Latino Narrative film Essay Example | Topics and Well Written Essays - 1750 words

Latino Narrative film - Essay Example The 2002 movie Frida, directed by Julie Taymor, focuses on this transformational aspect of Kahlo’s personality while it immerses the viewer into the world of Frida’s love, creativity, marriage, passion and hatred. With Salma Hayek as Frida Kahlo in Frida, we step into the life story of the now world famous painter Kahlo. Her life seems to be a sequence of tough choices and a total challenge. Once suffering from polio as a kid, Kahlo managed to recover from this crippling disease only to find herself severely injured in a car accident, which left her physically disabled for the rest of her life. As she starts painting, Kahlo makes herself get together all her willpower to opt for this active life position rather than, bedridden, merely wait for the death coming. She goes through two volcanic yet artistically inspiring marriages to the renowned Mexican artist Diego Rivera (Alfred Molina). The film shows how throughout all her life-changing choices, Frida Kahlo manages to be â€Å"never conventional about anything she does†, to be â€Å"always herself† though it is often not easy (â€Å"Frida Movie†). The opening sequence starts with the protagonist being carried in bedridden out of her home. It then switches to Kahlo’s years at high school and the calamitous accident the heroine suffers just at 18. Frida gets pierced by a metal pole when a streetcar and the bus that she is riding collide. The injuries that Frida receives leave her disabled for the rest of her life, so that she moves on crutches, in wheelchairs, or stays in her bed. While she is confined to her bed with the shattered back, Frida’s father brings her canvas to help her recuperate from the accident. From that time on, Frida paints. Taking up painting is probably one of her most dramatic life-changing choices. My opinion can be explained by the fact that Frida’s works, as it is vividly shown in the film, are always along her life events. Whatever the surrealist artists goes through,

Value of Real Estate Loans Issued By Commercial Banks Essay

Value of Real Estate Loans Issued By Commercial Banks - Essay Example The onset of the new millennium brought many developments for the banking sector globally. As such, the increased knowledge about mortgages and advanced exposure to access of finances meant that commercial banking business was as competitive as it was enjoying demand. In the year 2005, the United States economy was experiencing increased interests in housing and property development. Besides, the commercial banks increased their lending incentives in a bid to acquire the largest customer base of the growing credit demand.   In the first quarter of 2005, the real estate loans for residential, commercial and farmland were 1.43%, 1.12%, and 1.70% respectively (Federalreserve.gov, 2015). The low-interest rates in comparison to those of the fourth quarter of 2004 acted as incentives for consumers who wanted to capitalize on the credit availability opportunity provided for by the low-interest rates. As depicted in Figure 1 below, the rates of exposure to loans for both Commercial Real Es tate (CRE) and Construction and Land Development (CLD) was gradually increasing, thereby approaching the peak in 2005.The loan incentives put in place by commercial banks encouraged borrowing for risky mortgages, which threatened to go up, as is always the case of property appreciation for assets in high demand. The first quarter of 2006 indicated the beginning of the gradual discrepancies in the interest rates, as the real estate loans for residential, commercial and farmland settled at 1.60%, 1.02%, and 1.53%.

Monetary Rewards On Employee Performance Commerce Essay

Monetary Rewards On Employee Performance Commerce Essay Workplace performance motivators contain both monetary as well as non-monetary rewards. Monetary rewards may be varied whereas having a same effect on workers. This study aims to investigate the impact of monetary and non monetary rewards for the performance of employees in a company. Monetary reward in modern society is the most transferable means of satisfying fundamental requirements (Kohn, 2009). Physiological satisfaction, protection and social requirements may only be attained with money. The impact of non-monetary rewards on performance entails that control systems may be more efficient and competent by taking into consideration non-monetary rewards. Particularly, logical justifications help organizations by motivating better performance than illogical explanations and by raising the recognized justifiability of bonuses when the bonuses stand for the significance of the jobs The study will recognize the performance of employees and its relation with monetary and non monetary rewards, if any which are presently militating against the smooth functions of the company in area of its job performance and efficiency that management find helpful for future development. Table of content Introduction 1 Hypothesis 1 Research Questions 2 Aims and objectives 2 Literature review 2 Methodology 6 Discussion 7 Conclusion 8 Reference 10 Introduction Managers are always looking for ways to create a motivational environment in which associates (workers) to work at their best levels to achieve organization goals. Workplace performance motivators contain both monetary as well as non-monetary rewards. Monetary rewards may be varied whereas having a same effect on workers (Lynch, 2003). An example of monetary rewards is mutual funds given by organizational pension plans or insurance programs. As it has been proposed that employees, depending on their age, have diverse requirements relating to rewards, traditional rewards packages are being changed with alternatives for attracting younger employees (Nelson, 2009). This study aims to investigate the impact of monetary and non monetary rewards for the performance of employees in a company (Kohn, 2009). The study will also emphasize the importance of monetary and non monetary rewards in the organization. It is expected that this study will help business enterprises in their functions as well as facilitate them to use rewards schemes which would optimize the output and performance of their business functions (Zigon, 2008). The study will recognize the performance of employees and its relation with monetary and non monetary rewards, if any which are presently militating against the smooth functions of the company in area of its job performance and efficiency that management find helpful for future development (Kepner, 2010). Hypothesis Hypothesis has been formulated below: Organizations monetary and non monetary rewards programs have a huge impact on the employees job performance as well as the productivity and development of the company. Research Questions To what degree is the efficiency, adequately relevance of these rewards to the whole performance of employees? To what degree are these different kinds of rewards set up by the companies? To what extent is the rewards bring about achievement of job satisfaction and motivation of the employees? How management may use rewards to persuade workers to improve and increase productivity? What are the rewards considered by employees to be non-monetary rewards? Aims and objectives To look at the extent to which these rewards bring about achievement of job satisfaction and employees performance. To analysis the efficiency, adequacy and significance of these rewards programs to the overall performance of individual employee or group of employees. To inspect the extent the company is attaining its goals for administering these rewards. Literature review People work so as to satisfy their requirements and these requirements may be met by monetary rewards. Monetary rewards are refund in cash and in form of money for a given work done by workers in the company (Hansen, 2010). Workers would go any level to enhance their cash income as they will do something to avoid their source of income from being removed. The fact that workers fear to lose their jobs, cash has been a very efficient motivator only because money is necessary for continued existence in an economy (Dunham, 2009). Monetary reward in modern society is the most transferable means of satisfying fundamental requirements (Kohn, 2009). Physiological satisfaction, protection and social requirements may only be attained with money(Kepner, 2010). The effort-to-performance expectation is sturdily persuaded by the performance assessment which is frequently part of the reward system. A worker is probable to use extra effort if he or she understands that performance will be assessed, appraised, and rewarded. The expectancy of performance-to-outcome is influenced by the level to which the worker thinks that performance will be followed by rewards (Allen, 2007). Lastly, every reward or potential reward has to some extent different value for every individual. An individual can want a promotion more than reimbursement; somebody else can want only the opposite (Nelson, 2009). When a company rewards a whole work group or team for its performance, collaboration among the members typically enhances. Though, competition among different teams for rewards may cause decline in whole performance under definite situations. The most general team or group rewards are plans of gain sharing, where worker teams which meet certain objectives share i n the gains measured against performance targets (Shutan, 2010). Frequently, programs of gain sharing emphasize on quality enhancement, reduction of cost, and other quantifiable results (Kepner, 2010). Despite the positive role monetary rewards have played, employees have a tendency to have different approach and a manner towards money rewards (Hansen, 2010). The most general of the different reaction to salary and wages by employees is that once it crosses lowest levels, it is regarded as a measure of fairness. (Kohn, 2009) posited non-monetary rewards as extreme benefits made accessible to staff and are regarded as an addition to salaries and wages. It contains direct as well as indirect reimbursement (Shutan, 2010). The direct reimbursement can contain profit-sharing, illness pay, pension plans, and so on (Kerachsky, 2009). The indirect reimbursement can include welfare services, social as well as recreational facilities, etc. Pay, if merely it could be correctly packaged would someway lead to the desired approach to work. Perception of employee of his pay with respect to other employees of same position could influence the satisfaction, which he obtains from the job. The aim of monetary rewards is to reward workers for outstanding performance through money (Nelson, 2009). Monetary rewards contain profit sharing, stock options, and project bonuses, scheduled and warrant bonuses (Allen, 2007). The aim of non-monetary rewards is to reward employees for brilliant job performance by opportunities. Non- monetary rewards contain training, flexible work hours, satisfying work environment and vacations. Employees encounter issues, disturbances, and dissatisfactions in their environment of work where certain rewards are de-emphasized. So as to increase and improve the rewards of employees, trade unions serve as a way of developing the terms and conditions for workers, enhance rewards rates, raise employees status, protect members against unjust practices and also struggle for protection of service (Kepner, 2010). Trade union Act 1990 offers that worker has a right to get all employment benefits which are stated in documents of service, containing the offer letter, and the condition of service and in joint agreement (Kerachsky, 2009). A stability of monetary and non- monetary rewards must be employed to satisfy the different requirements and interests of workers. Monetary rewards persuade fulfillment rather than risk taking since most rewards depend only on performance and discourage workers from being innovative in their place of work. Apart from these kinds of strategies of performance, reward system of an organization is its most fundamental tool for dealing with employee performance (Allen, 2007). Reward system of an organization is the formal as well as informal systems by which workers performance is described, assessed, and rewarded (Kohn, 2009). Organizational reward may influence performance, manners, activities, and motivation. Therefore, it is significant for organizations to recognize and appreciate obviously their significance. Though employee attitudes like satisfaction are not a main determinant of job performance, they are however essential (Kepner, 2010). Extrinsic rewards affect satisfaction of e mployee, which, sequentially, plays a chief role in verifying whether an employee reward system (Zigon, 2008). The formal and informal systems by which performance of employee is identified, appraised, and rewarded will remain on the job or search for a new job (Kerachsky, 2009). Reward systems also affect patterns of attendance and absence; if rewards are based on real performance, employees have a tendency to work hard to get those rewards. Methodology This chapter contains imminent into the research design and strategy for the study. It emphasizes on what to study, how to study and when to study; the main objective of the study is to monitor the management of total quality and examine techniques in business environment. Research Design Basically, field study approach survey will be applied for this study due to its weird nature. Though, questionnaires will be the main tool to collect data for this study. The questionnaires will be prepared carefully and simply designed so as to make sure simple answering; to get reliabilities in responses of respondents and at same time to remove uncertainty and suspension. Meanwhile, secondary research will also been used in this study. Secondary research is frequently less expensive than surveys and is very efficient in getting information regarding communications needs of peoples and their responses to and vision about particular communications. It is frequently the technique of choice in cases where quantitative measurement is not necessary. Sample and sampling techniques Therefore, the sample techniques will consider thirty (30) employees randomly selected from a reputed organization. Data Collection The major process for data collection of this study is through questionnaires; the ordered questionnaire will be distributed to the randomly selected employees. Literature Selection Criteria The literature selection criteria are twofold: significance and the year of publication. Search Technique Libraries containing online databases are accessed to obtain the most appropriate and updated literature. Some of the online databases which are used include: EBSCO, Emerald, Blackwell, and so on. Theoretical Framework For this study as already said the secondary research technique is used and all the relevant data was gathered through books, journals and articles. Discussion The non-monetary rewards like training and development in a company have positive impacts on employee performances, work, and a company can minimize cost as well as boosts efficiency; good working environment in a company will also get better employees performances (Kohn, 2009). Monetary and non-monetary rewards differ in their roles, efficiency, and suitability, depending on the kinds of rewards (Allen, 2007). Rewards in fact hamper employees and organizations by reducing employees motivation, job satisfaction and interest. This is only the opposite of what rewards were made to do. Rewards should consider the employees for whom they were made (Kerachsky, 2009). A balance between monetary as well as non-monetary rewards must be employed for satisfying the diverse requirements and interests of employees. Creating a balance sheet is an easy exercise which may be used to evaluate rewards programs. On one side of the balance sheet, list each and every rewards program (both monetary plus non-monetary) of the company (Kohn, 2009). On the other side list all the results (whether preferred or not) which may be attributed to these rewards. Areas of development and enhancement would be those outcomes and results recognized as undesirable (Zigon, 2008). Promoted workers will amplify his/her efforts as well as performances in work place and assessment of employee performance manipulates employees performance; welfare of employee, pension, and medical facilities also helps successful performances, finally the employees prefer monetary rewards to non-monetary rewards (Kepner, 2010). Individual performance is usually found out by three things: motivation (the wish to do the job), capability (the ability to do the job), and the environment of work (the resources required to do the job). If a worker lacks capability, the manager can give training or replace, the employee. If there is a resource issue, the manager can do it correct (Kerachsky, 2009). But if motivation is the issue, the job for the manager is more challenging. Individual performance is a multifaceted fact, and the manager can be pushed to understand the specific nature of the issue and how to resolve it (Kohn, 2009). Hence, motivation is significant due to its importance as a determinant of performance and due to its intangible nature (Kerachsky, 2009). Many special rewards programs which offer awards to individuals have been utilized, ranging from one-time contests to meet performance targets to rewards for performance eventually (Hansen, 2010). Though special programs can also be built up for groups and for whole companies, these programs frequently emphasize on rewarding just high-performing individuals. Conclusion The outcomes of this study make three contributions. Primary, this study contributes to the logical and experiential literature on multi-action settings by giving facts about the impacts of non-monetary rewards (Kohn, 2009). The impact of non-monetary rewards on performance entails that control systems may be more efficient and competent by taking into consideration non-monetary rewards. Particularly, logical justifications help organizations by motivating better performance than illogical explanations and by raising the recognized justifiability of bonuses when the bonuses stand for the significance of the jobs (Nelson, 2009). While logical explanations is unsuccessful to stimulate better performance than when no justification is given, this result must be understood carefully as the explanation also gives related information which is not present when no explanation is given, that can not be true in all settings (Kepner, 2010). The study thus concludes that there are obvious relations between monetary rewards and employees performance; fringe benefit can stimulate employees performance (Kohn, 2009). Though, some of the major goals of training employee contain, increase in production, lesser labor turn over rate, higher confidence and better management and training facilitates to decrease cost as it enhances productivity, and promotes objective congruency. Lack of training raises rate of absenteeism, low productivity, bad quality and refuses and results in high unit cost. Non-monetary rewards, good working environment promotion, better management, employees welfare, programs, medical facilities, pension, helps increases in performances of employees and employee desired monetary rewards to non-monetary rewards.

Silent Film Meets the Talkies: A Brief History Essay example -- Film M

Silent Film Meets the Talkies: A Brief History A gambling man, Governor Leland Stanford of California needed visual proof to win a bet he had eagerly placed. Governor Stanford firmly believed that at some point in their stride, horses had all four hooves off the ground at the same time. After hiring a photographer who was to no avail, the Governor brought in John D. Isaacs, the chief engineer for the Southern Pacific Railroad, to have a look at the situation. Isaacs decided to rig up a system of magnetic releases to trigger a series of cameras, twelve total, as the horse ran down the track (Everson, 17). Mounting these images on a rotating disk and projecting them on a screen through a special lantern, they produced a moving picture of the horse at full gallop as it had occurred in real life (Encyclopedia Britannica, 1211). American cinema's next big break came with beginning of World War I. Until this period, the industry had been dominated by France, Italy, and Germany, particularly in the area of feature length presentations and the construction of permanent theaters. However, when the war broke out in Europe, film production abroad nearly ceased due to the overlap of chemicals used in film and the manufacturing of gunpowder (Encyclopedia Britannica, 1213). Simultaneously, American Cinema experienced a period on unprecedented prosperity and growth. By the end of the war, when the Treaty of Versailles was signed in 1919, 90 percent of all films screened in Europe, Africa, and Asia were American (Encyclopedia Britannica, 1213). Germany however, was the exception, because it had been cut off from America since 1914. When the Germans did finally reconnect with the world, the United States benefited greatly from their techn... ...me box office hits, regardless of the acting or recording quality. As talkies became more refined and commonplace, silent films started to dwindle. A backlash occurred and these pantomimed movies were labeled as the true art (Geduld, 253). Yet, nothing could be done to slow down the continual development of cinema as sound poured out of studios on a daily basis. In fact, this new cinematic style was so popular, the film industry turned out to be one of the few prosperous enterprises during the Depression (Geduld, 253). Works Cited Ellis, Jack C. A History of Film. eedham Heights, Mass: Allyn and Bacon, 1995. Encyclopedia Britannica. Encyclopedia Britanica Inc.; vol. 24, 15th ed. Chicago, IL: 1995. Everson, William K. American Silent Film. New York: Oxford Univ. Press, 1978. Geduld, Harry M. The Birth of the Talkies. London: Indiana Univ. Press, 1975.

Income Inequality and Its Affects on Healthcare Essay

Mastrianna (2010) speaks of income inequality as variations in earnings among individuals and households. He states that some income disparity is desirable for creating an incentive for individuals to invest in education and training and to take risks in employment and investment for greater rewards. Concerns are being voiced as to the income inequality in the United States due to the degree of inequality which is shown in the Lorenz Curve and Gini Index. (Pg. 189) Some of the causes of income inequality that have the greatest impact Mastrianna says are first, education. Education or lack thereof has a great effect on income inequality. In 2007, the median incomes of a high school dropout were $22,256, compared to $31.408 for a high school graduate and $51,324 for an individual with a bachelor’s degree. Over a work life an individual with a bachelors degree can earn at least one million dollars more than a high school drop out (based on 2007 dollars). Employment opportunities have also shifted toward medical, business, and other services that disproportionately employ college graduates. Rapid employment in restaurants and retailing explain the low wages of high school graduates. (Pgs. 189, 190) Second is technology, Mastrianna says that the use of computers in the workplace has increased and the estimate is that over 55 % of the labor force now uses computers on the job. These workers earn an average of 10-20 % more in wages than those who do not. Highly educated employees are also more likely to adjust to computers complexities than less educated employees. Consequently, income inequality is increased as the economy is becoming more technologically efficient. According to the AeA, the average technology worker earns $79,500 compared to $42,400 for all private sectors which will widen the income gap as more bright people head toward the information economy. (Pg 190) Thirdly Mastrianna mentions unions stating that the decline in the number of workers belonging to labor unions also contributes to income inequality. This decline in the organized workers is largely due to the loss in manufacturing jobs which leads to fewer jobs at a higher pay forcing many to work in lower paying service jobs which in turn adds to income disparity. (Pgs 190,191) Fourth, Mastrianna notes abilities. There are individuals that are gifted with talents such as the â€Å"smarts† to become doctors and lawyers, or have the physical abilities such as Tiger Woods to become a star athlete, or have artistic talents such as Angelina Jolie. These talents enable certain individuals to contribute substantially to total output but these high incomes have become a highly controversial issue during a time of income inequality. Especially when it comes to CEO’s collecting high salaries, bonuses, and stock options even when their companies fail while laying off thousands of workers. (191) Fifth Mastrianna points out wealth. Income from wealth is more unevenly distributed than income from labor he states. Wealth can be generated by its current owners as well as by previous generations through inheritance. The Bureau of the Census estimates that 84% of the nation’s wealth is held by 20% of households. The collapse of the housing bubble left many households with negative household equity or in bankruptcy. Updated figures may show that this phenomenon has served to further increase the uneven distribution of wealth. (Pgs 191, 192) Finally Mastrianna states that discrimination plays a part in income inequality among the races and sexes. The U.S. Census Bureau indicated in 2007 that the median income of all white, non-Hispanic households was $54,920, while for blacks it was $33,916, and for Hispanic households it was $38,679. Asian and Pacific Islanders had the highest household medians with $66,103. The U.S. Census Bureau also indicates that females who worked year-round made $35,102 annually, compared to men who made $43,113. More often than not labor market discrimination is based on channeling groups of people into occupations for which they are considered suitable. Women and minorities are channeled into occupations that are reserved for them. Such crowding increases the supply of labor in these fields, driving wages down. At the same time, wages are higher in the restricted fields because labor is reduced. (Pgs 192 – 194) The condition of poverty is one extreme of income inequality and the remainder of this paper will compare another extreme; the healthcare and the mortality rates of people due to their income inequality. According to doctor’s Alex Y. Chena and Jose J. Escare numerous studies have found that high-income Americans use more medical care than their low-income counterparts, irrespective of medical â€Å"need.† The methods employed in these studies, however, make it difficult to evaluate differences in the degree of income-related inequality in utilization across population subgroups. In this study, the doctors derived a summary index to quantify income-related inequality in need-adjusted medical care expenditures and reported values of the index for adults and children in the United States. They used the summary index of income-related inequality in expenditures developed by Wagstaff et al. The source of data for the study was the Household Component of the 1996-1998 Medical Expenditure Panel Survey, which contained person-level data on medical care expenditures, demographic characteristics, household income, and a wide array of health status measures. They used multivariate regression analysis to predict need-adjusted annual medical care expenditures per person by income level and used the predictions to calculate the indices of inequality. Separate indices were calculated for all working-age adults, seniors, and children ages 5 to 17. For all age groups, predicted expenditures per person, adjusted for medical need, generally increased as income rose. The index of inequality for all adults was +0.087 (95% confidence interval, +0.035, +0.139); for working-age adults, +0.099 (+0.046, +0.152); for seniors, +0.147 (+0.059, +0.235); and for children, +0.067 (+0.006, +0.128). Through their study they found that there exists income-related inequality in medical care expenditures in the United States, and it favors the wealthy. The inequality was highest among seniors despite Medicare, intermediate among working-age adults, and lowest among children. Sarah Glenn author of another article â€Å"Income Inequality Linked to Hospital Readmission† states that income inequality is linked to a greater risk of hospital readmission but not to mortality. The finding that she speaks of came from a large study of older patients in the U.S. and was published in the British Medical Journal. Investigators said that over a three year research period that about 40,000 extra hospital admissions resulted from income inequality. Although the experts are not positive why there was no consistent association between income inequality and mortality, they suggested that, over one month, â€Å"readmission is more sensitive to social conditions than is mortality, and that an effect on mortality might have been observed had they extended the period of observation to one year.† The article also states that scientists have known that income inequality is linked to a diversity of negative health consequences such as: reduced life expectancy, higher infant mortality and poorer self-reported health. Previous research also in BMJ, demonstrated that there is also an association between low standards of child well-being and income inequality. In an article written by doctor’s Diane McLaughlin and Shannon Stokes they speak about whether or not minority racial concentration matters when it comes to income inequality and mortality. The study that they did examined the relationship in all counties in the United States to see if relationships found for states and metropolitan areas extended to smaller geographical areas and if the influence of minority racial concentration did affect the inequality-mortality link. The results of their study proved that the relationship between income inequality and minority concentration show that mortality is robust for counties in the United States. Minority concentration interacts with income inequality, resulting in higher mortality in counties with low inequality and a high percentage of Blacks than in counties with high inequality and a high percentage of Blacks. The research that has been done on income inequality on mortality offers 2 main pathways in which income inequality operates. First, Daly et al. 7 and Lynch et al. 5 posit that political units with highly unequal income distributions are less likely to have affordable housing, education, environmental protection, economic development, and other resources required for the health of their populations. This underinvestment has negative consequences for the health of poor and middle-class individuals. Second, as Daly et al. note â€Å"inequitable income distribution may directly affect people’s perceptions of their social environment which may in turn have an impact on their health.† 7(p319) This postulated psychosocial pathway linking health and mortality stems from conditions in highly equitable communities that result in lower social cohesion, inequities in social and political influence, and less willingness to participate in community activities. Further, Wilkinson argues that the impacts of inequality result less from the experience of inferior material conditions than from social meanings that individuals give to their circumstances and from the effects of stress on both the endocrine and immune systems. While the exact pathways through which income inequality influences mortality are still being defined, there is strong agreement that the determinants of health and mortality include factors beyond the level of the individual. In conclusion, it seems that Mastrianna is correct in his theory; a lack of education, not having special abilities or not being wealthy as well as being discriminated against does factor in on a person’s income inequality. Not only do these factors affect income inequality but they also affect a person’s healthcare and in the case of high concentrations of blacks also affect the person’s psychological and social views which can contribute to their mortality. I was somewhat surprised as well to find in the study by Daly et al. that social relationships influence the health outcomes of adults as well as those social relationships should be taken as seriously as other risk factors that affect mortality. Myself having to deal with treatment for breast cancer can see how social relationships are very important as I am somewhat isolated and it makes me feel good to have social relationships through my online friends as well as with my healthcare professionals and social worker to better be able to cope in my situation as my family has not been there for me like I had hoped that they would be. Without that support from others I could become very depressed which could in turn affect my healthcare outcome. BIBLIOGRAPHY Qualifying Income-Related Inequality in Healthcare Delivery in the United States Wolters Kluwer Health/Lippincott Williams and Wilkins Retrieved on February 17, 2003 from http://www.jstor.org/discover/10.2307/4640689? Glynn, Sarah. (February 15, 2003) Income Inequality Linked to Hospital Readmission Medical News Today Retrieved on February 17, 2013 from http://www.medicalnewstoday.com/articles/256412.php Mastrianna, Frank V. (2010) Basic Economics. Mason. OH: South-Western, Cengage Learning. Pp. 189 – 200 McLaughlin, Diane K. PhD and Stokes, Shannon C. PhD (January 2002) Income Inequality and Mortality in US Counties: Does Minority Racial Concentration Matter? Retrieved on February 17, 2013 from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1447397/

Extra Tax on Fast Food Essay

Nowadays people always are overweight or obese. A big reason of this is unhealthy food like a Big Mac, Hamburger etc. Too much of any of those can cause serious health problems which a lot of people of the world today suffer from. The real problem is why are people making these choices? It’s simple, unhealthy food is cheaper than healthy food in many cases. Is it a good idea to introduce a fast food tax, or do unhealthy food observe to remain cheap and free of extra tax? To start things off, I will refer to this unhealthy food as â€Å"fast food†. One problem with fast foods is that they are low in satiation value. That is, people don’t tend to feel as full when they eat them, which can lead to overeating. Another problem is that unhealthy food tends to replace other, more nutritious foods. When people are snacking on chips and cookies, they are usually not loading up on fruits and vegetables. Already you can tell this is quite a problem, but it can be reduced to some degree if we raise the taxes on fast food. If the taxes are increased then people will be opted to buy healthier foods such as vegetables or other nutrient rich foods without added sugar or sodium. They will no longer be more expensive than the cheap, unhealthy, fast food. This in essence, will reduce the amount of unhealthy food that people will ingest. Another point is that the extra tax on fast food will saves lives. Heart disease is the second most common cause of death. Many lives could easily be saved. As well as saving lives, reducing obesity will also improve the quality of life. The argument against a extra tax on fast food is that those on low incomes are more likely to consume unhealthy foods, therefore this tax will increase inequality. However, if a tax on fast food saves lives, we should not avoid implementing it just because it is the poor who will mostly benefit. If we are really concerned about the impact on equality, the revenue from a fat tax can be targeted to the benefit of the poor. A increase in inequality need not occur from a fast food tax. Who is the government to tell people what to eat? If we want to eat salty and fatty foods then let us eat this. The whole point is people are still free to consume as much salty and fatty foods as they like. All in all it can be said that it is an unfair tax because fast food is bad for people who suffer obesity, shouldn’t mean that everyone who enjoys the quick, cheap service fast food offers. People who are in a hurry or people short on cash may find fast food an ideal service, but if it is taxed due to obesity, then it will also affect people who aren’t obese.

The great Depression and the World Wars essays

The great Depression and the World Wars essays A Look at the Great Depression of 1936 After reading through the article, I gained very good information of what really happened during the era of 1930s in USA. Whereas I think the main cause for the Great depression was the huge stock market crash that occurred in October 1929 other than the Dust Bowl. The great Depression affected almost every nation. It caused a sharp decrease in world trade because each country tried to help its own industries by raising tariffs on imported goods. Everyone blamed the President Herbert Hoover at that time and people were very upset about his decisions involving the economy. They dealt with anger and elected President Franklin D. Roosevelt. He was the one who helped get the economy back in shape by creating a program called the New Deal. I think the Great Depression is one of the most misunderstood events in American history. It is routinely cited, as proof that unregulated capitalism is not the best in the world, and other interventions can save capitalism from itself. Among the man y myths surrounding the Great Depression are that Hoover was a laissez faire president and that FDR brought us out of the depression. What caused the Great Depression? To get a handle on that, its necessary to look at previous depressions and compare. The Great Depression was by no means the first depression this country ever had, but it was clearly the worst. What made it different that the rest? At the time of the Great Depression, government intervention in the economy was higher than it had ever been and a special government agency had been set up specifically to prevent depressions and their associated problems, such as bank panics. One agency was the Federal Reserve Board and it was to have been the loaner of last resorts for banks in order to prevent collapses as it happened before. I think the most dynamic fiasco, ever recorded which affected life in eve...