ShantanuT01/DACTYL-Pretraining huggingface dataset:
Inequality is justly recognized as a complicated term since this social phenomenon has a complex structure and comes from multiple sources. As is demonstrated in the experiment by Walters, inequality has many looks and is viewed through the prism of people’s unique experiences. My understanding of this concept is influenced by Ellen Rosen’s photo of a chairbound woman who needs help to deal with everyday tasks. The selected photo depicts a middle-aged woman with a physical disability, her daughter, and five bypassers who do not seem to notice that there is a person who cannot walk at all. It was taken by Ellen Rosen in 2018 and received a few enthusiastic comments (see fig.1). The photo reminds me of my online friend who has a disabled mother, and it has helped me to finally formulate my understanding of inequality. As for me, it can be defined as being deprived of something so basic that other people even fail to recognize it as an advantage. The woman is waiting for the transport to get home, whereas other people are just passing by without looking at an unusual person and asking if everything is good or if she needs some help. Unlike her, they do not need others’ assistance to get to another place safely, and this manifestation of inequality remains unnoticed. Living with a disability or a visible deformity immediately involves a range of everyday struggles, doubts, fears, and issues that the majority of people do not understand. In many countries, there are resources to make city architectur
Introduction Depression is a common and widespread mental illness that seriously affects the behaviour, mood, and capability to assess certain life situations and react accordingly (Karp 2017). The mechanisms of depression are not fully understood, but common symptoms of the disease are sadness, loneliness, and a loss of interest in life and daily activities. Typically, depression is caused by emotional and psychological stress due to extreme situations or long-standing problems or issues. In some scenarios, depression may lead to significant health issues due to a lack of personal care, or even to death by suicide. Issues in Treating Depression Clinical Recognition Depression is a complex phenomenon from both medical and sociological perspectives, which make it more difficult to treat. According to Sato and Yeh (2013), one of the major reasons why depression often goes untreated is because it is unrecognized and underdiagnosed by clinicians. The symptoms of depression are common side effects of being sick, as many patients exhibit sadness, fatigue, and moodiness as a result of suffering from an ailment. It is hard to evaluate the depth and permanency of the symptoms without conducting specialized tests. Medications As it stands, medical science struggles with understanding the causes of depression and the processes behind it. Most antidepressants are aimed at treating the symptoms rather than addressing the cause. Pharmacological treatment, while effective for certain symptoms, comes with a variety of dangerous side effects. The most common ones present in practically all antidepressants are nausea, dry mouth, loss of appetite, and dizziness, which makes them particularly dangerous in elderly p
The York Times article How did Economists Get It so Wrong dated 6 th September, 2009, was written by Paul Krugman. He is a prominent economist who is well versed with economic matters as well as dynamics in performance of financial markets. In the article, Krugman (2009) relentlessly attempts to address fellow economists as well as other interested readers on the need to adopt effective economic policies as part of moderating performance trend of finance markets. In other words, he is categorical on the fact economists have not lived up to the expectations of the public especially when interpreting trends in economic performance. Specifically, this article is all about Intellectual war in macroeconomics. The author is directing his comments to economists who have grossly misled various economies when interpreting economic performance and financial stability only to dip into crisis after a short while. He laments that economic experts may sometimes applaud their input in strengthening economic performance only to be surprised when recession follows later. Nevertheless, their theoretical and practical successes have been positively identified for some time now. For instance, having settled their internal disputes, most economists thought that all was well and that the war on recession had been won. Ironically, with the recent economic crises, economists were unable to predict performance of financial markets. It is against this backdrop that the author aims at exposing loopholes within the profession. Moreover, he aims at addressing various fault lines among economists and how these flaws impact economic stability. Hence, the article provides invaluable information both for the general public and economists as well. Krugman has clearly stated his thesis with the aim of capturing the attention of his readership from the very beginning. Additionally, he has a specific point of view reflecting on how economists went astray and what can be done to improve current economic policies. In his point of view, he asserts that the likely reason why economists went astray was largely due to the fact that they clung towards capitalism as the perfect strategy to promote economic stability (Krugman, 2009). Needless to say, he underscores that capitalism was not the best economic policy to be used in building robust economies bearing in mind that unemployment was very rampant by then. Nevertheless, the author is quite categorical that economists ignored human rationality in order to try and perfect the market only to cause crashes that were unpredictable in the financial sector. Moreover, this article is very persuasive in highlighting how economists’ belief in capitalism blinded people and finally led to gross financial bubble yet nobody predicted it. Definitely, he persuades economists to face the reality that they have fallen short of their professional perfection. In this case, he urges them to try and adopt more dynamic financial measures. Additionally, Krugman s
Introduction In context, does job satisfaction affect job performance? That is a question that revolves around variables that relates the two components. In this case, job satisfaction and job performance are strongly related as one affects the other in the context of the attitude developed by employees in an organization. Noteworthy is the fact that an employee who is satisfied shows higher levels of productivity than when not satisfied. That makes job satisfaction and job performance to have interdependent relationships. Job Satisfaction Studies show that job satisfaction is an attitude that has direct impact on job performance. In that context, job satisfaction is an attitude that is derived because it is affective or emotional response toward ones job. Job satisfaction revolves around effort and compensation, which in turn is based on the application of skills to improve productivity and work outputs. Effort is what one has input ones into work. The level of satisfaction is related to the kind of attitude a person has towards a job, and it correlates with the impact the attitude has toward influencing the performance of an individual. In this case, employee perceptions underlie job satisfaction which is critical in influencing performance. When an employee gets fulfilled because of the positive impact on their emotions, tendencies, and cognition, there is the likelihood of positively impacting on employee performance. In this case, low job satisfaction leads to low performance while high job satisfaction leads to better performance. Job satisfaction can result from either intrinsic or extrinsic factors or rewards. Intrinsic rewards for organizational employees including managers and other organizational professionals influence the level of satisfaction in an employee. Here, it is possible to create a strong link between performance and job satisfaction. Here, job satisfaction is the direct cause of job performance, where performance correlates positively with satisfaction. Typically, the underlying rewards directly influence job satisfaction and job performance. Satisfaction and Performance Once an employee gets satisfied in their workplace, performance is susceptible to be positive. That is because satisfaction causes an increase in efforts, which leads to commitments and positive intentions. In addition to that, job satisfaction is a direct cause of increased employee productivity, which affects an employee’s effort in their work. The underlying rationale for increased performance is the rewards provided to organizational employees. Core to improved and effective performance is job satisfaction. That shows that job satisfaction and performance are strongly interrelated. In this case, performance has been identified as being crucial to satisfaction in the relationship. Here, a reward system used in an organization and the approach used to reward employees are critical in influencing job satisfaction and job
From an individual point of view, the largely publicized dispute between People soft and Oracle; companies in the business of developing and installing software for business entities, which took centre stage in 2003 still triggers varied reactions from major players in the enterprise resource planning industry. A highly emotive debate has been evoked among academic and technical circles to try and put the tale of Oracle’s move to acquire People soft into perspective. Oracle on its part had considered to acquire people soft a year before it came up with the widely disputed antic of taking over the company, a move largely viewed by critics as being malicious and of bad intent. The board at People soft took a rigid stand against Oracle’s intension to acquire the company it had come up with an insulting and rather unusual bid of $ 16 which represented a mere six percent premium. This preposition was quite unacceptable since the norm in serious bidding activities held the threshold at a whopping twenty percent or more. The company’s chief executive Craig Conway supposedly sensed bad faith on Oracle’s part which also played a major role in the company’s unanimous decision to reject the deal since it viewed the move as a ploy to prevent them from taking over another major player by the name J.D. Edwards. The move would also destabilize their stake at the stock market. The bid brought to light by Oracle Company also came out to be a unique one with respect to the fact that it would prevent customers from continuing to seek services from People soft as a result of the fear of what a takeover by another company would imply. Under these circumstances, if Oracle would have been willing to pay a higher price for the competitor’s shares to induce its shareholders into selling their shares, then the board would have been rendered helpless and unable to stop the former from taking over the company’s ownership. A litany of scandals also worked against Oracle’s bid to acquire its competitor firm with critics terming the move as having been actuated by malice and being utterly insensitive, allegations which necessitated the management’s introduction of stringent measures to counter. This state of affairs held no grounds to victimize Oracle since not even a saintlier of evidence could be tabled to attest to that fact. In spite of all the odds that surrounded the Oracle acquisition of People soft, certain measures had been put in place by the board of directors to ensure that in the event of an imminent takeover, a reasonable criteria would be observed to ensure that eve
Employee discrimination has been on the increase over the past years. There are various forms of employment discrimination which include unfair treatment due to an individual’s characteristics such as race, gender, origin, genetic information, physical challenge or religion. Employee discrimination can also be termed as harassment by managers, co-workers or others in your workplace because of color, sex, religion, etc. It might go to an extreme case to denial of a reasonable workplace accommodation that you need because of your religious beliefs or disability and to a large extend because you complained about discrimination or assisted in a job discrimination investigation or lawsuit. Upon someone being discriminated at work, there is an option of him or her to file a charge in a court of law as enforced by the United States Equal Employment Opportunity Commission (EEOC). This is in addition to the Equal Pay Act which demands an individual to file a discrimination charge prior to filing a suit with regard to job discrimination on the employer. When the discriminated are afraid to file a charge, the other party can opt to file the lawsuit on behalf of that individual. It is a requirement for an employer to have a given number of employees in order to be covered. However, the number varies according to the type of employer. In addition, the type of discrimination is also a determinant of whether an individual can be covered. First, the employee has to know if the employer is covered by the U.S Equal Employment Opportunity Commission and in the process protected, the employee must also
Introduction Estée Lauder Companies, Inc. was started by Estée Lauder and her spouse Joseph in 1946. Nowadays, it is among the leading producers and advertisers of fashionable cosmetics and fragrances across the world. Estée Lauder Companies, Inc. also produces hair care products which are used by many people globally. It also has more than 40 percent market share. The first products to be produced by the corporation were skin lotions, makeup, and fragrances. These were followed by the production of men’s ointments and perfumes (Aramis) in 1964 (Estée Lauder Companies, n. pag). The third brand to be introduced into the market was the Stylish Line in 1979 (Estée Lauder Companies, n. pag). This product was not only sold to those individuals living in towns but also international people. In 1990, Estée Lauder Companies, Inc. released a plant treatment product (Origins) designed for those customers who were aware of their environment (Estée Lauder Companies, n. pag). After four years of its operation, the company did not only produce a particular beauty artist brand but also make-up products called MAC. In 1995, it produced Bobbi Brown basics, a particular brand of cosmetics. It also produced Tommy Hilfiger perfumes and elegant products. Two years later, Estée Lauder Companies, Inc. produced a make-up called Jane, majorly meant for young consumers. In 1997, Aveda and Donna Karan perfumes were introduced into the local and international market. Aveda is a fresh make-up and skin care product. Even though 61 percent of the company’s total sales come from the United States, it also supplies its products to more than 100 nations across the world. Moreover, 27% of its total sales come from Europe, Africa, and a few countries from the Middle East ( The Estée Lauder Companies Inc. History , n. pag.). The remaining percentage comes from the Asia-Pacific region. Estée’s family controls more than 60 percent of t
Introduction Projects relating to constructions and contracts have greatly increased and are now recognized in the UAE over the past years. This has significantly given rise to great numbers of claims either between contractors and employers or even between contractors and sub-contractors (Hinchey and Schor 2002, 63). These disagreements are mostly solved by conciliation or arbitration and are predominantly held in the universal language which is English, where specialist arbitrators are appointed due to the nature of the subjects involved (Ren 2011, 123). Assessments of UAE situation and the negotiations in the construction industries Negotiation is another important mechanism for arranging construction contracts in the construction industry. Project managers may often find themselves as participants in negotiations, either as principal negotiators or as expert advisors. These negotiations may be complicated and often present important opportunities and risks for the various parties involved. For example, negotiation on work contracts could involve issues such as completion date, arbitration procedures, special work item compensation, contingency allowances as well as the overall price (Essam 2006, 453). However, exogenous factors such as the history of a contractor and the general economic climate in the construction industry will determine the results of negotiations. The skill of a negotiator can affect the possibility of reaching an agreement, the profitability of the project, and the scope of any eventual disputes, and the possibility for additional work among the participants. Therefore, negotiations are an important task for many project managers. However, even after a contract is awarded on the basis of competitive bidding, there are many occasions in which subsequent negotiations are required as conditions change over time (Fleming 2003, 13; Harmon 2004, 47). Poor negotiating strategies adopted by one or the other party may also preclude an agreement even with the existence of a feasible agreement range. For example, one party may be so demanding that the other party may simply decide to break off the negotiations. In this effect, negotiations are not a well behaved solution methodology for the resolution of disputes (Kumaraswamy and Chang 1998, 12; Al-Khalil and Al-Ghafly 1999, 647). Therefore, the possibility of negotiating failures in the land sale example highlights the importance of negotiating style and strategy with respect to revealing information. Style includes the extent to which negotiators are willing to seem reasonable, the type of arguments chosen, the forcefulness of language used, etc. Clearly, different negotiating styles can be more or less effective in one way or another. Cultural factors are also extremely important and play a major role in negotiation processes. American and Japanese negotiating styles are very different (Cheung, Yiu and Yeung 2006, 132). For example, Revealing information is also c
Introduction With the development of television, mass media has started to play a dominant role in construction of personal identity of children. Recent years, many researchers (Valkenburg 34) admit the crisis of childhood affected by wrong media identities. Pokemon is one of the most popular shows for children. In spite of its long history and positive image, it has many scenes of violence and aggressive behavior. Thesis In general, children’s programs are not violent but negative and unclear images of the main heroes involve violent scenes and wrong behavior patterns. Main Problems Violence in Pokemon has a very negative and even dangerous impact on forming identities and ideals. Unfortunately, violence becomes a common thing creating false ideals and behavior patterns in the mind of young viewers. The researchers found that preschoolers: “are unlikely to be able to put the violence in context, since they are likely to miss any subtlety conveyed mitigating information concerning motivation and consequences” (Josephson, 1995). Children build their identities based on hero’s actions trying to imitate and copy them. “But what is a Pokemon, you ask. ‘Pokemon are incredible creatures that share the world with humans” ( Pokemon n.d. ). The problem is that many children do not understand the difference between violent and non-violent actions, imagine and real just borrowing behavior patterns and enlarging their vocabulary. In Pokemon , bad heroes are not always cruel and violence while good heroes are not always kind and sympathetic characters. Taking into account psychological studies, it is possible to say that children do not identify themselves with good heroes only, but can choose a bad one as the most attractive prototype (a thief, a robber, a killer). In this case, cartoon violence becomes a driven force for many children to be aggressive. A violent and aggressive hero has the same impact on children as the good one forming aggressive behaviors patterns and violent stereotypes. Pokemon shows are not so violent as other programs, nevertheless sma
Introduction In an organization, recruitment is one of the core activities or responsibilities of the Human Resource Department. It involves finding, interviewing, selecting, and employing qualified applicants. E-Recruitment is one of the methods used by organizations to find suitable candidates for job positions. It involves recruiting employees with the help of electronic sources, mainly through the internet. Organizations advertise job positions on online job boards and employment agencies. Online recruitment saves time, reduces cost, and gives organizations an opportunity to select employees from a large pool of talent (Geutal & Stone, 2005). The internet is accessible to many people around the world, and it has the ability to transfer information fast. This enables organizations to reach out to many people within a short period. E-recruitment has revolutionalized the process of recruitment because it is cheap, fast, and allows organizations to hire employees from a wide assortment of talents from around the world (Geutal & Stone, 2005). How HR professionals can make online recruitment effective Organizations can use online recruitment in ways that support recruitment services while at the same time reducing organizational costs. First, they should use their organization’s website to advertise for job opportunities. Some online agencies and websites charge certain fixed fees for job advertisements made by other organizations. Organizations could post job advertisements on their websites under the careers or job opportunities section. Second, HR professionals should use sites that many people frequently visit or use. Social networks such as Twitter, Facebook, and Messenger are appropriate sites to post job advertisements. Many people are able to access recruitment information from different parts of the world. Online recruitment is beneficial because it gives organizations an opportunity to source talent from different parts of the world. Thirdly, organizations could use the services of online job boards and online recruitment organizations. For example, LinkedIn is an effective site to use because it has resumes of potential candidates. It also gives potential candidates an opportunity to contact hiring organization in case they are qualified and interested. Strategies to alleviate the negative effects of e-recruitment Several strategies could be used to deal with the negative effects of online recruitment. Examples of consequences associated with e-recruitment include exclusion of minority groups, fraud, recruitment weaknesses, and unauthorized access of recruitment data (Reynolds & Weiner, 2009). Online recruitment mainly involves interviewing candidates through phone interviews or video links. This may lead to selection of individuals whose personalities and characters fail to meet the requirements of the hiring organization. This problem can be solved by using online recruitment agencies that have access to candidates in various parts of the world. As such, the agency wi