who performs the vindication is a vindicator. The adjectival form is vindicative, which should not be confused with vindictive, which means â€Å"vengeful† or â€Å"spiteful.† For the most part, these terms entered the English language by way of French, but an exception is vendetta, adopted from Italian. Originally, it denoted a feud, especially a deadly one between families or clans that involves back-and-forth retaliation. Now, the sense is of a malignant campaign to discredit or harm someone. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Grammar Test 1Probable vs. PossibleHow Do You Determine Whether to Use Who or Whom?

Through her Play Trifles, What is Susan Glaspell Trying to Teach us Essay

Through her Play Trifles, What is Susan Glaspell Trying to Teach us About Traditional Gender Roles - Essay Example Women in most cases hence were not paid for the services they offered. They were charged with child rearing, cooking and ensuring that the house together with the compound were clean. At the same time women were to provide for the family especially in matters relating to clothing. They had to work very hard to make sure their husbands and children had something to wear hence in most cases they spent quality of their time sewing. Despite them accomplishing this entire task they were thoroughly beaten by their husbands even without a concrete reason to do so. These women were in real sense oppressed until one of the wives Mrs. Wright decided to free herself from the abuse. She planned to kill her husband and claimed that a stranger did it (Glaspell 11). Women were denied a chance to express leadership skills in several official positions. They were not involved in the process of voting within the society since voting was seen as men’s responsibility. At the same time women were not elected for any position in the Government. They were to listen and obey the men. In times of mistreatment, women were to keep it to themselves and not complain about it. The talents and abilities they had were wasted at home in the kitchen. Men didn’t allow their wives to exercise such powers in the society assuming that they were not worthy. At the same time husbands were afraid of being manipulated by women (Glaspell 20). Few women had chances to work in offices and in most cases they did low status job such as being secretaries and clerk. Women were paid very little wags to the extent that there was no specific minimum wage for them. Any important and executive work in the society was associated with men while the tiresome and little paying jobs were left for women. They were rarely given a chance to work as lawyers and physicians (Glaspell). Most women belonged to lower and medium class, this meant that they had to seek for men’s opinions in their duties. In t he play we see that women were knowledgeable since the two of them Mrs. Peter and Mrs. Hale were in a position to discover the evidence that Mrs. Wright killed her husband (Glaspell 27). Since women were devalued in the society they decided to keep the secret in order to protect their fellow woman from the punishment of the law. The society limited the women’s talents and abilities. Minnie was a singer but she was denied a chance to express her talents. She was forced to perform household duties in stead of developing her passion. This made her to develop negative attitude towards her husband hence decided to free herself by committing murder of which she denied. The play shows that women could secretly plan things in order to free themselves. Women had sixth sense that enabled them to see things that men were not in a position to do see. They thought first hence made many quick discoveries. Having been oppressed for so long women decided to seek for their freedom. They prote ct each other from mishandling. This instinct made the women to have a different perspective towards the crime that one of them committed. Women planned to withhold the proof that sheriff and county attorney called for so as to set up a case for Mrs. Wright’s alleged crime (Glaspell). In conclusion societies that discriminate their women normally become underdeveloped since the active participation of their women is under utilized; hence whatever they could have

Included in attachments Assignment Example | Topics and Well Written Essays - 500 words

Included in attachments - Assignment Example The process occurs in a cycle that recurs. Chet Richards suggests that a decision maker who has the knowledge and ability to process the OODA cycle quickly while identifying and reacting to the issues that arise, is likely to circumvent his or her opponent’s decision cycle; hence, give him or her an advantage over his/her rivals (27). The OODA Loop is instrumental in the conversion of records into information and subsequently into knowledge. Decision makers need to have a good understanding of what data represents if they are to be able to transform it into useful information; this information can then be used to impact knowledge into individuals. This can be done by analysing data, and information using the OODA Loop. The person studying the data analyzes it, orients it to filter information, makes a decision, and then acts based on the decision he/she makes. System analysts ought to have a good understanding of how workstations, networks, operating systems, databases and software operate. This should include knowing their operation potential s and limits; it is easier for a person to analyse what he knows than that which he has no idea about. Technical skills are, therefore, of great importance to any system analyst. In commercial enterprises, system analysts are most likely to work in information technology departments that are tasked with the duty of developing and maintaining systems for the enterprises. They could be could be employed as system developers, designers, or system administrators. Those of them with appropriate technical knowledge could also undertake system maintenance. d. Charge Nurse: Charge nurses are individuals with a lot of experience in nursing; hence acquiring a lot of acquaintance in the process. They can, therefore, be grouped under the category of knowledge employees. e. Software Engineer: This position can be placed under knowledge