Loneliness in Steinbecks Of Mice and Men Essay -- essays research pap

How true is the statement "Guys like us are the loneliest guys in the world" Personally I believe that this statement is true in every aspect. Loneliness is a big part of the book "Of mice and men." The book shows loneliness in every ones life in the book. The quote says "Guys like us" George is talking about the ranch workers by saying "us" we know they are all lonely because they all show signs of loneliness, they try to fight this by making friends I think that in the book Steinbeck tries to show us that loneliness can be resolved by friendship. George blames Lennie for him being lonely ?I could get a girl, shoot some pool and stay at the cat house? George seems to be in denial as even if Lennie wasn?t there he wouldn?t be able to get all those things because of the depression 1929. Loneliness has made Crook's a very bitter and isolated man. He is truly not able to leave this situation because of his race. The other men at the ranch do not communicate with Crooks unless he is working because he is black. Other than when they are working, the other men ignore Crooks off all of their activities. Crooks is very isolated, and doesn?t seem to want any company. He has become bitter and known to lash out at people because of the loneliness that he has. Crooks's emotions are showed to the reader when he talks to Lennie in his room about having no one to relate to and communicate with. "Maybe you can see now. You got George. You know he's goin' to come back. S'pose you didn't have nobody. S'pose you couldn't go into the bunk house and play rummy `cuase you was black...A guy needs somebody--to be near him." Crooks has never been treated well by anyone because he is black. This has affected Crooks. Crooks's was shocked when... ..."I tried Aunt Clara, ma'am. I tried. I couldn't help it...I'll go right off in the hills an' I'll fin' a cave an' I'll live there so I won't be no more trouble to George." Lennie was basically in denial of his own loneliness. Loneliness has made Lennie want a better life for himself. This involves these soft items and the dream for his and George's farm. He believes at the farm he will not have to deal with all the problems that he has now. Lennie became unrealistic in many ways because of both his condition and his loneliness. Lennie most likely would have never got the farm or the soft items even if he wasn't killed, but his loneliness acts as motivation for these goals. In conclusion to this, yes I do think the statement ?Guys like us are the loneliest guys in the world? is true because loneliness is seen in all the ranch workers life?s, as I?ve just proved.

John Edwards Biography Essay -- Politics President Edwards Essays Pap

John Edwards' Biography Many Americans recognize John Edwards as the second coming of Jimmy Carter; the soft-spoken Democratic Senator from the south. They know him as the running mate of John Kerry in his 2004 Presidential campaign. But before the North Carolina Senator entertained aspirations of President or Vice-President of the United States, John Edwards made a name for himself as a successful trial lawyer, a strong husband and father, and charismatic politician. Born in Seneca, South Carolina on June 10th 1953, Johnny Reid Edwards was raised a Methodist and learned the values of hard work and perseverance from his father, Wallace and mother, Bobbie, while growing up in Robbins, North Carolina. Working alongside his father in the textile mill, John was taught that all Americans should be treated equally and that the voice of every man and woman in the United States should be heard. He grew up without the benefit of a private school education, something of which Edwards is, to this day, extremely proud. He was the first of his family to go to college. John attended North Carolina State University, where he graduated Magna Cum Laude in 1974 with a BS in textile technology, an impressive accomplishment by any standard. But given the values of hard work and perseverance learned by his parents, John Edwards did not quit his schooling after a BS from NC State. He continued on to the University of North Carolina (at Chapel Hill) where he graduated t heir law program Cum Laude in 1977. While attending law school at UNC, he met his wife, Elizabeth Anania, whom he married in 1977. John Edwards dedicated his professional life to helping those who couldn’t help themselves. Following his graduation from law school, John Edwards spent a year clerking for the office of Judge Franklin Dupree, Jr. of the United States District Court (Eastern District). In 1978, he accepted an associate position working for the firm of Dearborn and Ewing, where he practiced law for three years. He jumped ship to work for another firm, Tharrington, Smith and Hargrove, a position he held for two years before being promoted to partner at that firm. He continued as a partner at Tharrington, Smith and Hargrove until 1992, when he left to start his own law practice with fellow lawyer, David Kirby. Edwards and Kirby practiced together for five years, until Edwards decided to try his h... ...inly not out, having overcome before. He and his wife, Elizabeth, have struggled with the loss of a child, Wade (their eldest), in 1996 from a car accident. He was also survived by a younger sister, Cate, a recent Princeton grad. After Wade’s death, John and Elizabeth decided to conceive children again, giving birth to Emma Claire and Jack. And while the tragedy of losing a child cannot be confused with the misfortune of losing an election, the will, courage and perseverance to continue, necessary to overcome is present in John Edwards. It is unlikely that American voters have seen the last of the gentleman from North Carolina. I suspect we could see him again in 2008. But just in case we don’t, it can’t hurt to have a lawyer of his caliber working for the Democrats to amend the Constitution so that Bill Clinton can run again. Works Cited: http://www.johnedwards2004.com/john_edwards.asp http://www.vote-smart.org/bio.php?can_id=CNC68243 http://www2.gwu.edu/~action/2004/edwards/edwards.html http://www.cnn.com/2004/ALLPOLITICS/03/02/elec04.prez.main/index.html http://en.wikipedia.org/wiki/John_Edwards http://news.bbc.co.uk/1/hi/world/americas/3326255.stm

International Human Resource Management Essay

1.0 Executive Summary The world of international HR management (IHRM) is changing. As companies shift operations abroad, IHRM is moving beyond expatriate programs. Today’s IHR managers are charged with scaling and managing overseas HR operations. This shift has not only created new opportunities for IHRM professionals, but also for companies looking to staff operations abroad. Possibly one of the greatest challenges facing the IHRMs is the fact that they are now dealing with not an individual employee but a whole family and their needs as a family in the relocation process. Some IHRMs find it more difficult than others to adjust to the added dimension of having to deal with the spouse and family on a more intimate level than before. After all, they are now relocating them halfway around the world and away from their support structures. They have to be prepared to get a lot more involved in the family as a whole and not just think they have to communicate with the employee only as is often the case when dealing with an employee here at home base. Throughout this assignment, we are examined the implications of differences in national culture for policy and practice in of the following aspects of human resource management: * Performance appraisal * Training and development 2.0 Training and Development Important components of international human resources management include both cross-cultural training and a clear understanding of the overseas assignment as part of a manager’s development. 2.1 Training Cross-cultural training is necessary for expatriates managers and their families before, during and after foreign assignments. As different countries have different culture, regardless how close of those areas, such as Taiwan and Mainland China, USA and Canada. Maybe they are talking the same language, however, their perception of social values, business practices are different. In Western, especially in USA, people are more individualism. In the contrary, Eastern people, such as Chinese and Japanese, people are more collectivism. The social system also different in Western and Eastern, the former is low power distant and the later is higher power distant. When those expatriates arrive, they are foreigners, not the host population, it is necessary to provide much cultural and practical background. Language training is an essential activity for everyone in the family. Although English is the dominant business language worldwide, relying on English puts the expatriates at a disadvantage. The expatriate will be unable to read trade journals and newspapers, which contain useful business information, and will be reliant on translators, which at best only slow down discussions in the process. Evan if expatriates manager is not fluent, a willingness to try communicating in local language makes a good impression on the business community. Foreign language proficiency is also vital for family members to establish a social network and accomplish the everyday tasks of maintaining a household. But cross-cultural training is much more than just language training. It should provide an appreciation of the new culture, including details of its history and folklore, economy, politics, religion, social climate, and business practices. It is easy to recognize that religion is highly important in daily life in the Middle East, but knowledge of the region’s history and an understanding of the specific practices and beliefs is important to avoid inadvertently insulting business associates or social contacts. All this training can be carried out through a variety of techniques. Language skills are often provided through classes and tapes, while cultural training utilizes many different tools. Lectures, reading materials, videotapes, and movies are useful for background information, while cultural sensitivity is more often taught through role playing, simulations and meetings with former expatriates, as well as natives of the countries now living in the parent countries. While all this training in advance of the overseas relocation is important, cultural learning takes place during the assignment as well. After the overseas assignment has ended and the employee has returned, more training is required for the entire family. The employee also must adjust to organization changes, including the inevitable promotions, transfers, and resignations that have taken place during his or her absence. Teenager find reentry particularly difficult, as they are ignorant of the most recent jargon and the latest trends, but often are more sophisticated and mature than their local friends. The employee also must adjust to organizational changes, including the inevitable promotions, transfers and registrations that have taken place during his or her absence. Returnees are anxious to know where to fit in, or if they have been gone for so long that they no longer are on a career path. 2.2 Development In the current global business environment, the overseas assignment should be a vital component in the development of top-executives. It is not only to achieve the advantages for the individual in overseas assignment, but also an organization can gain the competitive advantages from their overseas employee. It is also a chance to provide the host counties employees to broaden their global perspective through a post in the parent-country headquarter, and may make it easier for the organization to recruit and retain better quality managers in the host country. Development is an essential activity to the individual to improve the individual’s ability during the assignment and to well perform their jobs. 3.0 Performance appraisal In evaluating employee performance in international environments, other factors come into plays. For instance, the cultural differences between the United States and England are not as great as those between the United Stated and China, for example. Thus, hostility or friendliness of the cultural environment in which one manager should be considered when appraising employee performance. 3.1 The responsibilities of the evaluation There are also issues to consider regarding who will be responsible for the evaluations: the host-country management or the parent country management. Although local management would generally consider a more accurate gauge, it typically evaluates expatriates from its own cultural perspectives and expectations, which may not reflect those of the parent company. For example, in some countries, a participatory style of management is acceptable, while in other countries, hierarchical values make it disgrace to ask employees for ideas (for e.g. in Japan). This could vastly alter a supervisor’s performance appraisal. Confusion may arise from the use of parent-country evaluation forms if they are misunderstood, either because the form has been improperly translated or not translated at all, or because the evaluator is uncertain what a particular question means. The home-office managements, on the other hand, is often so remote that it may not be fully informed on what is going on in an overseas office. Because they lack access and because one organization may have numerous foreign operations to evaluate, home-office managements often measure performance by quantitative indices, such as profits, market shares, or gross sales. However, simple numbers are often quite complex in their calculations and data are not always comparable. For example, if a company has many operations in Fast East Asia, it must be aware of the accounting practices in each country. Local import tariffs can also distort pricing schedules, which alter gross sales figures, another often compared statistic. Evan when the measurements are comparable, the comparison country will have an affect. For example, factory productivity levels in Vietnam may be below those of similar plants in Thailand. Depending on where the supervisor’s results are compared, different outcomes may occur. Such issues complicate parent country management performance evaluations by numerical criteria, or indices – and can add to the emotional levels in appraisals. 3.2 Evaluation Format Other issues surround the question of selecting the best format to use in performance appraisals, If we have an overseas operation that includes both parent country nationals and host country nationals, we must determine if we will use the same forms for all employee. While most Western countries accept the concept of performance evaluation, some cultures interpret it as a sign of distrust or even an insult to an employee. This complicates a decision to use one instrument like an adjective rating scale for all employees. On the other hand, using different formats for PCNs and HCNs may create a dual track in the subsidiary, in turn creating other problems. The evaluation form presents other problems. If there is universal form for the entire corporation, an organization must determine how it will be translated accurately into the native language of each country. English forms may not be readily understood by local supervisors. For example, clerical and office jobs do not always have identical requirements in all cultures. As a result, some U.S. multinational may be hesitant about evaluating HCNs and TCNs. In some countries, notably those that support the Communist ideology, all workers are rewarded only when the group performs – with punishment or discipline being highly limited. For example, in the hotel industry in the People’s Republic of China. Without the ability to reward good individual performance or to punish poor performance, there is little motivation to have any evaluation at all. Although the subject of international performance appraisal continues to receive research attention, two general recommendations have been suggested as follow: * Modify the normal performance criteria of the evaluation sheet for a particular position to fit the overseas position and site characteristics. Expatriates who have returned from a particular site or same country can provide useful input into revising criteria to reflect the possibilities and constraints of a given location. * Include a current expatriate’s insights as part of evaluation. This means that non-standardized criteria, which are difficult to measure, will be included, perhaps in different basis for each country. This creates some administrative difficulties at headquarters, but in long run will be a more equitable system. Â   Bibliography 1. Peter J. Dowling, Denice E. Welch and Randall S. Schuler, International Human Resource Management – Managing People in a Multinational Context, South Western College Publishing, 3rd Edition 2. Nancy J. Adler, International Dimensions of Organization Behavior, South Western College Publishing, 3rd Edition 3. David A. Decenzo, Stephen P. Robbins, Human Resourc Management, John Wiley & Sons Inc., 7th Edition. 4. Ian Breadwell and Len Holden, Human resource management – a contemporary approach, FT Prentice Hall, 3rd Edition

Role of Youth in Environment Protection

CHAPTER 20 – WOMEN AND DEVELOPMENT I. II. III. IV. Introduction Progress, 1996-2000 Prospects, 2001-2005 Conclusion LIST OF TABLES Table 20-1 Table 20-2 Table 20-3 Table 20-4 Employment Distribution By Gender Within Sectors, 1995 And 2000 Employment Distribution By Sector And Gender,1995 And 2000 Employment Distribution By Occupation And Gender, 1995 And 2000 R&D Personnel By Gender And Qualification, 1998 Chapter Chapter 20 Women and Development Malaysia Plan Ma laysia Plan Malay sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malaysia Plan Ma laysia Plan Malay sia Plan Malaysia Plan Malaysia Pl 8 an Malaysia PlanMalaysia Plan Ma laysia Plan Malay 556 20 I. WOMEN AND DEVELOPMENT INTRODUCTION 20. 01 Women constitute an important pool of resource that can be mobilized to achieve the national development agenda. Through the continuous efforts of the Government in providing an enabling environment during the Seventh Plan period, women continued to participate in and contribut e towards the social and economic development of the country. 20. 02 During the Eighth Plan period, efforts will continue to be undertaken to enhance the role, position and status of women to ensure their participation as equal partners in national development.Women will be provided with the skills and knowledge to cope with the challenges of globalization and fulfil the needs of the knowledge-based economy. II. PROGRESS, 1996-2000 20. 03 During the Seventh Plan period, women continued to make significant contributions in various fields of national development through greater participation in the economy. This was made possible through the further operationalization of the National Policy for Women and its Plan of Action for the Advancement of Women, which included the implementation of gender-sensitive and awareness training programmes.In addition, the removal of legal and institutional constraints that inhibited the participation of women in the development process further facilit ated the involvement of women. Population, Labour Force and Employment 20. 04 Based on the 2000 Population Census, about 48. 9 per cent or 11. 4 million of the total population were women. The age-structure of the female Chapter 20 557 Malaysia Plan Ma laysia Plan Malay 8 sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malaysia Plan Ma population was similar to that of the male, with 52. 4 per cent of the female population in the age-group 24 years and below.The Census also revealed that due to the improved female life expectancy, the proportion of the female population in the 65 to 74 years age-group increased from 3. 0 per cent in 1991 to 4. 3 per cent in 2000. 20. 05 Although 48 per cent of women were in the working age population of 15-64 years, they only accounted for a third of the labour force. Female labour force participation registered an increase, from 43. 5 per cent in 1995 to 45. 8 per cent in 1997, but declined to 44 per cent in 1998 due to the economic downturn. W ith the economic recovery, this rate subsequently increased to 44. per cent in 2000. 20. 06 Female employment in the mining and quarrying sector experienced the largest decline of 4. 9 per cent, between 1995 and 2000, followed by the agriculture, forestry, livestock and fishing sector, which recorded a decline of 1. 8 per cent during the same period, as shown in Table 20-1. Various efforts were undertaken to assist these women to re-enter the job market, including the implementation of training programmes to encourage them to venture into small businesses as well as retraining, and the identification and placement of these women in alternative jobs. 0. 07 Overall, the manufacturing sector absorbed the largest share of employed women accounting for 27. 3 per cent in 2000, consistent with the expanding opportunities in the sector. Another sector that recorded high female employment is the wholesale and retail trade, hotel and restaurants, as shown in Table 20-2. 20. 08 Improvements we re recorded in the occupational structure, with more women moving into higher-paying occupations during the Plan period. The proportion of women in the professional and technical category increased from 12. 7 per cent in 1995 to 13. per cent in 2000, while the proportion of women in the administrative and managerial category recorded an increase of 0. 4 per cent during the same period, as shown in Table 20-3. The share of women employed as agriculture workers declined from 16. 6 per cent in 1995 to 14. 8 per cent in 2000, consistent with the overall decline in total employment in the sector. Women were mainly employed as production and related workers, which accounted for 22. 6 per cent of total female employment in 2000. 558 TABLE 20-1 EMPLOYMENT DISTRIBUTION BY GENDER WITHIN SECTORS, 1995 AND 2000 (%) 1995 2000Sector Male Female Male Female Agriculture, Forestry, Livestock & Fishing 71. 4 28. 6 73. 2 26. 8 Mining & Quarrying 82. 1 17. 9 87. 0 13. 0 Manufacturing 57. 2 42. 8 58. 9 41. 1 Construction 93. 5 6. 5 94. 0 6. 0 Electricity, Gas & Water 90. 4 9. 6 90. 5 9. 5 Transport, Storage & Communications 87. 9 12. 1 86. 9 13. 1 Wholesale & Retail Trade, Hotel & Restaurants 61. 3 38. 7 60. 7 39. 3 Finance, Insurance, Real Estate & Business Services 60. 1 39. 9 60. 1 39. 9 Other Services 60. 0 40. 0 54. 7 45. 3 66. 1 33. 9 65. 5 34. 5 Total TABLE 20-2 EMPLOYMENT DISTRIBUTION BY SECTOR AND GENDER, 995 AND 2000 (%) 1995 2000 Sector Male Female Male Female 21. 6 16. 9 20. 2 14. 1 0. 5 0. 2 0. 4 0. 1 Manufacturing 20. 2 29. 4 20. 6 27. 3 Construction 11. 3 1. 5 12. 1 1. 5 0. 9 0. 2 0. 7 0. 1 Agriculture, Forestry, Livestock & Fishing Mining & Quarrying Electricity, Gas & Water Transport, Storage & Communications 6. 2 Finance, Insurance, Real Estate & Business Services 1. 7 6. 1 1. 7 16. 6 Wholesale & Retail Trade, Hotel & Restaurants 20. 5 18. 1 22. 3 4. 5 5. 7 17. 2 27. 1 100. 0 100. 0 100. 0 Chapter 20 559 5. 6 24. 0 100. 0 Total 4. 3 18. 4 Other ServicesMalaysia P lan Ma laysia Plan Malay 8 sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malaysia Plan Ma TABLE 20-3 EMPLOYMENT DISTRIBUTION BY OCCUPATION AND GENDER, 1995 AND 2000 (%) 1995 2000 Occupation Category Male Female Male Female Professional, Technical & Related Workers 8. 4 12. 7 8. 9 13. 5 Administrative & Managerial Workers 3. 9 1. 8 4. 7 2. 2 Clerical & Related Workers 7. 5 17. 5 7. 1 17. 5 10. 5 11. 6 11. 1 12. 1 9. 4 14. 4 9. 5 17. 4 Agriculture Workers 21. 9 16. 6 20. 4 14. 8 Production & Related Workers 38. 3 25. 4 38. 4 22. 6 100. 0 100. 0 100. 0 100. Sales & Related Workers Service Workers Total 20. 09 Various measures were undertaken to improve female participation in the labour market. The Employment Act 1955 was amended in 1998, which among others, provided for flexible working hours and empowered the Minister of Human Resources to make rules on statutory benefits to be paid to part-time workers proportionate to that of full-time employees. This amendment permitted wome n, especially housewives, to be gainfully employed in part-time employment, while allowing them the flexibility to meet their family obligations.In an effort to allow women in the public sector to care for their newborn and to encourage breastfeeding, as of May 1998, maternity leave up to 60 days was allowed for a maximum of up to five children. In addition, provisions for tax deductions were provided to employers for the establishment of child-care centres near or at the workplace. Employers were also encouraged to provide facilities such as proper housing, transport and healthcare for the benefit of rural migrants, the majority of whom were women. Educational Attainment 20. 0 An important factor that contributed towards the social and economic advancement of women was the huge investments in educational facilities 560 accompanied by the provision of equal access to educational opportunities. Female primary and secondary school enrolment in local public institutions reflected the g ender ratio in the country. At the primary and secondary levels, enrolment of female students was about half of the total enrolment, while at the upper secondary level, female students accounted for about 66 per cent of total enrolment in 2000.Intake of female students into public universities expanded significantly from 50 per cent in 1995 to 55 per cent in 2000. 20. 11 With regard to preference for courses, female dominance in the arts streams continued to be prevalent accounting for 65 per cent of total enrolment in the arts and humanities courses in 2000. Females also made further inroads into science and technical courses. Female enrolment in the sciences in institutions of higher learning accounted for 60 per cent, while in the technical field it was 30 per cent in 2000.Skills and Entrepreneur Development 20. 12 Specific skills and entrepreneur training programmes were implemented to enable women to improve themselves and take advantage of the opportunities in the job market. In this regard, courses in areas such as business, organizational and financial management were implemented. Skills training programmes provided by the Centre for Instructor and Advanced Skills Training were expanded, resulting in an increase of 19. 4 per cent in the female enrolment between 1995 and 2000. 20. 3 With improved literacy and the changing needs of the rural community, courses that contributed towards the involvement of women in income-generating activities were also undertaken. Towards this end, extension services in the form of the provision of equipment, initial capital grants, advisory services and training in areas such as product processing, as well as leadership and motivation courses were conducted. 20. 14 Measures were undertaken to facilitate the involvement of women in business through the provision of easy access to capital. The Women Entrepreneurs Fund was established in 1998 with an allocation of RM10 million.A total of 12 projects amounting to RM9. 5 milli on was approved under the Fund. Through the Small Entrepreneur Fund, a total of about 6,000 women entrepreneurs obtained loans amounting to RM65 million. Chapter 20 561 Malaysia Plan Ma laysia Plan Malay 8 sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malaysia Plan Ma 20. 15 Various women entrepreneur and industry associations were formed, generally to serve as a platform for women entrepreneurs to establish networks and exchange information and experiences as well as to conduct training programmes, seminars, and workshops on motivation, leadership and entrepreneur development.The Women’s Institute of Management (WIM) offered skills training courses, particularly in the area of entrepreneurship as well as operated an on-line network called WIMNET that provided database search facilities to businesswomen around the world. In addition, the Institute of Women’s Advancement, the Federation of Women Entrepreneurs Association and the Association for Bumiputera Women En trepreneurs conducted courses and seminars in skills and entrepreneur development.A total of about 10,000 women benefited from these courses. Research and Development 20. 16 Women were actively involved in research and development activities during the Plan period. According to the 1998 National Survey of Research and Development, which covered research undertaken by government research institutions, institutions of higher learning and the private sector, women accounted for about a third of the total number of researchers with masters and bachelor degree qualifications, as shown in Table 20-4.In terms of research fields in the public sector, females were predominantly found in the medical and health and information sectors. TABLE 20-4 R&D PERSONNEL BY GENDER AND QUALIFICATION, 1998 (%) Phd Masters Bachelor Non-Degree Male Female Male Female Male Female Male Female GRI1 29. 2 8. 0 38. 0 16. 4 14. 6 8. 5 11. 8 9. 2 2 39. 8 15. 0 15. 0 14. 0 9. 7 9. 0 14. 0 19. 6 7. 0 1. 0 13. 0 3. 6 43. 2 15. 0 36. 8 8. 6 76. 0 24. 0 66. 0 34. 0 67. 5 32. 5 62. 6 37. 4 IHL Private Sector Total Notes: 1 Refers to Government Research Institutions 2Refers to Institutions of Higher Learning 562 Health Status 20. 17 Women were equal recipients of the benefits of developments in the health sector. As such, the health status of women continued to register improvements during the Plan period. The average female life expectancy continued to improve from 74 years in 1995 to 74. 7 years in 2000 compared with 69. 3 years and 69. 9 years, respectively, for males. The maternal mortality rate, which is an indicator of the health status of women, remained low at 0. 2 per 1,000 live births during the Plan period. 20. 8 With the introduction of the Family Health Programme in 1996, women’s health was given emphasis from two perspectives, namely, the health of the family comprising maternal and child health, immunization, family planning, early detection of cancers and nutrition, as well as diseases affecting women with specific attention to human immunodeficiency virus/acquired immunodeficiency syndrome (HIV/AIDS). The maternal and child health programme, aimed at reducing maternal and infant mortality and morbidity, improving prenatal and antenatal healthcare and providing health and utrition education continued to be implemented. In addition, increased accessibility to safe delivery services contributed towards the achievement of a satisfactory maternal mortality rate. As a result, deliveries in the public sector health facilities increased from 85. 1 per cent in 1985 to 95. 3 per cent in 1999. Concerted efforts were also undertaken to widen the coverage of antenatal health care services resulting in 72 per cent of pregnant women having access to such services.The Government introduced the Nutrition Rehabilitation Programme for Pregnant Mothers in 1997 to further improve the health status of women through the provision of adequate nutrition, particularly women in t he low-income group. 20. 19 With longer life expectancy and to ensure that women are healthy and remain healthy in their old age, health education programmes, seminars and workshops on healthy lifestyles, nutrition and the importance of regular medical examinations were introduced by the public and private sectors.In view of the fact that women, especially young women, are in the high-risk category in terms of vulnerability to AIDS, greater emphasis was given towards providing information on AIDS awareness and education. Despite these efforts, the percentage of women with HIV infection increased from 4. 3 per cent in 1995 to 5. 1 per cent in 1999. A programme, specifically for pregnant mothers infected with HIV, was also introduced at all antenatal clinics. Chapter 20 563 Malaysia Plan Ma laysia Plan Malay 8 sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malaysia Plan MaPoverty among Female-headed Households 20. 20 Recognizing that increasing poverty among women is a world-wide phenomenon, various efforts were undertaken by the Government and nongovernmental organizations (NGOs) to reduce the incidence of poverty among women. These included the provision of micro-credit facilities to about 22,850 women through Amanah Ikhtiar Malaysia to facilitate their involvement in small businesses and training programmes to assist single mothers to obtain employment. Despite these efforts, the incidence of poverty among female-headed households increased from 15. per cent or 585,688 households in 1997 to 16. 1 per cent or 588,554 households in 1999. Supportive Legislation 20. 21 During the period, efforts to further enhance the status of women continued to be undertaken. Existing regulations were reviewed and new ones enacted to protect the rights and dignity of women in both public and private life. In recognition of the importance of women’s contribution to the labour force, the amendment of the Employment Act 1955 encouraged more women to join the labour for ce.With the increased participation of women in the labour force, the existence of a healthy working environment is crucial. Towards this end, in 1999 the Government introduced a code of ethics for the prevention of sexual harassment at the workplace. This code, although applicable to both men and women, contains specific provisions to protect women in the workplace. In addition, women taxpayers, whose husbands had no taxable income, were provided taxable relief similar to that available to a male taxpayer whose wife had no taxable income. 20. 2 To enhance the capability and capacity of syariah courts, including in the handling of issues pertaining to Muslim women, the Government initiated a review of the organization of syariah courts in the country. Consequently, the Department of Syariah Judiciary was established in 1997, among others, aimed at ensuring uniformity among states in the judgement of cases pertaining to Islamic Family Law. During the period, five states, namely, Mela ka, Negeri Sembilan, Perlis, Pulau Pinang and Selangor as well as the Federal Territory of Kuala Lumpur implemented the Islamic Family Law.With this implementation, Muslim women were provided with better protection. 564 20. 23 Various efforts were undertaken to further protect the rights and dignity of women. The Women and Girls Protection Act 1973 and the Child Protection Act 1991 were reviewed and streamlined into the Child Act 2000. In addition, recognizing the role of women in caring for their families, the Guardianship of Infants Act 1961 was amended in 1999 to allow joint guardianship of children in matters relating to immigration and registration.In implementing this amendment, the Government, in 2000, also allowed mothers to sign all documents involving their underage children. National Machinery for the Advancement of Women 20. 24 The national machinery for the advancement of women in Malaysia comprises the Government, the private sector and NGOs, working in tandem towards the common objective of improving the status of women. Recognizing the need to further enhance the effectiveness of the national machinery, the Women’s Affairs Department at the Ministry of National Unity and Social Development was transferred to the Prime Minister’s Department in 1999.To enable more effective implementation of the National Policy for Women, the Plan of Action for the Advancement of Women was introduced to all public and private sector agencies to be used as a guide in the planning and implementation of development programmes. In addition, gender sensitization training programmes continued to be implemented in the public sector and similar programmes were initiated in the private sector. 20. 5 During the period, the National Advisory Council on the Integration of Women in Development (NACIWID) continued to function as the coordinating, consultative and advisory body on women’s affairs by highlighting to the Government issues and concerns pertain ing to women. Measures were also undertaken to institute links with the grassroot through the establishment of women service centres at the state level and women’s affairs consultative committees at the state and district levels.During the Plan period, centres were established in the States of Kedah, Kelantan, Pahang, Sabah and Selangor, which provided various services such as counselling, legal assistance and temporary shelter for women in need. The consultative committees monitored the implementation and impact of programmes and projects for women and provided the necessary feedback for improved project formulation and implementation. 20. 26 NGOs played an important role in complementing the efforts of the Government in advancing the status of women.In addition to organizing courses in family health, legal literacy, entrepreneurial development and parenting skills, Chapter 20 565 Malaysia Plan Ma laysia Plan Malay 8 sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malays ia Plan Ma NGOs also implemented various activities to increase the knowledge and skills of women in the vocational and technical fields. Specific programmes were also introduced to assist single mothers in obtaining employment and caring for their families. NGOs also played the catalytic role in highlighting issues to further improve the status and rights of women.III. PROSPECTS, 2001-2005 20. 27 During the Eighth Plan period, efforts will continue to be undertaken to further enhance the role, position and responsibilities of women so as to increase their participation and involvement in the social and economic life of the country. In implementing the Plan of Action for the Advancement of Women, the Government will continue to ensure that strategies and programmes implemented are consistent with Malaysian values, religious beliefs and cultural norms. 20. 8 Taking cognizance of the changes in the global environment and the need to adjust to these changes, efforts will be undertaken to provide women with the skills and knowledge to cope with the twin responsibilities of family and career. Towards this end, the strategic thrusts for the future advancement of women will be: t increasing female participation in the labour market; t providing more education and training opportunities for women to meet the demands of the knowledge-based economy and improve their upward mobility in the labour market; t enhancing women’s involvement in business; reviewing laws and regulations that inhibit the advancement of women; t improving further the health status of women; t reducing the incidence of poverty among female-headed households; t strengthening research activities to increase participation of women in development and enhance their well-being; and t strengthening the national machinery and the institutional capacity for the advancement of women. 566 Increasing Female Participation in the Labour Force 20. 29 Although women account for nearly half of the working ag e population, their participation in the labour force is relatively low.Various efforts will be undertaken to mobilize this available pool of resource, thus increasing the supply of labour and contributing towards enhancing the nation’s output. The private sector, being the largest employer, will be further encouraged to introduce the necessary support facilities such as establishing child-care centres as well as providing transportation and housing facilities for their women employees. In addition, the Employment Act 1955 will be amended to include new and flexible working arrangements such as teleworking, part-time work and job sharing, to enable women to integrate career with household duties.Providing More Education and Training Opportunities 20. 30 Women will be provided with more education and training opportunities to meet the demands of the knowledge-based economy as well as to facilitate their upward mobility into higher-paying occupations. To encourage more women to pursue non-traditional fields of study such as science, engineering and vocational and technical education, career counselling programmes will be implemented to provide information and instill greater awareness among female students and parents regarding career opportunities in the professional and technical fields. 0. 31 With the need to increase knowledge and skills as well as move towards higher capital intensity, there will be a greater demand for highly and multiskilled workers. Women will thus be provided with more training opportunities to acquire new and advanced skills relevant to the needs of the industry. In addition, in response to the rapid changes in technology that requires constant upgrading of skills, women will be provided with increased opportunities for retraining.The private sector will also be encouraged to complement the efforts of the Government in providing more skills training opportunities for women, including in new technologies. 20. 32 Efforts will be u ndertaken to improve women’s access to information and communications technology (ICT). Formal and non-formal training in areas such as computer literacy and applications of ICT will be conducted jointly by the Government and NGOs, with special emphasis given to rural women. In addition, to enhance the effectiveness of the training programmes, efforts will be taken to ensure that software development is gender sensitive.Chapter 20 567 Malaysia Plan Ma laysia Plan Malay 8 sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malaysia Plan Ma Enhancing Women’s Involvement in Business 20. 33 Efforts to enhance women’s involvement in business will continue to be undertaken. Training in business-related areas such as marketing, accounting, budgeting and planning will be implemented by the Government and NGOs. Programmes will be implemented to enable women entrepreneurs to be more competitive in terms of production, product quality and design as well as packaging and la belling. In addition, the utilization of ICT in business will be emphasized.The Government will also continue to provide funds under the Women Entrepreneurs Fund to enable more women to participate in business. Through the implementation of gender sensitive strategies, more opportunities will be provided to women to increase their participation and involvement in business ventures. Reviewing Laws and Regulations 20. 34 Existing laws and regulations will be reviewed to eliminate provisions that discriminate or have adverse effects on women. Legislation that will be reviewed includes those pertaining to family law and the distribution of property for non-Muslims.The Government will study the feasibility of establishing family courts with a view towards ensuring that issues pertaining to the family are discussed and decisions made in a more conducive environment. Efforts will also be undertaken to ensure the effective enforcement and speedy implementation of court decisions, including decisions of syariah courts, so as to provide for the protection and welfare of women. In addition, steps will continue to be taken to ensure the implementation of Islamic Family Law in the remaining states. Improving the Health Status 20. 5 Emphasis will continue to be given to promoting women’s health and that of their families. Through the family health programme, special attention will be given to HIV and sexually-transmitted infection prevention, family planning, as well as the identification of factors causing non-communicable diseases such as cancers, mental illnesses and cardiovascular diseases. In view of the fact that women have longer life expectancy and to ensure that women remain healthy in their old age, specific health education programmes including the promotion of healthy lifestyles and nutrition will continue to be implemented. 68 20. 36 Recognizing the peculiarities of illnesses confronting women, such as osteoporosis and those related to reproductive healt h, and in an effort to provide higher quality healthcare for women, the Government will establish a special hospital for women. This hospital will be the national referral centre for women’s health and well-being. In addition, research on various aspects of women’s health will be undertaken, with emphasis on biomedical, socio-behavioural and clinical research. Reducing the Incidence of Poverty among Female-headed Households 20. 7 In view of the increasing number of female-headed households and the rising incidence of poverty among them, efforts will be undertaken to ensure that these women have the capacity and capability to care for their families. Towards this end, research on the difficulties faced by women as head of households as well as the differing impacts of poverty on women and men will be undertaken to assist in the development of relevant programmes and projects. A special programme aimed at reducing the incidence of poverty among female-headed households w ill also be formulated to improve their quality of life as well as that of their families.Strengthening Research Activities 20. 38 During the Plan period, emphasis will be given to strengthening research in specific areas that will contribute towards increasing the participation of women in national development and enhancing their well-being. Research will be undertaken in areas such as the involvement of women in science and technology and ICT, the welfare of women in the informal sector, the role and status of women in the workplace, mobility of women in the labour force and remunerations received, women and mental health, and difficulties faced by women as head of households.Findings from these activities will assist in the formulation of policies and programmes that will further promote the advancement of women. Strengthening the National Machinery and the Institutional Capacity 20. 39 The establishment of the Ministry for Women and Family Development will provide greater focus on issues relating to women as well as ensure the effective implementation and coordination of programmes for women and families. Chapter 20 569 Malaysia Plan Ma laysia Plan Malay 8 sia Plan Malaysia Plan Malaysia Pl an Malaysia Plan Malaysia Plan MaConsistent with the goals of the National Policy for Women, efforts will be undertaken to improve and strengthen the national machinery for the advancement of women. Towards this end, measures will be instituted to ensure greater coordination and collaboration in the implementation of activities for women. In addition, links with the grassroots will continue to be strengthened with the establishment of women service centres in the remaining 10 states. 20. 40 During the Plan period, various mechanisms will be instituted to enable women to participate in decision-making processes at all levels.This is to ensure the incorporation of the needs of women in the formulation of policies and the development of strategies and programmes for the fu rther advancement of women. Gender analysis training and sensitization for policy-makers and planners and programme implementors will continue to be implemented in the public and private sectors. Greater efforts will also be undertaken to ensure the systematic collection and compilation of gender disaggregated data to facilitate analysis, create awareness and formulate appropriate and effective follow-up action on gender issues. IV. CONCLUSION 0. 41 With the provision of equal access to healthcare as well as educational and training programmes and improved employment opportunities, women made advancements in various fields of development. During the Eighth Plan period, efforts will continue to further enhance the status of women as equal partners in development. Towards this end, the Government will provide the enabling environment and supportive mechanisms, including the implementation of gender sensitive programmes, to enable women to reach their full potential in the social and e conomic fields of development. 570

Brand equity Essay

How much a product can earn over its identical competitor by virtue of its brand, determines its brand equity. It can be a neat result of many factors like years of experience, proven track record of quality, legacy, emotional bondage and company outlook, where it adds more value to the product and thereby helps the product to score over its identical competitors. Without brand equity a product loses its competitive advantage, and for that matter some companies â€Å"measure brand equity relying on financial measures of brand performance† (Dobney, 2007). Thus Brand India should be able to score over its Asian counterpart. Figure – 3 The brand management chain (Based on Wood, 2000; Kapferer, 2004) Integration of the theoretical constructs brand equity (Aaker, 1996) and brand orientation could be instrumental in the understanding of brand value, where brand equity commands more attention as it aims for generating long-term values for the company by â€Å"understanding the conceptual basis for the value of brand and its implications† (Keller, 1993). Brand loyalty. Brand loyalty refers to the customers’ consistent preference to buy a selected brand in a particular product category, irrespective of other provocative options presented by the competitor of that brand. This situation occurs after the customers make a trial run of the brand and get convinced about the efficacy of that brand towards fulfilling certain needs of theirs and decide to buy that brand again and again. That practice â€Å"forms the habit and thus customers continue purchasing the same brand because the product is safe and familiar† (Giddens, 2002). This situation speaks of the dual responsibility of branding too, where on one hand it should influence the rationality of its prospective customers, while invoking the emotional response among them on the other. As for example, a particular meal in a restaurant might declare about a possible health benefit with the inclusion of tomato in it by saying, â€Å"lycopene in tomato lowers the risk of cancer†, thereby influencing the rationality of the customers, and at the same time it can evoke the nostalgia in customers by labelling the meal as â€Å"grandma’s special recipe†. In this strategy lies the clue of embedding medical/healthcare tourism with general tourism and Incredible India should utilize it. Figure – 4 Brand Awareness: Brand awareness is â€Å"a gauge of marketing effectiveness measured by the ability of a customer to recognize and/or recall a name, image or other mark associated with a particular brand† (Waters, 2008). Though brand awareness cannot measure the customers’ approach towards the brand, yet it is very helpful in forming a positive attitude among the target audience about the brand. Incredible India Campaign should take care of that. Figure – 5 The above diagram shows that recollection or identification ability first created ‘aided awareness in the prospective customers, which might convert into a top-of mind awareness, if the brand convinces customers either with its logistics or direct service. Thus, brand awareness can work on two folds, primarily making its way into the mind of the customer and then working on its way to achieve the recognition, where the brand first generates strategic awareness in customers, where the customers understands the distinctive qualities of the product and associates them with their need. Current campaign strategy of Incredible India lacks that finesse. Brand Value While brand loyalty proves to be a cost-saving yet effective tool to garner higher sales, brand value â€Å"reflects how a product’s name, or company name is perceived by the marketplace† (Free, 2004), which involves both target audience and the general audience. Brand value can be tangible too, in the event of a brand being sold, where extracting the value of the brand from the value provided by other, tangible, resources becomes possible (Simon, C. J. & Sullivan, M. J. , 1993, Conchar, et al, 2005). From this perspective, even the title of the campaign in discussion, Incredible India needs to be reviewed and if needed may be replaced. The name should denote the power and strength of a brand. As for example, â€Å"if Coca-Cola’s facilities Atlanta were to burn overnight, the company would still be able to start up the next day due to its brand value† (What, 1998). Therefore it is the success story of a company that earns its brand value. However, to gauge the impact of brand value, the company needs to take help of empirical research. The process might then looks like below (Persson): Figure – 6 Brand value is the outcome of consistent and successful brand building, where the action of the company would speak louder than words, besides proving its ethical standings in the marketplace. IV. 7. Brand personality Much like a human being, a brand too serves as the ambassador of the company personality, depicting its outlook and aspirations, besides its services and promises. Thus much depends on the carriage of the brand, because it is the coveted message of the company to the outer world about its activities, aims, aspirations and promises – in short, a package of total company outlook. From this angle too, the campaign in discussion needs to be reviewed. Figure – 7 A strong brand does more than it meets the eye, however, its activity should be powered towards achieving the targeted benefit out of it. For that matter, the first step towards creating a strong brand â€Å"is to identify the benefits† (Saarte, 2008). Target benefit would surely help to determine the nature of the branding, which would help the company to identify the necessary elements into branding, such as company image, the USP of its product, type of promises, and desired platforms of bonding and more. Incredible India is yet to create a clear USP to position itself. V. Conclusion/Recommendation The detailed discussion and analysis above clearly shows that Incredible India Campaign falls far too short in achieving its desired outcome and thus needs to be thoroughly reviewed and modified to meet the demand of the time and position India as a strong brand in the global tourism market. Thus this study recommends following steps towards achieving the target of building a strong Brand India in the global market: 1. Incredible India needs to review its name, packaging, price and its history and modify it concerning the current demand. 2. Ensuring that it becomes capable of Delivering the message clearly.   Confirming the credibility of the company. Connectingthe target prospects emotionally. Motivating the buyers.   Concretizing the user loyalty 3. Incredible India has to focus more on emphasizing emotional bond with UK through exploiting the earlier history of close communication. 4. It must study and research other Asian countries pros and cons in this sector to ensure that Brand India should be able to score over them. 5. It should embed medical/healthcare tourism with general tourism to generate brand loyalty. 6. Through constant, consistent, cohesive and cogent campaign, it should create the brand awareness (UK still have a poor awareness, around 30%) 7. Periodic assessment of the campaign is a must to check the brand value. 8. Campaign should get facelift periodically with a central theme of personality. Ends. References Aaker, D. A. (1996) Building Strong Brands. The Free Press, New York. ISBN 0-02- 900151-X Atithi Debo Bhava. (2004) Incredible India [online] available from http://www. incredibleindia. org/newsite/atithidevobhava. htm [accessed 4 September 2008] Bizhelp. (2008) What is Branding? [online] available from http://www. bizhelp24. com/marketing/what-is-branding-. html [accessed 4 September 2008] Brand Definition. (2008) [online] available from http://www. investorwords. com/568/brand. html [accessed 3 September 2008] Brand. (2008) [online] available from http://whatis. techtarget. com/definition/0,,sid9_gci211703,00. html [accessed 4 September 2008] Brandguru Inc. â€Å"What IS Branding? † Viewed 24 March 2008, http://www. brandidentityguru. com/popUps/whatisBranding. html Conchar, M. P. , Crask, M. R. & Zinkhan, G. M. (2005) Market Valuation Models of the Effect of Advertising and Promotional Spending: A Review and Meta-Analysis. Journal of the Academy of Marketing Science, Vol. 33, No. 4, 445-460. Dobney. com. (2007) Brand equity and brand value [online] available from http://www. dobney. com/Research/Brand_equity_research. htm [accessed 4 September 2008] Dolak, D. (2001) Building A Strong Brand: Brands and Branding Basics [online] available from http://www. davedolak. com/articles/dolak4. htm [accessed 5 September 2008] Dunn, S. (2008) What is Branding and Why Do You Want It? [online] available form http://www. ecomhelp. com/KB/Branding/kb_what-is-branding. htm [accessed 5 September 2008] Free Definitions: Define Brand. What is Brand? (2004) [online] available from http://www. learnthat. com/define/view. asp? id=279 [accessed 4 September 2008] Giddens, N. (2002) Brand Loyalty [online] available from http://www. extension. iastate. edu/AgDM/wholefarm/html/c5-54. html [accessed 4 September 2008] Incredible India campaign woos more Americans (2008) The Press Trust of India Ltd [online] available from http://www. accessmylibrary.com/coms2/summary_0286- 34809894_ITM [accessed on 4 September 2008] Indian Tourism’s ‘Incredible India’ Campaign (2005) Research paper [online] available from http://www. icmrindia. org/casestudies/catalogue/marketing%20communications/C LMC010. htm ] India’s rise in medical tourism (2007) News [online] available from http://www. timesonline. co. uk/tol/travel/destinations/india/article2257994. ece [accessed 4 September 2008] Kapferer. (1994) Strategic brand management: new approaches to creating and evaluating brand equity. Free Press, New York. Keller, K. L. (1993) Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing,Vol. 57, No. 1, pp. 1-23. King, T. E. (2007) Incredible India? Campaign has Incredible Budget [online] available from http://www. travelmole. com/stories/1118243. php [accessed 5 September 2008] Lake, L. (2008) What is Branding and How Important is it to Your Marketing Strategy? [online] available from http://marketing. about. com/cs/brandmktg/a/whatisbranding. htm [accessed 4 September 2008] McCall, K. (2003) Marketing Angel [online] available from http://business. mainetoday.com/smallbusiness/mmm/030601. shtml [accessed 5 September 2008] O & M (2003). Incredible India [online] available from http://www. ogilvyindia. com/work/incredibleindia. asp [accessed 5 September 2008] Persson, N. Understanding of the nature and relevance of brand orientation and brand equity in B2B brand management – implications for future research. Ph. D. Thesis [online] available from http://www. nhh. no/Admin/Public/DWSDownload. aspx? File=%2FFiles%2FFiler %2Finstitutter%2Ffor%2Fconferences%2Fnff%2Fpapers%2Fpersson. pdf [accessed 1 September 2008] Saarte, L. A. (2008) Fitting It All Together. EzineArticles. [online] available from http://ezinearticles. com/? Branding—Fitting-It-All-Together&id=1043858 [accessed 1 September 2008] Simon, C. J. & Sullivan, M. J. (1993) The Measurement and determinants of Brand Equity: A Financial Approach. Marketing Science, Vol. 12, No. 1, pp. 28-52. UK Indian doctor sets shop in Goa for medical tourists (2007) News [online] available from http://www. newkerala. com/topstory-fullnews-14322. html [accessed 4 September 2008] Waters, S. (2008) Brand Awareness [online] available from http://retail. about.com/od/glossary/g/brand_awareness. htm [accessed 1 September 2008] What is the Value of a Brand? [online] available from http://www. csom. umn. edu/Assets/3478. pdf [accessed 31 August 2008] Why Brand Loyalty is Important? [online] available from http://www. brandloyalty- int. com/site. asp? pagina=8 [accessed 1 September 2008] Why India? (2007) Government report [online] available from http://www. medical-tourism-india. com/medical_tourism_india. htm [accessed 5 September 2008] Wood, L. (2000) Brand and brand equity: Definition and management†. Management Decision, Vol. 38, No. 9, pp. 662-669.

Credit Card Security Research Paper Example | Topics and Well Written Essays - 500 words

Credit Card Security - Research Paper Example is known as the Fraud Protection Guarantee, wherein the card holder is free from any fraudulent charges whether the credit card is used on the internet or not. It promotes maximum security because of its secure encryption technology that keeps the cardholders information strictly confidential (americanexpress.com, n. p.). For secure and safe online shopping, MasterCard has its MasterCard Secure Code; it works as having a personal code only known to the cardholder. Visa on the other hand, is also cooking up its own scheme of credit card security measure. counterfeit credit card, which makes up 37 percent of credit card frauds. Criminals who make fake credit cards employ the latest technology to "skim information" that are embedded on the magnetic stripes of the credit card and pass security measures, like holograms ("Credit Card Fraud Statistics and Facts," n. p.). In other words, using credit card online makes you susceptible to all kinds of credit card fraud. One interesting question is how criminals get a hold of your information. Although the most common perception is that credit card info is intercepted once the card is used online. That is an interesting theory, but experts explain that e-commerce has created an environment where anonymity is practiced; meaning cards are being used even without identifiers (Faughnan, n. p.). This could be the one problem that big credit card companies try to address with the code systems of their new security measure program. Another way of stealing a cardholders information is using a particular online business as a front to get credit card info. One common and enticing site is pornography site. Such is designed as a legitimate business, thus can easily asked for a persons credit card information once that person is interested in one of the sites services. This is what is identified as selling information because these are vendors and purchasers that only deal with information and need no physical a ddress for

Education, African American males Essay Example | Topics and Well Written Essays - 250 words

Education, African American males - Essay Example Approaches There are many approaches through which studies on this trend where only a small percentage of the community bothers with higher education can be carried. One is the based on Emile Durkheim’s functionalist approach to the study of society (Poggi, 2000). Durkheim pointed out that institutions in the society played specific roles and became redundant once these roles became outdated or overtaken by events (Poggi, 2000). Higher education to the African-American was historically a preserve of the Caucasians hence the reason why some African-Americans still regarded it as alien and serving no real purpose in their lives. This could have accounted for their apathy towards education in the early days though this situation is gradually changing (Poggi, 2000). There were limited opportunities in the early days for the African Americans whose only employment was in the form of domestic and farm work hence there was no real need for advanced level of education for them. Conseq uently they developed the attitude that only basic education was necessary for them. With this came the latent factor, the blacks began regarding education as alien and part of their education. This formed the basis of their indifference towards education (Baird, & Walter, 2008). This situation only changed when the liberation movements of the early 20th century resulted in more opportunities for the blacks.